Welcome to my Blog Series "Beyond Future-Gazing: A Now-ist Approach to Higher Ed Innovation". This will be a practical exploration of how higher education leaders can drive innovation by focusing on immediate action rather than distant possibilities. Join me Mondays and Thursdays in January and February.
In higher education, hiring decisions shape not only teams but the culture of institutions themselves. For years, the concept of “culture fit” has dominated recruitment conversations. The idea was to find individuals who seamlessly align with an institution’s established norms and values. However, this approach has increasingly come under scrutiny for unintentionally reinforcing homogeneity and stifling innovation. Enter the concept of “culture add,” which prioritizes hiring individuals who bring diverse perspectives, challenge the status quo, and enrich the institutional culture. This shift isn't just about terminology—it's about fundamentally rethinking how we build teams that drive innovation and serve increasingly diverse student populations.
So, as higher education professionals, how do we navigate the shift from culture fit to culture add? Here are some insights and actionable strategies.
Understanding the Risks of “Culture Fit”
While culture fit sounds ideal—who doesn’t want harmony?—it can be limiting. Overemphasis on fit risks hiring “more of the same,” which may reinforce implicit biases and perpetuate inequities. For example, if a student affairs division predominantly values extroversion, candidates who are reflective, analytical, or introverted may be overlooked, even if they offer essential skills. Culture fit can inadvertently marginalize candidates who don’t share the same background or life experiences as current staff. In a field like higher education, where serving diverse student populations is paramount, this limitation is particularly problematic.
Traditional culture fit hiring often seems logical on the surface. After all, teams that work well together tend to be more productive.
However, this approach has created significant blind spots in higher education:
Departments inadvertently clone existing teams, perpetuating demographic and thought homogeneity
Qualified candidates who bring different perspectives are often screened out for nebulous "fit" concerns
Innovation stagnates as teams lack the diverse viewpoints needed to challenge assumptions
Student needs go unmet when staff experiences don't reflect student populations
For example, when a client recently analyzed their student affairs hiring patterns, they discovered they had unconsciously favored candidates who shared similar educational backgrounds and communication styles, despite serving an increasingly diverse student body.
What is Culture Add?
Culture add shifts the lens, focusing on what a candidate can contribute to an organization beyond fitting into the existing framework. It asks: How will this person enhance and expand our institutional culture? For example, a first-generation college graduate might bring lived experiences that deepen empathy and innovation in advising programs. Culture add isn’t about hiring for difference for its own sake; it’s about thoughtful consideration of how varied perspectives drive growth, innovation, and inclusivity. Teams with diverse perspectives consistently outperform homogeneous groups in identifying and solving complex challenges.
Aligning Culture Add with Institutional Mission
In higher education, every hiring decision should tie back to the mission. Consider what attributes or skills align with institutional goals. Are you striving to improve retention for underserved populations? Candidates who bring unique insights into supporting these students could add immense value.
At the same time, it’s important to define what aspects of the current culture are non-negotiable, such as shared values of integrity, collaboration, or student-centeredness. Culture add doesn’t mean abandoning shared goals; it means broadening the ways they are achieved.
Rethinking Recruitment Practices
Hiring for culture add requires intentionality. Start with the job description: Does it explicitly encourage diverse candidates to apply? Does it avoid language that might deter applicants who don’t see themselves in the current culture?
During interviews, shift questions to focus on candidates’ potential contributions. Instead of asking, “How would you fit into this team?” ask, “What unique perspectives or approaches would you bring to our team?”
Moving into Action
The future of higher education demands teams that can navigate complexity, serve diverse populations, and drive innovation. Culture add hiring isn't just about doing the right thing—it's about building institutions capable of meeting tomorrow's challenges.
By moving beyond traditional culture fit, we create institutions that don't just accommodate difference but actively seek it out as a source of strength. In doing so, we better serve our students, our institutions, and our mission of advancing knowledge and understanding.
The question isn't whether your institution should embrace culture add—it's how quickly you can implement this essential shift in hiring philosophy.
