The first half of 2019 has passed, and summer is upon us. At Pointer A/S, we have been busy with many exciting and demanding assignments for our clients and delighted with our mother company Odgers Berndtson’s 40th anniversary in Denmark.
The recruitment business and the media have been characterized by a focus on diversity and debate on how we – who have recruiting responsibilities – ensure diversity. Together with other international Executive Search companies, Odgers Berndtson, has adopted a code of conduct to ensure diversity in recruitment – a code which Pointer A/S, due to our relationship with Odgers Berndtson, also is committed to.
The topic has been debated in Odgers Berndtson’s magazine “Observe”, which among other things has dealt with the negative relationship between “Culture Fit” and diversity at the work-place. Former Chief Talent Recruitment Officer at Netflix, Patty McCord elaborates:
“What most people really mean when they say someone is a good fit culturally is that he or she is someone they’d like to have a beer with. But people with all sorts of personalities can be great at the job you need done. This misguided hiring strategy can also contribute to a company’s lack of diversity.”
For many years, “Culture Fit” has been the mantra when recruiting new employees. Even though “Culture Fit” has been emphasized as a reason for hiring, it has, in fact, been used to a much greater extent as a reason for not hiring, says Wharton Management Professor Katherine Klein. The trend is now turning towards a greater focus on common values providing “Culture Add” and supporting diversity.
We wish all a good summer and look forward to continued good cooperation.
Please see the entire article in question from here.
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