But this blog often stresses the importance of values, guiding principles, and culture. Employees respond to working environments and shared goals.
What is “bad” about hiring for culture?
For one thing, it is easier said than done.
A description of corporate culture is challenging enough for any business to achieve. People have different opinions about what their culture is. Even when using the same words, it can turn out people mean different things.
Let alone then identifying all of that in a candidate, in the few and superficial interactions of the interview process.
Even with a defined company culture — and especially if it is defined based on personality traits alone — hiring for culture alone brings the risk of homogeneity.
When a business describes its culture by a type of personality or a type of person and then tries to hire just that type of person, the business ends up being populated by a bunch of people with the same personality.
The risk is a lack of diversity in numerous aspects of business:
- In skills
- In opinions
- In ideas
- In behaviors
And probably more.
Don’t let your focus on culture, personality, type, outweigh the needs of your business.
Think of skill gaps and different experiences, and find people who will bring a fresh perspective to your business.
What makes your business stand apart? Define your culture and hire wisely with my The Progress program.