NEVER Tell a Candidate They are not a Good Cultural Fit [VIDEO INCLUDED]
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True belonging means that no one has to fit. To fit requires an action. To belong requires no action. Yet, in recruiting, companies are still assessing candidates based on culture fit.
I know and understand that company culture is a top priority. However, telling a candidate they are not a good cultural fit can have negative implications. I discuss this topic more fully in the below video taken from our Diversity Recruiter Central YouTube channel. Check it out.
Not a lot of time available? Check out the summary of the video below.
Never Tell A Candidate That They Are Not A Good Cultural Fit (3 Reasons)
Reason #1: Saying “culture fit” can be perceived as exclusionary. Culture fit can create a perception that your workplace environment is exclusive and only certain individuals are permitted. For example, by saying “you are not a good cultural fit,” you may be sending the message to candidates that they would stand out at the organization in a negative way. This creates a sense of a cultural club that does not promote an inclusive environment.
Reason #2: It can be perceived as discriminatory. Culture, more broadly speaking, often refers to the customary beliefs, social forms, and material traits of a racial, religious, or social group. People are from different cultures. Using cultural fit when rejecting a candidate can leave room for some candidates to mistakenly infer that you are saying that their culture does not fit into your workplace culture.
Reason #3: Culture fit may not be what you really mean. There could be many other factors that made the candidate undesirable for the position or for your workplace. Take a moment to ask yourself this. In what ways does this candidate not align to our mission, vision, and values as an organization? Maybe you are really referencing skillset fit. Maybe it is a work-pace fit and you think that the pace of your organization would be too fast for this person. Or maybe it is a work-style fit and you believe that, for example, this collaborative work environment would not be suitable for a person who only wants to work independently. Either way, it is important to say exactly what you mean.
Make a commitment to stop rejecting candidates based on culture fit. Get more specific. As a matter of fact, specificity is the best rule of thumb. This often means you will be tasked with asking clarifying questions of the interview team in order to understand why a person was rejected. And remember, bias often lives in unchecked feedback and generalizations.
I am happy when I observe more and more companies that are removing the phrase “culture fit” and are incorporating the phrase “culture add” to their recruitment process and workplace vocabulary. The phrase culture add sends a clear message that an individual does not have to show up in one particular way to feel like they belong. There’s more than one look to success and more than one way to demonstrate a commitment to a workplace’s mission, vision, and values.
Join me in the comments: How has your company approached culture fit?
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