Culture Fit VS Culture AddÂ
Where’s the sweet spot?
For decades organisations have prioritised hiring candidates who align with their company culture. While this approach initially seemed logical (ensuring smooth collaboration and shared values) it often led to carbon copy teams and unintentional exclusion.
Today, the concept of hiring for culture add is gaining more traction. It’s when organisations actively seek candidates who challenge the status quo and can offer unique perspectives.
Before we dive in it the pros and cons. Where did the idea of Culture Fit come from in the first place?
Where did Culture Fit come from?
Back in the 1980s we saw a rise of companies placing company culture as a strategic focus. It’s thought that tech companies in Silicon Valley popularised the idea and used it as a way to define their unique workplaces. There was emphasis placed on finding employees who could integrate seamlessly into their teams. Those who ‘felt right’, ‘could hit the ground running’.
Great in theory, but an arguably flawed approach…
Risks of Hiring for Culture Fit
While we can understand the appeal of hiring for Culture Fit, it often defaults as an excuse for subjective judgements, reinforces harmful stereotypes and potentially excludes diverse candidates from progressing. Some common reasons for rejecting candidates, disguised as Culture Fit include;
- “We just didn’t click” or “They lacked the energy I was looking for”
- “They seemed too aggressive” or “They weren’t assertive enough”
- “I can’t see their approach working with our team”
When we hire this way, we often (unintentionally) reinforce bias, promote groupthink and overlook invisible diversity. It can hinder our potential growth and innovation and creates echo-chambers.
But, I understand why we do it. It’s human nature to gravitate towards things that are familiar and comfortable. We don’t like uncertainty and change.
Why We Should Move Towards Hiring for Culture Add
Hiring for Culture Add emphasises finding candidates who bring unique strengths, perspectives and experiences that are going to have a positive impact on our team and cultures (rather than just mirroring more of the same). It makes us challenge bias, become more dynamic, better problem solvers often results in team being more diverse as a byproduct.
How to Embrace Culture Add
Here’s a few things you could consider;
- Shift the Focus:
Instead of asking ‘Does this person fit’, ask yourself ‘What strengths could this person bring’ - Challenge Bias:
Bias is rife in the hiring process. Pause and reflect. Are we treating candidates differently? Are biases influencing our decision making? Is our process structured enough to assess candidates objectively? - Screen In, Not Out:
Focus on what makes a candidate unique rather than disqualifying them. What’s going to compliment our team and expand our capabilities.
It’s About Striking a Balance
The goal here isn’t to hire complete outliers who are going to rock the boat and make collaboration impossible. It’s about finding colleagues who bring complementary strengths and enhance our teams. I believe there’s a sweet spot. It’s about finding individuals who share the company’s core values but bring fresh perspectives and experiences.
Ultimately the sweet spot ensures we don’t build a team of clones, but a group of individuals whose differences set us apart.
Want to chat to us more about Inclusive Hiring Strategies? Contact us here for more information, or reach out for a coffee.