Recruiting based on company values is becoming increasingly common which is not surprising given the array of benefits that come with such an approach. Company values provide direction and alignment to a common vision. They align individual employee goals to overall business aims which unites the two to create a culture of commonality and shared interests. With this, comes a positive and healthy work environment whereby employees are engaged and motivated, staff turnover is low, morale is high and productivity is optimised. It is therefore evident that when recruiting, the company values should be carefully assessed. Here are 10 ways that applicants’ demonstration of company values can be evaluated during the recruitment process.

  • Incorporate them into the job description – how are the values expected to be demonstrated through the main duties of the job role.
  • Incorporate them into the person specification – what behaviours and characteristics are expected, considering the values that are promoted?
  • Include value-based interview questions – “our company values are X Y Z. Which do you most closely relate to and why?”
  • Use competency-based interview questions – If a core value is resilience, ask them to talk about a time when they overcame a challenge.
  • Include group exercises at interview – if a core value is collaboration, provide a group task and assess the team-working skills.
  • Use pre-employment assessments – cognitive ability testing, personality questionnaires and situational judgement tests can all make it easier to assess a prospective applicant’s alignment with company values and culture.
  • Ask candidates what values are important to them personally – how do they fit with the company values?
  • Represent the values at every stage of the recruitment process – if a core value includes customer experience, don’t give interviewees a poor experience. If they include passion, ensure that interviewers portray their passion.
  • Score applicants on the values during the selection process – include these on interview rating forms.
  • Place as much emphasis on value alignment as you would to experience, skills and qualifications. It can be much more difficult to mould an employee’s personality and behaviours than it is to develop their hard skills.

The recruitment process is one that is costly to businesses when they get it wrong. Whilst skills, experience and qualifications are important measures of candidate suitability for a role, don’t get caught out by forgetting to assess candidate suitability to what the company stands for and the culture that it creates through its values.

If you think your recruitment process can be improved, why not get in touch via the contact us page to see how!