The article on SRHM Does Hiring for ‘Culture Fit’ Perpetuate Bias? By By Mel Hennigan and Lindsay Evans, raises some very valid points on using culture fit on hiring decisions.

According to them: “But few companies have gone through the rigor of making their “culture fit” objective and measurable. Rather, HR professionals and hiring managers have simply adopted a new term for explaining hiring rationale that otherwise might be classified as invalid….”

“…In using culture fit, it’s critical to define and create shared meaning among interviewers of what this “fit” means. A lack of consensus renders “culture fit” at risk of being misused in the candidate evaluation. It can become code for “this person isn’t like me.”

If those hiring managers reject the candidates based on that assumption, they are doing a poor job as team leads. Leaders should try to have diverse teams with different skills that complement each other, not hire a bunch of “mini-me’s”. But hey, it happens in the best families.

So does this mean you, as a candidate, just have to cross your fingers and hope you will be a bit like your interviewer, and (hopefully) be liked & hired?

That would be deeply unfair. And subjective. And useless.

No. Culture fit is not personality fit. It is not about a personal connection, or just about liking one another. It is about a shared vision and values. It is about a long-term goal to be achieved, a mission. Under that light, culture fit is probably the most important thing to be assessed in an interview, the one that will give reassurance that employees will thrive and grow in the organization.

To prepare for these kind of interviews, do some research and find out which company values align with you; with your strengths, with your beliefs and personal values. Then, do some introspection and think of times when you displayed those shared values and beliefs. And get ready for some story-telling.

You can’t find any? Maybe it is not the right place for you. As the article says, we are individuals as a whole, we can’t disregard the context in which we need to perform.  That context has to be right for us, to be happy. And that is the point. Otherwise… why bother?