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Why ‘Culture Fit’ Is Just a Vibe Check in Disguise
“Not sure they’re a culture fit.”
Sound familiar?
It’s one of the most common phrases in hiring — and also one of the most dangerous. Not because culture doesn’t matter (it does), but because “fit” is often used as a vague catch-all when we don’t know how to explain our decision.
Let’s call it what it usually is: a vibe check. A gut feeling. A shorthand for “they weren’t like us.” And that’s where the trouble starts.
When “fit” becomes a filter for sameness
Most companies say they want diversity. But then they lean heavily on culture fit — often without defining what that actually means. And when you don’t define it, people default to comfort. They hire the person they’d get a drink with. Or the one who reminds them of themselves.
That’s not culture fit. That’s bias.
The problem isn’t always intentional. It’s just that without structure, “fit” becomes subjective. Which means different things to different people. Which usually leads to people hiring people like themselves — and reinforcing existing dynamics, not evolving them.
What to do instead: move from “fit” to “add”
If you want a stronger team, stop asking “do they fit in here?” and start asking “what do they bring that we don’t already have?”
That’s the shift from culture fit to culture add. It means looking at values, behaviours, and skills — not just whether they share your hobbies or dress the same.
Here’s how to do it:
- Define your values properly
Not vague phrases like “collaborative” or “passionate”. Be specific. What does that actually look like in behaviour? - Turn values into interview questions
Ask things like: “Tell me about a time you pushed back on groupthink” or “What do you need from a manager to thrive?” Make values measurable. - Score it like any other skill
Culture isn’t a feeling — it’s a set of expectations. Use scorecards just like you would for technical or role-based skills. - Challenge your panel
If someone says “not a fit,” dig deeper. What’s the signal? Is it about the work or the comfort level?
Diversity needs more than good intentions
You can’t build an inclusive team if everyone has to conform to what’s already there. Real diversity requires openness — to new ways of thinking, working, and communicating. And that only happens when you stop screening people out based on gut feel.
The RecruitMend approach
At RecruitMend, we help teams design hiring processes that reduce bias, increase clarity, and put the focus on actual behaviours — not vague impressions. Because when you move from “fit” to “add,” you don’t just hire different people — you build better teams.
Need help improving your hiring journey?
Let’s talk about how we can reduce your time to hire and increase your offer acceptance rates – while delivering a candidate experience that sets you apart.
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