Value Based Recruitment

The Art of Value Based Interview

Yes!!! we are also aware of the challenges of Value based hiring. Let us all admit that from the beginning and move on with the idea. It is long, time consuming and a sometimes frustrating process that is new and not at all main-stream. So, let us create a rule book for the interview process- a simple set of guidelines and ideas that will make hiring based on values a convenient process.

Firstly, the company who is hiring needs to develop their own sets of values. Now, finding out what those values are should be extremely simple. The company just needs to look at the problem of the world they are trying to solve, the way they want to solve the problem and formality that will be used to solve that problem. So, say, for example- the company wants to solve the problem of traffic jam with technology, the core values of the company could be innovation, social responsibility and integrity. The company might also value collaboration, fun and transparency. After these values have been established the company should move on to design the questions they ask to a candidate in a deeper interview.

So, the questions! The questions should be open-ended questions. Questions that doesn’t have a fixed range of answers. Questions that can be analyzed and be compared with others without making either of the candidates wrong. Questions that allow a much more in-depth analysis.

The easiest way to find out about someone’s underlying values is to ask them about how they behave in their everyday lives. People experience others’ values through their behaviors, and a good indicator of how people will behave in the future is how they have behaved in the past. For example, the interviewer is testing a potential employee for integrity. A potential question could be “Tell us about a situation when you had to speak up or be assertive in order to get a point across that was important to you or crucial to your customer?”. This question can be followed up with “what happened?” or “what was the outcome?”. Or, if the interviewer is testing a potential employee for innovativeness, a potential question could be “Give an example of how you solved a problem in a unique way within the past 18 months?”. The question can be subsequently followed by the question “Can you describe your approach and what was the outcome?”.

Then the question comes as to how to assess the answers. First task is to check if the value of the potential employees match the value of the company. If the value matches, the following task will be to check, if the values can be translated into work behaviors. But here are some of the bad signs. First bad sign- the candidate cannot support their arguments with stories. It is not that farfetched to think that if a person believes in something, he will be able to support that argument with some sort of evidence. And second bad sign- their values don’t match the position’s requirements. For example, a flamboyant rebellious person might not do as well in a process driven environment as he will do in a creative environment.

In short, value based interview is not so much as looking for the skills of person but rather to know the person better. It may be long and time consuming. But it will bare fruits in term of better employee retention and more harmonious work environment.

Leave a Reply

Your email address will not be published. Required fields are marked *