How do you evaluate a candidate's values fit?

1 Define your values

Before you start interviewing candidates, you need to have a clear and consistent definition of what your values are and how they translate into behaviors and outcomes. You can use your existing mission statement, core values, or culture code as a starting point, or create a list of values that reflect your vision, purpose, and expectations. Make sure your values are specific, measurable, and actionable, and that everyone involved in the hiring process agrees on them.

2 Ask behavioral questions

Behavioral questions are questions that ask candidates to describe how they handled a specific situation in the past, or how they would handle a hypothetical scenario in the future. They are designed to elicit examples of how candidates demonstrated or applied their values in their work. For example, if one of your values is collaboration, you can ask candidates to tell you about a time when they worked with others to achieve a common goal, or how they would approach a team project with different opinions and perspectives. Behavioral questions help you evaluate how candidates' values match your own, and how they can adapt to different situations and challenges.

3 Use a values-based rating system

A values-based rating system is a tool that helps you score candidates' responses to behavioral questions based on how well they align with your values. You can create a simple scale from 1 to 5, where 1 means no alignment, 3 means moderate alignment, and 5 means strong alignment. You can also use a more detailed rubric that defines the criteria and indicators for each level of alignment. For example, for collaboration, you can look for evidence of communication skills, teamwork skills, conflict resolution skills, and feedback skills. A values-based rating system helps you compare candidates objectively and consistently, and avoid biases and assumptions.

4 Observe non-verbal cues

Non-verbal cues are the signals that candidates send through their body language, tone of voice, facial expressions, and eye contact. They can reveal a lot about their personality, attitude, and emotions, and how they fit with your culture and environment. For example, if a candidate smiles, nods, and maintains eye contact, they may indicate interest, enthusiasm, and confidence. If a candidate frowns, crosses their arms, and avoids eye contact, they may indicate boredom, discomfort, or dishonesty. Observe non-verbal cues carefully and compare them with verbal cues to get a more holistic picture of candidates' values fit.

5 Ask for feedback

Feedback is the input that you get from other people who interacted with the candidate during the interview process, such as other interviewers, hiring managers, or team members. Feedback can help you validate or challenge your own impressions and ratings of candidates' values fit, and identify any gaps or discrepancies. For example, if you rated a candidate highly for collaboration, but another interviewer rated them lowly for the same value, you may want to explore why and how that happened. Ask for feedback that is specific, constructive, and evidence-based, and use it to make informed and fair hiring decisions.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?