When you want to work for a company, its culture might be the most important thing to consider during your search.
Culture refers to an organization&#39;s shared beliefs and values. It is often established by leaders and reinforced through various methods. You will want to find a culture that aligns with your values and will give you a sense of purpose.

Job searching: Consider the company's culture

Team Work

A company&#39;s culture can be found online. Companies will have a mission, vision, and culture statement available online. Job seekers should pay attention to the nuances of language.
<ul>
<li>Pay attention to how postings are written. The wording can reveal beliefs and priorities. For example, perks like happy hours may indicate a lack of work-life balance.</li>
<li>Use a gender bias decoder. Job descriptions that focus on words like competitive, dominant, or leader may lower female candidates&#39; responses.</li>
<li>Check out job review boards like Glassdoor. Reading anonymous reviews from current and former employees will give you insight.</li>
<li>Do some digging on social media. Scroll back to times of controversy or uncertainty to see how they reacted to social movements, civil unrest, racism, or public health matters.</li>
</ul>

A company's culture: scour the internet for evidence

Whether your interview is in-person or virtual, prepare specific questions to get more detailed answers on the culture. For example:
<ul>
<li>When someone drops the ball on a project, how does your team handle it?</li>
<li>When there is a conflict cross-functionally, how do people sort it out?</li>
<li>When people are working remotely, how does the company ensure there is a sense of community?</li>
</ul>
Knowing how a company answered specific questions (even if they responded vaguely) will give you a better idea of what to expect if you accept the offer.

Job searching: going beyond the common interview questions

If you have already accepted an offer, intentionally seek out information by creating opportunities to connect with others. Some companies may need a few nudges to provide a more inclusive onboarding experience.
Before your first day, ask:
<ul>
<li>Are there are any handbooks or other resources to help me learn more about the company?</li>
<li>What social platforms are the organization active on?</li>
<li>Is there anyone on the team who want to pair up with me, as a remote onboarding buddy?</li>
</ul>

Make an effort to connect with your new colleagues

<img src="https://hbr.org/resources/images/article_assets/2020/11/A_Nov20_30_1282112401.jpg" width="630" height="354"><div more-caption="more" close-caption="close" dir="ltr">
		Summary.&nbsp;&nbsp;&nbsp;
		Whether you’re just starting out or are looking for a new job, company culture is among the most important aspects to consider during your search. As a job applicant, you want to find a culture that aligns with your values.

