MightyRecruiterValues-Based Interview Strategy: Two Steps to Better Hiring
To be frank, the talent that your business hires is only as good as your hiring processes. You must have exemplary practices in place to weed out employees who will not perform to expectations. At the same time, when you ask the right questions, you identify folks who will potentially surpass expectations. Using a values-based interview strategy is an excellent method for better hiring.
Before You Devise a Strategy
Before you can begin a values-based interview strategy, you must identify what exactly the values of your business are. It’s very possible that what your business lists as its values on paper do not match what its values in practice are. For sure, becoming a business that is values-oriented comes with its share of growing pains and adjustments. Here’s an overview of the process. Many steps will overlap, happening at the same time.
1.Identify the values of the business, smoothing out any discrepancies between reality and what is on paper.
2.Communicate these values to folks at all levels of the business.
3.Chat with your highest-ranking performers about how and why they use these values.
4.Revamp your interview process to become values-oriented; this step includes coming up with a values-based slate of questions and retraining interviewers. It also includes bringing your top performers on board for interviews.
5.Include the values of the business into expectations and reviews at all levels.
Only when your business is values-oriented does a values-based interview strategy truly reap rewards. However, point 4 may need further clarification about involving your top performers in the hiring process. One big reason for this step is that top performers who live these values every day at work are in a better position than hiring managers or supervisors to articulate the values and behaviors the specific position demands. Top performers also tend to recognize innate attributes such as passion and ambition in other folks, and often know good follow-up questions. Ask these high performers to think about their answers to questions such as, ïWhat are some difficult situations you handled successfully, and whyï and ïWhy do you do your job wellï
Step One: Focus on Better Interview Outcomes
A values-based interview strategy is centered on a structured, focused interview that identifies qualified, good-fitting candidates. The questions asked in such a process are overwhelmingly open ended and values based.
-Interviewers and top performers identify and discuss important attributes of the position before an interview. Each attribute should be ranked in order of importance.
-Each candidate is asked the same questions.
-Interviewers objectively assess answers on interview evaluation forms that include spaces for each attribute of the position.
-Interviewers discuss candidates and their answers, with the high caliber of questions getting rid of guesswork.
-Candidates are selected for positions based on their behavioral patterns rather than on interviewers’ gut feelings.
Some open-ended and values-based questions you can ask job candidates include the following:
-In any job, it’s common to find yourself in a stressful situation. Tell us about a time in which you stayed compassionate amidst a lot of stress.
-What mistakes have you made due to stress on the job What did you learn from these mistakes
-This position requires that you communicate with clients very tactfully. Please tell us about a few times you had to use tact to communicate in prior jobs.
-Tell us about a situation in which a colleague did not follow through with his or her end of a project.
Step Two: Start a Little Bit at a Time
Shifting to a values-based interview strategy is a huge change. Don’t make it more overwhelming than it needs to be. In fact, start with only one position. Many companies like to tackle their new strategy with a position that many clients or customers see, and a position with high turnover. For instance, a big law firm might start with a receptionist position. Airlines could start with flight attendants. A university could start with a janitorial position; janitors are very visible, interact with the public all of the time, and must meet very high standards. However, keep in mind that if your organization does not value fair compensation for these jobs, you still might not attract the applicants you would like.
Now is a great time to be proactive and to begin the shift toward revamping your business culture, if necessary. As a result, your interview processes should become more effective. As you work to develop a values-based interview strategy in your organization and to make all-star hires, turn to the resources at Mighty Recruiter for assistance.