Suitability factors account for about 50% of the reason people succeed or fail at a job.
Understanding the difference between eligibility and suitability, and how to assess them, is crucial if organisations are to build capability and develop their people.
These tell us if someone can do the job, and include: previous experience, education, certifications, skills and knowledge. The problem is that many organisations assess eligibility factors by setting minimum requirements.
This only helps to eliminate the people who don’t meet the requirements, but it does nothing to determine which of the applicants are best qualified. By quantifying each candidate’s level of eligibility you can identify the candidates who are most eligible
Suitability factors are more difficult to assess because, unlike eligibility factors, they are behaviour related and harder to verify before someone starts a job. Suitability factors include: natural tendencies, attitude, motivation, decision making style, interests and work preferences – tell us ;
In addition, suitability factors are much more interrelated, and subtle balances between factors have significant implications for behaviour. To make it even more challenging, applicants have a significant incentive to withhold or distort information that might hinder their job opportunity.
The People Equation
A short video which puts eligibility and suitability in context when recruiting: