In episode 27, Benjamin shares why you should hire for enculturability instead of cultural fit. Plus, learn three questions to ask during the hiring process.
These days, companies are hyper-focused on hiring for “cultural fit.” You, know candidates that reflect and adapt to the company’s core beliefs, attitudes, and behaviors. In addition, they must be able to quickly adapt and fit in with the existing team members on top of diving into their project work.
It’s almost too much all at once.
From the employee’s perspective, they are straddling a fine line between fitting in and standing out in a work environment where they know very few individuals. Quite the challenge.
So how can you improve your hiring process to find better-suited candidates that will embrace and drive your brand forward?
A new study from Standford Graduate School of Business has determined based on research that companies should be hiring for enculturability and not “cultural fit.” To learn more about the study from Standford Graduate School of Business, click here.
In this episode, you’ll learn:
- The four archetypes discovered from the study and what they mean to better understand your team members
- Why ‘culture fit’ isn’t the best method to use when hiring top candidates
- Why hiring for enculturability helps to maintain a consistent brand experience for your customers
- Read the BX Blog
- How Lack of Motivation Destroys Company Culture
- EP022: How Cultural Diversity Impacts the Brand Experience with Louis Byrd
- 3 Reasons You Absolutely Need a Mission Statement
GROUNDWORK: The Foundation for an Unshakable Brand
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