Is Culture Fit Just A Cover For Covert Discrimination?
Interview processes are becoming increasingly dehumanised, as a result companies are losing the best talent as they choose not to participate.
What was once the restricted to the long and tortuous interview processes of the larger, perhaps even the perceived industry leading¹ technical companies, is becoming increasingly commonplace amongst the medium sized, tangential, and even smaller what I like to call “pretender” companies².
Usually tagged on the end of the process, after a dozen previous interviews that involved everything from rote learned algorithmic questions to compensation expectation discussions with HR, the “culture fit” stage is commonly the final hurdle in landing a job, the last hoop to jump through, a kind of Turing test to find out if you’re human and whether you’ll somehow fit in with the team that has an open position.
Some red flags may be waving here already, especially if you’ve experienced some of the more nefarious consulting outfits, leading search engine, sorry ad peddling, firms, or the Borg themselves in the wild, as it were, where all of them exhibit a series of common and often fatal flaw.
Let’s take one of my most favourite quotes which sums up these flaws very nicely indeed.
“Diversity in counsel, unity in command.”
…
