Interviewing for Team Alignment: A More Inclusive Approach to Culture Fit.

“Culture fit” has been a familiar concept in recruitment for many years. For employers across Leeds and West Yorkshire, it has often meant hiring people who seem easy to get along with or who blend in with the existing team. But as the workplace evolves, so does the meaning of this phrase.

At Jo Holdsworth Recruitment, we are seeing more and more businesses move away from the traditional idea of culture fit. Instead, the focus is shifting towards something deeper and more meaningful - alignment. This includes shared values, complementary working styles and a mutual understanding of what makes a team work well together.

This shift brings a more inclusive and modern approach to hiring. It supports long-term success by encouraging diversity of thought, creating balanced team dynamics and reducing the risk of hiring decisions based purely on personality or familiarity.
If you are reviewing how your business interviews for team culture, here is how to assess alignment in a way that supports stronger, more inclusive recruitment decisions.

Rethink what “fit” really means

In the past, culture fit was often shorthand for how well someone might blend into the team. While that may seem harmless, it can lead to hiring people who are very similar to one another - and that can limit creativity, problem solving and innovation.
When you hire based on personal chemistry alone, you risk missing out on candidates who might approach things differently but still bring immense value. For example, someone with a quieter working style might not match the team’s energy at first glance, but they could bring a calm, focused perspective that improves the group dynamic.
The goal should not be to find a carbon copy of your existing team. Instead, aim to hire people whose strengths and values complement your current culture and help shape its future.

Start by defining your team culture

To interview effectively for team alignment, you first need to be clear about what your current team culture actually looks like. Culture is not about office perks or branding. It is about how your team communicates, supports each other and makes decisions day to day.

Consider the following questions:

• What are the values that genuinely guide your work?
• How do you respond to challenges or change?
• What expectations exist around communication, pace and feedback?
• What makes someone successful in your team - beyond hitting targets?

It is worth discussing this as a team to gather different perspectives. This helps avoid the trap of relying on one person’s view and gives you a more rounded sense of what your workplace culture really involves. With this understanding in place, you can interview more purposefully and consistently.

Ask the right kinds of questions

When interviewing for alignment, it helps to look beyond qualifications and experience. You are aiming to understand how someone approaches their work, what motivates them and how they operate in different situations.

Some useful questions might include:

• What kind of team environment brings out your best work?
• Can you give an example of a time you navigated a disagreement at work?
• How do you typically handle last-minute changes or unexpected challenges?
• What does a healthy and supportive workplace look like to you?

These types of questions encourage candidates to reflect on their working style and values. You are not looking for one “right” answer, but rather for indicators that show how they might fit within and contribute to your existing team.

Share your values and expectations clearly

An interview is a two-way process. As much as you are assessing a candidate, they are also learning about you. That is why it helps to be transparent about your culture, working style and expectations from the beginning.
Talk openly about the type of environment you are building, how your team operates and where the business is heading. Candidates who connect with your values will feel more engaged and more likely to stay. Those who are looking for something different may realise that the role is not quite the right fit, and that is valuable information for both sides.

Avoid the trap of “gut feel”

Many hiring decisions still rely on instinct. While intuition can sometimes be helpful, it is also shaped by unconscious bias. People tend to feel more comfortable with candidates who are similar to them in background or personality, but that does not always mean they are the best person for the role.
To reduce this bias, it helps to structure your interviews around clearly defined behaviours and values. Use consistent questions, scoring systems and notes to ensure everyone is assessed on the same criteria. When possible, include multiple interviewers to bring different perspectives into the process.

Focus on who complements your team

The most successful teams are made up of people with different strengths, working styles and viewpoints. What they have in common is a shared sense of purpose and a mutual respect for each other’s differences.
Rather than trying to find someone who will blend in seamlessly, look for someone who can add something new while supporting your overall direction. This is especially important when hiring into a team that is growing, evolving or working in a hybrid format.
A well-aligned hire can offer a fresh perspective while still respecting the values and behaviours that matter most to your business. This balance creates healthier, more productive teams in the long run.

Final thoughts

Hiring for culture fit should not be about who you would most enjoy having a coffee with. It should be about who will bring the right mindset, values and approach to support your team’s success - even if they do things a little differently.

By focusing on shared values and team alignment, you create a more inclusive and forward-thinking hiring process. One that welcomes difference, encourages collaboration and sets your team up to thrive.

At Jo Holdsworth Recruitment, we support businesses across Leeds and West Yorkshire to make confident, people-focused hiring decisions. If you are reviewing your interview process and want practical guidance on how to assess culture more effectively, we are here to help.

Get in touch with our team to start the conversation.