Monday, May 24, 2010

How to Hire for Cultural Fit















James Castellano said...

Great post. One thing I have to constantly remind myself, take time and hire the right person.

There are times when we struggle because we are short-handed,which is temporary. Struggling because of a bad hire is much worse, and the damage can be permanent.

We set our expectations up-front and look for like minded people. We can train them on the duties, we can't train them to fit.

Michael Haid said...

Thanks, James...and you're right, balancing the short term pressures over against the longer term objectives of the business shows up for leaders in the hiring process ...the pressure to "fill the seat fast" can sometimes lead to the wrong person being selected....neither good for the business nor for the new hire.

melvin.scales said...

Great perspective Michael. So often we forget that a huge part of the "fit" is with the culture. Taking a role with an organization is like a "marriage" of sorts in that you believe you know what your role is as a spouse but the family culture can complicate and sometimes derail

Brent Sprinkle said...

Agree completely with the philosophy - I would suggest "culture" can best be defined and captured as core values. These values are not just for hiring though - to cultivate them they should also be used within the recognition, reward, and even the firing process. Then to keep a direct report on course and performing, have a simple quarterly conversation with them on 1) whether they are living the core values, 2) whether they Get it-Want it-Have the capacity to do their roles (job specific requirements), and 3) are they achieving their quarterly Rocks.

Heath Davis Havlick said...

I so agree with the importance of cultural fit! Emotional intelligence is much harder to learn that a computer system, etc. I have the good fortune to work in a small company whose founder is instinctively a good hirer of people who fit, but of course there has to be a system such as you described in place for larger organizations.

Celina M. said...

The brief reminder to make sure that the management team update and make their definition of their organization's cultural values 'more specific' to their company and relevant to their present operation & challenges is very helpful. (I don't think much time is spent by average companies on org. culture reviews or examinations.)

A book by Dianne Crampton might also interest you and your readers: "TIGERS Among Us: Winning Business Team Cultures And Why They Thrive".

It has examples of how companies like Zappos, Tribe Inc. and others hire for cultural fit, and significant actions by these cos. that give proof they're committed to their company's culture (which has largely contributed to their success.)A great read for entrepreneurs, managers (esp. new managers or people in new leadership positions)and HR professionals.