Evaluating Company Culture For A Remote Position

Do you fall in line with the 75% of U.S. employees who prefer to operate in a full-time remote or hybrid position? Pursuing these remotely operating positions begs to question how job seekers can effectively evaluate company culture without seeing corporate philosophy in action. What do you do when all your interviews take place over Zoom, and you’ve never stepped foot in the office? The career experts at The Muse understood the validity of this concern and took the time to address it.

Content contributor Kat Boogaard wrote a great piece discussing the vital role that company culture still plays within a remotely operating position and how candidates can adequately assess the culture during the interview process without ever stepping foot in the door. Kat explains how, despite any salary, benefits, or growth expectation the position may meet, the overwhelming factor of company culture will still have a tremendous impact on your experience and satisfaction in the role. She recommends taking these SIX steps before you even consider accepting your next job offer. We highlight two of them here:

1. Know What You’re Looking For

Do you have your must-haves set in place for your next position? Map out your expectations in salary, benefits, and company values you want your employer to prioritize. When your interview process is fully remote, the need for a high level of preparation is magnified.

With video interviews and online research playing the most significant role in your decision, you must key in on the job factors and features most important to you. Is a healthy work-life balance your top priority? While working remotely should, in theory, make this more achievable, you still would want to find an organization that is not continuously operating. Muse Career Coach & Life Coach Annie Nogg recommends filtering down to three ‘non-negotiables’ for your job preferences.

“It’s important to understand a company’s culture because you don’t just want to join an organization where you can do work, you want to join one where you can do your best work.” -Hannah Fleishman, HubSpot.

2. Do Some Independent Research

Despite the remote process, you still have many resources and research techniques available to you. First, you can learn a tremendous deal of company history and cultural standpoints through a company’s website content. Don’t fumble when it comes to thoroughly understanding the company’s origin and core values that are easily identifiable. With your career growth and happiness on the line, you would be doing a tremendous disservice to yourself to visit every page on their website.

Second, visiting their blog will grant you access to their most recent publications, such as recent awards/achievements, a behind-the-scenes look into their corporate handlings, or other key content they want pushed out as a representation of their brand. Third, visiting their social media pages will similarly offer great insight into their company culture, brand presentation, and reputation.

Lastly, platforms where past and present employees can leave company reviews, such as Glassdoor or Indeed, will highlight general aspects of the company you may not have otherwise discovered. Additionally, many employees will provide the job title they held, which can offer specific insight into the company’s handling of your desired role. As you climb down the rabbit hole, remember to keep your three non-negotiables at top-of-mind. Use your computer’s ‘Ctrl-F’ feature to find reviews containing your keywords quickly.

Wrap Up

Understanding a company’s culture from afar adds a level of complexity to an already complicated process, but following through on Kat’s and Hannah’s advice will allow you to stay informed and keep your best foot forward!

“Especially as companies commit to remote or hybrid work for the future, it’s more important than ever for candidates to know that a company’s values, work style, and goals align with their own,” Fleishman says. “Because that’s what shapes the employee experience—whether you’re in an office or remote.”

Check out the remainder of Kat’s SIX steps to uncovering an organization’s culture without entering the office here.

  1. Connect with Current (or Former) Employees
  2. Ask Specific Questions (even if they are difficult)
  3. Observe What You Can
  4. Use the Hiring Process as Your ‘Inside Look’

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Employer Branding Strategy: Trends To Monitor in 2021

Employers: Does your brand effectively communicate the value your organization has to offer? Are you proud of your reputation in employee experience and employee satisfaction? It’s time you make the necessary adjustments to show your team how much you value their hard work, especially during the unpredictability of the pandemic. Furthermore, your acknowledgment and gratitude will often boost your team members’ mental well-being, thus improving productivity and encouraging them to show the validity of your kind words.

Many employers get wrapped up focusing on the consumer aspect of their brand, but there needs to be an equal focus on the viewpoint of employees and job-seekers. When a strong, healthy image is established through upheld core values, the quality and integrity within each employee will organically strengthen the company’s consumer brand. 

Through a well-structured employer branding strategy, companies can propel their talent acquisition to an upper echelon of job-seekers and improve employee retention. The current shift in today’s workforce calls employers to go beyond the traditional employer branding strategies, i.e., an appealing website, five-star testimonials, and detailed job postings. Here are three workplace trends today’s employers need to closely monitor and implement to stand out as a top place to work:

Increased Workplace Health & Safety Protocols

As the restrictions surrounding businesses returning to the office are beginning to lift, the health and safety protocols remain at large. You can find the CDC’s up-to-date COVID-19 Office Building guidelines and restrictions here. People want to feel safe right now, and if you decide to reopen your office, it is your ultimate responsibility to make sure the proper measures are in place. 

