Workcraft’s Post

𝗛𝗶𝗿𝗶𝗻𝗴 𝗿𝗲𝗱 𝗳𝗹𝗮𝗴: 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗳𝗶𝘁 🚩🚩🚩 I recently learnt something that blew my mind. During my job-hunting days as an accountant (I’ve had many of those, thanks to the global pandemic and the recession that followed), job ads including a requirement for ‘cultural fit’ or ‘person–organization fit’ was the norm. In theory, this meant that talent acquisition teams are looking for candidates whose values and behaviors match closely with that of the employers. However, in practice the term ‘cultural fit’ increases bias in hiring processes. Without a definition of what ‘cultural fit’ means, it becomes a placeholder to how similar candidates are to existing employees in terms of their experiences, appearances, or what they enjoy doing outside of work. This increases bias in hiring decisions, leading to a homogenous workforce - stifling diversity, creativity and innovation. While real cultural fit can predict performance, recruitment strategies need: ✅specific criteria of what skills/behaviors would qualify as cultural fit; and, ✅use of structured systems to objectively identify and assess these criteria. This specificity promotes unbiased hiring decisions that ultimately contribute to the team’s success (and do not actively take away from it). If you want to learn more about this topic, comment below for the link to the full article. 🐳 🐳 🐳 🐳 🐳 🐳 P.S. I read about this a few days ago while doing research for Workcraft, our AI powered hiring platform. Thanks to the key insights of many of the HR leaders we spoke to (more on that on my next post), we’re venturing into a new and exciting space in recruitment. This upgrade to Workcraft is not just going to automate manual hiring processes but support hiring teams in a way that’s only recently been possible due to the latest advancements in AI. We’re super excited to bring this cutting edge technology to recruitment, and if you’re in this space, you should be too! If you’re interested in this stuff like this and love to discuss, feel free to reach out below or DM.