Beyond the Employer Brand: An HR leader's guide to finding cultural fit

I once joined a small company with a stellar industry reputation, only to discover that the serious and staid environment felt stifling. Later, at another organization, I ignored concerning Glassdoor reviews before accepting their offer. Within months, the issues highlighted in those anonymous posts became undeniable realities, and I departed shortly thereafter.

Even for seasoned HR professionals who understand organizational dynamics intimately, it's challenging to accurately gauge a company's culture from the outside. Despite thorough research, impeccable branding, or "Best Place to Work" accolades, a particular organization might not align with your leadership style, values, or career aspirations.

To help you navigate your next career transition successfully, here are strategies tailored specifically for HR executives evaluating potential opportunities.

Start With Self-Reflection

As someone who has likely facilitated development programs for others, you understand the power of self-awareness. Before evaluating external opportunities, take time to reflect on your own leadership journey:

• When have you felt most fulfilled and energized in your HR roles?

• Which organizational transformations or people initiatives are you most proud of implementing?

• How have you leveraged your unique strengths in driving cultural change?

• What are your non-negotiables regarding work environment, leadership philosophy, and organizational values?

  
  

Consider using assessment tools you've likely recommended to others:

• Strengths assessments (Hogan, Clifton, VIA, Predictive Index, High5, 16 Personalities)

• Values exercises (Brene Brown's is particularly insightful)

• Career development frameworks (analyzing the intersection of your strengths, values, experiences, and expertise)

  
  

This is the type of deep reflection work that I do with my 1:1 coaching clients. It helps them to understand which environments allow them to thrive as an HR leader.

This is the type of deep reflection work that I do with my 1:1 coaching clients. It helps them to understand which environments allow them to thrive as an HR leader.

Conduct Comprehensive Research

Leverage AI platforms like ChatGPT to supplement your investigation beyond just the corporate website. Use targeted prompts such as:

• Can you provide an overview of [Company X], including its history, mission, and any notable recent developments?

• What are the core values of [Company X] and how do they manifest in their day-to-day operations?

• What is the reputation of [Company X]'s HR function within the industry?

• What organizational challenges has [Company X] faced recently that would impact an incoming HR leader?

• How does the CEO of [Company X] speak about talent and HR's strategic role in public forums?

As always, verify the output through multiple sources.

Activate Your Professional Network

You’ve likely built an extensive professional network during your years in HR leadership. Utilize these connections discreetly:

• Reach out to fellow CHRO/HR VP colleagues who may have insights about the organization

• Connect with trusted executive search consultants who specialize in HR placements

• Speak with former employees, particularly those who worked in or with the HR function

  
  

Strategically Navigate the Interview Process

As an HR leader, you've designed countless interview processes. Now, use that expertise to your advantage:

• Request meetings with key stakeholders beyond your immediate reporting line, including business leaders who partner closely with HR

• Ask to speak with team members who would report to you to assess team dynamics

• Inquire about specific culture challenges the organization is facing and how they expect HR leadership to address them

• Discuss the executive team's expectations for HR and how success in the role is measured

  
  

Your understanding of effective interview techniques allows you to probe beyond surface-level responses to uncover the true organizational culture.

Trust Your Expertise

After years guiding others through career transitions, trust your own expertise when evaluating opportunities. Your HR leadership experience gives you unique insight into cultural red flags and organizational dynamics.

Despite thorough due diligence, sometimes things don't work out as expected. You might join a company with an impressive reputation only to discover it doesn't align with your leadership philosophy or life circumstances. Trust me, I've been there. If that happens, remember that even with your professional expertise, you made the best decision with the information available at the time.

Your next leadership role should be one where you can authentically bring your expertise to drive meaningful organizational impact. As someone who has championed the importance of culture for others, you deserve a workplace that values your unique contributions as an HR leader.

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I work with female senior leaders in Human Resources who feel stuck to help them love their work or find work they love. I write about:

👂 Executive & career coaching

📄 Career development and career transition

🎯 Job search strategy

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