Hiring for Culture Fit vs. Culture Add

Cultural fit is often cited as one of the key criteria for new hires, which is all well and good but if you base your hiring decisions on culture fit, you can be promoting bias (especially unconscious bias).Also, similar-minded, uniform groups can foster groupthink, which can lead to negativity or even animosity in the workplace.

Groupthink as the name suggests is the tendency for people to unanimously support a popular opinion or decision. Choosing group consensus over thinking critically. When groupthink happens, people silence their own objective thoughts in favour of conforming.

When it comes to hiring decisions, it’s important to consider both the candidate’s cultural fit and their ability to add to the existing culture. Cultural fit is a good indicator of how well an individual will fit into the organization, but it shouldn’t be the only factor. Evaluating a candidate’s cultural contribution will provide a more complete picture of the value they can bring to an organization. Some research tells us that cultural fit can actually be detrimental to your organization’s success. Hiring for culture fit can be extremely detrimental to your belonging, equity, inclusion, and diversity efforts as well as inhibiting growth and innovation.  

Culture Fit

Culture fit considers how a candidate’s values and beliefs align with the organization’s values and beliefs. It determines whether a new hire can work well with existing members of the team and integrate into the existing culture. Candidates with a high degree of cultural fit will likely be able to adjust quickly and become productive quickly. So its very easy to understand why this is an important element when deciding who to hire.

Culture Add

Culture add essentially looks at how a new hire can contribute to and expand the existing culture. It evaluates a candidate’s capacity to bring new perspectives, skills, and expertise to the table. It’s an important factor to consider when an organization is aiming to innovate or make a shift in direction.

By taking both culture fit and culture add into account, organizations can ensure they are making the best possible hiring decisions and maximizing their potential for innovation and growth. This is especially important as organizations become increasingly global and diverse, as different cultures can bring unique perspectives that can drive change and help expand the existing culture.

In summary, examining a candidate’s cultural fit and cultural contribution can provide a more comprehensive understanding of their potential value to an organization. When making hiring decisions, look for candidates who can not only fit into the existing culture, but can also add something meaningful and unique. By doing so, organizations can ensure they are making the best possible hiring decisions and unlocking their full potential.

Look out for the next post which will provide some examples on how you can interview for Culture Add.

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