Nailing cultural fit is the goal for recruiters. Being able to go beyond hard skills means quick wins for everyone involved. Sure, maybe any developer can do the job, but a big part of candidate selection comes down to recruiter's knowledge on the employer's culture.
I've been thinking more about the processes behind recruitment, and I think being critical of candidate selection only has benefits so we can let go of some of the habits we have fallen into which makes us turn away talent.
Company culture is a big deal to employers, it's how top talent is attracted and retained. Particularly, in a 'candidate driven market', highly skilled candidates have more and more attractive options in front of them so they are looking beyond the tech. They want to make sure that the organisational structure is going to support them into the future and, of course, that they will have a team of like-minded, supportive individuals around them. It only makes sense to employ people that are going to fit this mold.
Though there's something I think that's wrong with this approach, and that's making culture/personality fit the most important hiring metric.
There's a lot of value behind diversity, and not just ethnic/gender diversity. I mean diversity of background, diversity of thought! Is innovation going to come from a company where everyone comes from the same industry and has the same ideas? I don't think so.
Instead of getting tunnel vision on a candidate's cultural fit, this article argues instead focusing on the capability to embody values.
So recruiters, in 2020, let's look at our decisions in a more holistic way and take into account more than just candidate background, and we might all make more placements because of it!
If you’re hiring only for cultural fit, it’s like planting a forest with only one kind of tree — you get a mono-culture. It’s not sustainable.