Understanding Value Based Interview
We all go through an interview to get into careers. At one stage or another, the interviews can be a career maker or a dream dasher. Value-based interview questions are questions that ask about your morals and professional standards, as well as how you implement them in the workplace. Companies want to know how you hold these values.
The important thing to remember when learning how to pass a values-based interview is to focus your preparation on in-depth answers that are specific in nature. It is vitally important that you are able to demonstrate how you have already used the value being assessed whilst working in a previous role.
Company values are more than just theoretical beliefs. They reflect your mission and long-term objectives.
The examples of values usually assessed in these types of interviews include professionalism, confidentiality, adaptability, customer focus, and care.
The value-based interview incorporates the values throughout the entire interview. Values Based Recruitment (VBR) is an approach that attracts and selects students, trainees, or employees on the basis that their individual values and behaviors align with the values of the company.
The key outcome of the process is to attract a candidate who is technically skilled, has the appropriate experience, and shares the value and desire to do the job.
How to Identify Your Own Values
Identifying your personal values can be challenging and not many people can describe their values in a fluent manner. Create a mind map and take note of these questions:
- What makes you feel happy and why?
- What makes you feel proud and why?
- Who inspires you and why?
- When looking at a list of values, which ones are you most drawn to and why?
There is no limit on how many values you can pick. But, for the purpose of the interview, try to pick up to five values and focus on those values.
Tips on Values-Based Interview Questions
1. Read the Job Description
The assessed values are usually in line with the interview person’s specifications and job description for the role you are applying for. We strongly recommend you read these important documents before attending your values-based interview and then provide evidence of where you meet each and every one of the values under assessment.
2. STAR Method
The most effective way to answer values-based interview questions is to make good use of the STAR (Situation Task Action Result) method.
When answering any type of behavioral or situational interview questions, you should always start off by telling the interview panel the SITUATION you were in, then explain the TASK that needed to be done, the ACTION you took before finally explaining the RESULT following your action. By using the STAR technique, you will ensure you gain the highest score in interviews.
3. Provide Strong or Specific Answers
You can also pass a values interview by providing strong, or specific answers to the interview questions. The values should be answered in such a way that shows that the candidate is suitable for the role and will follow the company’s values.
Benefits of Value-Based Interviews
1. Builds Character
These kinds of values-based interview questions are designed in such a way that helps the candidate make decisions that they do in the workplace. The operational values of the startup ensure you in hiring the best talent that is the best fit for you and your business. Value-based interview guides employees to build the right personality and ensures to face challenges that they come across during their work. Character is like a tree and reputation is like its shadow.
2. Scales Your Business
Values are one of the most critical characteristics and they are tools that must be handed over to every employee. Scaling a business means setting the stage to enable and support growth in your company. It means having the ability to grow without being hampered. It requires the right personality to enable to operate in any complex situation.
3. Streamline Your Process
The hiring process is time-consuming and challenging. It takes serval steps, such as an applications interview, a second round interviews, and internal meetings to streamline the process. The key to hiring through values-based interviews is that your team can know and trust what the applicants have already been through.
4. Builds Confidence
The entire point of building the value-based system hiring process is to remove any doubts or questions. This type of interview test the candidate’s character and personality on how they react to a situation and suggests ways to handle the situation according to the organisation’s policies and procedures.
5. Right People Right Seats
When applying value-based interview hiring practices, not only are you bringing in the right candidates, but you are bringing the right candidates for the right role by knowing the personality of the people. You come to know about the people who have the eligible personality to react in a certain manner when they fave those situations.
Frequently Asked Questions (FAQs)
1. What are value-based interview questions?
During the hiring process, the value-based interview helps identify the candidates who share the same values and fit in the workplace.
2. How do you answer the values-based interview questions?
Make sure that your views align with the expectations in areas of honesty, trust, and reliability. Explain doing the right things is important to you in all settings.
3. What are the four core values?
The four core values are integrity, customer service, respect, and professionalism. The four core values are integrity by telling the truth, being consistent in the workplace, respect by valuing the worth of others, customer service by exceeding expectations, and professionalism by treating everyone equally.
4. What values do employers look for in interviews?
Determine the values that your company embraces. All employees, from entry-level to top-level should follow the core values of the company.
5. What is the STAR method in interviews?
The STAR (Situation, Tasks, Action, Result) method is a structured manner of responding to behavioral-based interview questions, by discussing the specific situation, task, action, and result of the experience you are describing.
Values-based interview questions have core values that they follow. To find out if a candidate’s value would conflict with your client’s company. Value-based interview questions can examine how the candidates feel about the things like adaptability, collaboration, communication, dedication, integrity, and dedication.
The benefits of value-based interview questions are that it builds character, scales your business, streamline your process, build confidence, and bring the right people for the right role. In value-based interview questions, it is suggested to follow the STAR (Situation, Tasks, Action, Result) method as a structured manner of responding to the questions.
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