ORGANIZATIONS OFTEN TALK about hiring for cultural fit, yet very few of them know how to do it well. This is mostly because they haven’t taken the time to define their culture and, therefore, there’s nothing to hire against or fit into. Instead, a standard set of questions, technical skills, qualifications, and psychometric testing are used in the hope that the right candidate lands in their lap. Where time, money and effort has been invested to define the organizational culture, it’s imperative to use what that definition to bring in the kind of people who will contribute to it, rather than hold it back. The hiring process isn’t an exercise in finding someone with a pulse to fill a position. It’s an opportunity to bring in an individual whose values, intention, mindset, and ambition match that of the organization. Quite often, the most qualified person isn’t the right person for the culture you’ve created. However, it may take one, two, or seven interviews to determine that. In order to ensure that a force for good is added to the organizational culture, time needs to be taken to execute the hiring process well. That ...