Imagine this: a simple question, a powerful insight. Steven Bartlett, the charismatic host of 'The Diary of a CEO', has a unique approach to hiring. He's not interested in traditional skills or academic grades; instead, he's on a mission to uncover something far more intriguing - the behavior that defines success. And here's the kicker: only 7% of job candidates get it right.
Bartlett's 'Culture Test' is a scenario-based challenge that dares to think differently. It's a test of how people react in a given situation, and it's designed to identify those high-performing individuals who dare to challenge the status quo.
The question that has Bartlett intrigued? An event is coming up in six weeks, and a crucial supplier says they can't deliver on time. The options? Scale back, delay, or ask why it takes six weeks.
"It's mind-boggling," Bartlett exclaims, "because a mere 7% of people choose the obvious right answer."
Bartlett's own experience inspired this question. An employee couldn't meet a deadline due to an aging laptop. A $2,000 upgrade not only fixed the problem but also saved Bartlett 60% of his time for years to come.
"Most people fall back on artificial constraints and traditions," Bartlett explains. He cites innovators like Zara and Bernard Sadow, the rolling suitcase pioneer, who dared to challenge conventions.
Bartlett's hiring philosophy is clear: prioritize culture fit. He's developed a Culture Test, which he's turned into a company, and he's not afraid to dedicate a significant portion of his time to hiring - up to 50% of a month, he reveals.
But here's where it gets controversial: prioritizing culture fit can have its dark side. Critics argue it may lead to a lack of diversity, as employers may unconsciously hire people who resemble existing staff. Research, however, shows that diverse teams outperform homogeneous ones.
And this is the part most people miss: Bartlett's view is backed by research. Studies have shown that hiring for culture fit can lead to higher performance and lower turnover.
So, what's your take? Do you think Bartlett's approach is a recipe for success, or does it risk overlooking talented individuals? Share your thoughts in the comments; let's spark a conversation!
