As a job candidate, the first point of personal interaction you’ll have with a company and its culture is often during the interview process.
As a talent acquisition partner at UKG, part of my job is to help candidates understand UKG’s culture. I also always appreciate when candidates ask insightful and culture-related questions during the interview. It shows they want to know if there’s a genuine match between their values and the company’s ethos.
Not long ago, I shared a post on LinkedIn in response to a story about the Goldman Sachs CEO giving up his passion for DJing due to its perceived distraction from work. Despite my four-year involvement in DJing, which I shared openly with my colleagues, I had initially hesitated to acknowledge my passion on a public platform. However, my experience at UKG shows me that not only is my hobby embraced but also welcomed and celebrated.
My colleagues have gone the extra mile to recognize and support my passion, even giving shoutouts during our team calls. This inclusive environment lets me feel at ease in sharing my life outside of work, further reaffirming the alignment between my personal values and the vibrant culture at UKG.
For those of you wondering how to better understand a company’s culture, ask these five questions in your interview.
Five questions to ask in your interview to better understand a company’s culture
1. What are the core values that drive decision-making and behavior within this organization?
Inquiring about the core values that drive decision-making and behavior is crucial for understanding the company culture. Understanding these values offers insights into the company’s ethical framework, priorities, and long-term goals. Also, it will help you predict your job satisfaction and engagement if you’re particularly aligned with the core values. UKG places a strong emphasis on the power of culture and belonging.
2. How does the company promote employee well-being and work-life balance?
Understanding how the company promotes employee well-being and work-life balance helps candidates assess whether the company values employee satisfaction, retention, and a supportive work environment. Additionally, it provides insights into the organization’s values, its commitment to employee productivity and engagement, the level of support and flexibility offered, and the emphasis on employee health and stress management. I have always been impressed with UKG’s commitment to the employee experience.
3. Could you give me an example of a recent conflict on the team and how it was handled?
Managing conflict constructively is an important part of any organization’s dynamics. However, it often tends to be avoided, leading to unresolved issues within the team. The approach taken by an organization in addressing conflict serves as a reflection of its cultural values. I have encountered workplaces where conflict is avoided, leading to a facade of agreement without genuine discussions or expression of concerns. Although this might create a superficially agreeable atmosphere, it can allow underlying dissatisfaction to grow. The handling of conflict provides insights into the level of psychological safety within an organization, as psychologically safe environments encourage healthy debates, allowing all perspectives to be heard and valued.
4. How does the company foster a sense of community and inclusivity among its employees?
This question unveils the company’s dedication to fostering diversity, equity, and a sense of belonging; offering insights into its promotion of a collaborative and respectful workplace. Plus, this approach encourages meaningful connections among employees, reinforcing their engagement with the company’s mission and their roles within it. At UKG, our commitment to making a positive impact goes beyond the workplace—it's a part of our DNA. Our Global Volunteer Time-Off Policy ensures that every U Krewer has a minimum of two days of paid volunteer time off each year. This isn’t just about checking a box; it’s about empowering our team to make a difference in ways that matter most to them.
5. Could you provide examples of how the company has supported employees during times of change or uncertainty?
Maintaining high employee morale during periods of change is critical for the success and growth of any organization. The burnout crisis affecting workers today poses a serious threat to the effectiveness of any organizational transformation. By implementing concrete strategies that prioritize employee well-being, companies can cultivate a resilient workforce capable of navigating turbulent times and emerging stronger together. This question will help you evaluate the organization’s level of empathy, resilience, and commitment to its employees, particularly during challenging circumstances.
According to research by the Society for Human Resource Management (SHRM), cultural alignment between employees and employers leads to greater contentment, productivity, and overall success. The five questions outlined here serve as valuable tools in unraveling the intricate tapestry of a company’s culture and management style, and dive deeper than the conventional “How would you describe the culture here?”
Best of luck in your candidate journey!
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