Pre-pandemic, it was easier as you could walk into an office and at least...&nbsp;&nbsp;&nbsp;<button dir="ltr">more</button>
	</div><img src="https://hbr.org/resources/images/article_assets/2020/10/Ascend_Logo_2020_2x.png" alt="Ascend logo" width="105" height="25">Job and life advice for young professionals. See more from Ascend <a href="https://hbr.org/insight-center/ascend" dir="ltr">here</a>.Would you want to work for a company with this job description?We are looking for strong, determined candidates with 1-3 years of experience. Your boss won’t bother to invest in your career development, you won’t be able to speak your mind, and your contributions will be of little value to our leadership team. But the salary is great!Probably not. Sadly, this is the case in more companies than you might think, though they rarely admit that in the job description. A majority of respondents (61%) to a Glassdoor survey said that they found aspects of a new job different than what they had expected based on the interview process.&nbsp;<a href="https://www.glassdoor.com/employers/app/uploads/sites/2/2018/08/GD-Survey-Job-Expectations.png" dir="ltr">Company culture</a>&nbsp;was cited as one of the factors that differ most.Whether you’re just starting out or are looking to make a career change, company culture might be the most important thing to consider during your search. In business speak, culture refers to an organization’s shared beliefs and values. Culture is often established by leaders and then communicated and reinforced through various methods. It impacts everything from your interactions with colleagues and customers to your advancement, career satisfaction, and mental health.As a job applicant, you want to find a culture that aligns with your values, or the ethics that guide you, fulfill you, and&nbsp;<a href="https://www.insidehighered.com/advice/2017/11/13/importance-aligning-your-career-your-core-values-essay" dir="ltr">make you feel a sense of purpose</a>. Misalignments that take shape in the form of, say, an employer that insists you work late nights and weekends, or an organization that fails to show their commitment to diversity, equity and inclusion, can impact your day-to-day well-being, dampen your motivation, and in extreme cases, result in physical illness.Pre-Covid, decoding company culture was slightly easier. Just like walking into someone’s apartment and looking at their books and décor, you can gauge a lot of information by walking into a physical office space. You can get a “feel” for the people, the layout, and generally, how things are done.But now that most workplaces are remote, how can you actively and deliberately figure out whether an environment is right for you?To gain clarity, I recently connected with a few experts in this area. Here’s what they had to say.<h2>Scour the Internet for Evidence</h2>Almost anything can be found online these days — and that includes a company’s culture. You just have to know what to look for.“Ideally, companies will have a mission, vision, and culture statement accessible online,” <a href="https://twitter.com/kaleemclarkson" dir="ltr">Kaleem Clarkson</a>, co-founder and COO of <a href="https://www.blendmeinc.com/" dir="ltr">BlendMe</a>, said. He told me that job seekers should start by paying extra attention to the nuances of language in these messages — as well as the ones below:<UL><LI>Analyze the words used in job descriptions. Pay special attention to <a href="https://hbr.org/2020/07/what-job-description-jargon-is-actually-saying" dir="ltr">how postings are written</a>; their wording can reveal beliefs and priorities that aren’t overtly shared. For example, postings that emphasize hustling to meet frequent deadlines and tout perks like happy hours — but give no nod to workplace flexibility — may indicate that work-life balance isn’t top of mind. Keep in mind that some keywords may initially sound positive: On the surface, “scrappy” might sound like “resourceful.” But it might actually mean <a href="https://twitter.com/reallykristi/status/1328436296528916482?s=20" dir="ltr">something very different</a>: that a company expects you to do a lot with little resources, or that they intend to underpay you.</LI></UL><UL><LI>Use a gender bias decoder. There are a variety of online tools that read text and analyze its tone for gender bias. Job descriptions that skew more masculine with words like <a href="https://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality" dir="ltr">competitive, dominant or leader</a>, for instance, may result in a lower response from female candidates.</LI></UL><UL><LI>Check out job review boards like Glassdoor. Sometimes even Reddit will have threads about certain organizations, depending on how large or well-known the company is. Reading anonymous reviews from current and former employees will give you more insight — with the caveat that not every nameless review is accurate. Comments that point to unrealistic workloads or expectations, a lack of growth opportunities, group think (especially in more homogeneous industries), or toxic internal cultures are red flags.</LI></UL><UL><LI>Lastly, do some digging on social media. See what an employer is currently sharing on their channels. Then scroll back to dates around times of controversy or uncertainty to see how they reacted to social movements, civil unrest, instances of racism, or matters of public health. Their responses in these moments can reveal a great deal about their core values and beliefs.</LI></UL>You might also find that certain organizations demonstrate their most valuable commitments via social media. For example, IBM promotes gender equity through their&nbsp;<a href="https://www.ibm.com/employment/techreentry/" dir="ltr">returnship program</a>&nbsp;— an initiative that helps people restart their careers and has supported many women who had previously left the workforce to care for family members. Other businesses, like REI, use social media to build awareness around consumerism and its impact on the environment. REI’s&nbsp;<a href="https://www.rei.com/opt-outside" dir="ltr">#OptOutside</a> campaign emerged as an alternative to Black Friday sales and it embodies their ethos.<h2>Uncover What Lies Beneath</h2><a href="https://twitter.com/mjmichellekim" dir="ltr">Michelle Kim</a>, CEO of <a href="https://www.visionawaken.com/" dir="ltr">Awaken</a>, recommends taking a more granular approach. “I’m a fan of asking specific questions during interviews,” she said. “You can use scenarios to get more detailed answers on the culture. Otherwise, people may default to overly generalized descriptions like ‘We’re very collaborative!’ ‘We’re results-oriented.’ or ‘We care about diversity and inclusion.’”Whether your interview is in-person or virtual, Kim advised to prepare questions ahead of time — and make them as particular as possible. If you ask the right questions, she explained, you can learn much more than you think.For instance, instead of asking “How would you describe your culture?” try posing more pointed questions. These could include:<UL><LI>When someone drops the ball on a project, how does your team handle that?</LI><LI>What specific efforts have been made to create an inclusive culture for underrepresented employees?</LI><LI>When there is a conflict cross-functionally, how do folks resolve it? </LI><LI>How does the company ensure there is a sense of community even when people are working remotely?</LI></UL>Kim noted the possibility that you will still get vague responses. But even that is useful information. Ambiguity indicates that the company hasn’t broached the important topics you’ve raised. Though it’s not a positive sign, it’s better to know before you accept an offer. You might discover that their culture doesn’t match the package they are trying to sell you. If their good intentions feel transactional rather than genuine, transient rather than impactful, or (even worse) only serve as a PR opportunity rather than a well-grounded policy – red flags.<h2>Make an Effort to Connect</h2>The above advice may be helpful if you’re still in the interviewing stage, but what if it’s too late for that? What if you’re reading this article and have already accepted the job offer?How do you decode your new company’s culture now — especially if you’re remote?<a href="https://mobile.twitter.com/drlaurendaley?lang=en" dir="ltr">Dr. Lauren Pasquarella Daley</a>, the senior director of Women and the Future of Work at <a href="http://catalyst.org/" dir="ltr">Catalyst</a>, told me that remote employees should intentionally seek out information by creating opportunities to connect with others once they’re hired.“Some organizations will have robust remote onboarding procedures in place, while others may need a few nudges to provide a more inclusive onboarding experience for new employees,” she said.Before your first day, ask these questions:<UL><LI>Are there any handbooks, online trainings, or other resources that can help me get a head start and learn more about the company? </LI><LI>What social platforms is the organization active on?&nbsp;</LI><LI>Is there anyone on the team who might want to pair up with me, as a remote onboarding buddy? (aka a peer who can teach you about the unwritten rules and norms of the organization)</LI></UL>“Finally, remember that it is always okay to ask if you need more information or more support,” Daley added. “<a href="https://hbr.org/2020/08/are-your-di-efforts-helping-employees-feel-like-they-belong" dir="ltr">Building inclusion and equity</a> is important whether someone is in a physical office or working remotely. Small, spontaneous, and frequent social interactions can help create connections in an office — these should still happen when working remotely but may take more intentionality.”No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.<UL><LI><author-avatar data-url="" data-author-name="Kristi DePaul" data-js-target="author-avatar">
					KD
				</author-avatar><div dir="ltr">
					
