An Unconventional Strategy for Effective Talent Acquisition in the 21st Century: Hire the Misfit

Today's employers have quite a bit to think about when pondering their next hire. Questions are often raised, such as: ‘Are they competent?, ‘Do they possess the requisite skills to do the job?’, ‘Do they have the right level of experience?’ And, of course, the most popular vote getter of late, ‘Are they a good Culture Fit?’ After all, if we bring people into our organizations who reflect our values, share our philosophies, and pursue what we pursue, it’s a win-win. Right?

Well, let’s unpack this a bit. How about we step outside of the proverbial box that we often put ourselves and our businesses in and consider shifting our mentality? What if we decided to challenge the ‘Culture Fit’ mentality that we have become so accustomed to hearing in recent years in favor of a new approach. I propose that we become more intentional about putting square pegs into round holes. Perhaps instead of mining for the perfect Culture Fit, what if we looked for those qualities that would actually enhance our culture and help it evolve into something better than it was before? What if we found someone who was not a Culture Fit, but who was: 

• A Cultural Contributor 

• A Cultural Connector

• A Cultural Complementor

• A Cultural Collaborator, or better yet...

• A Cultural Catalyzer

Let's shake things up a bit and stretch our thinking to include the notion that anyone, yes, anyone can ultimately be a culture fit IF we decide that they are, just how they are.

What if I were to tell you that it's about what YOU are willing to do as a leader in your organization to give a new hire a soft landing? To create the type of environment where a new hire can thrive, no matter who they are or what they bring? And what if I were to tell you that it's about what YOU are willing to invest when it comes to your time, energy, and resources to make it so? Isn't this the true essence of Diversity and Inclusion, which is essential to establishing a culture of depth and meaning?

Show me an organization that focuses its efforts on being or becoming one that welcomes a diversity of candidate type, and not merely someone who looks like, acts like, thinks like, and talks like everyone else. Show me an organization that plans for the workforce of the future, and not the workforce of today. A workforce that is diverse in culture, creativity, and thought leadership. My belief is a workplace culture that is devoid of diversity runs the risk of creating an atmosphere that is stagnant and alarmingly uninspiring. If being just like everyone else is what it means to be a Culture Fit, then that will be a hard pass for me, please, and thank you. 

I assert that anyone who is looking to acquire new talent should want to find that individual who doesn't contribute to “group think,” but challenges it and helps illuminate a different path for that group to take. I assert that this best practice can make an organization a better place to be. Now, of course, hiring someone who doesn't respect others, is resistant to the ideas and opinions of others, is selfish, arrogant, a bully, and unbending…. a culture-killer, would not be good. And a hiring team worth its weight would quickly weed this person out of the hiring process. However, what if your organization had the type of culture that was able to uncover hidden issues and convert them into opportunities, provide the right support at the right time, and cause a person who may have issues to actually become a better, more evolved human, not to mention a great employee? What if we believed that everyone was worth being given the opportunity to change? 

So, the next time you plan to make a run at your next key hire, ask yourself the following, and truly sit with these questions:

• Is the culture of my company one that accommodates differences?

• Is the culture of my company one that challenges leaders to lead differently?

• Is the culture of my company meeting people where they are, and does it value development?

• Is the culture of my company built for employee engagement?

• Is the culture of my company built for employee retention?

• Is the culture of my company one that celebrates, features, and amplifies the gift of diversity and all the benefits that it brings?

• Is the culture of my company one that truly knows those benefits?

Now, here is your opportunity to lean fully into your answers. You’re not on the clock, so take as long as you need. For some of you, they may come quickly, but I caution you, don’t be so quick to answer that you ignore the full reality. Make it count! And if you answer ‘no’ to any of the questions I’ve challenged you to answer, it’s time to figure out why and what you can do to either influence or change those ‘nos’ to ‘yeses’.

If you are finding yourself struggling to figure out how to get to your ‘yes’, consider looking at your company’s culture from the perspective of what it lacks, rather than what it already has. Consider changing your approach and doing something new in your workplace and ponder, what if your entire culture was made up of people who challenged themselves to be different? Challenged each other to be different? If people with these qualities existed within your culture today, how might that influence your hiring strategy for tomorrow? 

If after all this, you find that you are still on the hunt for a Culture Fit, I issue you this challenge: look for the Misfit instead.