“Culture fit” is probably the most overrated and overhyped requirement during talent acquisition.
Does this mean we are looking for clones of ourselves and colleagues to join the firm?
Can such talent really bring unique value and new dimensions to the organization?
Why don’t we actively seek out “Culture misfits” who have different opinions and ways of thinking from the current culture?
Isn’t it possible that combining these “misfit opinions” with existing thought will create more value for the company?
Misfits are not (and should not be) jerks, they simply have strong and different opinions on how things can and should be done. This promotes divergent thinking within the organization.
This brings us to the subject of diversity. In my mind diversity should not be limited to demographics (gender, age, ethnicity etc.)
Companies should focus more on cognitive diversity than demographic diversity.
Demographic diversity in an organization should ideally be a by-product of striving for cognitive diversity.
The goal of diversity should be to fuel innovation and value creation through diverse thinking.
So don’t just look for “normal ones”, also look for the “crazy ones, the misfits…”