> It's nice that you don't care about your coworkers as people (having dinner with them or becoming friends). I am sure there are loads of companies that are perfect for you, because they only require blue collar programming drones.
First of all, I care about my coworkers to the extent it is necessary to work together. Also, if they ever run into hardships, I am willing to help out if I can. It's just basic human decency that I will afford to anyone in my life, not just coworkers. But at the end of the day, I am primarily seeking a mutually profitable business relationship, not an emotional relationship.
Second of all, I don't have the need to become friends with my coworkers. If it happens spontaneously then fine. Work is a good place as any to make friends. If it doesn't happen, I'm really not going to lose my sleep over it. I don't have an obsessive need to be friends with my coworkers.
Also, I think you'll be surprised when I tell you I actually work for a company building cutting edge stuff. The fact that you assume that you need to work at a particular kind of startup with a particular culture to have that just shows how prejudiced you are. There are plenty of amazing and rewarding jobs that don't require these things.
> But why should what you prefer be good for every company? Why shouldn't a company be allowed to aim for co-workers who become friends? Why not let the market sort it out (maybe the drone companies will outperform the friend companies, maybe not).
Fair enough. I respect your opinion. However, if you're going to screen people based on arbitrary criteria, why don't you go ahead and put those criteria in the job ad? What's preventing you from making the process transparent by writing say, "Only people who are like us and seek to become friends need apply"? Or perhaps "Only people who listen to Michael Bolton and like drinking beer on Fridays...". That would be perfect because people who are not interested in those aspects could just skip your job ad and move on without having their precious time wasted jumping through hoops in a lopsided game with oblique rules. Don't you think that simply listing technical requirements in the ad and then turning tables on people and changing the rules of the game once they're sitting in the room with you is unfair and disrespectful? Are you afraid that listing those criteria would make your company look ridiculous?
I would assume "liking each other" is usually a given job requirement. Also putting too many criteria into a job ad increases the risk for discrimination lawsuits, so it's probably better to just be generic.
Also, saying such things beforehand would make them too easy to fake.
I am btw not advocating to hire based on musical taste. I only mentioned it because it seems to be something people often talk about when they get to know each other, and because it might indicate likelihood to get along.
"The fact that you assume that you need to work at a particular kind of startup with a particular culture to have that just shows how prejudiced you are."
Where did you get any of that? I never mentioned startups, nor did I say one culture is better than another. I just think people should be free to choose.
> I would assume "liking each other" is usually a given job requirement.
Not really. I've had plenty of co-workers over the years I did not particularly like, but with whom I've had very productive working relationships. I'm not saying I actively disliked them, but they are not the type of people I would have become friends with in other situations.
There was the guy who was super into his micro-brewery, had to make sure everyone knew about it, and had a critical opinion of every restaurant in the county. Super annoying, great programmer, we worked really well together. One of my favorite co-workers.
There was the lady who went on and on about her pugs. She always smelled like she'd just expressed their anal glands. Very self-absorbed as well. You could depend on her to take care of any issue that came to her desk in a timely fashion, with excruciating attention to detail.
There was also the one office assistant who was the nicest, friendliest person on the floor. She never got anything done. You either had to nag her about something, work around her, or just do it yourself.
Of course, often times when you take the time to get to know someone you find that your initial impression was wrong or shallow, and you end up really liking them. However, your "culture fit" portion of the process never gets beyond that shallow impression. Learning to get along with people you don't "like" is one of the hallmarks of maturity.
Not for one of the three I chose as examples, but yes for others.
One guy was very awkward socially, over confident in himself and under-appreciative of everyone else. At least that is how he appeared in the interview. My team at the time rotated three people through as a hiring board to spread out the work of finding people and I was on the board that interviewed him. He was a very weird guy, and I mean more than your typical loner/introvert with underdeveloped social skills. We were a little worried about his ability to work well with the team, but on technical merits he was fantastic. He also didn't show any red flags, just general weirdness. So we hired him, and he was a good fit. Definitely in the top half of our team as far as quality and timeliness of his output.
I'm also glad that the people managing the hiring process for the other two employees I mentioned was willing to look at their professional record and not at their "culture fit" because pug-lady and microbrewery-guy were some of our best people. When I left the company where I worked with microbrewery guy, he was the one to whom I handed all of my outstanding projects.
First of all, I care about my coworkers to the extent it is necessary to work together. Also, if they ever run into hardships, I am willing to help out if I can. It's just basic human decency that I will afford to anyone in my life, not just coworkers. But at the end of the day, I am primarily seeking a mutually profitable business relationship, not an emotional relationship.
Second of all, I don't have the need to become friends with my coworkers. If it happens spontaneously then fine. Work is a good place as any to make friends. If it doesn't happen, I'm really not going to lose my sleep over it. I don't have an obsessive need to be friends with my coworkers.
Also, I think you'll be surprised when I tell you I actually work for a company building cutting edge stuff. The fact that you assume that you need to work at a particular kind of startup with a particular culture to have that just shows how prejudiced you are. There are plenty of amazing and rewarding jobs that don't require these things.
> But why should what you prefer be good for every company? Why shouldn't a company be allowed to aim for co-workers who become friends? Why not let the market sort it out (maybe the drone companies will outperform the friend companies, maybe not).
Fair enough. I respect your opinion. However, if you're going to screen people based on arbitrary criteria, why don't you go ahead and put those criteria in the job ad? What's preventing you from making the process transparent by writing say, "Only people who are like us and seek to become friends need apply"? Or perhaps "Only people who listen to Michael Bolton and like drinking beer on Fridays...". That would be perfect because people who are not interested in those aspects could just skip your job ad and move on without having their precious time wasted jumping through hoops in a lopsided game with oblique rules. Don't you think that simply listing technical requirements in the ad and then turning tables on people and changing the rules of the game once they're sitting in the room with you is unfair and disrespectful? Are you afraid that listing those criteria would make your company look ridiculous?