Ask the EXpert: How to operationalise your company values
Dear EXperts,
We are looking at our hiring and onboarding process and would like to design the entire experience from the initial recruitment process, through to onboarding and training. To get us started, I would love to include hiring questions that help us test for values-fit. How would should I go about doing this?
– Head of Ops, Fintech startup
Our EXpert advice
Oooh we love any topic that’s to do with operationalising company values, so let’s get stuck straight in to how you can design questions that ensure that you’re hiring for values-fit and culture add…
1️⃣ Define your company values
To effectively evaluate values-fit, start by defining your company's core values. We recommend having 4 or less so that they’re easy to remember. Ensure that these values are not just words on a page but deeply ingrained in your organisation's culture and reflected in employees' behaviours.
2️⃣ Identify supporting and undermining behaviours
Once your values are clearly defined, list the behaviours that support or undermine these values. For each value, consider what actions and attitudes show alignment and which ones contradict it.
3️⃣ Design behavioural questions
Craft interview questions that prompt candidates to provide concrete examples of how they have demonstrated the behaviours associated with your company's values. Sample questions may include:
"Can you share an example of a time when you exhibited [desired behaviour] in your previous roles?"
"How have you incorporated [company value] into your past work or projects?"
"Tell me about a situation where you encountered a [value-related challenge] and explain how you handled it."
4️⃣ Define values-fit indicators and evaluators
Document the values-fit indicators and provide guidance to your interviewers regarding what to look for in candidates' responses. Use a structured method like the STAR (Situation, Task, Action, Result) to bring the examples to life. Consider incorporating a scoring system to ensure a consistent evaluation process.
5️⃣ Balance consistency and adaptability
Maintain consistency in your interview process by asking the same values-based questions to all candidates applying for a specific role. However, be adaptable by tailoring the questions to different roles and seniority levels within the organisation. Ensure that the questions reflect the specific behaviours and experiences relevant to each position.
6️⃣ Feedback and iteration
Continuously collect feedback from interviewers to assess the effectiveness of your questions and evaluation methods. Make improvements and iterate on the process based on the feedback you get. Extend this evaluation beyond the hiring process, incorporating these questions in onboarding, reviews, and check-ins with new hires to reinforce your company's values.
Remember that values-fit questions are an important part of hiring decisions, but they should always be part of a comprehensive evaluation process that considers other factors like skills, experience, and culture-add. As always, whatever approach you take, ensure it’s documented and clearly communicated with your team, to provide a consistent experience for everyone involved in the process.
