Corporate culture is subjective and ambiguous in today’s hiring ethos. A culture fit is defined as a secure work environment based on the member’s shared values, ethics, goals and principles. When hiring a new employee, the company’s culture is commonly addressed. But when does a culture fit become a culture bias, and how can hiring like-minded individuals threaten the organization’s competitive edge?

Today, candidates are perplexed by one essential concern throughout the hiring process; how can I stand out while fitting in? These days, extensive work experience and a notable education is not enough. Companies are looking for someone compatible to its existing culture. No doubt, it is extremely important for employees to get along. Studies show that friendships at work produce higher performances, leading to success and happiness overall.

“Gallup research has found that those who have strong work relationships are more engaged, produce higher-quality work and have a higher state of well-being.” https://www.cnbc.com/2018/11/13/why-work-friendships-are-critical-for-long-term-happiness.html

Finding someone with thorough experience and an approachable personality is a challenge, a dilemma many companies are faced with when seeking their newest addition. Sometimes a candidate looks impeccable on paper but is ordinary in person. Or they are popular amongst the team but their resume is drivel. However, hiring someone based strictly on a code of conduct can be a balancing act between strategy and discrimination.

Discrimination in the workplace is a sensitive subject. We are all familiar with discrimination based on race, sex and beliefs, but rarely do we hear about intolerance towards shared interests or abilities. For example, let’s say a software company engages in an annual ski retreat every year, therefore they only hire individuals who enjoy skiing. This decision may negatively affect the company’s morale, lead to turnover or even leave them vulnerable to a discrimination lawsuit based on the each individual’s interests and/or ability. On the other hand, settling on the candidate that best molds to the company clique can prove harmful and expensive over someone who is actually qualified for the position. Not only will it cost money to train the individual, but lack of experience can be detrimental to the company’s growth.

Individuality brings perspective to the work place. The most successful companies in the world (Google, Amazon, Apple, etc.) thrive from the diversity of their employees. Hiring individuals with different backgrounds, beliefs and interests yet similar career values will actually provide the company with diverse thinkers. This can help with problem solving, innovative creativity, and company expansions. As Albert Einstein once said, “The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking.” Hiring harmonious thinkers can limit a company’s capacity to think outside the box. And in today’s competitive world, this can be a serious setback.

We live in a society that is progressing towards a more tolerant world. It is in the best interest of a business to accept and adapt to these changes. It is important to separate a candidate’s professional ambitions over their personal proclivities. For diverse, open-minded individuals in the workplace will provide growth and can actually form a more welcoming company culture overall.