Which is the Better Key to Gaining an Employer’s Trust: Track Record or Cultural Fit?

It is becoming increasingly obvious that growing technology companies are placing a high priority on hiring candidates that will mesh well with their corporate culture. What is really interesting, however, is that in some cases cultural fit is being considered even more important than experience or skills.
I recently came across management consultant Simon Sinek‘s TEDTalk, “First Why and Then Trust,” which provides an enlightening example that gets to the core of the thinking behind this type of hiring strategy.

During the presentation, Sinek poses a question to the audience. He provides them with an option of two very different types of babysitter, and asks them to decide which one they would rather have watch over their most prized possession — their children. Imagine you had to choose one of these babysitters to watch over your kids. Which would you trust more?

1. A 16-year-old with no babysitting experience, but who is part of your community, and therefore shares similar values and beliefs.
2. A 32-year-old with 10 years of experience but who is new to the community. You’re not sure of her values or beliefs and are unfamiliar with her overall background.

Nearly everyone chooses to go with the 16-year old with no experience. Why is that?
Sinek explains the experiment highlights our tendency to be more comfortable with people we consider to be “like us.” The 16-year old is a part of your community and she fits into what you believe in morally, therefore she is less threatening and easier to trust.

Which Is More Valuable in Your Workforce: Experience & Skill or Shared Vision & Passion?

With Sinek’s experiment in mind, it’s easy to see how someone who is under qualified might actually be considered better suited for a job based on “cultural fit”. I find that we are seeing this more and more in the startup world, where organizations have the advantage of creating their very own unique corporate culture. It seems that building a community and a vision garners more success for growing companies over hiring skilled employees who do not share that same vision.
Take Apple for example. Steve Jobs was known for not just being a skilled leader, but for filling his company with other people who shared his vision, and working to inspire them to be innovative and driven. In such cases, employees’ may not meet all the “necessary qualifications”, but their passion exceeds their hard skill set.
These are all important factors to consider when recruiting and hiring for your organization. Quality candidates may be lacking in skills but make up for it with their potential, passion, or shared values and belief in how they will be able to contribute to your company and be a part of its community.
I would certainly recommend everyone, especially those in leadership and management positions, taking 17 minutes out of your day to get some insight into how trust is created, and what that means for your company and hiring strategy.

Which do you think is the better basis for gaining an employer’s trust: skills and experience or cultural fit?