Ask These Questions to Ensure a Core Value Alignment with Potential Employees

As a hiring manager, one of the last things you want is to bring a new employee on board only to have them resign, voluntarily or otherwise, a short time later.

  • The U.S. Department of Labor has estimated the cost of a bad hire at at least 30 percent of an individual’s first-year expected earnings. In the case of an employee earning $50,000, for example, this amount would be $15,000 or more.

While there’s never a 100 percent guarantee that a new employee will work out for the long run, hiring people who are the right fit for your company culture is a must. This means confirming during your interviews that a candidate’s core values are in perfect sync with those of your organization.

Ask behavioral and situational questions.

Core values reflect a company’s mission, beliefs and objectives. They define how people collaborate and are the basis of a harmonious work environment. Candidates’ responses to questions like these will help you confirm that they embody the values you’re looking for as your position your business for ongoing success:

  • Describe a time when you faced an ethical dilemma at work. How did you handle it?

Look for a candidate to describe a situation when they had to do the right thing, even if it was hard. You’re gauging for honesty, integrity, and solid moral standards – a person being willing to do what’s right, without exception. There’s no gray area when it comes to good work ethics.

  • Have you ever had to collaborate with a difficult coworker? What was your approach?

It’s important to make sure team members can get along with others and maintain a peaceful, productive environment. Occasionally, this may mean managing tension or interpersonal conflict.

  • Tell us about an instance where you solved a problem in a non-traditional way.

This is an excellent question for defining the extent of a person’s creativity and innovation. It also allows you to see if they think progressively and can adapt to different situations and challenges.

Hint: With these and all behavioral and situational questions, look for specific, concrete examples that paint a clear picture of a candidate’s unique skills and accomplishments. Raise a red flag if they can’t support their arguments with clear facts and details. Other warning signs to be aware of include:

  • Inflexibility: Again, this comes back to company core values. If a candidate expresses an opinion that clashes with any or all of those values, steer clear of taking things any further with them.
  • Arrogance: This may come across as negativity towards criticism or demonstrating an overly bossy attitude. This behavior generally indicates that a person prioritizes their own values over those of others. In the long run, they will likely add toxicity to your workplace and may not even comply with your company policies.

For more insight into perfecting your hiring strategy, including your watertight interview process, contact PrideStaff Modesto today.