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EVENT DETAILS |
<P><A TARGET="_blank" HREF="http://culturelabx.com" REL="nofollow">CULTURE LABx</A>is a global community of founders, designers, and practitioners who curate conversations, connect communities, and experiment with the future or work. In 2013, a group of us came together to elevate the conversation of what company culture is and isnt. We believed it was time to move away from pizza and pingpong, and refocus on the essence of any great companythe people.</P>
<P><SPAN>The <A TARGET="_blank" HREF="http://culturelabx.com/labs/new-york-city/" REL="nofollow">NYC lab</A>will run four events a year, ranging from discussions to panels to workshops. </SPAN></P>
<P><STRONG>Winter 2016: Hiring for Cultural Fit vs. Cultural Add</STRONG></P>
<P><SPAN>Many managers believe that hiring for cultural fit is a top priority. But has the drive for cultural fit gone rogue? Has it shifted into a different kind of pursuit? Are talent managers actually hiring based on a series of values and beliefs, or just hiring based on who theyd like to hang out with? And how do you tell the difference?</SPAN></P>
<P><SPAN>According to a May 2013 article in Harvard Business Review, </SPAN><A TARGET="_blank" HREF="https://hbr.org/2013/05/creating-the-best-workplace-on-earth" REL="nofollow"><SPAN>Creating the Best Workplace On Earth</SPAN></A><SPAN>, Achieving the full benefit of diversity means trading the comfort of being surrounded by kindred spirits for the hard work of fitting various kinds of people, work habits, and thought traditions into a vibrant culture. Managers must continually work out when to forge ahead and when to take the time to discuss and compromise. </SPAN></P>
<P><SPAN>Well hear from discussion leaders about the difference between hiring for cultural fit versus hiring for cultural add (meaning people who add to the current cultural mix and enhance the organization). Well learn how organizations are using cultural fit or add in productive ways through interviews, communication styles, and surveys.</SPAN></P>
<P><SPAN><STRONG>Confirmed Discussion Leaders:</STRONG></SPAN></P>
<P><A TARGET="_blank" HREF="https://www.linkedin.com/in/rrombom" REL="nofollow">Rebekah Rombom</A>, VP of Business Development at the <A TARGET="_blank" HREF="http://flatironschool.com/" REL="nofollow">Flatiron School</A>, which provides training in mobile and web development</P>
<P><A TARGET="_blank" HREF="https://www.linkedin.com/in/allisonroarty" REL="nofollow">Allison Roarty</A>, HR Business Partner at <A TARGET="_blank" HREF="https://www.twosigma.com/" REL="nofollow">TwoSigma</A> (formerly ran diversity recruiting programs at Google)</P>
<P><A TARGET="_blank" HREF="https://www.linkedin.com/in/mattlemay" REL="nofollow">Matt LeMay</A><SPAN>is the Co-Founder of</SPAN><A TARGET="_blank" HREF="http://constellatedata.com/" REL="nofollow">Constellate Data</A><SPAN>, a consultancy that helps organizations use data to understand people. He previously worked as Senior Product Manager at Songza (acquired by Google) and Head of Consumer Product at Bitly. Matt is also a musician, recording engineer, and author of a book about singer-songwriter Elliott Smith.</SPAN></P>
<P><A TARGET="_blank" HREF="https://buffer.com/about/team" REL="nofollow">SunilSadasivan</A><SPAN><SPAN CLASS="Apple-converted-space"></SPAN>is the CTO at<SPAN CLASS="Apple-converted-space"></SPAN></SPAN><A TARGET="_blank" HREF="https://buffer.com/" REL="nofollow">Buffer</A><SPAN>and has been thinking deeply as he's hired many new folks to their (completely distributed) team.</SPAN></P>
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<P>Ticket costs will go towards beverages and appetizers.<BR CLASS="Apple-interchange-newline"></P>
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