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How to assess culture fit?

There's an old saying, "A fit is made, not found." It's a truism that hiring managers have been reiterating for years. 

In hiring the right candidate for the job, hiring managers face numerous challenges, such as limited resources and hiring biases. Most importantly, candidates don't match the organisation's culture or may not be an excellent cultural fit. 

Hiring managers need to take various steps to overcome these hurdles and find the perfect candidate with the right fit. While conducting interviews to assess cultural fit, evaluating candidates' technical qualifications and soft skills is vital. In this blog, we'll discuss how you can do that effectively.

What Makes For A Cultural Fit?

- Assessment tools can help you assess whether a candidate is an excellent cultural fit for your organisation.

- It's essential to consider factors such as the candidate's personality, values, and culture.

- Start with the candidate's personality. Consider their values and how they match your company's culture. 

- Next, assess the individual's skills and experience. Look at their qualifications and experience to see if they would be the right fit for the position. This will help you determine if the candidate has the skills to perform the job well.

Finally, check if the candidate's personality and values align with your company's culture. To do this you ask them to take different personality tests, which will help you figure out whether they are an Enneagram type 5 who loves to learn new things or an ENTP who's extremely extroverted and outgoing. This will help you determine if they'd be an excellent cultural fit for your organisation. 

How Do You Determine Your Company's Own Cultural Fit?

Fit is about more than cultural similarities. It's essential to consider the candidate's values and how they align with the company's. Ask questions about the candidate's past experiences, skills, and interests relevant to the job opening.

When assessing fit, be open-minded and flexible. Cultural fit can change, so feel free to adjust your assessment process. Don't ignore potential candidates who may not be a perfect fit for your organisation for the sake of being "politically correct." Instead, focus on finding passionate candidates who have experience relevant to the opening and are a good cultural fit for your organisation.

7 tips On How To Assess Culture Fit

Organisations should have a thorough cultural fit assessment process when hiring a new employee. This process can help you identify potential candidates with the right cultural fit.

To start, conducting a thorough online and in-person search for the best candidate is essential. Ask questions that will tell you about the candidate's previous experiences and skills. 

Consider the candidate's values and how those fit with your company's mission and vision. Also, assess the candidate's communication skills, emotional intelligence, and team orientation. Finally, verify the candidate's qualifications through references and job tests. 

If you need clarification on whether a candidate is right for your organisation, ask for a second opinion from a trusted colleague or friend. By following this process, you can find the right cultural fit for your organisation, no matter the job title or role.

Know your company culture

When conducting a cultural fit assessment, it's essential to understand your company's culture. You can assess your company's culture by conducting interviews with employees, reviewing documents, and gathering feedback from clients and customers. When completing the cultural fit assessment, you should consider the values and norms of your organisation. 

For example, are people allowed to express ideas and opinions freely, or are there clear guidelines for making decisions? Additionally, you should consider the type of people you want to hire for your organisation. 

For example, suppose you're looking for highly skilled professionals with strong leadership skills and experience in the field. In that case, you might focus your cultural fit assessment on candidates who fit those criteria.

Compare candidates' preferences to your culture

When conducting a cultural fit assessment, comparing candidates' preferences to your organisation's culture is essential. For example, interviewees who are an excellent cultural fit will share similar values and beliefs as the organisation. They'd also be comfortable working in a team and be able to communicate effectively. 

If a candidate does not match your organisation's culture, it's essential to consider whether they are an excellent cultural fit for your specific role. Ultimately, it's about finding the right fit for both the organisation and the individual.

Ask cultural fit questions in your interviews

During your interviews, you can ask questions to assess the candidate's cultural fit for your organisation. These questions focus on the candidate's values, beliefs, and attitudes. You can also use questions to determine if the candidate is comfortable working in a team environment. 

If a candidate appears to have the right cultural fit for your organisation, it would be a good idea to offer them the position and move forward with hiring. Ultimately, it is essential to ensure that you are making a solid decision when hiring new staff. Besides, it is necessary to remember that cultural fit is only one of many factors that must be considered when hiring a new employee.

Give candidates a chance for a self-assessment

A cultural fit assessment is an essential step in the hiring process. It helps to identify whether a candidate will be a good fit for the organisation and its culture. A cultural fit assessment typically involves a series of questions to assess the candidates' understanding of company values, attitudes toward work, and work ethic. 

It also involves asking questions about their experience working in the company and their expectations for the position. After all, businesses must find employees who are a good fit for the organisation and its culture.

To conduct a successful cultural fit assessment, you must give candidates a chance to self-assess. This will allow them to express their interests, skills, and qualifications without requiring you to judge their qualifications or qualifications. Instead, it will enable you to understand their unique strengths and values that would make them a good fit for your organisation.

It's also vital to assess candidates' personalities and qualifications before moving on to more complex questions requiring more than one answer. Ask open-ended questions that allow candidates to share their experiences and feelings about working at the company. 

This way, you can understand how they think and work within your company's culture and learn more about their unique strengths and motivators. Finally, use objective measures to assess the candidate's fit with the organisation's culture and values.

Beware of bias

When conducting a how to assess culture fit process, one must know the potential for bias. Bias can influence the assessment results in various ways, including selecting interviewees and interpreting data.

It's important to minimise bias throughout the assessment process by using objective and unbiased criteria when performing the cultural fit assessment. This will help ensure that the candidate's strengths and weaknesses are accurately reflected in the assessment results.

Bias can often be unintentional, but it's essential to be aware of its presence and work to reduce or neutralise its impact on the cultural fit assessment process.

Understand the results holistically

When conducting a cultural fit assessment, it's essential to understand the results holistically. The evaluation should be conducted candidly and openly with all stakeholders involved. Factors to consider when conducting a cultural fit assessment include candidates' suitability for the job and whether their candidacy will improve the organisation's culture.

In addition, the assessment should provide quantifiable information that can be used to make an informed decision about the candidate's candidacy. This information should include the candidate's skills, competencies, and personality fit with the organisation's culture and values.

Take a remote setting into consideration

When conducting a cultural fit assessment, it's essential to consider the candidate's remote setting. Candidates remotely stationed overseas may need to become more familiar with Indian culture. 

Additionally, candidates living close to the organisation's employees may only fit in with the organisation's culture if they share the same values and attitudes. It's essential to take a holistic view of the candidate's lifestyle and values when assessing whether a candidate is right for your organisation. A thorough cultural fit assessment will help determine whether a candidate can thrive and contribute to your organisation's culture.


Amid a hiring crisis, companies are turning to cultural fit assessments to help them understand the fit between the candidates and the organisation. These assessments can give hiring managers a better idea of how well candidates will fit into the working environment, which can be vital in helping them select the right candidate. 

But given their growing popularity, it's essential to understand How To Assess Culture Fit assessment's success.

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