2-1.1 Cultural Fit is not a Clone, Inc. Updated

Wednesday, May 27, 2020 by -Priority Bridge
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Cultural Fit Does Not Mean Hiring Clones 2-1.1

Picture this: a company where everyone, from entry-level accountant to the CEO, is exactly the same. On the surface, they may show some variability, but they all act, talk, and think in the same exact way and perhaps even look the same too. This all sounds very science-fiction-esque, but it’s an interesting situation to ponder.

If everyone in an organization is essentially a clone of one another, how can the business discover new and unique strategic ideas to boost future success? The short answer is that it simply can’t. In this way, ‘Clone, Inc’. operations are run by people that have no more individuality than a computer. The unique perspectives, ideas, and motivations of employees are what bring an organization together and drive it towards innovative futures. This is why hiring for cultural fit is so crucial. The purpose of cultural fit is not to hire clones of current employees but to find candidates that are aligned with the goals and values of the organization, bringing their personal experiences to the table as well.

Cultural fit describes whether an individual’s motivations align with the cultural norms of an organization. Is the individual’s drive in parallel with that of the company or organization they are part of? Do they resonate with the core values of the organization? Can they bring their unique strengths to the table to enable the organization to achieve its goals?

Cultural fit doesn’t mean that everyone thinks and acts in the same way, just that their core beliefs and values align with those of the organization. Of course, every person’s personal beliefs and that foundational values on which they determine what is important to them will differ greatly. However, when values that employees feel to be very important are mirrored in the company’s values, and thus, its culture, employees can feel more comfortable and find greater value and purpose in the work they do. Brittany Forsyth, Chief Talent Officer of Shopify, has a great perspective on this. She says, “determine what behaviors and beliefs you value as a company, and have everyone live true to them. These behaviors and beliefs should be so essential to your core, that you don’t even think of it as culture.”

Additionally, it’s essential to note that hiring for cultural fit does not limit diversity efforts in any way. The key is to keep in mind the importance of diversity of thought. Hiring professionals with unique backgrounds, life experiences, ideas, strengths, and goals improves the creative quality of the company while encouraging cultural growth through shared values. An HBR article notes, “An assessment of culture fit should focus on how well the person’s values align with the organization’s, rather than how well their personal characteristics, such as gender, ethnicity, age, and sexual orientation, align with the current workforce”. It goes on to point out that “research shows that adopting this stricter definition of culture fit can reap its benefits while still bringing in diverse perspectives, experiences, and skills,” all of which add a great deal of value to an organization.

One example of this is the cosmos…

Look up at the night sky and you will see a seemingly infinite group of planets, meteors, moons, stars, and solar systems existing and working in harmony. They are not identical. They are diverse - each doing their function so that the cosmos as a whole does not collapse. Every component has its own role to play, otherwise it would not exist. This interconnectedness is key. The diversity of the universes enhances them, making them even more beautiful and richly complex. The same is true with organizations.

A majority of HR and other management professionals agree about the importance of cultural fit. Some advantages of good cultural fit include: Increased Retention Increased Productivity Increased Innovation Increased Alignment of Priorities Increased Communication

Up until now, an analytical tool eliminating the biases of the interviewers, and that cannot be gamed by the interviewee, has not been available for businesses of all sizes. It is now here with Priority Bridge.

Priority Bridge’s Cultural Fit Assessment enables HR professionals to make more well-informed hiring decisions in an objective, bias-free way. The hiring team selects a few qualities or values (priorities) that they feel are important to the position and the company culture. They then take the assessment to gauge the magnitude of importance of each priority to the team and company. Candidates then take the assessment and the team reviews how closely the candidate’s priorities align with those of the team. Identifying information like names can be hidden from the candidate reports to remove the potential for bias in the screening process. In this way, new hires are not only qualified for the positions but hold similar values as the organization and will be more comfortable in the company culture.

Priority Bridge’s Organizational Benchmark Tool allows companies to quantify and measure employee attitudes and priorities of cultural values. The process is similar to the Cultural Fit Assessment, except in this case, current employees in a particular department, the leadership team, or members throughout the organization are surveyed. The data-driven insights gained will help to identify trends, gaps and opportunities that are essential in developing HR strategies related to hiring, company culture, and more.

Priority Bridge LLC. Is dedicated to helping organizations of all types achieve greater success by using a proprietary analytical process that increases the cultural fit of employees to an organization. Eliminate Bad Hires. For Good. Hire right the first time - every time with the right cultural fit using Priority Bridge.

Priority Bridge - “ Strengthening Organizational Culture “ Priority Bridge 2-1 Cultural Fit is not Clone, Inc.

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