Culturedation: How to assess Company Culture fit for candidate

Assessing a candidate's company culture fit gives you a better overview of the candidate's suitability for your company as part of your hiring process.

This is helpful for you, especially when deciding between several candidates with similar skills and experiences on who to hire.

Key Principles: Assessing Candidate's Company Culture Fit

These are 3 key principles to apply, using the 3 Ds:

  • Direction
  • Diversity
  • Document

1. Direction

You need a clear sense of direction when assessing whether the candidate fits your company culture.

Which means having a structured company culture aligned framework for your assessment and hiring requirements, and not relying on your 'gut feelings' on what determines the right company culture fit.

For example, you can apply this in structuring interview questions to assess the candidate's alignment with your company culture core values. Some sample questions:

  • "How have you applied the core values previously in a workplace scenario?"
  • "Why do you think the core values are important to the company?"
  • "What will you do if you see a fellow colleague not adhering to the core values?"

As part of the framework, you can also consider having a separate panel tasked solely to assess the candidate's company culture fit, leaving only the assessment of the candidate's skills and experiences to the hiring manager.

2. Diversity

By practicing diversity, you are able to increase objectivity and reduce unconscious biases as you consider wider perspectives when assessing the candidate's company culture fit.

Hence, do include team members from diverse backgrounds when assessing the candidate, such as:

  • Ethnicity
  • Gender
  • Religion

This also reinforces your company culture towards a more diverse, equitable and inclusive workplace by having a diverse team as part of the candidate assessment process.

3. Document

Regardless of the outcome, document the company culture fit assessment feedback of the candidate.

This can be used as a point of reference in determining the necessary follow-up actions with the candidate.

In addition, the documented feedback can also be used to identify gaps and improvement areas for your company culture fit assessment process for future candidates as well.

What next?

Apply the 3 Ds and you are on your way to better assess whether the candidate is a right company culture fit.

With the right company culture fit alongside the right skills and experiences, you are on your way to having a potential top performing employee.

What if despite a thorough assessment process, you are still unsure about the candidate's company culture fit? Learn more on navigating this in our other write-up post here.


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