Hiring for culture fit has been a common practice in many companies, but some argue that prioritizing culture add may be a better approach. This article explores the differences between culture fit and culture add, the benefits and drawbacks of each, and how to strike a balance between the two when hiring.
Culture fit refers to hiring candidates who share the same values, beliefs, and work styles as the company culture. This approach can help create a cohesive team with shared goals and a strong sense of belonging. However, it can also lead to groupthink and a lack of diversity.
Culture add, on the other hand, focuses on hiring candidates who bring new perspectives, skills, and experiences that can enrich the company culture. This approach can promote innovation and creativity, but it can also create conflict and disrupt the existing team dynamic.
So, which one should you look for? The answer is neither one exclusively. Instead, companies should aim to strike a balance between culture fit and culture add. Here are some tips for achieving this balance:
Define Your Culture: Clearly define your company culture and values, and use them as a guide for hiring decisions.
Look for Complementary Traits: Rather than seeking identical personalities, look for complementary traits that can contribute to a diverse and well-rounded team.
Prioritize Skills and Experience: Focus on hiring candidates with the necessary skills and experience, but also consider how they can contribute to the company culture.
Consider Cultural Alignment: While culture fit is not the only factor to consider, it is important to ensure that candidates align with the company's core values and beliefs.
By adopting a balanced approach to hiring for culture fit and culture add, companies can create a diverse and dynamic team that fosters innovation and growth.
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