The people you hire can make or break your business. That’s why the best employers care about a person’s values and how they work in teams – not just technical skills or education. This exhibit recommends interview questions, tips to improve your hiring process, and apps you can use to evaluate culture fit.
The essentials
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Culture fit vs. culture add
Hire for culture fit during early stages of your business. In the long run, hire for culture add to promote diverse perspectives and innovation in your team.
Org. culture is the collection of values, expectations, and observed behaviours that guide the actions of people in a business. Cultures are dynamic. Learn how they constantly evolve in response to change.
A lack of objective metrics and training for hiring managers can lead to biases in evaluating candidates. Don't mistake alignment between yourself and a candidate for alignment between the candidate and the organisation's values.
Gary Manning shares Activision Blizzard's methods to overcome biases in the hiring process. Steps include defining company values and culture metrics, training hiring managers, and probing candidates to understand them at a deeper level.
Subcultures form when a group within the business has values that differ from the broader org. culture. Sometimes that's a good thing, sometimes it can be bad (countercultures).
Toxicity, mediocracy, bureaucracy, and anarchy can break your organisational culture. Explore how you can spot these sins and apply hiring strategies to shape a thriving workplace. For the full text transcript, visit go.ted.com/WL48
The greatest original thinkers fail the most, because they're the ones who try the most. Adam Grant encourages workplaces to support the habits you might see in original thinkers, such as procrastination, doubt, and fear, and help them move past it to find success.
Learn how diverse groups can grow to function as a single mind to solve problems. Daniel Coyle demystifies the culture-building process by identifying ways to generate cohesion and cooperation amongst groups.
5 tactics to create an extraordinary employee experience
Founders of Warby Parker share how they onboard, engage, and communicate with employees to keep them motivated, and how it leads them to remarkable results.
In 2013, Airbnb co-founder, Brian Chesky, wrote a letter to his company called "Don't F*!% Up The Culture” . The memo explains why maintaining Airbnb's culture was crucial as they expanded.
Bonobos's approach to hiring and creating a culture that works
Andy Dunn, co-founder of apparel company Bonobos, Inc., shares the insights and wisdom he has collected over the years on how to create company culture and hire for culture fit.
Regularly tweets about culture, leadership, and diversity of thought in workplaces. Organisational psychologist, best-selling author, and professor at Wharton.
Author of Just Work and Radical Candour, Kim Scott is known for promoting a culture of compassionate candour, where leaders are encouraged to be kind and clear at the same time. Her books have raised the bar for management practices worldwide.
A passionate inclusion and diversity advocate, Rivera is determined to help bring positive change in workplace culture. She is Disney's VP of Inclusive Marketing and Twitter's former Global Director of Culture.
A hiring software for large organisations. Allows hiring teams to easily find candidates, track applicants, and collaborate. Includes templates for interview loops.
Helps you understand the personality traits of test-takers based on 5 different traits - introverted vs. extroverted, observant vs. intuitive, thinking vs. feeling, judging vs. prospecting, assertive vs. turbulent.
A guide for managers to building a strong foundation in hiring. Includes four projects to improve the recruiting process, so managers can easily resume hiring when needed.
A framework that helps measure and assess how well an organisation's culture aligns with their goals and solves performance problems. When you see an iceberg, the portion visible above water is only a smaller part of a larger whole. Think of org. culture in the same way.
Formed when a group of people within the organisation have a common set of values or experiences that differ from the dominating culture, in a way that suits their group’s values and obligations.
Refers to any distinct groups within a workplace environment whose goals and business practices, although important to the firm’s success, differ greatly from those of the workplace.
Any policy or practice designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities in the workplace.
Someone who brings diverse experiences, perspectives, and ideas to the workplace. They enhance org. culture with new behaviours, while modelling the company's desired values.
Clearly stated principles about the organisation’s vision, mission, and principles. That way, everyone is aligned around a guiding philosophy to serve employees, customers, and the broader community.
1. The concept of screening potential candidates to determine what type of cultural impact they would have on the organisation. Based on the alignment of values, beliefs, and behaviours between the employee and employer.
2. Someone, typically a candidate or employee, who aligns with the desired organisational culture.
A collection of values, expectations, traits, behaviours, and practices that guide and inform the actions of all team members, and make your company what it is.