When you’re seeking a new job, the interview process isn’t just an opportunity for the company to get to know you. It’s also the time for you to get to know the company. Is it a place you want spend your time? Is the work something you’d enjoy? Does the environment allow you to amplify your strengths?
It’s a given that culture matters to employees, especially Millennials. So, company after company now espouses their awesome culture. (Ping-pong tables. Time for volunteering. Yay!)
But, during the interview process, how can job seekers tell if all the talk about culture is authentic … or empty words?
- How does the interviewer frame the culture conversation? Meaning, is it an afterthought of the interview process, or an important part of the conversation? For example, when we interview people, we ask how they go about building relationships with co-workers and clients. Similarly, collaboration is a critical part of our culture, so we have a series of questions designed to reveal how collaborative a potential hire has been in previous positions.
- How does the company measure culture? Culture can be subjective, but if it matters, it should be measured. How does the company track if people are living the values? As a company grows or evolves, how do they ensure the essence of the company remains strong? At Geben, we created a 10-question culture performance survey that replaces the annual performance review. (We provide performance feedback year-round, in real time.) The survey helps us quickly identify cultural areas of strength and opportunities for improvement, while also providing a candid assessment of the individual’s perceived listening skills, empathy and other factors critical to a strong culture. It’s a moment in time where we can verify that the individual is living our House Rules and truly embodying the culture that defines Geben. If each individual is living the values, then the culture will scale, whether a company is 5, 50 or 500 people.
- Is the culture top-down, or bottom-up? There’s a difference between a mandate from a CEO and a culture that permeates the entire company. Look for companies that truly empower their employees to live the values. For example, one of our House Rules is “do well by doing good.” As a company, we do quarterly service projects, attend a variety of nonprofit events, provide pro bono work to a few groups, etc. But, just as importantly, Geben employees are encouraged to get involved in boards or committees, volunteer for nonprofits, and so on. It’s one thing for me to say it. It’s another for people on our team to actively support organizations making a difference in our community.
- How do employees interact with each other? When you’re waiting for your interview to start, pay close attention to the office vibe. How are you greeted? How are employees interacting with each other? If building friendships with co-workers is important to you, ask how employees interact with each other outside the office. For example, do they play on softball/kickball teams, attend nonprofit functions together, etc.?
- What clues can you find on social media? Do the photos the company posts on Instagram validate what they’re saying? What do employees post on their personal social channels about their job? If they’re posting about hanging out with co-workers or jokes in the office, that’s a good sign. If they’re tweeting about long hours or being super stressed, that should be a red flag.
In the past year, we’ve grown from eight employees to 23. (And we’re hiring again. Hint, hint!) As such, I’ve spent a lot of time in job interviews. If I have one piece of advice for job candidates, it’s this: See the conversation as your opportunity to interview the company, as much as it’s their opportunity to interview you. Then they can decide if you’re right for the job. And you can decide if the job is right for you.