Have you ever been so keen to make a good impression at a long-awaited job interview that you forgot to consider if it’s a company that you’d genuinely want to work for? We’re often told how the interview process is a two-way street, but the truth is that everyone in that airless, corporate glass room is putting their best foot forward, and the only way to really know what it’s like to work somewhere is to, well… to work there. 

But what if there was a way to correctly identify a company’s culture and ethos before accepting that role? Research shows that the culture of an organisation directly influences job satisfaction, so it makes good sense to ensure that your job hunt takes this into account, and yet, culture is an inherently tricky thing to gauge during a (usually) relatively short interview process. 

With this in mind, we asked the experts how (and if) we can define and identify a company’s culture while also selling ourselves effectively during the recruitment process. 

Notoriously hard to define, culture means different things to different people, but broadly speaking, it’s the way people within the corporation behave, what they value and how they react to situations and each other. 

“From a definition perspective, a company’s culture is the shared values, norms and behaviours that define that business’s working environment and how employees interact,” says Claire Crompton, commercial director at marketing firm TAL Agency. “On a deeper level, though, culture is far more about how employees feel. Are they enthused and energised to come to work? Are they passionate about what they do? Do they get the Sunday scaries? Of course, people will have bad days and good days, but how a job makes someone feel should never be underestimated. And that, to me, is culture.”

You likely don’t need us to tell you that how you feel about your job transcends the time you spend in the office or working from home. Your job can influence your self-esteem, affect your interpersonal relationships and impact your performance, so it’s important that your workplace culture aligns with your personal values. 

“Culture matters because it can make or break your experience,” says Kevin Fitzgerald, UK MD at Employment Hero. “A positive environment fuels growth, creativity and satisfaction, while a toxic one leads straight to burnout.”

It’s clear that a company’s culture will impact your day-to-day, but is it realistic to think that we can drill down into what a work environment is really going to be like, just from a couple of meetings? 

“The interview process isn’t just about selling yourself – it’s a two-way street,” advises Fitzgerald. “Every interaction, question and vibe offers clues about the company’s culture. While you won’t get the full picture, paying attention to how you’re treated and what they prioritise can reveal a lot.”

Dan Bruce, a careers expert at Reactively, argues that it’s not easy, but it is worthwhile trying to read between the lines at interviews. “Assessing the culture of a company just from your interview is tricky, but it is possible,” he tells Stylist. “Your interview can reveal a lot of red flags that indicate a toxic company culture, which can have a serious impact on your overall job satisfaction, career progression, work-life balance and mental wellbeing if you were to accept the job. Assessing the culture during your interview allows you to make a well-informed decision about whether the company is a good fit for you, your values, your professional and personal needs and your aspirations for career growth.”

 So, while fielding all those tricky questions about where you see yourself in five years’ time, the experts agree that there are four distinct areas that can reveal a lot about a company’s culture and ethos: communication, energy, respect and collaboration. 

Communication styles 

Good communication is vital for the smooth running of any workplace, and it’s surprisingly simple to get right. We’re not just talking about how you’re spoken to at the interview itself, but all your communications with the company as a whole, from emails to phone calls and everything in between. The communications should be easy, clear and respectful.

“A culture of transparent and open communication shows trust and respect on all levels,” notes Crompton. “If your interviewers communicate clearly – with no jargon or defensiveness – this suggests a working environment that is healthy and collaborative, where individual feedback is valued.”

Look out for good, clear and respectful listening in your interview, and note how your interviewers speak about the company. “Ask direct questions about the company culture,” says Bruce. “Focus on questions such as how they would describe the leadership style, how they promote work-life balance and how the team collaborates or handles conflict. Pay close attention to how they respond. If they’re vague or dismissive, it could be a sign of underlying issues and a toxic culture.”

Energy 

Another tricky concept to define, but you’ll probably have a gut feeling about a company’s energy from the minute you step foot in the door. Are the interviewers on time for you, or are you left waiting nervously? Once you get in the room, consider their energy towards you. 

“If your interviewers are engaged, authentic and genuinely curious about you, these are all good signs,” says Fitzgerald. “Do they seem like they genuinely enjoy their roles or are they coming across as rushed, distracted or negative? If so, this might hint at a stressed or disengaged team.”

Think about whether you’d feel comfortable approaching these people if you were to get the job. Would you go to them with an issue or for advice? 

“Leaders who are approachable and supportive of their employees’ development create a culture of growth and engagement,” says Crompton. “Companies that emphasise mentoring, professional growth and an ‘open-door’ policy can strongly suggest a positive and empowering workplace.”

Respect 

Are you treated with respect from the moment you arrive? This extends to everyone, from receptionists to senior-level managers (it also applies to how you treat everyone, too). The notion of respect also includes personal time and boundaries, and a strong indicator of this is a good work-life approach. 

“No longer just a buzzword, work-life balance – such as hours flexibility, respect of personal time and boundaries and options for remote working – shows a culture that prioritises employee wellbeing,” says Crompton. “A company with a strong value on work-life balance tends to see higher employee satisfaction and lower burnout rates.”

Collaboration

“Finally, a workplace that fosters teamwork, encourages collaboration and diverse perspectives is more likely to have an inclusive and creative culture,” notes Crompton. “Employees that are encouraged to work together and share their ideas and opinions freely will create community. In a culture that is supportive and empowering, leaders will position themselves as more approachable, providing guidance, ‘mucking in’ with everyday tasks, and being facilitators for professional development. In a culture that’s more rigid or authoritarian, leaders may be less personable and will focus on control and compliance.”

Last but not least, remember that sometimes it’s all subjective. 

“Knowing if a company is right for you has to come from knowing yourself,” says Jenni Field, founder of Redefining Communications and author of Nobody Believes You: Become A Leader People Will Follow. “I have worked in places where I have thrived, and others have found them toxic, and it’s hard to say one is good and one is bad because it’s all about our values and what is important to us personally. Your gut instinct needs to be listened to here, but you also need to make sure it’s not just reacting to change, so take some time to reflect on the conversations in the interview and the process, and weigh up the pros and cons of it all.”

Images: Getty