Many organizations say that, when it’s time to hire an employee, skills and experience are important but cultural fit matters more. So, what exactly does that mean? Let’s start with what it doesn’t mean. Cultural “fit” isn’t supposed to be similar-to-me. Company cultures can thrive with individuals who are different and still “fit”.
Over time, I’ve come to realize that cultural fit is when a candidate is able to get stuff done within the organizational culture. I’ve worked with individuals who were able to get things done, but they alienated people all along the way. That’s not cultural fit. I’ve also worked with people that were well-liked by their colleagues but couldn’t deliver results. That’s also not cultural fit.
The concept of cultural fit is important. Organizations want to know that an employee’s beliefs and values match with the company, so they will be able to engage, collaborate, provide feedback, and even disagree in the proper context. When I think back on my own career, I found as I moved up the corporate ladder, my job interviews were less about “Can you interview? or Do you know how to conduct training?” and more to determine if I “fit” with the senior management team and the organizational culture.
The culture fit conversation should take place during the interview. The real question is, can organizations create ways to determine cultural fit prior to the interview? This would allow job seekers to see the company culture and decide if they are a good “fit”before applying. The answer is yes, we can.

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