Hiring for Culture Fit: Why Knowing It and Doing It Are Two Different Things

We spoke to over a hundred construction employers across the Black Hills, and here’s what we found: about three out of four still hire based on skill first — but nearly all of them admitted their best, longest-lasting employees were the ones who fit their culture.

And they’re right.

But here’s the interesting part — even though most employers know culture fit matters, many still end up hiring for skill first. Why? Because hiring is time-consuming. Between posting jobs, reviewing resumes, and trying to fill roles quickly, it’s easy to fall back on what’s measurable instead of what’s meaningful.

The truth is, skill-based hiring might help you fill a seat faster, but it doesn’t guarantee the right fit. And the wrong fit costs your business more time, more stress, more turnover, and more money.

That’s why our goal at Plenty of Hires is to streamline the process — to take the guesswork out of hiring and give you time back to focus on what really matters:

Is this candidate a good fit for your team?

The Real Cost of Hiring the Wrong Fit

A mismatch doesn’t just affect the person hired — it affects everyone around them.

• Morale drops.

• Productivity dips.

• Turnover goes up.

• 
  

And soon, your managers are back to training replacements instead of leading projects.

Most bad hires don’t happen because of skill gaps — they happen because of culture gaps and misalignments.

When the values, attitudes, and expectations don’t align, the relationship doesn’t last, no matter how good the person’s experience looks on paper.

What to Look for Beyond the Resume

Hiring for culture fit doesn’t mean hiring based on a “gut feeling” or who you’d grab a beer with after work — it means looking for qualities that make someone a strong, dependable, and coachable teammate.

Here’s what to look for — and what to watch out for — when evaluating your next hire:

Self-Awareness

Does the candidate understand their strengths and weaknesses?

People who are self-aware tend to learn faster, adapt better, and take accountability when things go wrong. You can usually spot this when a candidate says something like:

“I’ve learned that I tend to take on too much at once, but I’ve been working on slowing down and prioritizing better.”

That’s someone who recognizes their growth areas and is already doing something about it.

⚠️ Red Flag: When every story they tell makes them the hero or the victim. If they can’t identify one thing they’ve learned from a mistake, that’s a sign of low self-awareness.

Attitude

Attitude shows up before skill does.

Listen closely for language that shows ownership and teamwork. Do they say “we” more than “they”? Do they speak respectfully about past employers, even if the experience wasn’t great?

You’re looking for people who see challenges as opportunities, not complaints. Someone who says:

“We had some tough projects, but I learned a lot about communication and patience from that team.”

That’s the kind of mindset that builds trust.

⚠️ Red Flag: They blame others for past issues, criticize former employers, or talk down about coworkers. If they trash-talk their last boss, you could be next.

Reliability

Skills mean very little if you can’t count on the person to show up — physically or mentally.

Ask for examples of how they handle responsibility, timelines, and follow-through. Reliable candidates tend to give specific answers like:

“At my last job, I was the one who opened the shop every morning. I was never late because I knew everyone else depended on me.”

⚠️ Red Flag: They’re vague about past responsibilities or make excuses about attendance. Reliability doesn’t improve with higher pay — it shows up long before that.

Coachability

You can’t grow someone who isn’t open to learning.

Coachability isn’t just about saying “I’m willing to learn” — it’s how they react when challenged or given feedback. You can test this by asking about a time they received constructive criticism. A solid answer might sound like:

“At first it was tough to hear, but I realized they were right. I changed how I handled it, and it made a big difference.”

That’s someone who takes feedback seriously instead of taking it personally.

⚠️ Red Flag: They get defensive, shift blame, or say, “I’ve never really had issues with feedback.” Everyone has — and how they respond to it tells you a lot.

Team Compatibility

You’re not just hiring a worker; you’re adding a new dynamic to your team.

The question isn’t just “Can they do the job?” but “Can we work well together?”

Ask them to describe their ideal work environment or how they handle differences with teammates. A great candidate might say:

“I like being part of a team that communicates and has fun but can still get serious when the job needs to get done.”

That’s someone who values balance — and understands that good teams are built on respect and reliability, not ego.

⚠️ Red Flag: They talk about “doing their own thing” or seem disinterested in collaboration. Lone wolves rarely thrive in team-driven environments.

Why Time Shouldn’t Be the Enemy

We get it — hiring takes time. Between screening candidates, scheduling interviews, and sorting through endless resumes, it can feel like a full-time job in itself.

But the truth is, rushing the process doesn’t save you time — it just delays the inevitable. Every mismatched hire costs time, money, energy, and team morale.

That’s why we built Plenty of Hires — to cut through the noise and bring you directly to candidates who not only meet your skill requirements, but are more than likely a good fit for your team’s culture, values, and workflow.

We’re not here to replace your instincts — we’re here to give you time back so you can use those instincts where they matter most.

The Bottom Line

Hiring for culture fit isn’t about finding people who are identical — it’s about finding people who work well together, respect each other, and share the same drive.

Skills can be taught. Attitude, reliability, and integrity can’t.

The right hire adds to your culture, not just your headcount — and that’s what keeps teams strong, productive, and loyal.

👉 Want to spend less time posting jobs and more time hiring the right people?

Sign up for Plenty of Hires — the hiring platform that helps you find qualified candidates who actually fit your team.