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How to Hire for "Job Fit" over "Culture Fit"
When you’re on the lookout to hire a new person or bring in a member from another department, you’re also making sure that they fit into the culture other than fit into the job expectations. You want to think about whether this individual will integrate with the team smoothly, or if there will be bumps along the road. This is also known as a “culture fit”.
There are good and bad things about taking this perspective. Today, we’ll discuss what the controversy is and why you might want to stop using the term “culture fit” and use “job fit” instead.
Cons of “Culture Fit”
In its origin, “culture fit” was an idea that held a competitive advantage for many organizations, especially those in the tech arena. However, the term has taken a turn for the worse, as it is now connoted with an exclusionary definition over the years. Employers were using the term to select people whose personalities and backgrounds maintained the status quo. This resulted in a mindset that wasn’t a culture fit but a “just like us” mindset.
This mindset results in bias and stifles diversity and innovation. This is because interviewers make a judgement call about a candidate’s suitability for a role within the first few seconds, without even going through the rest of the interview process fairly. They will continue through the interview seeking information that confirms their bias about the candidate. This bias can be triggered by many factors, including gender, race, what the interviewee is wearing, their level of extroversion, and their mannerisms, among other things.
When interviewers and employers see candidates only through a biased lens, it results in them confirming their bias instead of finding out if they are a right fit for the job.
Focus on “Culture Add”
Many companies are switching to the term “Culture Add” instead of “culture fit” because they can see the term's harm. This shift in language represents a lightbulb turning on in organizations that recognize that diversity is crucial for business success in a global market.
“Culture fit” focuses on hiring the same old people to fit into the status quo, whereas “culture add” suggests there is a forward-thinking alternative that places importance on employees who can drive the company into the future.
Hire for “Job Fit” Instead
“Job fit” means using reliable selection methods to make hiring decisions so you can accurately predict if an individual possesses the skills, knowledge and talent to succeed and engage on your team.
This can be quantified to address the needs of culture add, and ensure that each individual in an organization is contributing to the business with excellence in their specific role.
