How to hire for culture fit

4 Lessons 10 minutes completion time

What you'll learn:

You’ll learn how to assess your culture, build an interview guide, conduct and score a cultural interview, and add value to the hiring process.

Building your cultural interview

Culture Fit vs. Culture Add

Consider the difference between hiring for culture fit and cultural addition. 

When you hire to fit the culture, an employee or candidate is aligned with the organization’s core values and company culture.

An established culture may need to change or grow. Hiring for culture addition creates more diversity of thought and work styles to help organizations see initiatives in a new way.

What kind of culture do you have? If you’re not sure, you’re not alone. Many companies do not have a defined culture. The Predictive Index’s Design solution can help assess your culture. You can explore it below. 

In our hiring example, if you focus on processes and precision, then the culture would value accurate and timely work. If you’re trying to expand into new markets, then courage and innovation are cultural norms. In a stabilizing culture, you may ask about work quality, performance or decision making.

In any case, cultural evaluations must be purposeful and explicit. You can ask and score candidates based on cultural questions.

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