????大多數(shù)招聘經(jīng)理都把文化適合度列為求職面試中最為重要的標(biāo)準(zhǔn),。文化適合度也就是與公司現(xiàn)有員工的背景、愛好和表現(xiàn)的相似度,。

????一位運(yùn)動(dòng)員出身的咨詢師總是貶損那些曾擔(dān)任學(xué)生社團(tuán)總編輯或主席的求職者的領(lǐng)導(dǎo)能力,，支持那些擁有運(yùn)動(dòng)背景的人。他對(duì)兩位他會(huì)見過的運(yùn)動(dòng)員評(píng)價(jià)最高，而拒絕面試那些成績更好,、從更知名的學(xué)府畢業(yè),、但沒有運(yùn)動(dòng)背景的求職者。

????一位面試者反對(duì)邀請(qǐng)一位求職者參加第二輪面試,。他表示：“這位求職者面試表現(xiàn)很好,，口才也很棒。他是一個(gè)很有趣的人,，經(jīng)驗(yàn)豐富。但我認(rèn)為他太過于聰明……你知道嗎,，他非常喜歡十八世紀(jì)文學(xué)和先鋒電影……我認(rèn)為他并不是很適合,。”

????但一些招聘者聲稱,，里維拉的研究并不能完全反映當(dāng)今的招聘現(xiàn)狀,。在線職業(yè)網(wǎng)絡(luò)IvyExec.com公司的創(chuàng)始人和首席執(zhí)行官艾琳娜﹒巴吉克表示，在很多公司,，“文化適合度是一個(gè)更為寬泛的用語”,，包括人們?nèi)绾位?dòng)，如何完成工作,，以及他們的領(lǐng)導(dǎo)風(fēng)格,。她認(rèn)為，現(xiàn)在公司正在開發(fā)一種分析工具以確定求職者是否契合該公司的文化,，他們認(rèn)為這能夠切實(shí)預(yù)測(cè)求職者的長期穩(wěn)定性和成功的可能性,。她表示，這并不意味著求職者要跟他們的老板玩同樣的運(yùn)動(dòng)項(xiàng)目,，或者擁有同樣的興趣愛好,。

????位于費(fèi)城的萊特招聘公司（Right Recruiting）總裁杰夫.金瑟稱：“我干招聘三十年了，從沒見過有誰是因?yàn)楦鷿撛诠椭饕粯酉矚g曲棍球而獲得了聘用,?！?/p>

????金瑟表示，人們更容易跟那些價(jià)值觀和興趣與自己相合的人建立聯(lián)系,，但他們的需求是為空缺職位招聘到最好的人選,，因此他們會(huì)做出權(quán)衡。否則的話,，招聘的效果可能會(huì)很糟糕或者平庸,。

????西北大學(xué)的里維拉認(rèn)為，她采訪過的招聘經(jīng)理們對(duì)文化適合度的定義可能與人力資源從業(yè)者或管理者差別迥異,。但在很多情況下,，這些招聘經(jīng)理都是在招聘市場(chǎng)的前沿陣地即專業(yè)院校篩選求職者。

????里維拉在完成論文后，開始就同一主題撰寫專著,。她表示,，她曾與西北大學(xué)凱洛格商學(xué)院（Kellogg School of Management）的學(xué)生們討論過自己的發(fā)現(xiàn)?！八麄冋f,，‘確實(shí)是這樣……問題不是‘他們能否勝任這項(xiàng)工作？’,，真正的決定性因素是‘我是否想跟這個(gè)人一起喝啤酒,？’”

????譯者：李柰/汪皓

????A majority of the hiring managers ranked cultural fit -- the similarity to existing employees' backgrounds, hobbies, and presentation -- as the most important criterion during a job interview.

????One consultant and former athlete discounted the leadership abilities of someone who served as an editor-in-chief or president of a club in favor of those with sports experience. He ranked two athletes he met with highest and declined to interview those with a higher grade point average from more prestigious schools but no sports background.

????One interviewer argued against inviting back a candidate for a second interview, saying, "He did well on the case and was very articulate. He's a very interesting guy with a good story. But I think he's too intellectual…. You know, he is very into 18th-century literature and avant-garde film…. I don't think he'd be a good fit."

????Yet some recruiters claim Rivera's research doesn't fully reflect hiring practices today. At many companies, "cultural fit is a broader term" that includes how people interact and get things done and their leadership style, says Elena Bajic, founder and CEO of online career network IvyExec.com. Bajic says that companies are developing analytic tools to determine whether a candidate will fit with an organization's culture, based on the notion that it's a solid predictor of a candidate's longevity and likelihood of success. That may not mean a candidate plays the same sport or have the same hobby as their bosses, Bajic says.

????"In 30 years of recruiting, I've never seen anyone get a job specifically because they share an interest in hockey with the potential employer," says Jeff Zinser, president of Philadelphia area-based Right Recruiting.

????People are primed to connect more easily with others who share their values and interests, Zinser argues, but they balance that with the need to hire the best person for an opening. Otherwise, they face the consequences of a bad or mediocre hire.

????Northwestern's Rivera agrees that hiring managers she interviewed had a very different definition of cultural fit than a human resources person or executive might have. But, in many cases, these hiring managers are on the recruiting world's front lines at professional schools, weeding out candidates.

????As she was finishing her paper and began work on a book on the same subject, Rivera says she talked to her students at Northwestern's Kellogg School of Management about her findings. "They say, 'That's totally how it is…. The question is not 'can they do this job?' The real decision is, 'Do I want to have beer with this person?'"