Wait! Is This Job Right for You? Here's How to Avoid the Wrong Fit

So, you’re the senior applicant, and your main goal is to land that job offer.

Totally get it!

You'll want to put your best foot forward. You’re probably feeling a mix of nerves after investing a lot of time and energy into preparing for that interview.

With a four-stage process, including a panel of three people and a final meet-up with the team, it’s no wonder you feel drained when it's all over.

When you finally get that call with the job offer, you might be so exhausted that you just say yes to get it in your pocket.

But wait a second.

While you’re trying to impress them, they’re also trying to impress you.

Everyone’s putting on their best show during these interviews, including the company and the interviewers.

You might be surprised to find out that companies often act differently during interviews than they do day-to-day.

So, How Can You Tell If The Company Is Really What They Say It Is?

You want to step into a workplace where you’ll feel valued, get along with your boss and peers, and where the promises from recruiters, hiring managers and senior leaders actually hold up.

No one wants to deal with surprises later.

(Yep, I’m talking about those situations where they promise you the moon during the interview, but the reality is a whole different story).

Lately, there’s been a lot of chatter about toxic workplace cultures, and people are finally starting to talk about it more.

Before you jump at that job offer, make sure you know what you’re getting into.

It's a smart move to sort this out even before the interviews start.

No one wants to waste time on a lengthy interview process if it’s not the right fit.

How Can You Make Sure It’s The Right Place For You?

What Questions Can You Ask to Get a Feel for The True Culture & Vibe?

First off, remember that interviews aren’t just about the company checking you out; it’s also your chance to see if the company is a good fit for you.

A lot of career changers mix this up and focus only on landing the job offer.

But shouldn’t you really be figuring out if the company matches your vibe?

I get the urge to put your best foot forward, but you can learn a lot by asking just a few smart questions. Try things like:

• What do you think is the key to your team’s success?
• How do you see your role as a manager?
• What values do you prioritise in your team?

You don’t need to hit all these points; sometimes just one question does the trick.

What's key is not just the answer but also their reaction.

Does it feel rehearsed?

Are they genuinely interested in the conversation?

Red Flags to Watch For

When you ask these questions, keep an eye out for phrases that could raise red flags:

• "We're fun fast-paced environment."
• "We're like a family here."
• "We’re a startup; everyone wears many hats.”
• "We're looking for a self-starter, able to work under pressure."
• "You’ll have to figure things out on your own."
• "The vibe here is really relaxed and informal.
• "We don’t really have a formal training program in place."
• "We believe in learning through trial and error."
• "We prefer to keep things casual."
• "We prioritise flexibility over structure.”

If responses come off as generic or forced, that’s a sign to dig deeper.

On the flip side, if a manager takes a moment to think and shares a thoughtful response, like talking about their regular one-on-one meetings with team members, that’s a great sign.

A manager who looks for ways to support their team clearly cares about the company culture.

Stated vs. Lived Culture

So, how much do these cultures differ? Let’s break it down:

• Stated Culture: This is about who the company wants to be. It represents their beliefs and values.
• Lived Culture: This reflects how employees treat each other daily.

Companies often talk about their culture, thinking that just listing their values will create a positive work environment.

But without actually putting those values into action, there can be a huge gap.

Employees might feel a bit of hypocrisy when they see a list of values on the wall but experience something totally different in real life.

Many companies want their new employees to share their values but often struggle with how to achieve that.

Instead of just handing out a "values handbook," organisations should actively teach the specific behaviours they want to see in candidates.

They need to equip new hires with the skills for success, starting with leadership development.

Spotlight on Toxicity

Toxic individuals can really harm a company’s culture.

They often hide behind impressive results, making it easy for their negative impact on the team to slip under the radar.

While leaders might think, “They’re delivering great results - let’s keep them!” the truth is that having them around can lead to:

• High turnover rates
• Decreased motivation
• Lower overall productivity

Here’s another thing to keep an eye on: LinkedIn is a fantastic resource for this. Take a look at the average employee longevity at the company.

What do current or former employees say about it? (You can check Glassdoor for that!)

Do Your Due Diligence Before Accepting The Job

If you're thinking about joining a new team, make sure to chat with your potential manager as much as you can.

Ask about their management style and what they expect from the team.

Then, reach out to future colleagues to get their take on the manager.

What's the turnover like in their teams?

A bad manager can really hold you back and make work a drag, so it’s super important to find a great one who can help your career thrive.

The Real Deal from Employees: What They Say and What They Don’t

Pay close attention to what current employees say when you ask about the role, the team you'll be joining, and the overall company vibe.

Some might share their experiences honestly, the good, the bad, and even the ugly.

I had an interviewer once tell me after our Zoom call that she was secretly looking for a new job and wouldn’t recommend I join the company.

She didn’t hold back about leaving because the team was pretty dysfunctional.

But most people still at the company won't be as straightforward about a toxic work environment. Still, you can pick up on clues by reading between the lines of what they say - or don’t say.

Reaching out to former employees to ask about their experience at the company is a great way to do your due diligence.

Just like companies check references on you before you start, why not do the same?

Choosing a Workplace That Resonates with You

As you head into interviews and check out the company culture, vibe, and overall feel, keep in mind that it's super important to find a workplace that clicks with you and your values.

By asking the right questions, watching out for red flags, and knowing the difference between what companies say and how they actually operate, you can make a smarter choice.

Ultimately, find a career that not only fulfils you but also fits the culture you want to be part of. Good luck! ??

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