April 25, 2013 by Jeff James, Vice President & General Manager, Disney Institute
In selecting a candidate to fill a role in your organization, prioritize cultural fit — behaviors trump skills.
Your organization’s culture is a melting pot of desired behaviors that ultimately portray who you are what you value. At Disney, we talk a lot about the importance of a strong culture. When people are aligned with your culture, they are happier, more productive, and more apt to provide an exceptional experience for your customer.
That’s why, "We hire for culture first,’ says Sparc CEO Eric Bowman [of Charleston-based Sparc, a software development shop]. The interview process typically requires candidates to spend time working with the teams they’ll be sitting next to. Then those team members get to vote ‘yay’ or ‘nay."
At Sparc, everyone from executives to interns have the authority to vote down a potential hire, for any reason. What do you think of Sparc’s unconventional hiring process? How else might you assess a candidate for cultural fit?