It’s beneficial to hire employees who will “fit in.” However, basing your new hires off of cultural fit can do your company more harm than good. The key to hiring new employees is diversity, and if you base your interviews solely off of cultural fit, you may end up with the complete opposite.
“The future of your company is shaped by the people you hire today.” – Diego Rodriguez, Global Managing Director at IDEO
What is cultural fit? It’s a way to define a person who will be able to “fit into” the company’s atmosphere. The challenge with cultural fit is that businesses don’t know how to measure or define it.
What is cultural contribution? A new way to hire people who could potentially make a positive contribution to the culture of a company, and in turn be happier, more engaged, and stay longer in the role.
What questions should you ask when hiring based on cultural contribution?
•Does this person offer a dimension that our culture might be missing?
•In what ways might this person challenge our thinking and processes?
•Will this person bring a viewpoint or context we may be missing?
Should you consider value fit? In order to unite teammates, you must connect them on a level beyond their favorite sports teams. Adding value fit to your hiring process will help you add employees who share the same goals, not necessarily the same viewpoints or backgrounds. However, you shouldn’t hire someone based solely on value fit.
Having trouble finding qualified candidates for your business? Madison Approach Staffing can help! As the leading staffing firm in Westchester County, New York, we are dedicated to making sure that every match is a perfect fit for both the candidate and the company. Visit our website to learn how we can help grow your business, or give us a call at (914) 428-4800.
