Company culture has gone from a few unusual case studies of outlier companies to a permanent part of the global discussion on talent management. In reality, it goes way beyond just another project on the agenda of CHROs: it’s the heartbeat of every successful organization. In this article, I’ll cover what company culture is today, why it matters more than you might think, and how to start cultivating your own.



<h2 class="wp-block-heading" id="what-is-company-culture">What Is Company Culture?</h2>



Company culture can be defined as the norms and collectively accepted behaviors in an organization. Sounds simple enough but in reality, pinning down the Company Culture DNA of your organization might be much more intricate.



It’s both an anchor that keeps the identity of your company and your team cohesive and consistent over time and a shape-shifting manifesto that evolves with your organization. More than just a rule book, it’s the very heartbeat of your company that bleeds into your strategy, branding, and hiring as well.



Prioritizing culture might seem like pulling the brakes on revenue growth for growing companies.



This is because even though the returns on this investment are substantial, they’re often not directly quantifiable.



Alas, investors who haven’t seen the long term benefits of strong company culture might undervalue this important asset. So do employees who never before worked for an organization that cared about the human aspect of the business.



<h2 class="wp-block-heading" id="so-why-is-company-culture-worth-the-investment">So Why Is Company Culture Worth The Investment?</h2>



Making culture a priority in your organization has a huge positive impact on its internal and external branding, employee satisfaction, productivity, and revenue. The highly publicized case studies of now multibillion dollar companies like Airbnb and Google have proven it time and time again. Brian Chesky, CEO of Airbnb who is behind Airbnb’s award-winning culture said:



“The stronger the culture, the less corporate process a company needs. When the culture is strong, you can trust everyone to do the right thing.”



Having clear principles to act by that are accepted by everyone helps:



<ul><li>align employees,&nbsp;</li><li>improve team morale and motivation,&nbsp;</li><li>and make work more enjoyable.&nbsp;</li></ul>



Personal fulfillment in a job is the most powerful catalyst for productivity. It creates a sense of community and belonging that in turn, makes the right talent gravitate towards your recruiters.



It’s not uncommon for top talent to leave their job and might even take a pay cut in order to work for an organization whose mission and principles they better identify with. It’s a testament to the fact that a consciously crafted company culture can create loyalty so strong that conventional incentives can never outbid.&nbsp;



<h2 class="wp-block-heading" id="how-to-determine-a-company-s-culture">How To Determine A Company’s Culture</h2>



Alfred Lin, former COO of Zappos said that a company’s culture is the everyday assumptions, beliefs, values, behaviors, norms, and actions of employees in pursuit of a company’s goals or mission. That mission normally comes from the conviction (and often a very personal story) of the Founders. It’s a raison d&#8217;etre that lays down the foundation for all other cultural attributes.



Besides a joint mission, company values are the backbone of your company culture. They need to fit the purpose that the organization was built upon, in other words, make sure the company walks the talk.



For example, normally all fashion brands embody aesthetics as one of their core values, but the Founders might also define other ones that matter for them personally (such as tradition or care for the environment). In a way, a company’s values are both informed by the larger societal context and by the personal preference of the founding members.



The key to embodying those values then is not to just throw words on paper but to create an extremely specific definition of what they mean in practice. That definition might be completely different from what another company uses despite having the same core values.



In the end, this is what decides the way you do every single thing as an organization and as a team. It affects who you hire (and fire), your meeting etiquette, founder accessibility, the distribution of decision-making power, and so on. The continuous reinforcement of these norms on a daily basis is what shapes your culture as a whole.



<h2 class="wp-block-heading" id="startup-vs-corporate-company-culture-types">Startup VS Corporate Company Culture Types</h2>



Besides the individuality of values, there’s another dichotomy that shapes the culture of an organization. Startups, by nature, are companies that aim for rapid growth and innovation. An environment that constantly changes will naturally require individuals who can navigate it with high adaptability, creative problem solving, and personal autonomy. The same expectations in a highly structured large corporation are bound to create chaos.



Startups are still often associated with stereotypical perks like table tennis and wearing slippers to work. These benefits once questioned the status quo and the rigid norms of corporate culture, but today they are nothing more than perks masquerading as culture, or “deepfake” perks as Charisse Fontes, Founder of CultureCircle calls them.



The more important question for Founders to ask themselves is why they do things in a certain way and what does it say about the identity of the company. The reason why Airbnb prioritizes creativity, learning, and play is not to get press for their employee branding but because they want to build an “intimidatingly talented” team.



As a <a href="https://www.gyfted.me/blog/companies/why-startup-culture-fit-matters">startup</a> team grows, its core values and mission remain the same but the way things are done inevitably change. You can’t run 30 people the same way you run 300.



