Looking for a Good Job? Five Steps to Evaluate Practically (4) Breaking Down Interview SOP to Reveal Company Culture

SOP, SOP—a concept that Taipei Mayor Ko Wen-je constantly emphasized when he first took office. Why is it so important?

SOP stands for Standard Operating Procedure, referring to internal procedures designed to handle complex tasks within limited time and resources, while allowing for the possibility of failure. Therefore, companies establish different SOPs to improve efficiency.

Of course, interviews and recruitment also follow a certain SOP. So the most practical way to evaluate whether a company is good and understand its culture is to carefully examine the entire interview process—this will reveal whether the company is "rigorous," "relaxed," "rigorous yet relaxed," or perhaps loose.

(This refers to normal interview processes, not those through referrals or headhunting)

Let me illustrate with a concrete example

This company strikes me as quite rigorous. After submitting a resume, the company's HR department conducts a phone interview with the candidate—the first step screens the candidate's communication style, tone, and logical thinking, while also confirming their interest to arrange interviews with relevant department managers.

In the second step, a letter is sent to schedule the second interview. But this letter is significant—it doesn't just notify about time and location. It also includes an internal resume form that must be completed and returned before the interview. The letter also explains the interview process in detail: "Please ring the bell and ask for HR specialist XX. On the day, you'll complete a psychological assessment and written test totaling two hours, followed by a discussion with the manager." Every step is clearly outlined, which provides considerable peace of mind and demonstrates that this is a rigorous company that truly values talent.

In the on-site interview, since the letter specified the procedures, you simply follow them—ring the bell, meet the HR employee, and enter the company. This is an excellent opportunity to observe the company atmosphere.

First, observe what venue the candidate is assigned to during the interview:

1. Conference room outside the work area

From what I've observed, companies that prioritize internal privacy and data security must receive non-employees in public areas to prevent any commercial information leakage. This indicates the company is very rigorous. It also protects the candidate from walking past numerous employees and being scrutinized or evaluated by their eyes. Simultaneously, it reassures employees so they don't wonder "Who's leaving now?"

2. Conference room within the work area

Once assigned to such a venue, it suggests the company regularly has candidates visiting and doesn't mind displaying its atmosphere. This actually gives candidates an opportunity to see the company's true face. You can observe whether people frequently walk around communicating about work—if yes, it indicates face-to-face interaction among colleagues; if it's quiet and people only stand up to use the restroom outside, it may suggest limited face-to-face communication among coworkers.

Of course, during interviews, candidates are usually focused on their own performance and rarely notice such details. But if you have time, take a moment to feel the environment and consider whether this is where you want to work together with everyone.

3. Open work area seating

Some companies operate at a faster pace. Managers might not have time to leave their desks for one-on-one interviews with candidates, or a computer test might require using an employee's computer. This suggests the company is more casual, possibly because the services are public knowledge in the market and don't need to be hidden. However, it might also mean the interviewer doesn't value the candidate much, only caring that the position needs filling and thinking a brief conversation is sufficient. This could make candidates feel awkward (observe these small details carefully).

4. Small partition in open work area

Candidates pass through public spaces and can assess employee interactions within the company while being interviewed in a small partition, which offers relative privacy and gives you more opportunity to observe the internal environment.

[Interview Process]

If the letter previously provided the day's interview schedule—for example, English test, psychological assessment, then interview—you can observe whether the company actually follows this process. If they do, it indicates the company is truly very rigorous and genuinely values the candidate. It also means departments coordinate smoothly: HR finds talent according to managers' needs, managers conduct interviews as scheduled by HR, and their cooperation is seamless.

Conversely, if the manager is late without notifying the candidate, letting them wait, or changes the time for non-important reasons, this actually affects the candidate's interests. Think about it: if the company already compromises the candidate's interests before they even join, won't it be worse after joining? The same applies to subsequent notifications.

[The Manager]

([Review this article: First Job Key Insights (Part 2-1): Not Only Choose a Good Company, But Also Choose a Good Manager])

During the interview, it's not just the candidate being evaluated—you also get to decide whether you want to work and learn from this manager. Some companies are great, but whether the manager is good is key. Because your manager is the person you'll spend eight or nine hours with every day. During the interview, observe whether the manager is talkative enough, whether they actually get things done rather than just making empty promises, and whether your perspectives align. You can assess this through their communication during mutual questioning.

But of course, during interviews, you're not truly yourself, and neither is your manager. Beyond observation, what matters most is whether you feel secure enough to feel confident in your choice.