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Leadership
HIRING FOR CULTURE FIT IN A HYBRID WORLD
Ben Levitan
Forbes Councils Member
Forbes Coaches Council
COUNCIL POST
Expertise from Forbes Councils members, operated under license. Opinions
expressed are those of the author.
| Membership (fee-based)
Sep 30, 2022,08:00am EDT|
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Ben is the CEO of Cedalion Partners. He can be reached at
ben@cedalionpartners.com.
getty
I will never forget when I was confronted with the fact that the person, not
their résumé, shows up on day 1 after you hire them.
Our engineering team had a specific development timeline and needed a developer
with a background in Python SQL development. Not only was our technology need
ultra-specific, but we also needed to find an individual who had balanced
building and leading development teams with doing portions of the work
themselves, as well as leading and developing strategy for product management.
We were, in fact, looking for a unicorn. And the deadline was tight.
I was excited when our chief technology officer shared that he had found his
person—the candidate had industry experience and his background was spot-on for
our needs.
So I was confused when, two months later, the CTO let him go. What we didn’t see
on his résumé was a brash, directive person who had a "fix it in production"
attitude. Candidly, had I seen this complete picture before we made the hire, I
would never have supported the decision. The person just didn't fit into our
culture.
In the hybrid work world of today, culture fit is even more important than it
used to be. We are now doing more than hiring an individual—we are integrating
into their life. Said another way, we are hiring families, spouses/partners, and
other people and responsibilities that don’t show up on the résumé but do show
up every day with calls, texts and interruptions. Life outside of work has
always shown up in unpredictable ways, but in a hybrid world, everything is now
"inside" of work. And naturally, these things impact the person who shows up and
how they work in your culture every day.
Employee departures as a result of culture fit mistakes can be costly for
companies. According to the Society for Human Resource Management, "research
suggests that direct replacement costs can reach as high as 50%-60% of an
employee’s annual salary, with total costs associated with turnover ranging from
90% to 200% of annual salary."
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So, how can you hire for culture fit?
Define The Job
The first failure in the process is often how you define the job. A job
description is not a guidebook for how to do a job; it’s nothing more than a
list of minimum requirements you expect from whomever you hire. Don't expect
them to live within the confines of the job description. Expect that they will
go above and beyond the words on the page in applying discretionary effort to
move the organization closer to accomplishing its mission.
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The job description is great for describing the “what," but it's important to
expand it to include the “how” and the “why" and link the job to the overall
mission and values of the organization. Every job plays a part in supporting
your company's mission, so in addition to describing the job in the context of
the mission (the "why"), a short description of the "how," or key values of the
organization, can help bring the job to life.
As you write the job description, also be sure to ask stakeholders what
behaviors (and motivators) might look like for an individual who is successful.
Use Objective Data
Psychometric testing is an effective way to get clarity on who is showing up on
day 1. But it is only part of the process because behavioral reports (regardless
of what assessment tool you use) and results shouldn’t ever be used to make the
hiring decision. Instead, use these results to gain insight into how the person
you are interviewing approaches hybrid work and whether that aligns with what
you need or expect from the role.
Conduct A Culture Interview
When you hire a person, it’s critical to assess not only how well they will do
the work but also how they will add to the culture and the wider company.
At my company, we now explicitly evaluate candidates for cultural fit. We ask
questions that relate to company values as well as questions that are a bit more
“off-color” or fun that provide insight into who that person is and how they
approach hybrid work. One of our favorite topics to discuss is failure. We've
found that a person who can quickly and comfortably discuss mistakes is more
likely to thrive in a fast-cycle business. Another good question to ask someone
is: "What do you like to complain about?" Or ask more about what happens outside
of work, that is work-related and job-specific only: "How does hybrid work
affect your daily schedule?" "How have you integrated hybrid work into your
life?" And for the unusual, and since I’m a movie fan, I like to ask: "If your
life was a movie, what would the title be and who would play you?"
Another thing we've learned is to choose a culture interviewer who has zero (or
as little as possible) operational overlap with the new hire. As incredible as
it may sound, asking a finance candidate to be interviewed by an engineering
person sends a strong message about your culture. While finance candidates
should be focused on their job and their immediate responsibilities, when they
meet folks from engineering or other departments, they quickly learn that they
could be joining a company that expects collaboration across groups and
locations. It also helps to eliminate the confirmation bias of departments
hiring more people who are “just like us."
As a business operator, I learned a hard lesson about hiring in a hybrid world:
Don’t limit yourself to what is on someone's résumé. Use resources like
psychometric testing and culture interviews to get to the core of the
person—head and heart, inside and out.
--------------------------------------------------------------------------------
Forbes Coaches Council is an invitation-only community for leading business and
career coaches. Do I qualify?
--------------------------------------------------------------------------------
Follow me on Twitter or LinkedIn. Check out my website.
Ben Levitan
Ben is the CEO of Cedalion Partners. He can be reached at
ben@cedalionpartners.com. Read Ben Levitan's full executive profile here.
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