Do you have employees in your organisation who are highly-skilled but just don’t seem to be thriving in their role? Do they struggle to meet targets, not understand what is expected of them, or just seem unable to get the job done?


Could they just be in the wrong role?

According to a recent global study, one person in five is currently in the wrong job. That means they aren’t motivated, engaged or productive. And there could be several reasons for that. They may have been:
• reallocated to another role following organisational restructuring
• retained after completion of the project they were hired for
• promoted to a role they were not ready for
• hired because of ‘who they know, not what they know’

Employees who are not in the right role tend to be frustrated by and dissatisfied with their career opportunities. They may feel undervalued and overworked and resent being stuck in a role they either didn’t choose or aren’t suited to. And in their search for job satisfaction they often change jobs frequently, which can have a negative impact on your staff morale and organisational culture.

Who are the ‘right’ people?

Hiring the ‘right’ people is the cornerstone of every successful organisation. The ‘right’ employee may be a highly-skilled, multi-talented, great communicator who manages time efficiently. But even the right employee won’t be effective if they are in the wrong role. People always do their best when they enjoy what they do; in other words, when they are engaged. Even the most competent, intelligent candidate will not do well in the role if they aren’t motivated or don’t want to do it.
So, if you want to avoid costly hiring mistakes (or make adjustments to current employee placements) that affect your bottom line and damage your organisational culture you need to know who is right, why they are right and where they fit best in your business.
Before you sit down to interview, you need to know exactly what you expect from the person you are going to put into the role. You might be better off hiring someone who may not have all the required skills but is passionate about learning and succeeding in the field. This is where the identification of potential comes in.

How to identify the ‘right’ people

Caliper has researched and developed some powerful tools that will help you identify the right people and get them into the right roles – personality profiles and job models.

Job models are like snapshots of how the perfect candidate would perform the role, taking into account all the competencies essential to success. Built on years of research, job models inform the hiring process by identifying the skills required and candidates who align with that same set of skills and personality traits. And while technical expertise is certainly important, the power of motivation and aptitude should not be underestimated. The ‘right’ person for the job may not necessarily meet all the criteria but has the passion to learn and succeed.

Keeping the right people on board

Once you’ve hired the right people for the role, you have an investment that needs to be protected – you want to ensure they stay with you. Keep them involved and engaged by discussing their career goals, their interests and capabilities. Would they benefit from training? What kind of roles do they aspire to? Empower them to seek out their ideal role within your company and help them prepare for the transition if necessary.
Caliper’s online assessment platform allows a business to compare their employees against any kind of role, providing clarity on the best direction for each person, and their likely strengths and weaknesses.

Having the right people in the right roles will have flow-on benefits for your business. You can save a lot of time and money on recruitment and training by moving existing employees into more suitable roles, roles that they also find more attractive and fulfilling.

Don’t make the mistake of hiring the wrong employee, or worse, hiring the right employee and putting them into the wrong role.
Why not take advantage of Caliper’s profile and analytics tools to identify not just the ‘best’ people, but the ‘right’ people for your organisation?
Contact us at to find out more about how we can help.