Top Talent Versus Top Fit
– Prioritizing culture fit during recruitment.
Companies hoping to recruit the best and the brightest must demonstrate that they trust their employees with the freedom to work anywhere. They must assume that they’re buying talent and dedication, not what the Brazilians call “butt-on-chair time.
In a Nutshell
When your vision is to build a company that’s organized more horizontally, without multiple levels of hierarchy, the process of recruiting new talent becomes a double-edged sword. On the one hand, you want to hire people who are at the top of their game to catapult your growth and, on the other hand, there’s this nagging doubt whether such “top talent” will stick.
After all, there’s no denying that recruitment is a costly, time-consuming affair and you’d like to get it right the first time. However, hiring top talent from the market means taking on the risk that their ambitions may not be realized within the horizontal structure of your organization – and that eventually, they may leave.
The very culture and organizational structure that you painstakingly built from ground-up, could stifle the hopes and dreams of candidates with high potential who’re raring to blaze their way through the corporate world. Such people find it almost impossible to reorient themselves towards growth that’s not vertical and fast-paced.
As counterintuitive as it sounds, your best bet is to hire someone who is in line with your organization’s core values and culture. That, instead of their qualification and experience, should be your primary focus during recruitment. In other words, hire people who appreciate and want to participate in your work culture, even if they don’t have the highest level of skill or the most impressive employment history. Such people are more likely to stick around for the medium to long-term and integrate better with the culture, social values and contracts you’ve established.