Culture fit is quick on the lips of many hiring managers and recruiters; however, a small yet critical change in vocabulary makes all of the difference in attracting the best talent and achieving strong results.
What is this change? Exchange fit for complement.
Fit implies hiring someone that aligns with the current style, needs, customs and mannerisms of the team. This reinforces the status quo rather than seeking growth. Why hire someone who fits the mold, especially when you are striving to reach new heights? If your goal is to continue doing the same ol’ thing, go ahead and cling to your culture fit.
Embracing Culture Complement
So, what is culture complement? My favorite definition is adding a person to a team who appreciates where they are, can roll up their sleeves to immediately contribute but loves the mission and the people too much to leave things exactly as they are. A complement is relatable and socially adept in the present yet unique and self-confident enough to show up authentically and incrementally move the team forward. This is reminiscent of Jack Welch’s wise statement about leadership: “A leader’s job is to look into the future and see the organization not as it is, but as it should be.” Go and hire such servant leaders!
If the distinction between culture fit and complement is incremental, do the words matter? Yes, they do! While some individuals envision culture complement when they say culture fit, the latter phrase is a misnomer that can prevent innovation and reduce diversity. Both are needed to survive in modern business.
Assessing the Degree of Complement
If we were to think of job searching like shopping for jeans….of course, like we all do….why settle for any pair that you can button. I do not just want jeans that fit; I want jeans that flatter. Flattering jeans are like complementary cultures, not a hand-me-down “fit” for which you settle. Ultimately, job applicants should ask themselves, will this culture make my butt look big?
How can recruiters, hiring managers and applicants evaluate the degree of culture complement? Consider asking the following:
Recruiters & Hiring Managers:
What types of teams do you thrive in?
What impact did you have on your current colleagues?
Share an example of how you have welcomed or sought out diverse perspectives.
Describe how you advocated for a new idea, and what was the outcome?
How do you approach change?
Applicants:
How would you describe your culture?
How have you seen it evolve in the last two years?
What is the response to diverse ideas on a good day and a challenging day?
Do you feel empowered to make positive change?
What is the number one thing about your culture that you would like to see grow or evolve?
To the Point
Forgo culture fit in exchange for culture complement. Your flourishing, innovative and inclusive culture will thank you.
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