The necessary health and safety protocols go beyond in-office cleaning, sanitization, and social distancing. It is your responsibility to stay up to date with mental health trends by enhancing work-life balance benefits through flexible schedules, childcare assistance, and therapeutic resources. Showcase your call towards mental health awareness and wear it proudly. For the years ahead, establishing a supportive environment for your employees is crucial to retaining your top performers and attracting new ones. 

Integration of Remotely Operating Employees

While some companies near a return to their traditional in-office capacity, others remain in the preliminary stages of that transition. Regardless, the concept of remote employees and Zoom conducted meetings are here to stay. Since companies across the country are making these remote hires, competition for top talent is greatly heightened. If you can adjust your vacant positions to operating on a remote or semi-remote basis, you will open your company to 26% of job-seekers that admit requiring a work-from-home option (via Career Builder). 33% of job-seekers also revealed they apply to jobs outside their location with the expectation they would be able to work from home. 

As a result of the emphasis on remote-based positions, there is an increased value placed on company culture and reputation. Having a quick commute, provided lunches, or an office-with-a-view are much less valued with the hiring shift. The concerns of a remote employee surround topics such as lack of communication, flexibility in work hours, feelings of isolation, and the fear of office politics getting in the way of a promotion. As the employer, you must prioritize ensuring job stability and providing reassurance and fairness in performance reviews. 

An Emphasis on Diversity & Inclusion

Companies that emphasize diversity and inclusion initiatives, such as fair treatment, equal opportunity, and education, will experience immense growth because of the different perspectives and ideas they invite. Consider implementing some of your employees as brand advocates, sharing their positive experiences and excitement about their job online. Your use of social media is a great tool to showcase your responsibility in building a more diverse and inclusive workplace. Conversely, any sign of discrimination that reveals a mark of privilege or bias will be immediately put under the spotlight and have intense ramifications. 

In today’s contest for top talent, the career experts at Smarp stress the importance of attracting the right employees and looking beyond the traditional talent recruitment practices. Here are 10 of the top benefits Smarp lists as a result of diversity and inclusion in the workplace:

  • Accelerated Growth & Financial Performance
  • Boosted Innovation & Creativity
  • Improved Reputation
  • Improved Decision-Making
  • Higher Talent Attraction (67% of job seekers describe diversity as an important factor)
  • Increased Knowledge exchange
  • Increased Employee Engagement
  • Enhanced Employee Retention
  • Increased Employee Empowerment
  • Increased Employee Loyalty

*BONUS* Maintain Accurate Candidate Personas

With the high volume of job-seekers, it has become increasingly challenging to identify all-star candidates. By thoroughly defining your ideal candidate persona, you can more accurately compose your job description to align with your existing team members and culture. Analyze the resume of your current employees and inquire about the qualities that have made them successful. Take note of their demographics, educational and professional background, and any career goals they may have. Other critical questions include:

  • Adding to our three listed above, which job features were most important to them?
  • Were they passive or active job seekers?
  • What tools did they utilize to search for jobs?

Wrap Up

Don’t downplay the importance of focusing on your employer branding and how an effective strategy can impact your company for years to come. Like anything else, it takes hard work and intentionality, but establishing a new narrative through emphasized health and safety, remote integration, and diversity and inclusion will lead you to see your culture and employee output evolve over time. 

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Thought-Provoking Questions To Ask Your Interviewer

Employers take tremendous value in the questions you ask during an interview because they will reveal your level of preparation, engagement, and curiosity for the position. Quit focusing on yourself and how your personal needs will be addressed in the role. Instead, ask stimulating questions to produce a quality conversation that reveals you are invested in the team’s betterment and showcases your unique value.

Captivate your interviewer and position yourself as the ideal candidate by asking these five questions:

“What Efforts Does Your Organization Take To Uphold Its Culture & Values?”

Asking this question shows you take immense value in the company’s work environment and management style. As the candidate, you need to be sure their answer aligns with your most coveted factors and that you can visualize long-term growth. To the employer, it reveals you are not simply looking to jump on the first opportunity thrown your way. Awaiting an opportunity that aligns with your skill-set, core principles, and career aspirations displays yourself as an employee worth pursuing.

