In the dynamic world of recruitment, ensuring a candidate aligns with your organization's values is as critical as assessing their technical qualifications. Behavioral-based questions are one of the most effective tools in an interviewer's arsenal for this purpose. These questions dive into a candidate's past experiences to uncover how their actions and decisions reflect their values, offering a glimpse into how they might navigate similar situations in your workplace.
The core principle of behavioral interviewing is straightforward: Past behavior is one of the most vital indicators of future performance. While other question types — like hypothetical or direct inquiries — offer value, behavioral questions uniquely ask candidates to recount real scenarios, offering richer insights into their decision-making and alignment with your organization's culture and values.
The behavioral question doesn't just ask for intent; it seeks evidence. It allows the interviewer to explore what the candidate did, why they did it, and the results of their actions, building a fuller picture of their behavior.
Every organization operates based on a unique set of values, defining how work gets done. However, these values can manifest differently depending on the organization. For instance, "taking responsibility" in one workplace might mean following through on commitments. At the same time, in another, it might look like picking up trash on a medical campus (even if it's outside one's job description) to ensure a pristine environment for patients.
To effectively assess alignment, organizations need to:
-
Define Values in Action: Specify what each value looks like in the workplace. For example, responsibility might translate into collaboration, attention to detail, or a proactive approach to problem-solving.
Here are some typical organizational values, samples of how they might be defined in action, and behavioral-based questions you can use to assess alignment during interviews.
Responsibility
Definition: In our organization, responsibility means proactively addressing challenges and contributing to the team's overall success. This includes stepping up to complete tasks that fall outside of formal job descriptions for the greater good of the organization.
Behavioral-Based Question: "Walk me through when you took the initiative on a task that wasn't in your job description. What did you do, and what was the impact on your team or organization?"
Collaboration
Definition: Collaboration at our organization means working effectively with others, especially those with diverse perspectives or work styles, to achieve shared goals. It involves active listening, adaptability, and fostering mutual respect.
Behavioral-Based Question: "Tell me about a time when you worked with someone whose perspective or working style differed from yours. How did you adapt to ensure a successful outcome?"
Adaptability
Definition: Adaptability means staying flexible and resourceful when faced with changing circumstances. This includes maintaining focus and composure under pressure while finding creative solutions to new challenges.
Behavioral-Based Question: "Describe a situation where you had to pivot quickly in response to unexpected changes. What actions did you take, and what was the result?"
Integrity
Definition: Integrity in our workplace means doing the right thing even when it is difficult. It includes honesty, ethics, and transparency in your actions and communication.
Behavioral-Based Question: "Can you share an example of a time when you faced a dilemma and had to make a difficult decision that required upholding ethical standards? How did you approach the situation, and what was the outcome?"
Innovation
Definition: Innovation involves bringing creative ideas to the table and finding new ways to solve problems or improve processes. It requires taking calculated risks and thinking beyond the status quo.
Behavioral-Based Question: "Tell me about a time when you implemented a new idea or approach to solve a problem. How did you develop the idea, and what was the impact?"
Additional Benefits
Incorporating behavioral-based questions not only helps identify candidates who resonate with your organization's values but also does the following:
By knowing in advance what a strong, acceptable, and weak response looks like, interviewers can rate candidates more effectively and objectively. Having a few key phrases or criteria next to each question enables more consistent evaluation and ensures you focus on responses that matter most for the role and your values.
Hiring for values alignment is essential to building a cohesive, productive workplace. By clearly defining values, translating them into actionable characteristics, and crafting thoughtful behavioral-based questions, you can uncover how a candidate's experiences reflect the principles that drive your organization's success.
Chelsea Jensen is a human resources consultant for Employers Council.