Should You or Shouldn’t You Hire for Culture Fit?

Still trying to hire for culture fit? It’s been a tried-and-true approach for years in talent acquisition. But now, as TA leaders shift their focus to diversity recruitment, this best practice is under fire. Should you continue to hire for culture fit or evolve your hiring strategy? How can forward-thinking organizations like yours leverage innovative hiring technologies to support your direction?

Hiring for Culture Fit May Have a Downside

In simplest terms, hiring for culture fit means recruiting and hiring candidates who align with your organization’s culture. It can be fairly subjective, and to get around this issue, some companies concentrate on trying to find more candidates who are like their existing high-performing employees. This approach may have some downside though:

  • The strongest teams are made up of complementary players rather than colleagues who are very similar
  • It may decrease your ability to create a more diverse workforce
  • It may increase risk of discrimination

The culture fit approach may also work at cross-purposes in organizations that are transitioning to a culture characterized by greater inclusivity.  

3 Ways Technology Can Support Your Hiring Strategy

Every organization has to pursue the hiring strategy best-suited to its objectives. Whichever direction you take, a purpose-built video interviewing platform that integrates assessments and AI can accelerate your hiring by helping you:

Understand your candidates on a deeper level

Whether you hire for culture fit or not, interviewing technology can help you hire better candidates, faster.  On-demand text, video and voice interviews give you deeper, faster insight into a larger volume of candidates, so you can quickly identify individuals you’d like to fast-track.

And, with the proven efficiencies of modern interviewing software, recruiters have more time to spend getting to know candidates on a deeper level and understanding their personal core values. In addition, when proven, validated assessments are integrated with on-demand interviewing, TA teams gain additional data points and a more well-rounded view of the candidate to use for smarter hiring decision-making.

Reduce unconscious bias

Unconscious bias can kill the success of any recruiting approach.  Some video interviewing platforms are configured to reduce bias and mitigate risk by:

  • Enabling consistency in questions and ratings, transparency, and a digital record of the interview
  • Using AI that enables unbiased candidate review by removing all the identifiable information from an on-demand interview that could elicit unconscious bias
Deliver an authentic hiring experience that promotes better decisions by candidates.

As modern TA teams know, candidates are assessing you and your organization during the hiring process, too. Video interviewing software allows you to create visuals and messaging that reflect your culture. Candidates get a more authentic view of your employment experience, and can make a more informed decision about your fit with their values and priorities – kind of like hiring for culture from the candidate’s perspective.

Modernizing Hire for Culture Fit

What’s ahead for this approach? Some organizations have abandoned it in favor of a focus on alignment between candidate’s personal values and organizational values.

For others, hiring for culture fit may evolve into a different concept. It’s no secret that millennials think about diversity more in terms of different ideas, identities and perspectives than demographics or equal representation. As they move into management roles and gain influence in the work environment, the concept of hiring for culture fit could eventually mean seeking candidates with differences.  

Whichever direction it goes, there will be a constant: Modern candidates will expect a digital hiring experience that is fast, simple and convenient.

If you’d like to get up to speed on trends in diversity hiring and technology, download our latest article, Diversity & Inclusion: How Will You Lead?

Diversity and Inclusion