When your team ceases to be a village and people don’t remember the names of new hires anymore, the individuality of teams becomes more prominent. On the one hand, more guardrails need to be laid down to keep the company’s culture in place. On the other hand, each team has a chance to shape their own “subculture” with distinct work rituals, lingo, and ways to operate their daily work. This creates a stronger sense of belonging within their group while also remaining a part of the company as a whole.



<h2 class="wp-block-heading" id="shaping-company-and-team-culture">Shaping Company And Team Culture</h2>



A lot of companies want to hire “top talent” in their organization without assessing whether those candidates are a culture fit. They look at their technical and soft skills but don’t evaluate their psychometrics. They hire for skills alone (the component that actually CAN be improved within the organization) but not for set qualities such as attitude, working style, and alignment with the company mission.



You can have the smartest talent on your team but if they don&#8217;t believe in what they’re working for, they won’t be committed. Your Company Culture DNA has to act as the first filter for both your hiring and talent management processes: from your interviews to expectations set by team leads all the way to performance reviews.



It’s your commitment to these norms that will keep people aligned with the values that matter in your organization and help retain the right employees. It builds a sense of trust and stability in your organization through clear and transparent rules to respect by everyone.



That stability will also give your culture something to fall back on when you’re forced to adapt to global events and market changes, such as shifting your entire operation online from one day to another.



<h2 class="wp-block-heading" id="assessing-culture-fit">Assessing Culture Fit</h2>



At Gyfted, we believe that the way we hire globally needs an upgrade. Our AI-driven job matching system aims to help recruiters simplify their screening process and make unbiased hiring decisions. Try our <a href="https://www.gyfted.me/business/team-culture">culture fit assessment tools</a> now to find the perfect match for your open roles and teams.

Why Company Culture Matters For Hiring

A recent survey from <a href="https://www.indeed.com/lead/what-employers-think-about-coding-bootcamp">Indeed</a> revealed that 80% of hiring managers at US-based companies of all sizes had hired a bootcamp graduate at least once, and 99.8% said they’d do it again. Companies that hire bootcamp grads tend to be the most innovative and fastest-growing tech start-ups, which is exciting news. Below we’ve answered commonly asked questions, such as: does Google hire bootcamp grads? Does Amazon hire bootcamp grads? And finally, which companies hire bootcamp grads? Let’s break it down.



<h2 class="wp-block-heading" id="what-is-a-coding-bootcamp">What is a coding bootcamp?</h2>



A coding bootcamp is an intensive training course, primarily in programming, that teaches candidates specific technical industry skills to help them gain a job. The average length of a coding bootcamp is 4 months (full-time) and the majority are fully online. Bootcamps can specialise in a variety of niches, such as Cybersecurity, Software Engineering, UX/UI Design and Data Science.&nbsp;



Bootcamps were relatively unknown ten years ago, but thanks to technology and a shifting work climate, the convenience and cost-effective draw of the bootcamp has made it hugely popular in recent years.



For candidates, the appeal is clear. Costing an average of $14,000, with an average graduate starting salary of $69,000 (source: <a href="https://www.coursereport.com/coding-bootcamp-ultimate-guide">Course Report</a>) –&nbsp;coding bootcamps provide an incredible return on investment, accessible to all.&nbsp;



<h1 class="wp-block-heading" id="how-do-employers-view-bootcamp-students">How do employers view bootcamp students?</h1>



With such attractive starting salaries, and evidence that <a href="https://www.coursereport.com/coding-bootcamp-ultimate-guide">79% of graduates end up employed in programming jobs</a> – it is clear that businesses love bootcamp grads and are willing to shell out hugely to snap up these skilled employees. Bootcamp grads have proved their dedication and commitment to growth and learning already, but investing in their own development in taking a bootcamp course.&nbsp;



These courses are also highly intensive – often requiring students to work upwards of 60 hours per week during the learning period, in order to complete projects to tight deadlines. Employers are aware of this, and know therefore that in hiring a successful bootcamp grad, they are hiring someone with the ability to juggle an intensive workload and dedicate themselves hugely to their job.



If you’re interested in these aspects of your personality that are popular with employers, or want to discover a personality test to match you to a career, we’ve developed several great <a href="https://www.gyfted.me/all-tests">IT soft skills tests</a>, which anyone can take for free.



<h1 class="wp-block-heading" id="what-bootcamps-are-worth-applying-to-to-get-a-job">What bootcamps are worth applying to to get a job?</h1>



There are many different key groups of bootcamp, such as Data Science, UX/UI, Cybersecurity, Tech Sales, Digital Marketing and more. You’ll find that there are endless entry level jobs for cyber security graduates, and internships too. Software engineer entry level jobs are also very widely available, particularly for those working remotely – and taking a UX/UI Bootcamp will certainly qualify you for UX designer entry level jobs, provided you build a strong portfolio.&nbsp;



<h1 class="wp-block-heading" id="find-companies-that-hire-bootcamp-grads">Find companies that hire bootcamp grads</h1>



From the biggest tech companies in the world (such as Google and Amazon) to the fastest-growing start-ups in Silicon Valley, hiring managers and founders have spoken up in high praise of hiring bootcamp graduates, meaning it’s perfectly possible to <a href="https://www.gyfted.me/blog/candidates/how-to-find-a-job-after-a-bootcamp">get a job after a bootcamp</a>.



