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“Culture fit” it a bit passé. It started with good intentions. But when we first heard “could you get a beer with him?” we should have realized it’s a lazy, bias-ridden way to hire.
But “fit” is very real. Not everyone is going to succeed in every environment.
Lack of specificity is what causes problems. Every org has traits that will set people up for success or failure.
And that’s why I like Oleg Vornik’s take on this. His company (DroneShield) shoots down drones with RF signals (cool af, by the way). He and I were discussing sales hiring in a recent Talent Insight podcast (full ep here).
This is how he views fit at DroneShield:
Cadence Fit: Some orgs have well defined sales processes. Or at least established products/services. Others work in industries where products (and cycles) are new. The ‘norms’ are still in flux. You need people who enjoy figuring it out as they go. Which happens at a fast pace.
Skill Fit (Technical Fit): Not all sales requires technical expertise. (Consumer products, real estate, etc.) But shooting down a drone with a radio wave certainly does. But not so much that you’re talking over everyone’s head.
Personal Fit: Not all sales jobs require onsite visits. Or travel. But some still do.
The remote world has opened up new possibilities for work life balance. But in sales it’s largely still tied to industry-specific buyer behavior.
No right or wrong answers here: how would you narrowly define ‘fit’ at your company?
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