Facebook kills culture fit. 4 reasons it's the best move!

Facebook kills culture fit. 4 reasons it's the best move!

Facebook has 'prohibited the term “culture fit” when providing feedback on what interviewers liked or disliked about a candidate, requiring interviewers to provide specific feedback that supported their position.'

I'm backing Facebook on this one. Not for hitting diversity percentages or how it looks to the market. That is just an added bonus. But because culture fit and personality evaluation are screwing up hiring and recruitment. It's become dysfunctional.

According to Glassdoor Economic Research's 2015 data, the average interview process now takes 23 days, up from 13 days just four years ago. That's more lost time and considerably more cost.

It has to change. It's hurting the bottom line, the candidate experience, and good recruiter's livelihood. It's being driven by the unreflective fear that by hiring somebody who doesn't fit, performance suffers. Well, not as much as not hiring anybody at all. Or hiring a compliant zombie.

Facebook's stance on culture-fit is a great starting point. Here's why.

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Don't Blame Recruiters, HR or 5,000 Bad Apples. Blame the System.

Don't Blame Recruiters, HR or 5,000 Bad Apples. Blame the System.

This is a follow-up post to Psychology Gone Wild | A New Organisational Tyranny?, examining how we need to stop blaming individuals for organisational messes and instead examine the systemic issues that cause bad or anxious behaviours.

Thanks to Chris Ngo, Futurist Thinker for Humanity Preservation, for posting the question that instigated this response.

NB: For any recruiters reading this, I will get to recruitment in the 2nd half of the post.

The Return of Systems Theory

There's an increasingly significant re-emergence of ideas around systems theory (a school of thought about organisations that briefly sparked into life in the 1950s). When you hear people talking about systems leadership, systems thinking, design thinking, complexity theory et al (listed in no order of preference or importance), you are seeing evidence of this re-emergence. 

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Dear Recruiter, why should I take this job?

Dear Recruiter, why should I take this job?

Dear Recruiter

I was at my desk, caught up in the flow of work. Really feeling I was moving forward with the problem. Getting close to some innovative solutions. Motivated and focused.

And then the phone rang.

It was you. You told me about this wonderful opportunity. A job very similar to mine at a fantastic company. One that had an amazing culture. An incredible product. Something I could be passionate about. Something that would make my life more meaningful.

But would it?

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Should We Really Hate Recruiters?

Should We Really Hate Recruiters?

Recruiter bashing. It's a blood sport. Time and time again, we hear terrible stories. The recruiter lavishes love on the candidate. Then he doesn't get the job. Suddenly, the recruiter is pimpernel-esque in his movements. The candidate gets frustrated at the agent's sudden lack of availability.

Or, if the job is landed, the client gets pissed off with the poor quality of the hire. Hasn't got what he was promised as the employee needs a lot of training. Or the employee walks out for a different role after a month.

But is recruiter bashing fair?

Many recruiters suggest it is a few bad apples behind these stories. Or they point out how hard it is to be a recruiter. How competitive. How hard they have to work. Which means the service isn't always great. Well, boo hoo. We all work hard. Just because it's a tough job isn't an excuse for terrible service. In fact, that excuse will piss your potential clients and candidates off. You need to be better than that.

So what's the truth? Are some recruiters great or is the whole industry broken?

I wanted to find out. To look at the recruitment industry with external eyes. To employ my critical perspective on leadership, management, and organisations to see if it can help articulate and make sense of the relationship between recruiters, clients, and candidates.

This is the result.

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