How to hire culture-add people?
Business leaders brought a new understanding of “office Culture fit hire culture” in the 1980’s. This meant that employees were valued as people and not just as machines. Companies began to realize that employees were happier and more productive when they felt they were part of the team. A friend at work became an indicator of not only job satisfaction, but also performance.
Managers began to hire culture fit” by choosing candidates that matched the company’s DNA and would work well with their team. This often led to an obsession with personal characteristics. The candidate selection process included criteria such as “Let’s see if they can have a drink with us”
A bias towards homogeneity is the shadow of hire culture fit. This creates an environment that discourages innovation and harms candidates and workers as well as businesses.
Culture fit is about retaining and hiring more of the existing successful elements. Culture add is about gaining the valuable elements your culture lacks.
Culture add, in contrast to the culture fit mindset which aims to retain and hire culture of the existing talent, focuses on gaining new elements that are missing from your culture. Culture fit is about maintaining comfort and familiarity. Culture add seeks people who not only value the company’s hire culture and standards but also bring something new that will benefit your company. This shifts the hiring question from “What’s this person lacking?” to”What can this person bring?”
It is better to have more of the same
The majority of jobs required repetition and learning. Simply adding more workers with similar skills was sufficient. If 10 workers can build a car in 20 hours, 20 workers can do it in 10.
The complexity of work is increasing – such as solving complex operations problems or keeping clients satisfied – so simple scale does not work anymore. It takes many perspectives to solve complex problems. You are actively limiting your chances of success by hiring people who are compatible with the backgrounds, personalities, and perspectives already in your company.
What is hire culture fit bias?
A culture fit mindset can reinforce any biases. This is the real downside. Hire culture fit is a way to make sure your current culture is dominated by twenty-something male programmers. This will lead you to hire culture more of the same people and eliminate candidates who don’t fit that culture. At its worst, culture fit justifies prejudice and preference. This can lead to discrimination against anyone who doesn’t fit the preconceived cultural mold.
It is important to realize that culture does not mean checking a box. Diversity efforts should not be about checking a box. Although it miu iruma may be beneficial to increase diversity by hiring people from different backgrounds, it won’t add any value to your culture if everyone thinks the same.
You shouldn’t overlook factors such as race, gender, and ethnicity. But, look beyond these and consider the perspectives that make up your culture. These could be world experiences or beliefs about technology and business. Culture is about the way a candidate sees the world and how the world views them.
How to increase the hiring culture
It can be difficult to embrace culture, especially if you have a history of focusing on culture fit. It is not possible to – or even desirable – be all-in on hiring at once. Instead, move the needle slowly and observe how it changes. Here are some suggestions:
Hiring “weird people” is a good idea. Sometimes brilliance disguises itself as eccentricity. Look for people who see things differently from you. As a hiring manager, you should be aware of the fact that your team may look more like you than you actually are. This doesn’t mean you should fill your team with people who aren’t like you. Instead, be true to your company values and define what they mean.
You can also recruit from other areas. You don’t have to limit your search only to those who specialize in recruiting for specific roles. Just like every culture, professions tend to have some constrained thinking. While new hires must have the necessary hard skills, different educational and professional backgrounds can provide valuable insights. Design schools produced good culture cottage cheese some of the most talented developers I have ever seen. One brilliant IT manager was once an intellectual. It is better to make a decision than take the easy path.
Learn to spot positive deviance. To achieve a desired result, you must first understand all obstacles and then work to remove them. You can also look for people who are getting the results you desire and find out what they do differently. This will force you to reevaluate what you are looking for in a new hire and help you identify the qualities that make a difference.