						<a href="https://hbr.org/search?term=kristi%20depaul&amp;search_type=search-all" dir="ltr">Kristi DePaul</a>&nbsp;is a <a href="https://www.linkedin.com/in/kdepaul/" dir="ltr">writer, speaker and global citizen</a> who is passionate about technology and education as vehicles for upward social mobility and access to greater opportunities. She has written over 250 articles and blog posts on the remote work landscape, and her work has been cited in research reports from international think tanks and universities. She is founder and principal at Nuanced, a thought leadership firm focused on the future of learning and the future of work, and serves as CEO of&nbsp;<a href="http://www.founders.marketing/" dir="ltr">Founders Marketing</a>, a fully remote content marketing company. She earned a master’s degree from the H. John Heinz III College of Public Policy and Management at Carnegie Mellon University.
					
		</div></LI></UL>

Three ways to make sure that job aligns with your values.

Job and life advice for young professionals. See more from Ascend <a dir="ltr" href="https://hbr.org/insight-center/ascend">here </a>.

Would you want to work for a company with this job description?

We are looking for strong, determined candidates with 1-3 years of experience. Your boss won’t bother to invest in your career development, you won’t be able to speak your mind, and your contributions will be of little value to our leadership team. But the salary is great!

Probably not. Sadly, this is the case in more companies than you might think, though they rarely admit that in the job description. A majority of respondents (61%) to a Glassdoor survey said that they found aspects of a new job different than what they had expected based on the interview process. <a dir="ltr" href="https://www.glassdoor.com/employers/app/uploads/sites/2/2018/08/GD-Survey-Job-Expectations.png">Company culture </a> was cited as one of the factors that differ most.

