Hiring for "culture fit" has been a long-standing approach in recruitment, helping organisations find candidates who align with their values and working style. While this can be incredibly valuable, there’s growing recognition that putting too much emphasis on fit can potentially limit diversity.
Enter: Culture add - a powerful and complementary approach that broadens what to look for in candidates.
Culture add focuses on hiring people who align with your core values but who also bring something new to the table. It could be a different background, perspective, way of thinking or set of experiences that helps your organisation grow, evolve and innovate.
Unlike culture fit, which can be seen as asking questions like "Will this person blend in?", culture add, on the other hand, asks "What will this person bring that we don’t already have?"
But culture add doesn’t mean hiring for difference alone. It's all about hiring with intention and adding value - finding individuals who will boost your team by shaking things up a bit and bringing fresh ideas and new ways to work and collaborate.
As workplaces become more diverse and the pace of change accelerates, hiring for culture add can:
Enhance creativity and innovation by bringing in new perspectives
Strengthen inclusivity by valuing difference, not just similarities
Drive adaptability as teams learn to work together across varied and diverse experiences
Improve decision-making with a wider range of insights around the table
Help future-proof your workforce by creating teams that are resilient, flexible and open to change
Culture fit still has a place as it ensures shared values and ways of working create cohesion. But when you expand your lens to include culture add, you also make space for growth and transformation.
Culture add doesn’t mean abandoning fit altogether. You still want people who share your organisation’s purpose and values - but they might bring different approaches to living them. Express your values through tangible actions, so it allows you to recognise alignment without expecting everyone to be the same. What does this mean? If one of your values is "collaboration," clarify how that looks in reality - do they actively listen to others and share credit for team successes?
Take time to reflect on your current team. Ask yourself:
What perspectives, skills or experiences are underrepresented?
Where do we tend to agree too easily or potentially miss alternative viewpoints?
Could a different voice strengthen how we solve problems or serve our clients?
Mapping out these gaps gives you a clearer picture of what kind of culture add will benefit your organisation most.
Still not sure? Companies with diverse teams are 45% more likely to see their market share grow and 70% more likely to break into new markets, according to this Shortlister article.
Open-ended behavioural questions are your best tool here. They allow candidates to share how they've added value in past roles. For example:
"Can you share a time you brought a new idea or approach to a team?"
"Tell us about a time you worked with people from different backgrounds. What did you learn?"
"How do you challenge groupthink or encourage new ways of thinking?"
You might also consider giving candidates a brief scenario or task to explore how they would approach a real-life situation within your organisation. This will allow you to assess both alignment with values and the potential to bring something new to the team.
Culture add thrives when more than one perspective shapes the hiring process. Use interview panels that reflect different teams, roles and backgrounds. This not only helps reduce bias, but also shows candidates that diversity of thought is genuinely welcomed in your organisation.
You could also include peer interviews or culture conversations in the process - where candidates can speak with potential future colleagues about the working environment and team dynamics.
Companies that embrace inclusivity are 2.3 times more likely to perform at their best and 3.8 times more likely to make smarter decisions. (Impact HR)
The language you use in job descriptions and interviews shapes who will make the leap to apply - and, importantly, who doesn’t. Instead of saying you’re searching for a "perfect fit," try using phrases like:
"We’re looking for people who share our values and bring fresh perspectives"
"We welcome ideas that challenge us and help us grow"
"We want individuals who can add to our culture and help us evolve"
These small shifts signal to candidates that your organisation values difference, not just aligning with what's already embedded with your organisation.
When you hire for culture add, you’re not just filling a vacancy - you’re investing in the future of your organisation. Over time, you'll start to see the benefits becoming clear:
Teams that challenge each other respectfully
Broader thinking and decision-making
More inclusive, representative workplaces
A culture that learns, adapts and grows
Culture add can also improve employee retention. People are more likely to stay in an environment where they feel their unique contribution is recognised and valued.
Culture fit and culture add are certainly not opposites - they work best together. Fit helps ensure a shared direction - and add brings energy, innovation and fresh thinking.
Consciously look for both when you're hiring and your recruitment will become more inclusive, your teams more dynamic and your organisation better equipped for any future rollercoasters.