As a manager who does a lot of interviews and has run teams with a lot of different working dynamics, culture fit is something I used to describe a collection of social skills and dynamics at play in my team, with the company as a whole, and with our clients. There are a large number of ways people can interact well, and there are a number of specific things an employee might do to make these dynamics strained. If, in the course of an interview, I can identify a large number of these, then I have effectively identified someone who will take up a large portion of my time in coaching & mentoring to smooth out those habits, or who will take up my time in dealing with inter-office conflict. If that's the case, I will turn that person down based on a culture fit and choose another candidate that can present both the technical skills required as well as the soft-skills that allow us all to work more effectively.
This is my interpretation of those terms and how I use it personally. My basis for behavioral traits is based on personal experience as well in working at a large number of companies in various roles, industries, and positions. I don't believe that it is at all discrimination because I'm using my best judgement for who can work most effectively with my team. That's just smart business.
This is my interpretation of those terms and how I use it personally. My basis for behavioral traits is based on personal experience as well in working at a large number of companies in various roles, industries, and positions. I don't believe that it is at all discrimination because I'm using my best judgement for who can work most effectively with my team. That's just smart business.