Another point – most people who take a great person who is different than the norm due to the person’s abilities to move the company forward. A culture screen would actually screen these types of people out. Finding people who don’t meet the culture might be a better thing to do.

Even bigger point – a culture screen at the beginning is the worst possible thing to do – basically ir implies we only want to hire people just like us who also have an economic need to apply. In my opinion this is strategic hiring mistake that will result in only seeing and hiring average talent.

But thanks for asking – it’s great to back in the USA!

Lou

What is your view on the use of video interviews to build cultural fit screening into the early stages of the selection process?

The science is very solid that beyond money, and notably for work involving thinking skills, the three key drivers to motivation and satisfaction are autonomy, mastery, and purpose. Direct pursuit of those values can mitigate many mistakes.