James Anson gives us a look at MIT45 and their
innovative culture shift
Failing to consider a person's cultural fit can have negative consequences for both themselves as well
as others around them; however, adding someone from another culture also requires consideration of
their unique qualities that will help make your company more vibrant with different perspectives
Here's how you do it: The key differences between "Culture fit" and "Culture add" I
hear of culture fit, but what about the opposite? What happens when an employee
doesn't match their current organization? I know that might sound worse somehow -
like they won't be a good team player or something sim
Culture add is the idea that a new hire's unique skills,
abilities, and personality can enrich an already
existing company culture.
Hiring the right people is always a
priority for any company, but it's
important to think about both culture fit
and adding something unique too.
The best way to promote
acceptance and belonging is
through a culture fit.
To promote diversity, organizations should use "Culture fit" in a
way that supports DEI.
Instead of hiring someone just because they think and act
alike as you or I do, it's better if we take time to find out
what their personality is like before deciding whether
he/she will work well with everyone else on our team
otherwise, there could be tension between different
cultures which isn't
First, when hiring for the right role, utilize
culture fit to ensure that you are bringing
on a diverse set of employees.
The definition of "Culture fit" is antiquated and can be
unconsciously communicated to candidates that they don't
belong.
The old way just doesn't cut it
anymore- we need a new language
around culture fit because people are
too different nowadays.
By combining both "Culture fit" and
"Culture add" into the hiring process
allows us to bring new voices, shifting
the power dynamic from the employer's
point of view.
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