Values-based Interview Questions
Ask the below-given values-based interview questions to find candidates who have the same values as your company and will be a great fit.
Why ask values-based interview questions?In business, core values reflect a company’s long-term objectives and mission. A company’s values define:
- How employees work together?
For example, a company that values innovation will boost creative ideas and brainstorming sessions for all the staff members.
- Where will the company invest?
For example, a company that gives preference to streamlined workflow will invest in DMS and training programs for all employees.
- What type of people the company is interested in hiring?
For example, a company that focuses on growth will recruit learns and organize training sessions to help employees learn new things.
During your recruitment process, values-based interview questions will help you know:
- What drives candidates’ behavior at work?
- What are candidates’ priorities at work?
- If candidates goals align with your objectives
Below are some examples of common corporate values at work:
- Reliability: Working with professionalism and honesty, and following company policies.
- Teamwork: Working with colleagues and teams to achieve goals.
- Liability: Taking responsibility for decisions and actions both individually and in a team.
- Social accountability: Incorporating social and environmental solutions to working processes.
- Novelty: Executing new ideas to improve the business.
- Client orientations: Increasing and improving client satisfaction.
Examples of value-based interview questions
- Tell me about a time when you encountered an ethical dilemma at the workplace? What did you do?
- If you see an employee stealing company’s property, how would you address the issue?
- Have you ever failed to deliver a team project on time? If given a chance, what you would have done differently?
- Have you ever worked with a colleague you don’t get along with? What was your approach?
- Tell me a successful team project you have recently worked on. What was your role in the team?
- How would you react if your team is criticized for a project that was completely assigned to you?
- How do you create a balance between performing detailed quality controls on products while keeping the price low?
- Suggest new company policies for making our operations more environment-friendly? How would you ensure that these policies are implemented and followed?
- Share about a time when your standard process was unable to give desired results. What did you do?
- Give me an example of a successful product? What features made it so successful?
- Share about a time you managed to calm an angry client. What was your approach?
- How would you handle a client who visits the store or calls just when your shift ends?
Tips to assess candidates’ answers
- Start by determining your company’s values. All employees, from junior-level roles to the management, should share these key values.
- Then, make sure your each value converts into work behaviors. Situational and behavioral questions will help you in assessing if candidates maintain the required behavior at work.
- Smaller teams or departments might value additional skills. Modify your questions to assess those too. For example, a research team might prioritize innovation, while a sales team is likely to boast great client service approach.
- Try combining competency-based and values-based interview questions to assess skills and knowledge. This will help you in creating complete candidate profiles and reach more firm recruitment decisions.
- They don’t have real-life experiences or examples to share: During the interview, many candidates claim to be “great team players” or having a “solid work ethic”. But, if they fail to share real-life examples in support of these values, it can be a red flag.
- Their values are not related to the role: Employees with client orientations might be great for marketing and sales department that seek to interact with clients. But, they are not apt for the researcher’s role.
- Inflexible: New recruits could adjust to your working style, as long as they are interested in the position. If, however, they are inflexible and don’t match your key values, that is a red flag for long-term collaboration.
- Arrogant: Showing a bossy attitude or being negative towards criticism are signs of people who prioritize their own values over others’. In the long run such employees can end up creating a negative work environment.