Hi, Chris - excellent post.

I am particularly struck by the gaps between organization's views of the importance of cultural fit, their clarity (or lack) around what their own culture is, and how to measure it.  This reinforces what I think many of us feel intuitively ... mostly invisible, but highly powerful forces are at work when people gather to collaborate, which are largely not understood or used appropriately.

Bonus Point:  Noting the need to define "citizenship" as a job component.  Too often, I think we feel that making generic and vague comments about "community involvement" and "Being a team player" cover this important aspect ... and we fall short of clearly stating what it means to be part of that community.

As I reread your three-step solution, I am reminded of two facts:

1)  This is basically a fairly straight-forward process, which is not difficult to understand theoretically.

2)  This is incredibly complext to actually execute, since it includes the messy aspect of individual and group perspectives about how we work together.

Thanks for offering clarity and focus toward this important part of decision-making about who will work with whom ... useful for those hiring and those being hired both.

John