Culture Fit vs. Culture Add: Why One Term Actually Hurts Diversity

You just completed a 45 minute interview with a prospective candidate and your internal team holds a meeting to discuss their candidacy. The conversation almost always covers the candidate’s ability to do the job, their previous experience, and how quickly will they will be able to ramp up. Then, out of nowhere someone says, “I am just not sure they are the right fit for our company.” What does the right fit mean exactly? How is culture fit defined? According to Harvard Business Review:
“Culture fit is the likelihood that someone will reflect and be able to adapt to the core beliefs, attitudes, and behaviors that make up your organization.”
The problem with a hiring process built around “culture fit” is that it facilitates bias and leads to a homogenous culture. According to Lars Schmidt, Founder & Principal at Amplify,
“Culture fit has become a weaponized phrase that
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How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

How SaaS Companies Can Make Diversity and Inclusion a Priority

The dialogues that consciousness-raising movements like #BlackLivesMatter, #MeToo, and #Time’sUp have sparked in recent years have exposed the inequalities hiding behind familiar veneers widely accepted as social or business norms. In the business world, fostering a diverse hiring practice is not just the right thing to do given the current cultural climate; diversity and inclusion make moral and business sense. A widely-cited 2015 study by Global Management Consulting firm McKinsey & Company found, “When companies commit themselves to more diverse leadership, they are more successful.” Data based on research in the US, UK, Central America, and Canada show how ethnic, racial, and gender diversities correlate with better business results, including higher than industry-average earnings. Clearly, companies hoping to grow should begin by examining how they incorporate diversity and inclusion into their day-to-day operations. There’s no question that diversity and inclusion are important across all industries. So why does the
Guide to Hiring
Continue reading "How SaaS Companies Can Make Diversity and Inclusion a Priority"

Building a Learning and Development Culture for Remote Employees

Editor’s Note: This article is the second in a series on Learning & Development. You can read the first post here. In just over a decade, the number of Americans working remotely has increased 115%. The rising popularity of remote work among employees is due in large part to a favorable work/life balance. In fact, employees see monetary value in this balance. A study run by economists from Princeton and Harvard indicated that employees would be willing to sacrifice up to 8% of their wages to have work-from-home flexibility. And employees aren’t the only ones realizing the benefits. Employers are capitalizing on remote workforces. From a hiring perspective, remote flexibility widens the talent pool, allowing employers to hire from more diverse backgrounds. Once employed, remote employees have been shown to be more productive than their onsite counterparts, and their retention rates are higher. As an added benefit, operating
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3 Ways to Implement Learning and Development on a Budget

Editor’s Note: This article is the first part in a series on the importance of Learning & Development. Learning and Development (L&D) continues to be one of the most important factors the modern day employee considers when evaluating a job. In fact, according to a recent Gallup poll, 87% of millennials today feel that L&D is “very important” to them in the workplace, and only 32% of US employees feel “engaged” in their work. It’s also become common knowledge that when employee engagement is low, retention slips. In order to retain talent and instill higher engagement levels, it’s imperative to offer employees creative L&D opportunities. For large companies that have cushy L&D budgets set aside, this is no issue. But for growing companies that don’t have the extra cash to play with, the mere thought of L&D can be stressful. The good news is there are a number
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The Endless Dilemma on Personal Pay and Performance

Editor’s Note: This article first appeared on LinkedIn here. Does the following sound familiar?
“We want to reward people for their individual performance. We want it to be fair compared to others. We also expect that our top performers will see extraordinary rewards. Individuals control their own destiny / impact and therefore their rewards too…Yes yes yes. Lets do all of that!…Hmmm but how?”
Here are some practical ideas on how to successfully solve this dilemma:

1. Build a total rewards strategy first.

I am amazed at how many companies fail to take this foundational step. The answer typically is “We already have that in place. We know what matters when we give out compensation.” But my experience is that most organization don’t have this crystalized and are not as well aligned as CEOs and leaders think they are or want to be. I could write a
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