5 Questions That Reveal Company Culture

Job seekers know they should find a company that’s the right cultural fit. A company, that is, that’s a good match for their own motivations, values, attitudes, desires, skills and goals.

Much easier said than done. During a job interview, asking about a company’s mission will elicit responses that generally range from blank stares to a rambling collection of clichés. We work hard and play hard. We’re committed to excellence. We’re driven to provide outstanding service to our customers.

And so on.

You’re not going to learn much going that route. A better strategy:  Figure out which aspects of workplace cultureare most important to you, and then ask targeted interview questions designed to reveal those aspects.

Listen carefully to the replies. No kidding, right? But most people, particularly in nerve-wracking situations, are thinking about their own answers and their next question rather than what someone else is saying. Evaluating a culture requires that you pay close attention so you ask the right follow-up questions—and read between the lines.

You have to watch carefully, too. Take note of a person’s expression and body language. By going off the typical interview script and watching how people react, you’ll learn far more than you will from airbrushed images on a website.

Of course, you need to use your judgment. Some questions you might ask at a start-up won’t go over well in a very buttoned-down environment. Come to think of it, how comfortable you feel asking about the things that matter to you is a pretty good indicator of how well you’ll fit on a team.

What about the company’s mission most motivates you? Go ahead and read those mission statements (generally buried on the company’s website) but it’s far better to hear how the people you’ll be working with describe that mission. This question zeroes in on the aspect of the culture that most matters to employees. If everyone you ask has a similar take, you’ll know management communicates its culture pretty well and that most folks buy into it. Getting a bunch of different answers may mean a more individualistic environment or a company that’s lost its way. And it’s a good way to find out if the team you’ll be working with shares your own motivations.

If your company were a car, what kind would it be? It’s hardly shocking now, but in 1981, when anchorwoman Barbara Walters asked Katherine Hepburn what kind of tree she would be, if she were a tree, Walters was widely ridiculed. But she was right that mixing some abstract questions with more concrete ones can give you a more complete picture of a situation or person. Plus, they lighten the mood. Asking team members to compare their company to a car, movie, or book can give you a glimpse of people’s personalities. Hepburn, by the way, was an oak.

What setbacks did you experience when you launched your last product? No one likes to talk aboutmistakes and obstacles, but no process always runs smoothly. A big part of culture is how a team handle setbacks. Do people seem uncomfortable being honest or seem to blame one another for any obstacles? You might be dealing with a culture in which people don’t take risks or one steeped in politics.

What are you afraid of?  I like this question because it surprises people. And though it is a rare person who can respond quickly or honestly, you’ll get a read on a person’s temperament, thoughtfulness, and self-awareness. You’ll also get a sense of how optimistic people really are about the company’s prospects and what they consider the weak spots of the business or team (which also helps you position yourself as the person who can help).

What do you think of Google’s culture? (Or Zappos? Or Trader Joe’s or any other company with a strong, well-known culture.) People often speak more freely about other companies than they will about their own. You’ll get a sense of what they aspire to and what aspects of a culture they consider important or trivial. Hear a lot of negativity? A little criticism is fine, but if someone spews negative comments, be careful. They may be unhappy with their own company. And it’s likely that one day, that negativity will be focused on you.

By Susan Price

How To Land A Job When You’re Over 55

By Elena Bajic

A common theme I hear from candidates in their mid fifties and older, is that being out of work when you are over 55 is the proverbial “kiss of death” to a career.

I hear from these candidates that they feel overlooked and passed over, that their resumes go into the dreaded black hole and they don’t get calls — let alone interviews — solely because of the their age and nothing more.

And I say, “Nonsense!”  I am a firm believer in the old adage, “where there’s a will, there’s a way.”

Beyond some of the advice you’ve probably already heard about having an up-to-date resume and making sure your skills and credentials are current, here are 5 tips you might not have heard before:

1. Project energy and optimism. A can-do, energetic attitude is the single most important thing you can do to improve you odds of landing a job. A light walk (or having a bounce in your walk), a sparkle in the eye, and no sighing, will help. Always focus on the opportunities, and find the silver lining in every situation. When you talk use positive words, and make sure to use uplifting words to describe yourself and even your job search.
2. Create an online presence.  Be an active LinkedIn user.  Check out XING.  Tweet every once and awhile.  Make sure your online profiles are up to date.  If you can, create a blog and actively post on your blog.  Build a following.  These are easy things you can do to build a personal brand presence that is searchable by potential employers, and that also indicates you are in touch with current technologies.
3. Check your ego at the door.  Be able to demonstrate your potential for value add – humbly.   If you present yourself as “been there and done it” — it doesn’t sell.  If you belabor the “history” lessons, you won’t get the call back.  You have to present yourself as knowledgeable AND willing to learn and embrace the new.  Accept that your teachers AND managers at the company may be a decade or two or three younger than you. And, most importantly, project the willingness to learn and the enthusiasm to climb learning curves – whatever they will be.
4. Be current on current events.  Know what is going on in your industry, in the world.  Who are the disruptors?  Who are the movers and shakers?  Who are the thought leaders?  How do global trends and events impact your industry?
5. Be flexible.  This is the hard one to swallow.   You may need to lower your compensation expectations and/or be prepared to work on a contract basis until you prove yourself. Titles will become less important in the whole scheme of things – when you have to choose between paying the mortgage and having a job.  You just cannot afford to be overpriced and overqualified.

Your job search may take a little longer, but it is not impossible.  You just need to be resolved, resourceful, and optimistic, and things will happen.

About the Author

Elena Bajic is the founder and CEO of Ivy Exec, a selective online career network for top performers.