Today I’m going to dispel the myth that culture is a form of hiring discrimination. Well, I’ll actually prove that it’s true, but in a different way than most people would expect. I use culture to discriminate against candidates in every interview for every job we post. I look at how we do things, what attributes we find valuable in a candidate, and how well the person fits into those categories. In the video below I explain this in more detail.
This week I’ll be running a series of videos on culture topics, from defining culture to leveraging it in the hiring process and more. I’m a culture junkie and believe that organizations that use it well can differentiate themselves from the competition. It’s a strategic competitive advantage. Use it well. Other videos in this series:
Culture as Hiring Discrimination Notes
- I sincerely hope that everyone uses culture to (legally) discriminate in the hiring process.
- Some companies use “culture fit” as a poor excuse for their own racial, gender, age, etc. biases.
- Companies that use that excuse as a form of illegal hiring discrimination should be punished. It’s not what hiring for culture fit is about.
Hopefully now you can see why I believe culture is not a form of hiring discrimination for illegal purposes.