Some other examples of companies that have hired bootcamp graduates in the past include: Vimeo, OpenLattice, Vroom, Bluecore, Segment, Upserve, PwC and Mixpanel. Even if a company has never hired a bootcamp graduate in the past, there’s no reason why they might not in the future, particularly if they are an innovative start-up, looking for fresh talent.&nbsp;



<h1 class="wp-block-heading" id="i-can-t-find-a-job-after-coding-bootcamp">I can’t find a job after coding bootcamp</h1>



If you’ve already taken a bootcamp and are struggling to find a job, don’t worry. It may be that there are a couple issues with your application that are preventing you from getting through their Applicant Tracking Systems (ATS) or experience requirements.&nbsp;



Check out our previous article, where we discussed the ways you can tailor your application to get a job after a bootcamp. Essentially, getting your application noticed is all about building a perfect portfolio, to “show-not-tell” your skills and experience. The benefit of this is, none of your previous experience has to be paid or even commissioned, it could be a personal project that nevertheless showcases your skills and talent.&nbsp;



It’s important that you also tailor your resume to filter through Applicant Tracking Systems, since your substitution of a bootcamp for traditional education or experience may get your application automatically rejected. Ensure you’ve put every key requirement from the job description somewhere in your resume, without changing the wording at all. Especially, if certain programming languages are written in the job description, be sure to include all of them in your resume – even if there are some you are shaky or inexperienced in.&nbsp;



For more insight into how to tailor your resume, including <a href="https://www.gyfted.me/blog/candidates/how-to-showcase-soft-skills-on-your-resume">how to showcase soft skills</a> and <a href="https://www.gyfted.me/blog/candidates/how-to-make-a-great-resume-with-no-experience">how to make a great resume with no experience</a>, check out our <a href="https://www.gyfted.me/blog/candidates">blog</a>.&nbsp;



<h1 class="wp-block-heading" id="career-after-bootcamp">Career after bootcamp</h1>



FInally, the easiest thing you can do is sign up for job boards and programmes that specifically target bootcamp grads, to let your future employers come to you. Here at Gyfted, we know just how valuable bootcamp grads can be, so we’re busy building a service specifically to help them land their dream careers. Find out more about our <a href="https://www.gyfted.me/waitlist/bootcamp" target="_blank" rel="noreferrer noopener">job placement for bootcamp grads</a> service and join our waitlist. From there, you will be able to take our personality tests, discover yourself and be matched with great companies and roles, based on <a href="https://www.gyfted.me/blog/candidates/culture-fit-what-it-means-for-employees-2">culture fit</a>.&nbsp;



Hannah

Do Companies Hire Bootcamp Grads?

Culture fit is an element of <a href="https://www.gyfted.me/business/candidate-screening">screening potential candidates</a>, based on individuals’ values, attitudes, and beliefs. It is very important to an organization that the candidate&#8217;s core values and beliefs are in line with the company’s business culture. Check out everything you need to know about culture fit and its value in the business world.



<h2 class="wp-block-heading" id="what-does-culture-fit-mean">What does culture fit mean?</h2>



Every company has its own culture, which (if organised well!) should reflect its mission and core values. A<a href="https://www.gyfted.me/blog/companies/why-company-culture-matters-for-hiring"> company’s culture</a> can be defined as the everyday assumptions, beliefs, values, behaviors, norms, and actions of employees in pursuit of the company’s goals or mission. Modern companies are looking for employees whose individual values, beliefs, assumptions, <a href="https://www.gyfted.me/quiz-landing/work-mindset" data-type="URL" data-id="https://www.gyfted.me/quiz-landing/work-mindset" target="_blank" rel="noreferrer noopener">work mindset</a>, behaviors, etc. are similar to those of the firm. Two particular examples of values are diversity and inclusion, something most companies are increasingly reflecting on, and working to implement.



Candidates that are serious about standing out in the recruitment process should check out the company’s site, to understand its culture and tailor their application accordingly. Employers will screen a candidate&#8217;s application – including their soft skills, core values, assumptions and behaviours, to consider whether this individual might match their company culture. If their values, norms and behaviours line up with the company’s, we can say that the individual is a great “culture fit”.



