How to Stop Leaders from Focusing on Cultural Fit
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I can’t recall how many times in my career I have heard this feedback as leaders are assessing talent to join their organizations. Not a cultural fit. Couldn’t work here. Just wouldn’t fit in with the球队。别看到他们和其他人相处。
它’s an instinct. It’s a gut feeling. It’s a premonition. The leader has assessed so much talent in their career. They know who will succeed and who won’t succeed here. The leader knows best.
Could I travel with this person post-pandemic and make small talk in the airline lounge?
Could I enjoy a glass of wine with this person?
How can I assess our chemistry over video?
Would I trust this person to watch my children? (As a friend pointed out, if they don't like children, does that make them a bad person?)
Ensure the focus is on evaluating talent on a skills fit and a values fit to avoid bias in evaluating individuals.
例如，如果你是hiringsomeone for a performance marketing role, you will want to ensure they have expertise in customer acquisition, email marketing, ecommerce merchandising, website analytics and optimization and more. You want to focus on their track record of success, find out what they have learned from their mistakes and get a good understanding of where their expertise lies.
问问自己什么技能是必备的,什么skills are a nice-to-have. No one individual will check all the boxes for all of the skills you are looking for. Remember that you are also looking for talent who will learn and grow with the organization.
3. Define your values, then evaluate for values fit
When you are clear about what you stand for, and the values that make up your culture, it then becomes easier to evaluate talent fairly and consistently. Let’s stop focusing on cultural fit. Let’s start focusing on the skills and the experiences great talent will bring to our organizations.