Whether you’re just starting out or are looking to make a career change, company culture might be the most important thing to consider during your search. In business speak, culture refers to an organization’s shared beliefs and values. Culture is often established by leaders and then communicated and reinforced through various methods. It impacts everything from your interactions with colleagues and customers to your advancement, career satisfaction, and mental health.

As a job applicant, you want to find a culture that aligns with your values, or the ethics that guide you, fulfill you, and <a dir="ltr" href="https://www.insidehighered.com/advice/2017/11/13/importance-aligning-your-career-your-core-values-essay">make you feel a sense of purpose </a>. Misalignments that take shape in the form of, say, an employer that insists you work late nights and weekends, or an organization that fails to show their commitment to diversity, equity and inclusion, can impact your day-to-day well-being, dampen your motivation, and in extreme cases, result in physical illness.

Pre-Covid, decoding company culture was slightly easier. Just like walking into someone’s apartment and looking at their books and décor, you can gauge a lot of information by walking into a physical office space. You can get a “feel” for the people, the layout, and generally, how things are done.

But now that most workplaces are remote, how can you actively and deliberately figure out whether an environment is right for you?

To gain clarity, I recently connected with a few experts in this area. Here’s what they had to say.

Almost anything can be found online these days — and that includes a company’s culture. You just have to know what to look for.

“Ideally, companies will have a mission, vision, and culture statement accessible online,” <a dir="ltr" href="https://twitter.com/kaleemclarkson">Kaleem Clarkson </a>, co-founder and COO of <a dir="ltr" href="https://www.blendmeinc.com/">BlendMe </a>, said. He told me that job seekers should start by paying extra attention to the nuances of language in these messages — as well as the ones below:

<ul><li>Analyze the words used in job descriptions. Pay special attention to <a dir="ltr" href="https://hbr.org/2020/07/what-job-description-jargon-is-actually-saying">how postings are written </a>; their wording can reveal beliefs and priorities that aren’t overtly shared. For example, postings that emphasize hustling to meet frequent deadlines and tout perks like happy hours — but give no nod to workplace flexibility — may indicate that work-life balance isn’t top of mind. Keep in mind that some keywords may initially sound positive: On the surface, “scrappy” might sound like “resourceful.” But it might actually mean <a dir="ltr" href="https://twitter.com/reallykristi/status/1328436296528916482?s=20">something very different </a>: that a company expects you to do a lot with little resources, or that they intend to underpay you. </li> </ul>

<ul><li>Use a gender bias decoder. There are a variety of online tools that read text and analyze its tone for gender bias. Job descriptions that skew more masculine with words like <a dir="ltr" href="https://gap.hks.harvard.edu/evidence-gendered-wording-job-advertisements-exists-and-sustains-gender-inequality">competitive, dominant or leader </a>, for instance, may result in a lower response from female candidates. </li> </ul>

<ul><li>Check out job review boards like Glassdoor . Sometimes even Reddit will have threads about certain organizations, depending on how large or well-known the company is. Reading anonymous reviews from current and former employees will give you more insight — with the caveat that not every nameless review is accurate. Comments that point to unrealistic workloads or expectations, a lack of growth opportunities, group think (especially in more homogeneous industries), or toxic internal cultures are red flags. </li> </ul>

<ul><li>Lastly, do some digging on social media. See what an employer is currently sharing on their channels. Then scroll back to dates around times of controversy or uncertainty to see how they reacted to social movements, civil unrest, instances of racism, or matters of public health. Their responses in these moments can reveal a great deal about their core values and beliefs. </li> </ul>

You might also find that certain organizations demonstrate their most valuable commitments via social media. For example, IBM promotes gender equity through their <a dir="ltr" href="https://www.ibm.com/employment/techreentry/">returnship program </a> — an initiative that helps people restart their careers and has supported many women who had previously left the workforce to care for family members. Other businesses, like REI, use social media to build awareness around consumerism and its impact on the environment. REI’s <a dir="ltr" href="https://www.rei.com/opt-outside">#OptOutside </a>campaign emerged as an alternative to Black Friday sales and it embodies their ethos.