<h2 class="wp-block-heading" id="why-does-culture-fit-matter-in-organizations">Why does culture fit matter in organizations?</h2>



The world of recruitment processes is changing rapidly nowadays. Companies are doing everything they can to find competent and valuable employees. Current trends like digitalization, remote work, reinventing the employee experience and diversity, affect not only the local job market, but also change the expectations of employees and employers. That’s why the candidate’s values, beliefs, behaviors, and personality are becoming more relevant for organizations.



Culture fit is a very important criteria during the recruitment process. The recruitment and HR team need to consider if the candidate fits the company and the rest of the team. The recruiter can ask a candidate to do a culture fit test, a <a href="https://www.gyfted.me/quiz-landing/workplace-mindset">workplace mindset test</a>, a personality test or other similar tests. The assessment of culture fit takes place not only during these tests, but also during the interviews. Sometimes it is a very difficult challenge to identify the candidates who will make a positive contribution to the company’s culture and will fit in with the team.&nbsp;



For example, a candidate who likes individual work will not suit corporate culture wherein teamwork is one of the important values. On the other hand, a candidate who likes stability will not feel good in a company where the most important value is innovation. Every candidate should be aware of the company’s culture because it is a very important factor during the <a href="https://www.gyfted.me/business">effective recruitment process</a>.



<h2 class="wp-block-heading" id="why-should-founders-and-team-managers-care-about-culture">Why should founders and team managers care about culture?</h2>



The importance of workplace culture may be understood as a fingerprint or DNA — unique to the organization, even if it seems similar to others. <a href="https://hbr.org/2013/05/what-is-organizational-culture">Michael Watkins even said</a> that “Culture is the organization’s immune system” which means that the culture may protect against working with the wrong people.



One of the core challenges for company founders is to embody their company’s culture and set a standard for others to follow. Sincere and multifaceted core values should be reflected in everything they do. A strong company’s culture leads to more motivated employees and increases the commitment of every person in the corporation or <a href="https://www.gyfted.me/blog/companies/why-startup-culture-fit-matters">startup</a>. It is very important to create a positive work environment which may be described as comfortable, tolerant, collaborative, team oriented, open-minded and in line with the company’s industry. A company should promote crucial values like trust, innovation, diversity and inclusion, responsibility (including to the environment), teamwork, positive work set, taking care of the customers andethics, among others.&nbsp;



<h2 class="wp-block-heading" id="the-most-popular-culture-fit-interview-questions">The most popular culture fit interview questions</h2>



<ul><li>Question 1: What work environment helps you do your best work?&nbsp;</li><li>Question 2: How would your coworkers describe your style of work?</li><li>Question 3: What management styles really motivate you?</li><li>Question 4: How do you imagine your ideal day at work would look like? What would you work on and what sort of organization would it be?</li></ul>



<h2 class="wp-block-heading" id="hiring-for-culture-fit-vs-hiring-for-skills">Hiring for culture fit vs hiring for skills</h2>



It’s important to distinguish here between two main recruitment methods: hiring for culture fit and hiring for skills. A lot of candidates’ resumes list their skills, but some employers are looking more for the culture fit of new employees. Hiring for skills seems to be easier because the recruitment team doesn&#8217;t need to spend a lot of time on the whole process.&nbsp;



Unfortunately, that can result in a side effect — newly hired employees may have a great set of hard and soft skills, but if they don’t fit the organizational culture, then they may not work effectively and may even be destructive for the whole team. That’s why <a href="https://www.gyfted.me/business/talent-sourcing">hiring for culture fit</a> is a great choice for modern companies. The company should find employees who share the values, assets, and mission of the organization.&nbsp;



We should emphasize that the ideal situation is hiring for both — culture fit and skills, because that will result in finding the best employees. Towards that end, an organization should implement recruitment interviews and psychometric tests.&nbsp;



<h2 class="wp-block-heading" id="what-is-a-culture-fit-assessment">What is a culture fit assessment?</h2>



A <a href="https://www.gyfted.me/business/team-culture">culture fit assessment </a>is a collection of methods designed to check the candidates’ culture fit and their behavior at work. The assessment can include a number of questionnaires and tests, such as <a href="https://www.gyfted.me/quiz-landing/personality-assessment">personality tests</a>, cultural-specific questions and assessment centers. Companies that hire for culture fit should implement a high-quality assessment consisting of a test, a questionnaire, and an assessment center, to compare the individual&#8217;s core values, behaviors, work mindset etc. with those of the company.&nbsp;



<h2 class="wp-block-heading" id="culture-fit-a-summary">Culture fit — a summary</h2>



Culture fit is one of the most important aspects of the contemporary recruitment process. More and more organizations are looking not only for competent and specialized employees, but also for candidates who will fit in with the company’s organizational culture. Nowadays, culture fit shouldn&#8217;t be underestimated because the match between employer and employee may decide the success of the company and its business actions.&nbsp;

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