In our last blog, “Build the Role, Not Just the Resume: Rethinking Job Design to Attract Top Talent,” we explored how companies are evolving job roles to better fit the people who fill them. But what happens once the job is posted and the hiring process begins? That’s when a company’s true culture comes to light.
For candidates, identifying a company that genuinely values its people can make the difference between thriving and just surviving at work. And for hiring managers, knowing what signals candidates are looking for can help you attract (and keep) the best talent.
What Does a People-First Culture Actually Look Like? You don’t need nap pods or ping pong tables to prove you care about your team. Instead, candidates should look (and hiring teams should offer) signs of:
- Respectful, thoughtful communication during the hiring process
- Clear expectations and support for career growth
- A culture of listening, not just telling
- Work-life balance that’s actually respected
- Real diversity and inclusion practices beyond the checklist
These elements signal that a company views its employees as people, not just positions.
First impressions matter—on both sides. Candidates, here are a few green flags to look for:
- A respectful, timely interview process: Are your questions answered clearly? Do interviewers show up prepared and on time?
- Transparency: Are compensation, expectations, and growth paths discussed openly?
- Engaged interviewers: Do they ask thoughtful questions about you, not just your resume?
Hiring managers, remember: the hiring process is your employer brand in action.
Once inside, culture shows up in everyday interactions. Whether you’re evaluating an offer or reflecting on your own workplace, look for:
- Recognition and feedback: Do people feel seen and appreciated?
- Psychological safety: Can employees speak up, take risks, and be themselves?
- Growth mindset: Are professional development and internal mobility encouraged?
These are the conditions where people do their best work.
Ask the Right Questions. Whether you’re a candidate or a hiring manager reviewing your process, asking intentional questions helps surface culture:
Candidates can ask:
- “How does your team celebrate wins?”
- “What does growth look like in this role after 6 months? A year?”
- “How does leadership handle feedback or challenges?”
Hiring managers can ask themselves:
- “Would I feel supported going through our hiring process?”
- “Are we walking the talk when it comes to values and culture?”
The Bottom Line:
A truly people-first company doesn’t just say it cares—it builds structures, policies, and everyday habits that show it.
At Search Wizards, we believe great culture starts with intentional hiring. When both sides come to the table with clarity and curiosity, everyone wins.
