Recently, I had the pleasure of speaking with Ed Greenwood from Eton HR, which is a specialist recruitment form for HR, on the Find Grow Keep podcast. Ed shared some insightful thoughts on a topic that many of us have heard time and again: “culture fit.” It’s often cited as a reason why candidates either succeed or don’t in interviews, but how often do we stop to think about what that really means?
The Problem with “Culture Fit”
Ed’s LinkedIn post questioning the term “culture fit” is what sparked this conversation. He pointed out that the phrase is so vague, and yet it’s used regularly to justify rejecting a candidate. And while it may seem harmless, there’s a deeper issue at play.
“Candidates invest so much emotionally into a recruitment process,” Ed explained.
“To dismiss them with a vague ‘not the right culture fit’ undermines the process and disrespects the candidate.”
He’s right. We often forget the preparation candidates go through—the time they invest, the nerves they settle. They might get up early, dress their best, and be wished good luck as they leave their home on their way to the interview. To be told at the end, “Sorry, you’re not a culture fit,” without explanation, feels empty and unfair.
What Does Culture Fit Really Mean?
The question we should be asking is: Do we even know what our culture is?
For example, Amazon is reported to have a “brutal performance culture.” If a company is clear about the type of environment they foster, such as giving direct feedback or working in a fast-paced, high-pressure setting, candidates can better self-select. This transparency not only helps the candidate but can make the hiring process more efficient.
“If you’re direct and honest about your culture from the start, candidates will likely choose to opt out if it’s not the right fit for them,” Ed noted.
And this is where culture fit becomes valid—when it’s clearly defined and based on the actual values and behaviours of the business, rather than a vague feeling.
The Risk of Unconscious Bias
Another big concern with using “culture fit” as a reason not to hire someone is that it can mask unconscious bias. We’ve all walked into a room or clicked into a Zoom meeting and made snap judgements within the first few minutes. It’s human nature. But when hiring, those quick judgements can lead to missing out on fantastic candidates.
Ed shared a practical tip:
“Don’t make a decision in the first 10 minutes of an interview. Wait and engage fully with the candidate before forming opinions.”
By taking the time to actively listen and interact with the candidate, you give yourself a chance to get past that initial unconscious bias and see the real potential.
Preparing to Hire Right
A key takeaway from our conversation was that both sides need to prepare for the interview process. We often tell candidates to prepare, but hiring managers should do the same.
“The amount of times a candidate tells me the interviewer was unprepared or pulled in last minute is far too frequent,” Ed said.
“Hiring managers should be as prepared as the candidates to ensure meaningful conversations happen.”
Invest in the Process
If you’re still struggling to hire, it might be time to look at the hiring process itself.
As Ed mentioned, “Hiring is a huge decision for businesses. It’s time-consuming, but it’s an investment.”
Getting it right means putting in the effort to define your culture, prepare properly, and give candidates useful feedback.
As recruiters, they’re in the job of interviewing all the time, but hiring managers might only hire once a year. It’s crucial to give them the support and training they need to make the right decisions.
Is “Culture Fit” still the right term?
So, if you’ve used the term “culture fit” before, take a moment to reflect. Was it based on a real understanding of your company’s values, or was it just an easy way to avoid deeper feedback?
Thanks again to Ed Greenwood for sharing his insights. There’s a lot to unpack on this topic, and I hope this conversation sparks some thought and change in how we approach hiring.
Rethinking “culture fit” isn’t about lowering standards
It’s about raising fairness, clarity, and candidate respect.
At Amplify HR, we support businesses to create hiring processes that are transparent, values-driven, and inclusive. We train hiring leaders to give meaningful feedback, avoid bias, and assess alignment based on defined company values—not on gut feel.
👉 Book a free discovery call to explore how we can help you shift from vague culture-fit decisions to structured, inclusive recruitment that welcomes strength in diversity—and fosters real connection.
