Organizational culture plays a key role in defining the work environment in any company. It encompasses the values, behaviors, practices, and social norms that define how people work together. For job seekers, understanding and getting a sense of what the organizational culture is like during the application process can be a crucial signal of whether a company is right for them. We invited Dobrina Ilieva, Regional Perm Team Leader from our team, to talk about how to build an objective picture of what kind of culture awaits you in a potential future workplace.
What role does communication (e.g., email style, responsiveness) play in the application process in building an impression of organizational culture?
Dobrina: Understanding a company's organizational culture requires careful observation and analysis of a number of aspects of the application process.
When entering into a relationship with a potential future employer as a candidate for a position, it is key to observe the behavior and communication style throughout the process. But the first signals and impressions of an organisation's culture can be gained from the job advertisement itself - what the writing style is like, what is emphasized in the content.
In general, you can consider the communication in the application process as a peek behind the scenes - it clearly gives away what can be expected as a communication style later on inside the company. My advice is, therefore, to analyse the following aspects carefully:
These three basic first lines of observation will help you build a clear picture of what you can expect as part of the team.
Asking the right questions during an interview is also a great time to learn more about the organizational culture. "What are the usual ways of making decisions here?" or "What is the company's policy on work-life balance?" - questions like these can give you a deeper understanding of daily life in the company.
If your interview is with some of the managers in the company, you can gauge what the leadership and management style is like. People in leadership positions serve as models for behavior and often set the tone for relationships and processes in the company.
Giving feedback after an interview within promised timelines is also an indicator of behavior style.
How can candidates use information from the company's website and social media to get a sense of organizational culture?
Dobrina: For starters, researching the company's website and social media presence can provide insight into the company's mission, vision, and values and how it strives to achieve its goals. A commitment to social responsibility and sustainable practices can be seen as a manifestation of its deep values and specific priorities. For example, organizations that actively participate in community and environmental initiatives often also have a strong culture of care and responsibility towards their teams.
The company's website is also a valuable source of information related to awards and various events and initiatives organised for and by people in the organisation. These can all be seen as signals of the type of culture you can expect.
There are also specialist sites with reviews from current and prospective employees that can give a further insider's view into a company's working culture. Although these reviews should be viewed with caution, they can be a useful source of information about the challenges and benefits of a particular employer.
Some companies also organise career events or open days, which provide a great opportunity to gain personal insights by meeting prospective colleagues and experiencing the atmosphere on-site at the office.
How to assess whether corporate culture supports professional development and personal well-being?
Dobrina: Policies and practices related to working hours, leave, and work flexibility are also clear signals of the type of organizational culture a company has. Work formats that promote flexibility and work-life balance are usually manifestations of a culture that focuses on the well-being of people in the organisation.
On the other hand, policies related to investment in training are an indicator of how much the development of people in teams is valued.
If you get the right opportunity, you can ask during the interview process how long, on average, a person's career path in the company is - both in terms of time and opportunities for growth. A question like this gives you information about the different options for progression within the company and so gives you an indication of what you can expect in the long term.
An interesting aspect that we can also look at to get a feel for the organisational culture is also how the company approaches innovation and risk management. Organizations that encourage creativity and embrace risk usually have a culture of development and growth.
Understanding organizational culture is a complex process that requires time and attention. By arming yourself with information and asking the right questions, you can make informed choices about your next professional adventure.
