Firstly, What Determines “Cultural Fit”?

It stands to reason we all want to hire people who will thrive within a workplace’s values, communication style, and pace. People who get along and drive each other forward both for the sake of business, but personally as well.

What Happens When a Person Is Hired That Doesn’t “Fit”?

As a recruiter, I’ve seen firsthand how easily this happens. A hiring manager might favour a candidate who “feels like one of us” – often code for someone with a similar background, education, and temperament. The danger? You end up with a team that looks great to an outsider, but lacks the diversity of thought, the dynamic ability that makes the team grow and lived experience that modern businesses need to thrive.

How to Interview for Cultural Fit

Here’s a list of my go-to’s without letting bias cloud the process.

Do’s:

  • Think about, and write down if helpful, what you want to see your team become with an additional staff member. Keep yourself on track with these targets.
    • Do they share the same values as the business?
    • Will they integrate into team projects?
  • Be aware of how bias can creep in.
  • Do a gap analysis of your team before seeking to hire.
  • Use a diversity team or “panel” interview where possible. This allows for multiple viewpoints with one focus.

Don’ts:

  • Think about whether or not the candidates in front of you will go out to Friday night drinks, or would know if the Tigers got up in Sunday’s game.
  • Jump to conclusions because you noticed they dropped out of university, or flip side – think they are great because they graduated from the same one you did!
  • Follow you “gut feel” blindly. An hour-long interview doesn’t portray how a person will be within the team 38 hours a week.
  • Forget about diversity and equality. Divergence in life experience brings a host of new points of view.

Why Inclusive Hiring Strengthens Culture

The best teams aren’t made up of identical puzzle pieces – they’re dynamic, adaptive, and sometimes a little uncomfortable. Hiring someone who brings a different viewpoint, challenges the status quo, or fills a gap in your team’s capabilities isn’t a threat to your culture. It’s an opportunity to strengthen it.

Final Thoughts

In short, cultural fit is important – but it’s not about finding a clone of your current team. It’s about finding people who share your values, respect your way of working, and bring something fresh to the table. Done right, it makes for better hires, stronger teams, and more inclusive workplaces.