Too many companies hire someone because they "just fit" the team—maybe friendly, maybe similar background—but without asking whether they'll challenge, grow, or move the business forward. That's a risky strategy.
The problem with "fit"-only hiring
- It can lead to group-think and a lack of diversity in thought.
- It may perpetuate existing mediocrity rather than drive innovation.
- When the role evolves (as most do), the hire may struggle because they were chosen for comfort, not stretch.
Balance "fit" with character and capacity
At SM Staffing, we evaluate:
- Character: Are they trustworthy, resilient, coachable?
- Culture alignment: Will they feel at home but still bring new perspectives?
- Career trajectory: Are they positioned to grow in the role and help you grow?
Design hiring to anticipate change
Roles shift. Businesses grow. Market demands evolve. You need people who not only excel today—but can pivot, learn, and lead tomorrow.
Practical hiring tips
- In interviews, ask: "How have you adapted when your job changed radically?"
- Use assessments or case scenarios that reflect ambiguity, rather than just routine tasks.
- Get references that speak to learning agility, not just domain expertise.
- Make your onboarding include a "challenge project" that surfaces how the person handles growth.
Conclusion
Hiring for "fit" might feel safe—but over time it can cost you agility, diversity, and momentum. Instead, hire for fit, yes—but also for growth, challenge, and future potential. That's how you build teams that elevate your business.