Keep up to date /
The Importance of Cultural Fit in Small Teams
Categories
Posted in Company Culture, Employers, Recruitment on Jun 02, 2025 by Keeley Edge
In small teams, every hire has a significant impact. Unlike larger organisations, where employees can blend into a bigger workforce, SMEs and non-profits rely on close collaboration and shared values to thrive. That’s why cultural fit is just as important as skills and experience when hiring. A strong cultural alignment ensures new hires contribute positively to your team’s dynamics, values, and mission.
Here’s how you can assess values and culture alignment when hiring.
1. Define your organisation’s culture and values
Before assessing candidates, it’s crucial to have a clear understanding of your own culture:
- Mission and Purpose: What is your organisation’s overarching goal?
- Core Values: What principles guide your team’s decisions and behaviours?
- Work Environment: Are you collaborative, flexible, fast-paced, or traditional?
Example: If your organisation values innovation and adaptability, you’ll want to identify candidates who are open to change and eager to contribute ideas.
2. Embed culture into your job advertisements
Attract candidates who align with your culture by highlighting it in your job postings:
- Use language that reflects your values (e.g., “We’re looking for a team player passionate about community impact”).
- Mention unique aspects of your workplace, such as flexible hours, a supportive team, or opportunities to make a difference.
By setting expectations early, you’ll attract applicants who resonate with your mission and values.
3. Use behavioural interview questions
Behavioural interviews help you assess how candidates’ past actions align with your culture. Ask questions such as:
- “Can you describe a time when you collaborated with a small team to solve a problem?”
- “How do you handle feedback in a close-knit work environment?”
- “What drew you to our organisation’s mission?”
Look for responses that demonstrate shared values and attitudes compatible with your team.
4. Assess soft skills and team dynamics
In small teams, soft skills like communication, adaptability, and emotional intelligence are critical. During interviews or practical exercises:
- Observe how candidates interact with others.
- Assess their ability to listen, empathise, and contribute ideas.
Example: A role in a non-profit organisation might require someone who can navigate sensitive issues with tact and compassion.
5. Involve your team in the hiring process
Include key team members in interviews or informal meet-and-greet sessions. This:
- Helps candidates get a feel for the team’s culture.
- Allows team members to provide feedback on how well the candidate fits.
Collaboration ensures the new hire is welcomed by everyone and reinforces a positive dynamic.
6. Use assessments to test alignment
Practical exercises, pesonaility profiles and trial projects can provide insight into how candidates may approach work in your environment. For example:
- For a marketing role, ask candidates to draft a social media post aligned with your mission.
- For a team-focused role, set up a group exercise to evaluate collaboration skills.
- Behaviour profiling like DISC can be effective as part of a broader assessment strategy,
These tests reveal how candidates apply their values and skills in real scenarios.
7. Prioritise cultural fit over perfection
While technical skills can be learned, cultural misalignment is harder to address. When faced with two candidates, consider prioritising the one who better aligns with your values and vision, especially in roles requiring teamwork and adaptability.
Example: A candidate who demonstrates enthusiasm for your mission and a willingness to learn may be a better fit than someone with more experience but less passion.
Final Thoughts
Hiring for cultural fit is about finding individuals who not only meet the technical requirements of a role but also share your organisation’s values and vision. For SMEs and non-profits, this alignment fosters collaboration, boosts morale, and strengthens your team’s ability to achieve its goals.