“Everyone will tell you that their culture is great, but only examples will prove it.” -Abby Kohut

Does their corporate culture and philosophy prioritize employee happiness and work-life balance? When conflict arises, it is a make-or-break scenario for management to either show authentic leadership or to ensue greater chaos. A poor leader will shut down and pass blame, often leading to a toxic work environment. An admirable leader will set the standard for accountability and turn away from his/her selfish tendencies. Ask your interviewer to share a recent example of when conflict arose and how it got resolved, or create a scenario for them.

“What Goals Do You Have in Mind For Me Within The First Few Months?”

Not all job descriptions are as reliable as the hiring manager or recruiter may claim. Not only should you verify the specific responsibilities, but you should seek to understand the specific goals they have within a 30-60-90 (Learning-Contributing-Leading) day plan. Are the goals realistic and quantifiable, or are they more generalized and open to interpretation? Asking about current projects and objectives within the role shows that you are an achiever, a hard worker, and eager for more responsibility. Additionally, it is your best chance at receiving an ‘inside look’ into a future with the company. 

As the interviewee, you must also be prepared for the scenario of the hiring manager posing this question to you. If you are serious about the job, you can truly set yourself apart by following a similar model in your 30-60-90-day plan. By setting performance goals, learning goals, personal goals, and clear initiatives, you reveal a willingness to work hard and an eagerness to ‘hit the ground running.’ As a result, you will undoubtedly secure competitive advantage as you enter the final interview stages.

“What Do You Like Most About This Company?”

Your interviewer has insight into the company’s strengths, weaknesses, management style, and overall sense of camaraderie. Posing this question naturally gives them the platform to talk about themselves and the topics they know best. They are likely used to hearing this question and know that there is no excuse for a lackluster response. If their response entices you, hitting on key metrics surrounding company values, culture, reputation, and open communication, you can rest assured that no one’s time is being wasted in this process. However, if their answer lacks quality, it is an immediate red flag to your potential job satisfaction and may indicate it is time to move on.

“What New Problems Are You Facing & How Can I Contribute?”

Inquiring on the specifics of other current challenges the company faces (that you have not already addressed) is a great way to start a serious conversation. Your interviewer will not only be able to provide information but share his/her specific opinion as well. Subjecting yourself to the ways your interviewer can see your skill-set being incorporated into their present challenges is a vulnerable proposition but conjointly reveals subtle confidence in your capabilities.

*Pro-Tip* Ask for examples of team chemistry and how the team collaborates daily. Diving into these details will cause your interviewer to picture you as a part of their organization and reveal you as a true team player. 

“Where Do You See Your Company in Five Years?”

Is this company your long-term home? Examining the company’s future provides insight into what makes the company tick. Furthermore, you can uncover whether you would be a fit long-term based on their response. For example, suppose the company reveals no plans to increase in size or expand into new markets. In that case, you have the grounds to fear becoming stagnant in your career. Conversely, suppose their plans to expand into new markets involved shipping you across the country to head up a new branch. In that case, you must be sure that you are open to that prospective scenario.

Asking about the future gives a positive impression to your interviewer because it shows you are thinking about the big picture. In fact, former Goldman Sachs’ Chief of Staff & current Solemates Co-Founder, Becca Brown, revealed to Business Insider that she often wished candidates would ask this question. Brown also stated it was a “great way for candidates to stand out.” Asking this question places stock behind the statement “I see myself here long-term,” because it signifies their answer did not scare you away.

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Using Technology To Keep Your Remote Teams Engaged

With the increase in employees operating remotely across the country, there is a substantial need for new technologies and innovations to upkeep productivity. The rise of Zoom was just one example of a platform that presented a quick solution to many organizations’ biggest fears.

Thanks to these technologies, companies are beginning to open new positions that start on a remote basis (some even permanently). Just this past week, I spoke with a prospective client who was forced to transition all their Sales Representative positions from the traditional ‘in-person’ model to a phone and web-based model. Despite this unfortunate circumstance, there is still an opportunity for his company and sales team to expand courtesy of decreased travel expenses and increased time at hand. 

Are you struggling to maintain team chemistry and attract top candidates to your job listings? Our friends at Nexxt recently dived into a few of the top tech-based tools leading the way. We review contributor Julie Shenkman’s top examples below:

Talent Recruitment

Are you extending your best effort when it comes to collecting visibility amidst the remote workforce? In developing an effective talent recruitment strategy, Julie strongly advises using a reliable recruitment marketing resource for your posting and promoting. Top examples include LinkedIn/LinkedIn Recruiter, CareerBuilder, Glassdoor, Hootsuite, Workforce, and more.

