Let’s face it: work is complex. Building an environment made up of the right people with the right skills is about more than simply finding candidates with the technical abilities to do the job. Successful organizations are increasingly recognizing that hiring people who share the organization’s core values, while bringing different skills, backgrounds, and perspectives leads to stronger teams, better execution, and a more cohesive culture. It’s about finding people who share the same “why,” even if they bring a different “how.”
The Power of the Same “Why”
As the saying goes, “all roads lead to Rome,” meaning different methods can reach the same result. When someone has the skills to get the job done and brings a different background, but shares the same core values and sense of purpose, they’re more likely to align on long-term goals than if everyone were required to take the same path. When teams align on those long-term goals and trust one another, they’re more open to hearing different ideas and supporting each other in reaching shared outcomes.
When teams lack shared values, even a diversity of skills can create friction. In those situations, team members may struggle to trust one another or collaborate effectively. It’s not the diversity of skills that causes the breakdown—it’s the absence of common values that anchor how people work together.
During times of uncertainty or transition, shared values become even more important. Teams built on a strong values foundation tend to be more resilient and confident. Decisions are made faster, collaboration improves, and people are better equipped to navigate change together.
The Power of a Different “How”
Shared values lay the foundation for strong teams, but complementary skills are what drive effective execution. Not everyone needs to think or work the same way. In fact, teams composed of individuals with different skills and approaches are better positioned to avoid groupthink and unnecessary redundancy. Diverse ways of thinking allow work to be divided more efficiently and challenges to be tackled from multiple angles.
When people with different skills and perspectives work together, conflict is often inevitable, but when values are aligned, that conflict is healthy. Constructive debate typically centers on how to approach a problem, not why the problem matters. As a result, teams are more likely to arrive at thoughtful, well-rounded solutions than they would if a single viewpoint dominated the conversation.
How to Hire for This Ideal Mix of “Why” and “How”
- Define your company’s core values. Once you’ve done this, evaluate candidates not just on fit when it comes to corporate culture, but on how they fit with the core values. Behavioral interview questions are great at testing how a candidate aligns with your organization.
- Create a cross-functional interview panel. When it comes to the interview process, use a team-based model to get the perspective of different people across the organization and how they think the candidate would add to the existing team.
- Hire people who show promise. Sometimes the best hires aren’t those who tick off every box you’re looking for. Candidates who demonstrate curiosity, adaptability, and transferable skills often bring fresh perspectives and grow into roles in unexpected ways and help the team do the same.
With these three tips, organizations can build teams that share a common why while bringing different how’s to the table. Instead of hiring people who look, think, and work exactly the same, focus on shared purpose and complementary strengths. That’s what true fit looks like and it’s what helps teams do their best work, together.
Nexxt is a leading HR technology company that uses today’s most effective marketing tactics to reach candidates at scale. Learn more about hiring with Nexxt.