Company culture should be a Verb–not a Noun

Ever heard someone in an interview panel say something like, "He's not the right fit." Or "She won't enjoy the work hard, play hard culture we thrive on." 

Such statements rarely get challenged. Yet, they speak directly to the question of what culture is.

So perhaps a slight change in terminology is the answer.

Many refer to 'The Culture.' But should it be 'A Culture?' 

Using the oxford dictionary, we arrive at the following descriptions:

Culture [noun]

The ideas, customs, and social behaviours of a particular people or society. 

Culture [verb]

Maintain organism [organization] in conditions suitable for growth. 

Most discussions take 'The Culture' approach.

With commentators stating that we need to change the culture at the top–the recruitment culture and public enemy number one–the Bro' culture.

In the shortened stakeholder set of–shareholders, employees, customers, and the state, only one group pays much attention to current employees' ideas, customs, and social norms. And we all know which one that is!

The availability heuristic tricks most of us into answering a difficult question with an easier one.

The question of whether the recruit will help increase our growth, reduce our risk or boost our revenue is hard. It’s almost impossible. We can't see into the future, so the answer is unknown. 

So we replace that problematic question with an easier one:
'do I like him' – or
'can I see myself working with him?' – or
Is he like me?

This problem is common and not the fault of any individual.

Pivoting our thinking to 'A Culture' may be the solution.

The focus would then be less on maintaining the status quo [the culture] – and more on developing team organisms and micro-organisms [a culture]—the cultivation of organizational tissue in an environment suitable for the maintenance of growth.