Ah, got it. The difference between "culture fit" and "culture add" is fascinating. In the example of a hiring manager, I think vibes may be an unconscious or unspoken part of the process. When a candidate's vibe resonates with a hiring manager, they may be biased by that information and end up hiring people like them vs people who are qu…
Ah, got it. The difference between "culture fit" and "culture add" is fascinating. In the example of a hiring manager, I think vibes may be an unconscious or unspoken part of the process. When a candidate's vibe resonates with a hiring manager, they may be biased by that information and end up hiring people like them vs people who are qualified. Or, rejecting qualified people with a different vibe.
The manager may not be able to articulate this part of the hiring decision. It would be weird to say "Because they have a good vibe" or "I don't they are cool enough", so it often goes unspoken or put into other words.
Ah, got it. The difference between "culture fit" and "culture add" is fascinating. In the example of a hiring manager, I think vibes may be an unconscious or unspoken part of the process. When a candidate's vibe resonates with a hiring manager, they may be biased by that information and end up hiring people like them vs people who are qualified. Or, rejecting qualified people with a different vibe.
The manager may not be able to articulate this part of the hiring decision. It would be weird to say "Because they have a good vibe" or "I don't they are cool enough", so it often goes unspoken or put into other words.