Avoiding the ‘Perfect Fit’ Trap: Why Diverse Perspectives Drive Innovation
As leaders, we are constantly seeking ideal team members who can not only fill a role but seamlessly integrate into the existing team. It’s tempting to look for that “perfect fit” – the candidate who ticks all the boxes and has the right qualifications.
However, this approach can inadvertently limit your team’s potential and innovation.
Through my years of experience working with leaders and teams at Incredible People, I have seen the pitfalls of hiring “the best candidate” to the exclusion of other factors. The truth is, the best teams are not necessarily those made up of people who are the “perfect fit” for a single role. Instead, lasting success that fuels creativity and drives innovation is built on diversity of thought, experience, and perspectives.
The Risks of Overvaluing the ‘Best Candidate’
When hiring the “best candidate”, there is a risk of inadvertently creating teams that are too homogenous. Harvard Business Review points out that teams made up of people who are too similar in thought or background can fall into the trap of “groupthink.” This is when a lack of diversity stifles creativity and discourages new ideas, as people feel compelled to conform to the existing norms or beliefs of the group.
Other than only a lack of innovation and groupthink, other risks include limiting the skill sets available within the team, limited understanding of customers needs and challenges, and the potential to drive off talent from underrepresented groups because they may not want to be "different" to the rest of the team. (https://www.glassdoor.com/blog/diversity/).
The Power of Diverse Perspectives
According to McKinsey & Company’s research on diversity, companies that prioritise diverse teams are 35% more likely to outperform their competitors in terms of profitability. In contrast, hiring teams that are too similar can create a narrow-minded approach to problem-solving, which is detrimental in today’s fast-evolving business environment.
Diversity goes far beyond gender and ethnicity—it encompasses different ways of thinking, problem-solving, and approaching challenges. When we bring together people from diverse backgrounds, generations, abilities and experiences, we introduce a variety of viewpoints that challenge the status quo and spark new ideas. Research from Boston Consulting Group (BCG) highlights that companies with more diverse management teams have 19% higher revenue due to innovation. This is because a diverse leadership team is more likely to seek creative solutions, introduce new products, and open up markets that would have otherwise been overlooked.
Incorporating diverse perspectives into your team helps you stay agile, adapt to change, and identify opportunities that you might have missed with a more homogeneous team.
According to Deloitte, inclusive organisations are six times more likely to be innovative and agile in their operations. They are also better positioned to retain talent, with employees in diverse, inclusive environments reporting higher levels of satisfaction and engagement.
How to Build Diversity into Your Hiring Process
As a leader, it’s essential to be intentional about building teams that embrace diversity. This starts with revisiting your hiring process. Rather than simply looking for candidates who have the perfect experience, credentials and current cultural alignment, focus also on identifying those who bring different skills, experiences, and viewpoints to the table.
Here are a few strategies to intentionally seek diversity while still aligning with your organisation’s core values:
Expand Your Sourcing Strategy: Avoid relying solely on traditional hiring channels. Consider using different networks, job boards, and recruitment methods to broaden your pool of applicants and promote job opportunities to different professions that may have transferable skills with new insights.
Redefine ‘Cultural Fit’: Cultural fit should be about shared values and alignment with the organisation’s mission, not about finding someone who mirrors the existing team. Look for candidates who challenge the status quo and bring fresh ideas to the table.
Assess Potential Over Experience: While experience is important, prioritising potential can open the door to candidates who may not immediately look like a “perfect candidate" but possess the mindset, skills and drive to grow and contribute meaningfully to the team.
Create an Inclusive Environment: Once you’ve hired diverse talent, it’s crucial to create an environment that celebrates differences. Ensure the team culture prioritises inclusion; where all team members feel valued, respected, and empowered to share their perspectives.
Moving Beyond the ‘Perfect Candidate' in Hiring
Homogeneous hiring is increasingly becoming bad for business. As leaders, we need to shift our mindset from searching for candidates who fit a preconceived mould, to embracing candidates who bring something new and valuable to the table. This doesn’t mean abandoning your organisation’s values or culture; it simply means intentionally expanding the definition of what makes someone the right fit for your team.
At Incredible People, we work with leaders to help them build teams that are not just technically skilled, but also diverse, inclusive, and ready to innovate. It’s time to move beyond the ‘perfect candidate’ approach and start prioritising diversity and potential—the ingredients for success in the future of work.
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