<a dir="ltr" href="https://twitter.com/mjmichellekim">Michelle Kim </a>, CEO of <a dir="ltr" href="https://www.visionawaken.com/">Awaken </a>, recommends taking a more granular approach. “I’m a fan of asking specific questions during interviews,” she said. “You can use scenarios to get more detailed answers on the culture. Otherwise, people may default to overly generalized descriptions like ‘We’re very collaborative!’ ‘We’re results-oriented.’ or ‘We care about diversity and inclusion.’”

Whether your interview is in-person or virtual, Kim advised to prepare questions ahead of time — and make them as particular as possible. If you ask the right questions, she explained, you can learn much more than you think.

For instance, instead of asking “How would you describe your culture?” try posing more pointed questions. These could include:

<ul><li>When someone drops the ball on a project, how does your team handle that? </li><li>What specific efforts have been made to create an inclusive culture for underrepresented employees? </li><li>When there is a conflict cross-functionally, how do folks resolve it? </li><li>How does the company ensure there is a sense of community even when people are working remotely? </li> </ul>

Kim noted the possibility that you will still get vague responses. But even that is useful information. Ambiguity indicates that the company hasn’t broached the important topics you’ve raised. Though it’s not a positive sign, it’s better to know before you accept an offer. You might discover that their culture doesn’t match the package they are trying to sell you. If their good intentions feel transactional rather than genuine, transient rather than impactful, or (even worse) only serve as a PR opportunity rather than a well-grounded policy – red flags.

The above advice may be helpful if you’re still in the interviewing stage, but what if it’s too late for that? What if you’re reading this article and have already accepted the job offer?

How do you decode your new company’s culture now — especially if you’re remote?

<a dir="ltr" href="https://mobile.twitter.com/drlaurendaley?lang=en">Dr. Lauren Pasquarella Daley </a>, the senior director of Women and the Future of Work at <a dir="ltr" href="http://catalyst.org/">Catalyst </a>, told me that remote employees should intentionally seek out information by creating opportunities to connect with others once they’re hired.

“Some organizations will have robust remote onboarding procedures in place, while others may need a few nudges to provide a more inclusive onboarding experience for new employees,” she said.

Before your first day, ask these questions:

<ul><li>Are there any handbooks, online trainings, or other resources that can help me get a head start and learn more about the company? </li><li>What social platforms is the organization active on?  </li><li>Is there anyone on the team who might want to pair up with me, as a remote onboarding buddy? (aka a peer who can teach you about the unwritten rules and norms of the organization) </li> </ul>

“Finally, remember that it is always okay to ask if you need more information or more support,” Daley added. “<a dir="ltr" href="https://hbr.org/2020/08/are-your-di-efforts-helping-employees-feel-like-they-belong">Building inclusion and equity </a>is important whether someone is in a physical office or working remotely. Small, spontaneous, and frequent social interactions can help create connections in an office — these should still happen when working remotely but may take more intentionality.”

No matter what position you find yourself in, use these tips to spot the work cultures that will — and will not — work for you. The company you ultimately choose should enable you to flourish rather than wear you (or your well-being) out.

<ul><li><author-avatar data-author-name="Kristi DePaul" data-js-target="author-avatar" data-url="">KD </author-avatar><div dir="ltr"><a dir="ltr" href="https://hbr.org/search?term=kristi%20depaul&amp;search_type=search-all">Kristi DePaul </a> is a <a dir="ltr" href="https://www.linkedin.com/in/kdepaul/">writer, speaker and global citizen </a>who is passionate about technology and education as vehicles for upward social mobility and access to greater opportunities. She has written over 250 articles and blog posts on the remote work landscape, and her work has been cited in research reports from international think tanks and universities. She is founder and principal at Nuanced, a thought leadership firm focused on the future of learning and the future of work, and serves as CEO of <a dir="ltr" href="http://www.founders.marketing/">Founders Marketing </a>, a fully remote content marketing company. She earned a master’s degree from the H. John Heinz III College of Public Policy and Management at Carnegie Mellon University. </div> </li> </ul>

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