Phillip Calvert’s Post

I don’t hire for culture fit. I hire for culture add. Here’s the difference (and why it matters): Hiring for culture fit often means looking for someone who: → Just ticks off everything in the job description. → Meets the predefined role → Slots precisely into the existing ways of working and thinking. The result? Companies miss out on people who think differently and bring added value and perspectives to the organisation. This leads to stagnation. That’s why at Kurogo, I hire for culture add. I look for candidates who align with our core values and tick all the boxes for the job. BUT, more importantly, I look for candidates who: → Challenge our company’s existing norms, ways we operate and ways we think. → Bring fresh ideas, perspectives, and divergent ways of thinking. → Not only fit in with the team but also add to the dynamic. (I love it that our team members have different hobbies, interests, and music tastes.) This approach adds immense value to the business, rather than just filling a predefined role. The bottom line: Old way = hiring for culture fit. New way = hiring for culture add.

🌟 Building a great team takes years, but a bad hire can destroy it in days. 🌟 The most common reasons we see for a bad hire: 📉 Not having a pipeline of talent + need for speed = hiring a person rather than hiring the ideal person 🛠️ Focusing only on technical skills assessment 🤝 Focusing too much on experience and not enough on cultural alignment 👀 Only looking at talent that are actively applying While we can't prevent all bad hires, we do our part to help. 🤗 We only match you with talent in our community that we know well, are pre-assessed, who aren’t actively applying for jobs and that are culturally aligned with your team. 🧩

Whatever you do, don't hire for a culture fit ✋ It's restrictive and will have you missing out on culture additions that are extremely valuable to your success... Every individual brings their own culture to a company, which contributes to a diverse, inclusive, productive team bubbling with great ideas and innovations. Top to bottom, a company hiring for culture additions will learn the fastest, innovate the fastest and build success the fastest 👌 Forget culture fits!

How can you attract and retain top talent? A-player employees share common themes when it comes to what they're looking for in a job. 1. Ensure their basic needs are met through competitive benefits and compensation. 2. Have a clear career growth and trajectory path. A-players want to see the potential for advancement and development within the company. 3. Rockstar employees want to see value in their work and feel autonomous and competent with their responsibilities. 4. A-players want to feel respected and valued by their boss or manager. Boozy team dinners and company coffee mugs are great, but investing in your people will keep them around longer.

Inclusive teams are more likely to make better business decisions—we're talking 87% more likely (Source: CultureAlly). But how do you begin to create a diverse team? The next few hashtag#ProTips will outline our best ways to build an inclusive team, starting with the hiring process. #InclusiveWorkplace #InclusiveTeam #ProServiceProTip

I thought hiring the "Skilled Talent" was a true success. However, I realized after some time that "hiring a team of top talent" is not only the main factor in success. Growth isn't just about hiring the best; it's about nurturing the best in those you hire. ✅ Building relationships ✅ Meaningful interactions ✅ Knowing them at a personal level These things are small but have an impact on work culture and productivity. Now, with my team, we plan regular outings and share stories, play games, and get to know each other at personal levels. These moments, seemingly simple, have transformed our workplace dynamics. If leaders take a step and invest time with their team members and put effort into knowing them, then team members also give their best in their work. #teamculture #workculture #teambuilding #systems

🎥 A new video is here! 🎥 This one is about hiring the right people. Whether it's better to wait until you have the work for them and a role clearly defined, or to hire the right people when you find them and figure the rest out later. Watch here 👇 https://lnkd.in/e3JRJi6B #hiring #rightpeople #businessdevelopment #careergrowth #careeradvice #perfecttiming #connectwithimpact

When you landed in a new team, did you ever wonder about: ➟ How the culture would be? ➟ How it would feel like? ➟ How you coming in, would change it? I can imagine you said "No" to that last one. But culture changes, with every new person in it. Just like every person in it, is influenced by it. So if now, you're the one, doing the hiring, be mindful of that fact. Every hire you make WILL influence the team you have. Here are 5 things to keep in mind. To make sure any new hire, changes it for the better. #hiring #culturefit #teamculture ==== 📌 Hi, I'm Roel Timmermans 👋 I post about company culture daily. Repost if this is useful to your connections ♻️

How I Learned the Importance of Working with a Good Team 👯♀️ You know how in college you always get set up to do group projects and some groups are good, while some groups are terrible... Well, one semester I was placed in the most amazing team ever. We weren't friends; we weren't from the same part of town or even from the same part of the country. In fact, if it weren't for that class, our paths might never have crossed. And yet, we were the only team that got an A in our final project and in the class... why? Because we were a great team. We all knew our strengths; we all knew what was OUR responsibility, and everyone came through supporting, pushing, and helping the others. We communicated efficiently. No one expected the other person to do their job, and yet everyone was ready to help if they saw someone struggling. That's what it's all about, knowing how to work together. How to complement someone's skills with your own and also being responsible for your part of the work. I feel many companies now fail in creating good teams. They hire based on location, background, what school they went to, looks... If they want to be successful, companies need to hire people who will contribute to creating the environment needed so everyone can thrive.

I have recently embarked on a professional challenge that I had been seeking for a while: building a team from the ground up! The chart below served as a compass not only to set my team up for success once they were fully onboarded but also as a guide for additional factors to consider when hiring. You can also use this as a tool to provide your teams with a direction for their development during the remainder of 2024 and throughout their future careers. I hope you find it helpful!