Job interview tip: This one question can reveal a company's true workplace culture, says NYU professor
job hunting
, most people know what they're good at and what excites them. But very few — only about 7% of adults, according to research — can clearly articulate their
personal values
. That's a problem, because while your skills may land you the job, your values are what determine whether you'll thrive in it.
According to a report from CNBC Make It, Suzy Welch, a professor at
NYU Stern School of Business
and renowned author, has spent years helping students align their career paths with their core values. The goal, she says, is not just to find a job, but to find the right job — one that aligns not only with what you can do, but also with what matters to you.
The Truth Behind Company Values
In her class 'Becoming You,' Welch asks students to dig deep into their values, and encourages them to look beyond the glossy words in corporate brochures. 'Nearly every company says it values empowerment, innovation, and excellence,' Welch explains. 'But those are just platitudes. Real values are reflected in how work actually gets done.'
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According to Welch, companies often present one version of themselves in public and live out a completely different one behind closed doors. So how can a job seeker figure out a company's real culture?
The Question That Cuts Through the Noise
Welch recommends one deceptively simple yet highly effective interview question:
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'What kind of person should not work at this company?'
The beauty of this question lies in its ability to catch hiring managers off guard — which, Welch says, leads to far more honest responses than the usual 'we value teamwork' spiel. Her students have reported answers ranging from 'a person who doesn't want to text on weekends' to 'someone who's too social' or 'anyone who likes to work on their own too much.'
Each of these answers tells a revealing story. A company that says 'we respect boundaries' but expects weekend texts might not walk its talk. Another might discourage extroversion despite claiming to celebrate collaboration. These responses expose the actual culture — for better or worse.
When and How to Ask It
This isn't a question to ask right out of the gate. Welch advises saving it for later in the interview process, ideally after you've built rapport and are closer to an offer. Delivery is everything — approach it with genuine curiosity, not confrontation. After all, you're trying to learn, not interrogate.
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Getting Clear on Your Own Values
Of course, none of this works if you don't know your own values to begin with. That's why Welch developed a diagnostic tool called The Values Bridge, aimed at helping people identify and rank their personal values. She distinguishes between virtues — broad ideals like honesty or fairness that most people endorse — and values, which are more individualized and actionable.
For instance, someone with high 'Scope' values seeks stimulation and novelty, while someone with low Scope might prefer predictability and calm. There are 15 such values in total, including Affluence, Familycentrism, Achievement, and Radius — and knowing where you fall can make all the difference when evaluating a company's culture.
In today's competitive job market, finding a company that fits you is just as important as being the right fit for the company. As Welch puts it, 'Values are choices about how we want to live and work. They're not good or bad — just right or wrong for you.'
So the next time you're sitting across from a hiring manager, don't just ask what the company stands for. Ask what it doesn't. The answer might just tell you everything you need to know.
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