Culture fit interviews are a necessary part of the interview process, regardless of the position you are looking to fill. Each organization has its own set of attitudes, behaviors, and essentially – its very own personality. Culture shapes many aspects of how things are done, so when looking to bring new talent to your team, be sure to include culture fit questions. 

Let’s look at what cultural fit is, how to assess it, and some of the do’s and don’ts of conducting these interviews. 

What does being a cultural fit actually mean?

Culture fit typically is an indicator of whether an individual’s values and approach to their work align with the organizational culture of a company. The goal is to find a candidate who will add value and thrive in your organization. 

Why ask cultural fit questions?

If you are looking for long-term success, it is necessary for employees to feel some sort of connection to one another and the organization. This provides your staff with a feeling of meaning and belonging. 

Additionally, by asking structured culture fit questions, it becomes easier to identify and compare candidates with each other and results in less bias in your hiring decisions. If you ask the same questions in the same order, you can better identify the closest cultural fit. 

How to Assess Cultural Fit

Cultural fit interview questions will help you get to know your candidate on various levels. By asking open-ended questions, you will gain insight into things such as the individual’s ideal work environment, personal practices, professional ideals, and core values. This assessment is essential to find someone who will align with your company. 

Forming Your Interview Questions

Indeed has provided a blueprint for topics to focus on for culture fit interview questions. These questions will allow you to go deeper than the resume and cover letter. 

Focus on: 

  1. Previous Employment
  2. Opinions About Company Culture
  3. Personality
  4. Hypothetical scenarios

The Do’s and Don’ts 


  • Consider work preferences and core values.
  • Look at your biases (ensure they’re not clouding your judgment!).
  • Remember that teams with a diverse mix are better for business.
  • Have an inclusive attitude.
  • Remember, a cultural match can be a two-way street.
  • Use structured interviews.


  • Only recruit people too similar to yourself. 
  • Hire your current cultural “norm” (race, gender, age, socioeconomic level).
  • Make people pretend to be someone else just to please a boss. 
  • Hire for cultural fit exclusively. 

Culture fit or culture add?

Your hiring team must remain aware of whether you are simply hiring people based on “fitting” or “adding” to your culture. Without accountability and broad thinking, you may find your organization hiring only those that fit the status quo or those individuals who remind you of yourself. This practice does not create a diverse workplace and can stifle your growth. 

Instead, consider a “culture add.” You still want to find someone who will match your core values and work well in the environment, but look for those who may think differently and contribute something new. Examples might include someone who has experience in numerous industries, additional training, or a different communication style. 

Final Thoughts

Are you feeling overwhelmed by the prospect of the entire hiring process? Elite Staffing works with you to find qualified talent. 

Let’s build your workforce together.