The idea of culture fit, once the darling of hiring managers, is now under attack. When hiring becomes about rapport and personality, it doesn't work. Here's what can replace it.
Specific attention to "values fit" can achieve what cultural fit was always designed to achieve, but didn't.
It emerged as a concept in the late 1980s and 1990s, with workplace researchers exploring the factors that help an employee gel into a role – or not. By the late 2000s and early 2010s, recruiting for culture fit was de rigueur amongst hiring professionals. Naturally, it was felt, poor fit=bad outcomes , and thus “culture fit interviews” became the norm.
As people will naturally gravitate to people they view as similar, rapport-focused culture fit can also perpetuate a lack of diversity. This became increasingly intolerable and under the microscope through the 2010s, a decade that saw both inclusion and"diversity of thought" rightly celebrated. In this context, culture fit interviews began to be questioned as a potentially dangerous obstacle to building teams with different viewpoints, experiences, perspectives and thinking styles.
Role fit, as argued in Geoff Smart and Randy Street’s seminal “The A Method for Hiring” is about focusing first and foremost on the outcomes required of a particular role, and then distilling from this the skills and experience necessary to deliver these outcomes. Smart and Street noted presciently how easy it was instead for hiring to be based on biases, rapport and preconceptions – all, as theyWhat can perfectly complement this foremost focus on role fit is a focus on values fit.
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