THE

100

PRINCIPLES OF HIRING ACCURACY

PRINCIPLE

#31
TO HIRE FOR CULTURE FIT, YOU MUST DEFINE IT
To screen for culture fit, you must define it. This is the only way to ensure it's being measured fairly and effectively across interviewers & candidates. Be specific.

Tell me if you've seen this before...

A candidate applies to a job.

She makes it through the process, only to be suddenly rejected.

The grounds?

"Not a culture fit."

To be clear, there's nothing wrong with screening for culture fit.

IT DOES MATTER that a candidate fit not just the job, but the #culture of the team/environment they're joining.

The problem is in how many companies are doing it.

In far too many cases today, the culture fit screen has no specifics behind it.

No definition or rubric.

Nothing to ensure it's being measured in the proper way across interviewers & candidates.

The result?

'Culture fit' has become a catch all for whatever interviewers want it to be.

This practice needs to stop.

It's perhaps the large contributor to bias (& even discrimination) in hiring today.

And it unfairly penalizes great candidates who may not look like or talk like the hiring team.

Culture fit is important, but let's do it right.

It's time to get specific with the 'culture fit' screen.

Do you agree?