Read this very interesting thing in HBR article, would love to know what you think about it?

When managers think about hiring for cultural fit, they focus almost exclusively on whether candidates reflect the values, norms, and behaviors of the team or organization as it currently exists. They often fail to consider cultural adaptability—the ability to rapidly learn and conform to organizational cultural norms as they change over time.

When might it better to hire a cultural misfit? People who see the world differently and have diverse ideas and perspectives often bring creativity and innovation to an organization.

Interesting and true. Please share the article.

Interesting perspective. A cultural 'misfit' can work great when the person brings in behaviours that the team wants to cultivate. Often times an organisation can get set in its ways, and fresh blood & perspectives can turn out to be great additions when they bring in complimentary traits.

@Janhavi Hiring Adaptable People and Hiring Misfits are two different things. Adaptable People are not misfits - they are such who look at what works best, and tune their behaviour accordingly. They might have come from a different culture - but they are open to change and adapt. Whereas Misfits would be those who have a very different thought process from what works in the organization. So if the Organization Strategy requires the Culture to Change, then definitely we should hire Misfits and ultimately that becomes the new culture. Eventually forcing the current set of people to either change or quit. However, if we hire people for the reason of thought diversity - and it is not required by the organization - unnecessary efforts would be spent by both the individual as well as the organization to make things work - without much outcome. Also while hiring for thought diversity - it should be in the culture of the organization to accept thought diversity - else it does not work out. Do share your thoughts as well...