What are the best interview questions to assess organizational fit and values?

1 Why fit and values matter

Organizational fit and values are the degree of alignment between an employee and an organization on their mission, vision, goals, norms, and expectations. A good fit means that the employee shares the same values, beliefs, and attitudes as the organization, and feels comfortable and motivated in the work environment. A poor fit can lead to conflicts, dissatisfaction, turnover, and low productivity. Therefore, it is crucial to screen for fit and values during the hiring process, especially when you recruit global talent from diverse backgrounds and cultures.

2 How to define your fit and values

Before you can assess fit and values in an interview, you need to define what they are for your organization. You can start by reviewing your mission statement, vision statement, core values, and strategic objectives. These should reflect your purpose, direction, principles, and priorities as an organization. Next, you can identify the behaviors, attitudes, and skills that demonstrate your fit and values in action. For example, if one of your values is innovation, you may look for candidates who show creativity, curiosity, and willingness to experiment. Finally, you can communicate your fit and values to your candidates through your employer brand, job descriptions, and career site.

5 How to evaluate fit and values answers

After you ask fit and values questions, you should evaluate the candidates' answers using a standardized and objective method. One possible method is to use a rating scale, where you assign a score to each answer based on how well it matches your fit and values criteria. For example, you can use a scale of 1 to 5, where 1 means no fit and 5 means perfect fit. You can also use a rubric, where you define the specific indicators and expectations for each fit and values question, and compare the candidates' answers to them. For example, you can use a rubric that lists the key behaviors, skills, and outcomes that demonstrate innovation, and rate the candidates' answers accordingly.

6 Examples of fit and values questions

When conducting interviews, you should consider asking fit and values questions that are tailored to your specific organization and role. For example, you could ask how someone aligns their personal values with their professional goals. You could also ask them to describe a time when they had to work with someone who had a different cultural background or perspective. Additionally, you can ask about current trends or challenges in their field that interest or inspire them, and how they keep themselves updated and informed. Furthermore, you can inquire about creative or innovative solutions they have come up with to problems, as well as how they balance competing priorities and deadlines in their work and cope with stress and uncertainty. Additionally, you can ask them about how they approach feedback and learning in their work, how they collaborate and communicate with team members and stakeholders, how they handle ethical dilemmas or conflicts of interest in their work, how they demonstrate their commitment and passion for their work, and how they adapt to changing or evolving situations in their work.