A FitScore is a way of quantifying the level of similarity between either two individuals, or an individual and a team/company, in terms of personality/culture.
Knowing if a coworker, your manager or a potential candidate approaches problems in the same way as you do or whether you have to adapt your communication style when working with them is useful in order to achieve highly efficient teamwork.
FitScore Nuances & Variances
While high FitScores and therefore high similarity indicates cohesion, it can also reflect stagnation or groupthink. Excessively high fit may also lead to conflict.
For example, if every team member scores highly on traits such as the need for control, everyone would want to do things their own way – and nobody would get it! A low score on the other hand may indicate potential for misunderstandings, but as it signals diversity it may also provide fertile ground for innovative ideas and new approaches.
These nuances of fit are reflected in the insights which accompany FitScores.: though two users can potentially have a very high FitScore overall, and thus be very similar to each other, the complex ways in which specific traits interact means that they may not react in the same manner to any given situation, or necessarily make a productive team.
While the FitScore itself provides users with a similarity score, it is the insights accompanying each FitScore which reveal the individual differences between users captured by Good&Co’s model.
Candidate FitScoreWhen hiring for an open role in a team Good&Co’s tools provide the user with another kind of FitScore – the candidate FitScore. This score is more than a reflection of similarity and also the only score where a higher score is considered better.
It can be customized with multiple filters that can be switched on and off depending on what is important for the specific role. The filters include: alignment with team members, match to a trait, improvement of team wellness, thinking style of the candidate and match to a specific profile for the role.