So don't call it "team fit" or any such vague terms. The problem with these generalities is that they can be (and are often) used to hide personal biases and discrimination.
You work on educational software for teachers and students, so evaluate your candidates based on clear, specific complaints. It's not "bad team fit", it's "this candidate doesn't care about education software".
Eliminate these vague generalities in favor of specifics. This is useful for yourself and your team, since people are forced to be more introspective when they must be articulate about why they dislike someone.
"Bad fit" is a cop-out that allows people to dismiss others without having to issue specific complaints that might cause their brain to go "wow, these words make me sound like a dick".
You work on educational software for teachers and students, so evaluate your candidates based on clear, specific complaints. It's not "bad team fit", it's "this candidate doesn't care about education software".
Eliminate these vague generalities in favor of specifics. This is useful for yourself and your team, since people are forced to be more introspective when they must be articulate about why they dislike someone.
"Bad fit" is a cop-out that allows people to dismiss others without having to issue specific complaints that might cause their brain to go "wow, these words make me sound like a dick".