HR teams and business leaders often aim to hire people they think will be a good fit (as well as able to perform well) but this is an enemy of diversity as it means new hires all look, think, and act alike.

It is much more important to be aligned on purpose and with your mission. We advocate extensively on assessing beyond the basic skills, knowledge, and capabilities, into mindset, purpose and passion. That is a much better indicator of how or where a person will flourish with your company. Isn't that what you really want?  

We know that millennials make up the majority of your workforce. Their drivers and concerns are reflected in all other generations, of course, but dialed up and experienced most keenly for those born between '81 and '96. They, more than other generations, hold their employers accountable for their values and insist that companies stand for something. They were the generation that birthed the concept of purpose within careers that exploded with social entrepreneurship. 

Deloitte surveys show that some 32% of millennials say businesses should reduce inequality but only 16% of the employees say companies are actually doing so. Similarly, while 27% of millennials think businesses should protect the environment, only 12% believe they’re doing so.

If there's a part of you as a resourcer that finds it hard to let go of the concept of cultural fit - and that's fair enough as it's an ingrained in resourcing practice - try thinking of cultural fit in these terms... 

What it is: 

—Shared enthusiasm about a company’s mission or purpose

—A common approach to working, together or individually

—A mutual understanding of how to make decisions and assess risk

What it’s not:

—A common educational, cultural or career background

—A sense of comfort and familiarity with co-workers

—Shared enjoyment of such perks as ping pong and craft beer