Okay - admit it. You've conducted an interview with a potential candidate and allowed, at least in small part, your own cultural biases to help make the hiring decision. It's okay - many have done it and, to some degree, it is even preferred that you use company cultural markers to factor into the hiring process. In fact, many companies are preferring to hire for cultural fit rather than add a new staff member based purely on qualifications. Sure, it sounds like a bunch of human resource managers asking "Google-type" interview questions like "What is your favorite food?" and hiring candidates who like the same foods as them. Not so. Think about what the typical interview is like (I mean the old standby, classic interview). Usually you ask questions designed to find out what the strengths and weaknesses of the candidate are and ask questions designed to determine whether the candidate can back up their claims. Is that the best way to find the most creative candidates, though? Is it the best way to find candidates who will enjoy working with your current employees; e.g. someone who will be a great contributor?
According to Logan Hill's Bloomberg Businessweek article Only BFFs Need Apply, the answer is yes. Companies are increasingly hiring for cultural fit which does not necessarily mean the most qualified candidate is being chosen. As a marketing executive states "I once hired a woman who really didn't have the right background or experience...and because we got along so well, I was able to train her easily, and she ended up doing great things for us". A recent Inc.com article by Ilya Pozin lists passion and commitment as one of the top qualities his company looks for and lists relevant experience as fourth. Tony Hsieh, CEO of Zappos, in an interview with Inc.com, states that they have passed on hiring people who are smart and have the necessary qualifications but who do not seem to fit the company culture. Zappos even bases 50% of their reviews on whether the employee is inspiring the company culture.
What is driving the move to cultural fit as being as important (or more important) than requisite qualifications? Blame millennials according to Dan Schawbel, author of Me: 2.0. Millennials have priorities that differ from previous generations. "They'd rather have meaningful work over more pay....they want a culture that's less hierarchical, more flexible, and more understanding of differences" states Schawbel.
