> I want to make a point about "culture fit". "Culture fit" in a company typically comes down to "we like you" and the reason why people like other people is that they are like them. Similar age, background, whatever. It's why Stanford grads probably like other Stanford grads.
I mean I do kind of agree, but I'm not sure if "hire people you dislike" works either? It probably needs to be more of a situation of like "if you're a stanford grad the world isn't just other stanford grads" or something.
Hire people you can work with. People who disagree with you and challenge your way of thinking are good to have around as a check on your biases. You don't have to like them.
I like lots of people I disagree with, why is not liking someone the key some problem? In fact I'm not sure anyone has defined the problem of with hiring people you like other than some unsubstantiated claim that we only like people of the same colour and background which in my experience is nonsense.
This. I love my disagreeable friends because having robust dialogue is fun for most of my ilk (although it is interesting that women have told us they (mistakenly) think that we are bitterly arguing, which makes them feel uncomfortable).
Maybe the main thing is that hiring needs to be done in a way that is more about assessing fitness for the task than culture fit.
Professionals should be able to cope with culture clashes. Fundamentally, if someone isn't professional enough to get along with people who aren't from the same monoculture, they're not fit to work in a modern office.
I mean I do kind of agree, but I'm not sure if "hire people you dislike" works either? It probably needs to be more of a situation of like "if you're a stanford grad the world isn't just other stanford grads" or something.