"Company culture can't be built from scratch in an existing business - it's either clearly expressed or opaque, especially to new arrivals. New hires notice immediately when promises don't match practice because they are actively pressure-testing their observed reality against what they were sold. They're evaluating whether the culture they read about on LinkedIn is true, or if it is a carefully contrived façade."
"This message is for organization leaders, interviewers, and anyone promoting the employee brand on the website, LinkedIn, and other platforms: be up front about what it is and what it isn't. Then you'll attract people who want to be there for the right reasons. If someone wants to work a 996 and put in a huge number of hours, they know what they're getting."
Company culture cannot be created from scratch in an existing business; it is either clearly expressed or opaque to newcomers. New hires immediately compare promises to observed reality and actively pressure-test whether advertised expectations match practice. Leaders must live up to stated expectations so trust forms from day one. Resilient workplace culture needs to endure varying market conditions. Recruiters and employer-brand promoters should be upfront about work norms and hours to attract candidates who fit. Misrepresenting schedules or norms causes mismanaged expectations, wasted resources, and poor hires. Employee review sites can reveal recurring patterns and flags about leadership and teams.
Read at Inc
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