According to a recent U.S. technology research survey, the number of employees permanently working from home is set to double globally. Gone are the days of shying away from remote employees due to a fear of a lack of control. Julie believes using an online job site will help the right candidates discover your employer profile. “No matter their location, it lets them learn more about your company and its culture. That being said, it’s important to post as much valuable information about the open positions and your company within the job listing as possible, without it becoming information overloaded. You will want to make sure that the position clearly states it is open to remote employees applying.”

Employee Onboarding

Onboarding a new remote hire can be quite a challenge, but technological advances continue to ease the process. With an increased level of communication and resources, employees can stay much more connected throughout their transitions. Today, there are plenty of proven examples in various industries of how organizations are positively implementing new hires into their environment and culture from home. The Nexxt team details Oracle Human Capital Management as an excellent resource in providing agility, adaptability, and a ‘human touch’ through technology to businesses. The program is designed to make department training, performance management, and payroll more seamless.

Team Engagement

Was your company big on company-wide outings, team lunches, or happy hours to celebrate organizational ‘wins’ or to blow off some steam? It can be easy to feel disconnected when these luxuries fade away, but having a substitute is critical to maintaining team morale and cultivating passion. One solution Julie offers is implementing an online recognition software to strengthen workplace culture and values and enhance engagement. Everyone wants to be recognized, and through your intentionality, you can continue to celebrate strong performances, birthdays, and work anniversaries.

“Working remotely improves the health and wellness of employees by reducing stress—and limiting exposure to potentially sick coworkers.” -WeWork, 2020

Wrap Up

What technologies can best benefit your company and its unique needs? When you keep your remote employees top of mind and implement these strategies, you will better identify a model of success. “With a diverse set of remote employees actively searching for a job or already working from around the country, or even the globe, considering their unique needs is essential to the success of maintaining a well-engaged workforce.”

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Get Your Voice Heard with These Tips & Tricks

If you are new to a company or industry, it can be challenging to know when to speak up and how to command a room. This challenge is amplified when operating remotely. Without the ‘in-person’ touch to your daily or weekly meetings, it is difficult to know when to assert yourself and when you may be overstepping your grounds by doing so. In one-on-one conversations, a lack of social interaction and clarity through feedback still occurs. For many employees, this can hinder the level of passion they have for their work, leading to a decline in productivity and results.

Here are three tips and tricks you can implement into your routine today:

Speak Up for Others

If you have introverted tendencies and do not feel comfortable speaking first, start by being a good listener. When others are talking, don’t spend your time planning what you should say next. Instead, stay actively engaged in what they have to say, or you may miss out on essential details that affect your ideas. For more on uncovering the art of listening and its role in your success, click here.

Introverts are commonly observant, courteous, and strategic. If you give others the chance to speak their mind and show an interest in what they have to say, they will do the same for you. Additionally, if one of your great ideas stemmed from a thought shared by your co-worker, share it. Brainstorming new ideas gives way to new solutions, and giving credit to others can go a long way in affirming one another.

“Think twice before you speak, because your words and influence will plant the seed of either success or failure in the mind of another. -Napoleon Hill

Prepare for Future Conversations

When you have an upcoming meeting, it is critical you research the topics on the agenda. Brainstorm solutions that you can bring to the table from both broad and specific lenses. Even if it’s not you, a co-worker can take one of your ideas and run with it (or vice versa). For example, if you have a meeting set to discuss budgeting plans and new goals for 2021 within your department, don’t go in blindly. Instead, research previous years’ sheets and documents to determine what adjustments can be implemented and why. Having these points ready will show that you are invested in the topic, attentive, and well prepared. If you fear you will have nothing to say, write down a few statistics and questions to have ready when you are called upon during the meeting.

Speak with Confidence and Exuberance

If you lack confidence in your capabilities, take time to reflect on your career path and how you got to where you are today. Organizations want to hear from their employees. If they didn’t want to, you likely would not be in the room. Everyone receives help along the way, but through time and hard work, you have cultivated a level of expertise that gives you the right to share your insights. Now share it! But remember, assertiveness does not have to be accompanied by aggression.

Feeling prepared? You know what needs to be said and how to say it. If you are unsure of how many opportunities you will get to speak, you must make the most of your time. Quickly arrive at the point you are trying to make and provide your reasoning. Although you must keep an open mind to other’s thoughts, don’t get caught rambling on or taking a defensive approach to your opinions.

“It does not require many words to speak the truth.” – Chief Joseph

Bonus Tip – Be Aware of your Body Language

Positive body language goes beyond having proper posture. Don’t be a statue. Show yourself to be alert and engaged in conversations and ready to speak your mind.

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