Hiring for cultural fit has always been the norm for many companies. However, what if we go against the grain?
Candidates that relate to the company’s culture create the assumption that there will be no problem for the new hire to fit in. It was also thought to lead to greater productivity and a lasting relationship with the company. The truth is, we’ve concealed some other important things that would have helped the company grow more.
What do you mean by being “culturally fit”?
Being culturally fit in recruitment means the candidates’ behaviours, backgrounds, or goals align with the company’s culture. For example, if the company values attendance or presenteeism and the candidate finds that to be their strong trait, then they’re culturally fit.
It’s also worth mentioning that most companies and even candidates consider company culture necessary. According to a survey conducted by Glassdoor, a company\’s culture holds significant importance for employees. In fact, 77% of respondents indicated that they would take into account the organisation\’s culture before applying for a job, and 73% stated that they would not apply for a job if the company\’s values did not match their own.
However, let’s focus our lens on why recruiting for cultural fit can be problematic and what to do instead.
Why recruiting for cultural fit can be problematic
One of the main issues with recruiting for cultural fit is that it can reinforce existing biases and lead to a lack of diversity within the organisation. This can limit innovation and creativity and create a homogenous workplace culture.
Another problem with recruiting for cultural fit is that it can hurt organisational culture. Hiring people with the same beliefs and values can create a groupthink mentality and prevent individuals from challenging each other\’s ideas and assumptions.
Let’s dissect each of them.
Reinforcement of existing biases and lack of diversity
Recruiting for cultural fit can reinforce existing biases and lead to a need for more diversity within the organisation. When companies prioritise hiring people who fit a specific mould, they may be unconsciously or consciously looking for similar individuals. This can result in a lack of diversity in terms of race, ethnicity, gender, age, and other factors.
For example, imagine a marketing agency that values a certain personality type, such as being outgoing and confident. The company may only hire individuals who fit this mould, leading to a lack of diversity in personality types. This can limit the creativity and effectiveness of marketing campaigns because different personality types may have unique insights and ideas.
Homogeneity and lack of innovation
Another problem with recruiting for cultural fit is that it can create a homogenous workplace culture. When companies prioritise hiring people who fit a particular category, they may end up with a team of individuals who think and act in similar ways. This can limit the diversity of thought and ideas within the organisation, leading to a lack of innovation.
For example, imagine a tech startup that values young, hip, and innovative individuals who fit into the company\’s culture of working long hours and always being connected. This leads to homogeneity in the workplace, which can limit the team\’s ability to come up with new ideas and solutions because everyone is thinking the same way.
Negative impact on organisational culture
In addition to limiting innovation, recruiting for cultural fit can have a negative impact on organisational culture. When companies prioritise hiring people who fit into their existing culture, they may be resistant to change or new ideas.
One way we can picture this is by imagining a traditional law firm that has been around for decades and values a particular professional image and work ethic. The firm may only hire individuals who fit the preferred personality, leading to a culture of conformity and resistance to change. When new hires come in with different ideas or perspectives, they may not be accepted or may be encouraged to conform to the existing culture.
This can be problematic for the organisation as a whole because it can limit growth and development. In a rapidly changing business landscape, organisations need to be adaptable and open to new ideas and perspectives. If the company\’s culture is too rigid, it may not be able to keep up with the pace of change and may miss out on opportunities for growth and innovation.
What you can do instead
Fix your recruitment process and stop letting qualified candidates go to waste by using these methods when looking for a new hire. Culturally fit candidates may have edges, but in this fast-paced business world, companies should be adaptable enough to new ideas so as not to be left out.
- Use structured interviews
Using structured interviews is one way to combat the negative impacts of prioritising culturally fit candidates in recruitment. Structured interviews are designed to assess specific skills and competencies rather than cultural fit. By focusing on specific skills and competencies, companies can ensure they hire the most qualified candidates, regardless of their cultural background or personality type.
- Implement blind hiring practices
Another approach is to implement blind hiring practices. Blind hiring practices involve removing identifying information from resumes, such as name, gender, and age. This can help reduce unconscious bias and ensure that candidates are evaluated solely on their skills and qualifications.
- Focus on value alignment
Instead of prioritising cultural fit, companies can focus on value alignment. This involves identifying the company\’s core values and hiring individuals who share those values, even if they come from diverse backgrounds and have different perspectives. By focusing on value alignment, companies can create a more diverse and inclusive workplace culture that values different perspectives and encourages innovation.
- Provide diversity and inclusion training
Companies can also provide diversity and inclusion training to hiring managers and employees. This can raise awareness of unconscious bias and promote a more inclusive workplace culture. Training can include topics such as how to recognise and overcome bias in the hiring process and create a more inclusive workplace culture that values diversity and encourages innovation.
- Use a diverse panel of interviewers
Companies can use a diverse panel of interviewers to combat the negative impacts of prioritising culturally fit candidates in recruitment. Having a diverse panel of interviewers can help reduce unconscious bias and ensure that candidates are evaluated from different perspectives. Additionally, having a diverse panel of interviewers can send a signal to candidates that the company values diversity and is committed to creating an inclusive workplace culture.
Final thoughts
Recruiting for cultural fit has been the norm for many companies for a long time, but it is not without its problems. When companies prioritise cultural fit, they may unconsciously reinforce existing biases and limit diversity in the organisation, which can lead to a lack of creativity and innovation. That’s why it’s time to look the other way and get your company the best candidates there are to help it grow.