What are the benefits and drawbacks of hiring for alignment over fit?

Our office is buzzing with productivity and joy. We have recently welcomed two new hires and I am grateful for them. One thing that I found helpful was hiring for alignment.

Hiring for alignment is so key! 🔑 Here are some reference check questions from Jeff Stump (Andreessen Horowitz) you can use to hire for alignment. Just reframe to be more in line with your values! - How long have you known the candidate and how did you come to know him/her? - What was your relationship and for how long? - How would you describe the candidate from a professional viewpoint? From a personal viewpoint? - What was the condition of the business before and after his/her arrival? - What did the candidate fail to do and why? - Would you hire the candidate in a position requiring what I’ve described to you? Would you be concerned? - If you were my client, what would you want to know about the candidate?

First, let's discuss FALSE benefits of hiring for alignment: -Better performance: Liking what you do doesn't guarantee good performance. -Employee retention: Employees might simply be motivated by your company's competency or its mission, not necessarily their alignment with the company. Then, the REAL benefits of alignment: -Better team members: Aligned employees will enjoy their work, leading to a more positive attitude and engagement. -Better decision-makers: Whether facing innovation or minor improvements, aligned emp

- When employees' skills, values, and aspirations are aligned with the job requirements and organizational goals, they are more likely to feel engaged and motivated in their work. - Aligning skills with job requirements enables employees to perform tasks efficiently and effectively, leading to increased productivity. - Skills alignment minimizes the need for extensive training programs, as individuals are placed in roles that match their existing skills. - Hiring for alignment ensures long-term employee satisfaction and commitment, reducing turnover and associated costs. - Aligning new hires with the company's culture and values contributes to a more cohesive and positive work environment.

Hiring for alignment can also lead to significant cost savings in the following ways - 1. When employees feel a sense of purpose and are aligned with the company's mission, they're more likely to be engaged and satisfied in their roles. This translates to lower employee turnover, which can be a major cost burden for businesses. 2. New hires who are aligned with the company culture are more likely to integrate seamlessly into the team. This reduces the time and resources needed for onboarding, allowing them to become productive contributors faster.

"You are not the typical employee here.".. I still remember when a manager told me this at P&G, suggesting that my passion and effort were not enough because I was young and came from a different background. It devastated me. This is exactly what happens when you ONLY hire for "alignment": You end up shutting out diversity and different perspectives.

Hiring for Alignment can lead to monotonousness. It is just like building a team of robots with same software and functionalities. There will be lack of creativity and innovation in a team. Hiring for Alignment can have adverse affects on Organization's growth, environment and working culture.

- Limited Diversity: Focusing solely on alignment may lead to a homogeneous workforce, limiting diversity of thought and experience. - Overlooking Potential: Strict alignment criteria may cause organizations to overlook candidates with unique skills or backgrounds who could bring valuable perspectives. - Lack of Flexibility: Rigid alignment requirements may make it difficult to adapt to changing market conditions or customer needs, hindering organizational agility. - Potential for Bias: Overemphasis on alignment can introduce unconscious bias into the hiring process, leading to unfair decisions. - Reduced Innovation: A workforce that is too closely aligned may lack the diversity needed to drive innovation and creative problem-solving.

Instead of looking for exact similarities in thought and background, consider how different experiences and viewpoints can still align with the company's core values & mission. Use structured interviews that focus on assessing both cultural fit & the unique perspectives candidates bring to the table. Involve a diverse group of interviewers to provide various viewpoints on potential hires, which can help identify candidates who can enhance team diversity while still aligning with the mission. Clearly articulate & prioritize values that promote inclusivity, ensuring that candidates understand the organization’s commitment to diversity. Provide training for hiring managers to recognize & combat biases that may arise during the hiring process.

Hiring for alignment can lead to wrong hires. If candidates discover that you hire for alignment, they can pretend to speak your language and get the job. Only to later realize that they were not the best qualified candidates for the job.

Hiring for fit is where you satisfy your talent requirements today. Hiring for alignment empowers your workforce vision for tomorrow.

The GOLDEN rule: "As much fit as NECESSARY, as much alignment as POSSIBLE". First, check fit. Then, from the fit ones ALWAYS prioritize alignment.

- Collaborate with hiring managers to identify which job requirements have flexibility, allowing for a broader pool of candidates. - Consider candidates with adjacent skills or experience who may have the potential to succeed in the role with some training. - Focus on aligning candidates with the organization's core values and mission, while allowing for some flexibility in skills and experience. - Encourage a culture that values continuous learning and development, enabling employees to acquire new skills and adapt to changing needs. - Continuously monitor the hiring process and make adjustments as needed to maintain a balance between alignment and fit.

When hiring, include your employees in the interview process to make sure the candidates not only align with your company values but will fit well with the team. Because it's not just about someone being good at their job, it's about making sure your employees are happy and they're not going to be negatively impacted by a bad hire.

If we simplify alignment as focusing on mission and fit as on culture then of course you want to balance both, to avoid a purposeful company with a toxic team, or a happy team with no direction. In my experience hiring for "fit" runs the risk of group think and a lack of diversity, and is the more common mistake, so that's normally the bit to have more structure and definition around to avoid bias leading to poor hires.

Alignment vs. Fitness is a TRAP. You have to look for something deeper: POTENTIAL. Potential is the 'long-term value of a candidate.' You can estimate it by considering 4 variables. They are alignment, fit and two more: 1. Emotional intelligence: Business is people. Without strong emotional intelligence—the ability to understand and manage oneself and others—you won't have a good business manager. 2. Proactiveness: Does the person motivate themselves? Do they take initiative and ownership? Without these qualities, you won't have a leader.

Create a compelling narrative around your company's mission and values. Use this narrative in job postings, your website, and during interviews to ensure candidates understand what your organization stands for. Clearly define the responsibilities and expectations of the role. Specify the key skills, knowledge, and personality traits that will contribute to both individual success and the team's overall effectiveness. Use culture fit assessments or situational judgment tests that evaluate how candidates might behave in scenarios aligned with your company’s values. Include team members in the interview process to share their experiences and perspectives. This helps candidates gauge how they might fit within the team culture.

In hiring for alignment and fit, my bold tip is: Dare to look beyond the resume. While skills and experience matter, the real game-changer is a candidate's genuine connection with your company's mission and values. Use unconventional methods like role-playing or real-world problem-solving in interviews. Involve your team in these sessions for diverse perspectives. And remember, sometimes the most unconventional candidate can be the missing piece your team needs. Don't just tick boxes; seek those who bring a new dimension to your vision.

- Use focused interviews with specific areas of evaluation to assess candidates' skills, values, and cultural fit. - Implement talent assessments or other methods to evaluate candidates' skills and potential for growth. - Engage hiring managers, recruiters, and other relevant stakeholders in the hiring process to ensure alignment and diverse perspectives. - Maintain clear and honest communication with candidates about the role, company culture, and expectations to set realistic job expectations. - Offer comprehensive onboarding and training programs to help new hires develop the necessary skills and adapt to the company culture.

Clearly define alignment criteria, communicating the organization's values.Use behavioral questions to assess alignment during interviews also define role-specific competencies to evaluate candidates' skills.