Is hiring for culture fit a good practice?

It depends. Hiring for values alignment = good (shared ethics, work style). Hiring for personality match = risky. If you only hire extroverts, you miss thoughtful strategic thinking. If you only hire perfectionists, you miss fast iteration. "Culture fit" should mean shared values, not personality clones.

How do I hire for values without excluding personality diversity?

Ask about values explicitly: "What principles matter to you at work?" (not "Do you like brainstorming?"). You're screening for alignment on what matters, not personality type. An introvert and extrovert can both be driven, collaborative, and growth-minded—just expressed differently.

What if the team dislikes a new hire who's "different"?

They're probably uncomfortable with diversity, not actual incompatibility. A thoughtful introvert might seem "quiet" to a chatty team, but they're not incompatible—they're just different. Good managers help teams see differences as strengths and communicate across them, not homogenize.