Hiring for "culture fit" lets unhealthy norms persist and blocks diversity; the article shows why the term is a trap and urges explicit expectations instead.
Culture fit is a loaded buzzword that lets companies hide unhealthy norms and protect the status quo. The author argues that using culture fit as a hiring or firing excuse says more about the existing team than the candidate, and it prevents needed cultural change.
The piece cites a concrete example of a company that glorifies heavy drinking. When a non-drinker applies, the implicit expectation that everyone drinks becomes a barrier, not a neutral cultural match. Silent rituals like after-hours bar outings, ping-pong tables, and free soft drinks become covert filters that keep the same type of people in the circle.
By labeling such expectations as "culture fit" leaders avoid asking why those habits matter. The article pushes for making expectations explicit-if social drinking is required, put it in the job ad. Making the criteria visible reveals how it excludes parents, non-drinkers, and diverse backgrounds, and forces the team to reconsider whether those habits are truly valuable.
The practical takeaway is to replace vague culture-fit language with concrete values and behaviors. Define what success looks like, measure candidates against those criteria, and be willing to evolve the culture itself. This approach opens the door to broader talent pools and builds a healthier, more inclusive organization.
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