Recruiting Online? 5 Innovative Ways to Get Out More Out of Your Candidates by Using Values-Based Interviews 

While recruiting online, interviews can be a career maker or dream dasher. That’s why interviews have to be more than just a conversation. They need to bring insights and other elements like skills, education, experience and personality traits that make you a good match for an organisation.

Having values that reflect that of the organisation is just as important, but how do you find out what a candidate’s values are and how do you measure the responses? 

This is where value-based interview questions provide the needed insight when recruiting online. 

In this guide, we are going to take you through value based questions, why you need to ask them at an interview stage and provide some key examples to give you further insight.

Why Ask Value Based Questions While Recruiting Online

The core values of a business reflect a company’s mission and long-term objectives – these are not just theoretical beliefs. 

How your employees collaborate with one another, where the business invests the most amount of time and money and what kind of people work and stay working in your organisation is how your business defines itself.

Therefore you want to establish from your candidates if their priorities align with your goals while recruiting online. Also what they will prioritise in the workplace and what drives their behaviour.

Value based questions also reveal what these approaches can highlight such as:

• Empathy. The ability to understand other people and share feelings with your colleagues and their point of view.

• Compassion. Being able to show consideration for the suffering or misfortune of colleagues and within the organisation to help make more informed decisions.

• Trustworthiness. When recruiting online, make sure the candidate is someone the organisation and colleagues can rely on?

• Accountability. Is the candidate someone who can be responsible to others, the team, and best represent the organisation?

• Teamwork. Can the candidate work as part of a team and pull in the same direction as the others? Or are they more of an individual and does that conflict with organisational goals?

• Leadership. Is the candidate a person who can lead in the day to day to deliver what the organisation requires? Can they step up and lead in a crisis?

• Creativity. How much of a role is creative and how much of it is required to really hit organisational targets?

• Social responsibility. While recruiting online, ask if the candidate and organisation integrate social and environmental solutions to business operations?

• Innovation. Does the organisation need someone who can provide new ideas to the team?

Sample Value Based Interview Questions

Adaptability questions

1. What is most important to you in the workplace? Why?

2. Are you flexible when it comes to workplace changes? Describe a time when you adapted to change.

3. Tell me about a time when you were unable to adapt in the workplace. Why?

4. What are some negatives to change that you’ve encountered in your job? Tell me about them.

5. Have you ever had to change a project around at the last minute? What did you do? How did it work out?

Collaboration values interview questions

6. Do you prefer to work alone or with a team? Why?

7. Tell me about a time you disagreed with your teammates. What happened?

8. Describe a time when you had to work with someone you didn’t get along with. What did you do? Did things go smoothly?

9. Describe your ideal teammate. Have you ever worked with someone who embodied these characteristics? Tell me about your experience.

10. What role do you typically take on while working with a team? Give me an example.

Communication values-based recruitment questions

11. How would you describe your communication skills?

12. How important are communication skills to you in the workplace?

13. Tell me about a time when a miscommunication resulted in a setback. What did you do? What did you learn from the situation?

14. Describe a situation where you needed to convey an idea to a coworker. What did you do to get your point across? Were there any setbacks along the way?

15. Tell me about a time when you had to sell an idea or opinion to someone in the workplace (e.g., boss, coworkers, or customers). What was the result?

Dedication value-based questions

16. Tell me about a time you became disengaged at work. What happened?

17. Describe a time you were happiest and most productive at work. What responsibilities were you doing?

18. Where do you see yourself in five years?

19. Tell me about an achievement that was difficult to reach. How did you accomplish it?

20. Have you ever taken the initiative to learn something new for a job? Tell me about it.

Conclusion

Being able to ask value based questions will help recruiters understand what potential employees have to offer in alignment with the long term vision and strategy of the business while recruiting online. But, you can fine-tune your interview segment even further with the help of EVA-REC!

EVA-REC is an on-demand hiring platform that automates and improves the hiring process with AI technology. From small businesses to industry giants – EVA-REC offers fully customizable world-class features that help create a rich and immersive hiring experience for recruiters and candidates. With EVA-REC, companies can drive merit-based, objective, and fair hiring practices that minimize bias, without dehumanizing the hiring process. Want to see EVA-REC in action? Request a free demo and see how our hiring platform can help you achieve hiring success! 

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