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“I've seen biases in small, fast-paced start-ups in the tech world,” she says, “and I've seen it in huge global banking institutions that have been around for hundreds of years.” “Recruiting people that always ‘fit’ the culture is really dangerous, especially from a diversity perspective,” says Roberts, the organisational psychologist. Yet the outcomes of relying on cultural fit when hiring are more uniform. The elements that could influence perceptions of cultural fit are myriad, and will of course differ among workplaces.
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Lacrosse could be substituted for anything: a college paper editor, an Ivy Leaguer, someone well-spoken with straight teeth and a sharp wardrobe. When she asked if they ever hired people who didn’t play lacrosse, they said, “No”. He’ll do awesome here,’” Rivera explained on a podcast. “They said, ‘All the MDs here play lacrosse, so that’s why we look for a lacrosse player. At one bank, they only wanted lacrosse players. Sometimes this was done unconsciously, other times it was overt. During a study of hiring practices in elite banks and other service firms, Northwestern University management professor Lauren Rivera found that interviewers would look to their own backgrounds and experience to determine what predicts good performance, then discount candidates who didn’t share those same qualities. This kind of decision-making can arbitrarily cut qualified candidates out of the running. “So sometimes, when someone’s talking about a candidate not being a cultural fit, that’s what they're talking about,” says Roberts, “and that’s not acceptable feedback”. The well-documented principle of homophily indicates that similarity breeds connection, in every setting from marriage to work. ‘Similar’ can mean anything from similar personalities and social preferences to physical attributes. “We tend to recruit people that are very similar to ourselves, or very similar to groups of people we already work with,” says UK-based organisational psychologist Gemma Leigh Roberts. For some recruiters, it can mean simply: will we get along? Wanting to socialise with new colleagues isn’t a bad thing, but it becomes a problem when your opinion of an applicant becomes the deciding factor. In reality, however, the definition of cultural fit can vary widely. And if you’re keen to preserve work-life balance, then a just-finding-its-feet start-up likely isn’t a great fit. If you’re a staunch environmentalist, you won’t be a cultural fit for a pro-coal-mining lobby. If you want to work from home, for example, you’d fit well in a company with a work-from-home policy. And research shows it’s actually in companies’ interests to stop doing it if they want to build better teams.Ĭultural fit is supposed to indicate whether your working preferences and values match the company you’re applying to join. It can also leave certain workers unable to access particular roles or sectors. “I actually cried for days about it because I just knew there was more behind it, but I couldn't put my finger on it,” says Okerulu. A rejection can leave demoralised candidates struggling to decode what they did wrong. That can mean candidates who look, act or sound different to recruiters are at an immediate disadvantage.īeing assessed – or dismissed – for ‘cultural fit’ is an issue that affects workers of all stripes. The problem is that too often, these assessments are subjective – and it’s well known that people are biased in favour of people like them. They’re also compatibility assessments – if your working style and behaviours mean you’ll function well within an organisation. Of course, candidates understand job interviews are about more than checking qualifications.
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So, is it because I’m not a guy, or is it because of my sexual orientation or the colour of my skin? You think about stuff like that.” “I wondered what would have been a good fit, because my resume matched up to what the company was looking for. “Then I got an email saying I wasn’t a good fit, so they went with somebody else,” she says. The company told her that her experience was what they were looking for, and she’d get an email about a second interview shortly. She applied for a role at a New York-based company and had an interview which went “perfectly”, she says. Sandra Okerulu experienced this firsthand earlier this year. It’s vague, confusing and almost always means there was something about you personally they didn’t like, but didn’t want to say out loud. ‘We were impressed by your resume, but you’re not a cultural fit’ is the ‘it’s not you, it’s me’ of job rejections. Job rejections are like break ups – they’re never fun, but some are worse than others.