Last Updated on May 31, 2024 by Dave Schoenbeck
A job interview is much like a first date: you’re sizing up the other person to see if they’re a good match for you in the long run. But since that’s the case, why do so many interviewers focus on questions already answered on the candidate’s resume?
Of course, it’s a good idea to touch on an interviewee’s skills and relevant experience, but the primary purpose of the interview should be to determine what kind of person they are and whether they would be a solid fit for your company. Next time you have to interview a potential hire, try using values-based interviewing techniques to better understand who they are.
What Is Values-Based Interviewing?
Values-based interviewing is the process of asking interview questions that probe the candidate’s personally held values. These types of questions help determine whether the candidate’s priorities match up with what you value in an employee, and I’ve found they are a much better indication of how the candidate will react to different situations in the workplace.
Consider what values are essential for a person in the position you’re trying to fill. Ask interview questions about whether the candidate tends to act according to those values. A few examples of values you might be looking for would be accountability, teamwork, leadership, or self-discipline.
Watch out for candidates who may say they value something but can’t provide evidence of having acted according to those values in the past or candidates whose values seem unsuited for the position. For example, someone who values creativity and flexibility might not be the best fit for a repetitive job with minimal deviation in day-to-day tasks.
How to Incorporate Values-Based Interview Questions
It’s a good idea to open the interview with a few fundamental questions before launching into the deeper stuff. Once you’ve asked a few things about the candidate’s resume and experience, here are a few examples of values-based interview questions to use during your following job interview:
- What are your firmly held beliefs?
- How have you dealt with failure and disappointment in the past?
- What traits in other people make you uncomfortable?
- What traits in other people are attractive to you?
- How have you demonstrated loyalty to your past employer?
- How much independence do you need in your job?
- When was the last time you demonstrated selflessness?
- When are you at your very best?
- Can you describe the last time you weren’t treated fairly at work?
The best way to start the value-based interview process is to ask them to think about the last time they worked on a group project. Then, I had them tell me about the people who drove them crazy during that project and why. Conversely, I asked them who they respected and why. This will give you the boundaries of their values. From there, you can dig deeper using some of the abovementioned questions.
These thought-provoking, value-based recruitment interview questions can’t be prepared for before the interview, so you’re more likely to receive accurate answers than by asking the age-old “What is your biggest weakness?” By asking questions at the heart of the candidate’s values, you’re far more likely to discover whether they would be a good fit for you and your company. Click here for my list of the best behavioral questions for values-based interviews.
Coach Dave
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