Do You Look for Potential or Cultural Fit?
by Brenda Abdilla
Heard of Miley Cyrus, star of the Disney hit show Hannah Montana? Cyrus was listed as one of Time magazine’s 100 Most Influential People in The World, and Forbes magazine ranked her #35 on “The Celebrity 100″ list with personal earnings of over $25 million in 2008. However, Cyrus almost didn’t get hired because she wasn’t the type they were originally looking for.
Should you hire according to a strict criteria, or should you consider people with other styles and attributes (as Disney did)?
Decide what your company needs most right now – consistency or innovation? You can’t have both at the same time. If your company is fairly established in its culture and this is working to meet your standards for the most part, then hire for cultural fit.
In other words, hire more people who fit the approach and practices of the people you already have on board. If, however, your company is in flux and needs a shake up, hire someone who has talent and potential even if the fit with your current workforce isn’t quite right. But don’t hire someone with “flexible integrity,” for example, to help you hit your numbers. Simply hire someone unlike your typical hire but who has the potential to be a star and bring a fresh approach to the job.
Brenda Abdilla is the president of Management Momentum. She founded Management Momentum to focus on a small number companies and utilize her passion for improving sales and management performance. Contact her at 303-456-1210 or www.managementmomentum.net.
Popularity: 24% [?]
