by Nicole Degi

When recruiting for talent, why does culture fit matter? Aligning talent with the perfect skillset is one critical piece in hiring the right talent but also aligning a candidate’s values, beliefs, and behaviors to the core values of the organization is important for long-term success. Striking the balance can reduce turnover rates, increase engagement and productivity, and maintain team cohesion. Culture fit is more than just having a good relationship with colleagues, it is about sharing a vision and working towards common goals.

Below are tips for balancing skills and values when hiring talent:

1. Clearly define your culture: Before assessing culture fit in an interview, you must know what your company’s culture is and be able to clearly articulate this. 
2. Integrate a culture fit assessment: There are several ways to assess culture fit, including asking behavioral-based interview questions, utilizing assessments like the Predictive Index, or conducting team interaction scenarios to observe how candidates collaborate with potential coworkers are a few examples.
3. Prioritize skills: What technical skills or qualifications does this person need to succeed in the role? For example, do they require 5 years of B2B sales experience or sales leadership with P&L responsibility? Ensuring candidates meet these core skill requirements is crucial, but it is equally important not to lose sight of how well they align with the company culture. 
4. Involve team members in interviews: Conducting peer interviews can give you a better sense of how well the candidate will fit within the team culture and understand others’ perspectives on the candidate. 
5. Discussing the day-to-day and goals of the role: Providing candidates with a clear picture of the day-to-day responsibilities through an in-office interview and being transparent about goals and expectations is crucial.
6. Use a scorecard: As discussed, it is important to balance the role’s requirements with cultural fit. Using a scorecard method can help identify whether a candidate has the necessary skills and experience while also assessing their alignment with the company’s values and culture.

Pro Tip: Avoid common pitfalls when assessing culture fit. It can be tempting to make assumptions based on surface-level traits like hobbies or interests, but these do not necessarily reflect true cultural alignment. Instead, take a data-driven approach—like using a scorecard—to ensure consistency and objectivity when evaluating both skills and culture.

The goal is to build a team where talent meets collaboration, and skilled professionals not only excel individually but also contribute to the organization’s long-term success.