Questioning the ability of top candidates to make a cultural contribution to the future of your organisation is invaluable. It provides a prompt to take a step back and audit your existing culture and how it feeds into company strategy. It also forces you to look to the future and decide where you want your company to go. Yes, the 'here and now' is important, but if your existing culture leaves a lot to be desired, hiring solely on the basis of current cultural fit is unlikely to add much value to your organisation.
Shifting the hiring focus to cultural contribution results in hires who are 100% committed to driving an organisation to achieve its goals, both on a cultural and strategic level.
Our culture needn’t be static and we should serious conversations about what we want and how the world works. Doing so helps us develop a confident awareness of what makes our culture thrive. At the end of the day, an organisation with a diverse, creative community living in a self-aware culture can move mountains. There is real power in hiring strong cultural contributors, the resulting diversity drives a more innovative, competitive, vibrant, and lasting organisation. When we hire with cultural contribution in mind, we commit to evolve to where we need to go by trusting our newest contributors to take us there.