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10 ways to learn about a company’s culture when job hunting

(BUSINESS NEWS) Culture fit is important when job hunting, here are 10 ways to find out if the prospective company is a good fit.

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job hunting gig culture

To quote the American Bard, I’ve been everywhere, man. In my professional life I’ve worked for hippies in the hills, Gordon Gekko business savants, button-down Christian conservatives: name the American archetype, I’ve made them money. I am rich in experience.

Protip: that is not the same as actually being rich.

In the spirit of “memories don’t pay the Netflix bill,” I therefore assert the following: when you’re looking for a job, for the love of Dale Carnegie, remember you actually have to talk to these people.

Business culture can be the making or breaking of a gig. For that matter, it can be the making or breaking of a business. Day-to-day workplace experience is probably the most important question in any job hunt, and definitely the hardest to track. Here are 10 ways to get a sense of workplace culture – this is the important part – before you ambush your boss with a staple remover.

RESOURCES!

1. Comparably provides an interesting service, and an excuse to dust off your junior high compare/contrast skillz. They’re a job review database set up to allow searchers to review multiple positions side by side according to employee assessments. It’s a great tool for thinning out the herd in the first days of a job hunt, or coming to a final conclusion between opportunities.

2. Glassdoor. You know these guys. If you don’t, go forth. We’ll wait. Glassdoor is still the benchmark for workplace Yelp. Reviews are written by actual employees, often with sound and fury, and records of (mis)behavior often go back years.

3. Great Place to Work goes deep. They don’t have quite the breadth or recognition of Glassdoor, but what they do have is serious rigor. GPtW (it’s tiring to type) provides an anonymous survey to current employees of a given business covering the six categories of Atmosphere, Challenges, Communication, Pride and Rewards. Unless you have super strong views regarding workplace decor, that seems to cover matters.

4. Indeed. The best job board in the business has what is manifestly not the best job review site in the business, but a darn good start. They’ll break down your workplace-to-be (or not) on a 1-5 scale according to several things I guarantee you care about, and maintain a Glassdoor-style database of employee reviews.

5. Job Crowd. Job Crowd does a neat thing. They provide the usual employee reviews, but also encourage contributors to dig into their experience in specific job titles with the companies they review. That kind of specificity is a great value-add: if you’re the janitor, you probably don’t care how great the COO’s job is, and vice versa.

6. Kununu. Kununu is Europe’s Glassdoor, with better than a million reviews for over 250,000 companies. They went live in the States last year and haven’t matched that depth on this side of the hemisphere, but they’ve got the backing and the expertise.

7. Vault. Vaut’s a different beast from the above. Rather than being crowd driven, Vault has an in-house research company that puts together the goods on employers. As you’d expect, this costs. Their free content is only passable, but if you want the serious goods, it might be worth the 9.99/month (less with longer subscriptions.

STRATS, TIPS AND DIRTY TRICKS!

8. LinkedIn. I may be committing Internet blasphemy here, but reading the rants of strangers might – might! – not be as informative as communication with an actual human. Reach out to someone you’d be working with if you took the job you’re contemplating. You’ve got 150 characters, so keep it tight: “I’m Namey McNomen. We could be working together soon. Do you have a moment to chat about [issue you’re into]?”

9. Straight up Internet. Get your occupational stalker on. A Google search is, at its heart, a trawl through the greatest trove of gossip in the history of life. Delve into terribly informative and charming news articles like this one. Bone up on blog articles and – just this once! – read the comment sections. Even Facebook is worth a browse. Seriously, who doesn’t talk about work?

10. Get real. If you work in service, make like a customer. If there’s a front-end office, drop by. Watch, listen, get a feel for what’s happening around you. To compound my digital blasphemy, what comes out of glowing rectangles like the one you’re reading this on (thanks!) is great, but nothing compares to immediate experience.

Put some of this together with plenty of the digital resources above, and with any luck you’ll find yourself a gig that might just keep you from attempted murder with office supplies.

Matt Salter is a writer and former fundraising and communications officer for nonprofit organizations, including Volunteers of America and PICO National Network. He’s excited to put his knowledge of fundraising, marketing, and all things digital to work for your reading enjoyment. When not writing about himself in the third person, Matt enjoys horror movies and tabletop gaming, and can usually be found somewhere in the DFW Metroplex with WiFi and a good all-day breakfast.

