For years, hiring for “culture fit” was considered a best practice in recruitment. The idea was simple: find candidates who align with the company’s values, work ethic, and team dynamics. But in today’s diverse, global, and innovation-driven workplace, this mindset is being challenged.
Enter “culture add”—a more inclusive and forward-thinking approach to building strong teams. Rather than seeking candidates who fit neatly into the existing mold, companies are now looking for those who bring fresh perspectives, unique backgrounds, and new ideas to the table.
In this blog, we’ll break down the difference between culture fit and culture add, explore why the latter is gaining traction in Canada and globally, and show HR professionals how to adopt this modern approach to hiring.
What is “Culture Fit”?
Culture fit refers to how well a candidate aligns with the existing norms, values, and behaviors of an organization. Employers often look for signs that the individual would easily integrate into the team and company culture.
Examples of Culture Fit Hiring:
- A laid-back company preferring “casual and fun” candidates
- A fast-paced startup seeking “hustlers” who work overtime
- Choosing candidates who share hobbies, communication styles, or educational backgrounds with existing employees
The Problem:
While hiring for culture fit can lead to cohesive teams, it can also reinforce homogeneity and unconscious bias. It may cause hiring managers to favor people “like them,” which unintentionally excludes diverse talent.
What is “Culture Add”?
Culture add takes a different approach. Instead of asking, “Will this person fit in?” the focus is on “What new perspectives will this person bring?” It values diversity of thought, experience, background, and identity—not as a challenge to culture, but as a strength that enhances it.
Benefits of Culture Add:
- Encourages diversity and inclusion at every level
- Drives innovation by introducing new ways of thinking
- Expands team capabilities and problem-solving skills
- Builds a more resilient and adaptive workplace culture
Why “Culture Add” Matters in 2025
In Canada, where the workforce is increasingly multicultural and multigenerational, employers can no longer afford to hire based on a narrow definition of “fit.”
Key Trends:
- Younger job seekers (especially Gen Z) prioritize inclusive workplaces.
- Immigrant and BIPOC talent is rising, and organizations must reflect this reality.
- Companies with diverse teams outperform less diverse peers in innovation, revenue, and employee satisfaction (source: McKinsey, 2023).
Hiring for culture add helps organizations future-proof their workforce by embracing flexibility, equity, and long-term growth.
How to Shift from Culture Fit to Culture Add in Hiring
Here’s how HR professionals and hiring managers can evolve their approach:
1. Redefine What Culture Means
Company culture isn’t about beer fridges and ping pong tables. It’s about shared values, purpose, and behaviors. Make sure your hiring decisions reflect inclusive values, not superficial preferences.
Action Step:
Create a culture code or values statement that focuses on respect, openness, growth, and equity—not personality types or lifestyles.
2. Audit Your Job Descriptions
Job descriptions often contain biased language or vague culture references that reinforce sameness.
Action Step:
Replace terms like “fast-paced environment,” “high energy,” or “team player” with behavioral expectations like “collaborates effectively across teams” or “manages competing priorities with transparency.”
3. Update Interview Questions
Avoid informal “culture fit” questions like “What’s your favorite Netflix show?” Instead, ask questions that uncover values, adaptability, and new perspectives.
Action Step:
Ask:
- “What values are important to you in a workplace?”
- “Tell us about a time you challenged a team’s way of thinking—what was the result?”
- “How would you contribute to our culture in a way we may not expect?”
4. Diversify the Hiring Panel
A diverse interview panel helps reduce bias and brings multiple perspectives to the table when evaluating candidates.
Action Step:
Include people from different departments, seniority levels, and backgrounds in interviews. This also signals to candidates that inclusion is practiced—not just preached.
5. Use a Structured Evaluation System
Without structure, interviews can become subjective. A consistent rubric ensures fair evaluation based on competencies—not charisma or shared interests.
Action Step:
Develop a scorecard that assesses:
- Alignment with company values
- Unique contributions to culture
- Critical thinking and problem-solving
- Communication style and collaboration skills
6. Train Managers on Inclusive Hiring
Even well-meaning hiring managers may default to hiring those who feel familiar. Inclusive hiring training helps them recognize bias and embrace diversity.
Action Step:
Offer workshops or online courses on:
- Unconscious bias
- Equitable interviewing techniques
- Inclusive communication
7. Celebrate Culture Add Success Stories
Showcasing real examples of successful hires who brought new energy, ideas, or backgrounds helps reinforce the shift from “fit” to “add.”
Action Step:
Share internal case studies or employee spotlights that highlight how culture add hires have made an impact.
