When academic Kyle Brykman co-founded TalentFit, a tech startup that uses artificial intelligence and machine learning to match job applicants and companies based on “culture fit,” some people feared the approach would erode an organization’s diversity, equity and inclusiveness efforts.
“My experience is that it often gets thought of as an organization where everyone’s the same or homogeneous.” He said he would never advise organizations to hire people that all have similar traits or backgrounds. “For me, it means finding people who share common values and common approaches to work.”comprises elements such as values, vision, attitudes and practices that define how a company operates and treats its employees.
“Finding the right people is also not a matter of ‘culture fit,’” Ms. McCord notes. “What most people really mean when they say someone is a good fit culturally is that he or she is someone they’d like to have a beer with. But people with all sorts of personalities can be great at the job you need done.”, Lauren Rivera chronicles the results of her interviews with 120 hiring executives at elite investment banks, management consulting firms and law offices.
This presumes that hiring managers can articulate the organization's actual lived values & not just the nonsense on the plaque in the lobby.