Business News

This web platform for cannabis is blowing up online distribution

(BUSINESS NEWS) Dutchie, a website platform for cannabis companies, just octupled in value. Here’s what that means for the online growth of cannabis distribution.

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A small jar of cannabis on a desk with notebooks, sold online in a nicely made jar.

The cannabis industry has, for the most part, blossomed in the past few years, managing to hit only a few major snags along the way. One of those snags is the issue of payment processing, an issue compounded by predominantly cash-only transactions. Dutchie, a Bend, Oregon company, has helped mitigate that issue—and it just raised a ton of money.

Technically, Dutchie is a jack-of-all-trades service that creates and hosts websites for dispensaries, tracks product, processes orders, keeps stock of revenue, and so much more. While it was valued at around $200 million as recently as summer of 2020, a round of series C funding currently puts the company at around $1.7 billion—approximately 8 times its worth a mere 8 months ago.

There are a few reasons behind Dutchie’s newfound momentum. For starters, the pandemic made cannabis products a lot more accessible—and desirable—in states in which the sale of cannabis is legal. The ensuing surge of customers and demand certainly didn’t hurt the platform, especially given that Dutchie is largely responsible for keeping things on track during some of the more chaotic months for dispensaries.

Several states in which the sale of cannabis was illegal also voted to legalize recreational use, giving Dutchie even more stomping ground than they had prior to the lockdown.

Dutchie also recently took on 2 separate companies and their associated employees, effectively doubling their current staff. The companies are Greenbits—a resource planning group—and Leaflogix, which is a point-of-sale platform. With these two additions to their compendium, Dutchie can operate as even more of an all-in-one suite, which absolutely contributes to its value as a company.

Ross Lipson, who is Dutchie’s co-founder and current CEO, is fairly dismissive of investment opportunities for the public at the moment, saying he instead prefers to stay “focused with what’s on our plate” for the time being. However, he also appears open to the possibility of going public via an acquisition company.

“We look at how this decision brings value to the dispensary and the customer,” says Lipson. “If it brings value, we’d embark on that decision.”

For now, Dutchie remains the ipso facto king of cannabis distribution and sales—and they don’t show any plans to slow down any time soon.

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Business News

Ford adopts flexible working from home schedule for over 30k employees

(BUSINESS NEWS) Ford Motor Co. is allowing employees to continue working from home even after the pandemic winds down. Is this the beginning of a trend for auto companies?

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Woman in car working on engineering now allowed a flexible schedule for working from home.

The pandemic has greatly transformed our lives. For the most part, learning is being conducted online. At one point, interacting with others was pretty much non-existent. Working in the office shifted significantly to working remotely, and it seems like working from home might not go away anytime soon.

As things slowly get back to a new “normal”, will things change again? Well, one thing is sure. Working from home will be a permanent thing for some people as more companies opt to continue letting people work remotely.

And, the most recent company on the list to do this is Ford Motor Co. Even after the pandemic winds down, Ford will allow more than 30,000 employees already working from home to continue doing so.

Last week, the automaker giant announced its “flexible hybrid model” schedule to its staff. The new schedule is set to start in the summer, and employees can choose to work remotely and come into the office for tasks that require face-to-face collaborations, such as meetings and group projects.

How much time an employee spends in the office will depend on their responsibilities, and flexible remote hours will need to be approved by an employee’s manager.

“The nature of work drives whether or not you can adopt this model. There are certain jobs that are place-dependent — you need to be in the physical space to do the job,” David Dubensky, chairman and chief executive of Ford Land, told the Washington Post. “Having the flexibility to choose how you work is pretty powerful. … It’s up to the employee to have dialogue and discussion with their people leader to determine what works best.”

Ford’s decision to implement a remote-office work model has to do in part with an employee survey conducted in June 2020. Results from the survey showed that 95% of employees wanted a hybrid schedule. Some employees even reported feeling more productive when working from home.

Ford is the first auto company to allow employees to work from home indefinitely, but it might not be the only one. According to the Post, Toyota and General Motors are looking at flexible options of their own.

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Woman working in office with remote team

Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

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