Three Ways to Hire for Culture Contribution

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The importance of company culture has never been clearer. Often the focus in hiring is on finding candidates who “fit” the culture. But this can create cultural stagnation and undermine company diversity. Instead of focusing on “culture fit,” focus on “culture contribution.” Here are three tips:

1. Define and communicate the culture you are working to build over the next several years and the key ways your current culture needs to evolve to get there.

2. Include a description of your aspirational culture and expectations of culture contribution in your job descriptions.

3. Train your hiring managers on how to incorporate company culture questions into an interview and incorporate culture contribution into your interview feedback template.

Nathan Christensen, CEO of @RealThinkHR, shares three ways to hire for culture contribution. Click To Tweet

headshot-nathan christensen
Nathan Christensen

Nathan is driving the newly formed union between ThinkHR and Mammoth to transform the delivery of HR knowledge solutions and create unparalleled customer experiences for employers.
He has been named a “Game Changer” in the HR field by Workforce magazine and was selected by the Portland Business Journal as a member of “Forty Under 40” class.
Nathan’s articles on management, human resources strategy, and public policy have appeared in publications such as The Washington Post, Fast Company, and Workforce. He’s also been a featured speaker at numerous industry conferences and events. Nathan holds degrees from Stanford University and The University of Chicago Law School.

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