I hear so many recruiters say they are looking for ‘culture fit’ when assessing candidates. Is this wise? In my experience, very rarely.
Culture is defined as “the way of life, especially the general customs and beliefs of a particular group of people at a particular time” in the Cambridge English Dictionary. Or, put more simply, ‘the way we do things around here’. Seeking out culture fit in candidates assumes that ‘the way we do things around here’ is the best, or even the only way things should be done.
The risk (and I think it’s a big risk) is that the practice of appointing people who share your customs and beliefs feeds into ‘group think’. This is where decision-makers sit around violently agreeing with each other, seeing every situation from the same viewpoint. It has been described as “A phenomenon that occurs when the desire for group consensus overrides people’s common sense desire to present alternatives, critique a position, or express an unpopular opinion. Here, the desire for group cohesion effectively drives out good decision-making and problem solving.” (source)
An organisational culture which has become complacent in thinking it already has all of the answers and can’t be improved prevents growth, innovation, disruption and is potentially dangerous to its future success. Including people who will look at issues through fresh eyes, with different ways of thinking and perspectives, and who will question and challenge the status quo is surely more healthy for the business?
Often, those organisations looking for culture fit are afraid of being questioned or challenged. They want people similar to them, with similar ways of thinking, who will just seamlessly slip in to the organisation without causing any ripples. Whilst this may be easier and more comfortable in the short-term, the long-term risks to the business can be huge.
The world is changing. Rapidly. Those who rely on ‘but we’ve always done it this way’ are denying the reality of the need to change, innovate and develop. Those who look for new, exciting and different ways to do things are able to not just adapt to the changing business environment, but to influence that change.
The next time you are recruiting, instead of looking for someone who will disappear into the background of your existing culture, actively seek someone who might challenge and question the status quo. Someone who is different from you. Someone who brings different experiences and ways of thinking with them. Are you brave enough?
To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/
To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs