In today’s talent-driven market, finding someone with the right skills is only half the battle. The real differentiator, especially in a values-driven organization, is hiring someone who aligns with your culture. At Hartman, we’ve seen firsthand how hiring for culture fit transforms teams, improves retention, and fuels long-term growth rooted in purpose.
“We don’t just hire to fill a role—we hire to build a strong team and environment.” – Al Hartman
Let’s explore why cultural fit matters, how to hire for it, and what pitfalls to avoid.
Why Cultural Fit Matters More Than Ever
Cultural alignment is not about hiring people who look the same or think the same. It’s about hiring people who are aligned with and who share a commitment to the core values that drive your organization.
A study by the Harvard Business Review found that cultural fit accounted for 89% of hiring failures, not lack of technical skill. In a values-driven company like ours, this statistic rings especially true. When a team member embraces our mission, they don’t just perform their job. They enrich the culture.
“Culture eats strategy for breakfast.” – Peter Drucker
Know Your Values Before You Hire
Before you can hire for cultural fit, you need to know what your culture actually is. That means being crystal clear on your company’s core values and being consistent at every level of the organization.
At Hartman, we’re guided by principles like integrity, stewardship, discipleship, and service. These aren’t just words on the wall, they shape our decisions, influence how we treat tenants, investors and one another. This forms the backbone of how we grow.
“A company’s culture is the foundation for future innovation. An entrepreneur’s job is to build the foundation.” – Brian Chesky, CEO of Airbnb
Hiring Practices That Prioritize Cultural Fit
So how do you look for cultural alignment while still evaluating skills? Here are a few practices that have worked well for us:
- Job Descriptions That Reflect Values
Instead of listing only responsibilities, we include a section about our culture and purpose. This attracts candidates who align with our mission from the start. - Behavioral Interview Questions
Ask candidates to reflect on how they’ve handled ethical challenges, conflicts, or team collaboration. For example:
“Can you tell me about a time you stood up for something you believed in at work?”
“How do you define success—and how does that align with your personal values?” - Team Involvement in Interviews
Hiring shouldn’t be a solo decision. Involving multiple team members helps ensure the candidate will thrive in your real-world culture, not just look good on paper.
“Skills can be taught. Values are lived.” – Al Hartman
Red Flags to Watch Out For
Even the most polished resume can hide a mismatch. Here are some signs that a candidate may not be a strong cultural fit:
- They speak negatively about previous employers or coworkers.
- Their definition of success is purely financial, with no mention of service, collaboration, or purpose.
- They struggle to answer questions about their personal values or motivations.
It’s far better to walk away from a technically qualified candidate than to onboard someone who will erode your culture from within.
A Real Example from Our Team
A few years ago, we were interviewing a candidate for a property management role. On paper, they were perfect—years of experience, impressive credentials. But during the interview, they rolled their eyes at our mention of prayer meetings and expressed discomfort with faith-based values in the workplace.
We passed. A few weeks later, we found someone with slightly less experience but who lit up when we talked about service, faith, and purpose.
Culture Add, Not Culture Clone
One important note: hiring for culture fit doesn’t mean hiring people just like you. It means hiring people who will add to your culture—bringing fresh ideas, diverse experiences, and new energy, while still aligning with the core values that matter most.
In a values-driven organization, culture fit isn’t a perk—it’s a foundation. When you hire people who live out your values, you build more than a business. You build a mission. You build trust. You build something that lasts.
So the next time you review a resume or sit down for an interview, look past the job title. Ask yourself: Does this person belong in our story? If the answer is yes, they are a culture fit, the rest will fall into place.
