Why values based recruitment hiring isn’t just a ‘nice-to-have’

Picture this. You hire a candidate with all the right experience and after a few rounds of interviews, you send through an offer and they sign on the dotted line. On paper, they tick every box and you’re excited that you’ve secured the right person.

But fast-forward three months… and things start to unravel. Communication is off, engagement has dipped, and your team starts to feel the strain. And the worst part? You have no idea why.

If this sounds familiar, you’re not alone. In fact, it’s a scenario that Australian businesses are experiencing time and time again. 

While this scenario can happen for many reasons, one could be that your recruitment decisions didn’t take values alignment into account, leading to misaligned hires. We’re diving into how to make values-based recruitment part of your hiring DNA, so you can avoid costly mis-hires and build a team that ticks all your boxes.

What is a values-based approach to recruitment?

A values-based approach to recruitment prioritises making hiring decisions based on how someone aligns with the business mission and values. Instead of only looking into experience or skills in the hiring process, it shifts the focus to how well a candidate aligns with your company’s core values, goals and long-term vision. 

When done well, values-based hiring can be revolutionary. It attracts motivated people who genuinely believe in what your company stands for. And when you have a group of people who all share the same goal or passion working together, it becomes an incredibly powerful tool for growth and collaboration.

Why values alignment matters in the recruitment process

Everyone wants to enjoy going to work and feel connected to the work that they do. And when your team connects with your company’s mission and values, it trickles down through the employee experience. 

Research shows that employees who feel a values alignment are far more likely to recommend their workplace as a great place to work. And when people feel proud of where they work and are contributing to a mission they care about, they’re more productive. It’s a win-win situation for both your culture and your bottom line.

On the other hand, if you bring someone into the business who is the exact opposite and doesn’t align with the values, regardless of how technically strong they are, it can present a whole world of challenges.  

Plus, our Hiring Snapshot Report shows misaligned recruitment and turnover is costly. Values-aligned recruitment helps you avoid these hiccups by ensuring every new team member supports and strengthens your culture, rather than undermining it.

Aligning company values with hiring decisions

To get aligned on your decisions and company values, you need to prepare and plan. Your values need to be more than just words on a wall or a slide deck in your new starter onboarding pack. They should be deeply embedded across the entire candidate experience including your careers page, position descriptions, interview questions, assessment criteria and onboarding. 

When applicants see and feel those values throughout the hiring process, they’re more likely to self-select if they continue in the process, and that means better alignment, higher engagement, and lower turnover.

How to identify a candidate’s values during recruitment

Identifying a candidate’s values during recruitment requires intention, structure and the right questions. You don’t want to fall into the trap of making assumptions or decisions based on personality or “gut feel”. You need to be conducting the hiring process in a clear, repeatable way that gives you practical insights into what truly motivates a candidate.

To understand what it is exactly that you’re looking for, spend time defining your own company values in practical terms. Ask yourself what they look like in practice by taking a look at how they play out in day to day team interactions.  

Employment Hero’s values in action

For example, at Employment Hero one of our values is “Own It”. This value means that our team takes initiative, embraces accountability and has ownership over the work that’s done. 

Once you know what you’re looking for in your ideal candidate, you can start jotting down interview questions and scenarios that dive into how a candidate has displayed the behaviours that you’re looking for in the past.

The trick here is to tap into behavioural interview techniques. Questions like, “Tell me about a time you…” give insight into real-world examples and how they perform against the values you’re looking for. Pay close attention to how they talk about collaboration, leadership, learning and conflict, as these moments often reveal more about a person’s values than a polished response that’s been well-rehearsed. 

You can also get insight into a candidate’s values when you’re nearing the end of the recruitment process. Don’t underestimate references checks. They can be a powerful tool and can give you confidence in your hiring decision. Ask past managers or colleagues how the candidate showed up in challenging situations. Did they stay true to their word? Support their team? Own their mistakes? It’s these situations that can help you make a clear and confident decision.  

Another way to assess values alignment is taking a look at the candidate’s behaviour during the recruitment process. For example, if your company has a value called “No egos, just great work” and a candidate is rude to the executive assistant arranging their interview, they might not be values aligned. Alternatively, if your company is a not-for-profit and you’re looking for people who are primarily motivated by their impact, but the only questions they ask are about the salary and benefits, they might not be aligned.

Examples of interview questions to use in value based recruitment

To lead with values-based recruitment, you need to ask the right questions. You need to dig deeper than technical skills alone to get a glimpse of how a candidate thinks, behaves and responds in real-world situations. We’ve wrapped up a few questions you can ask that can help you identify values-alignment from the very first conversation.

If you’re looking to get insight into how an applicant displays ownership, consider asking: 

• Tell me about a time you took initiative on a project without being asked. Walk me through the outcome.
• Describe a situation where something went wrong during a project. How did you take responsibility and what did you learn?

If you’re looking to get insight into how a candidate collaborates with others, consider asking: 

• Can you share an example of a time you worked on a cross-functional team? Was it successful?
• Describe a disagreement you had with a teammate. How did you handle it?

If you’re looking to get insight into how a candidate shows creativity, consider asking: 

• Tell me about a time you proposed a new idea or process. What steps did you take to bring it to life?
• What’s a recent trend or development in your industry that excites you, and why?

How to embed values at every stage of the recruitment process

Embedding values into every stage of your recruitment process sets the standard for consistency and alignment. It also makes your values more tangible because you’re making the switch from just talking about your culture and values, to putting it front and centre for every hiring decision you make. 

Review your job adverts 

To embed your values, we suggest starting with your job ads. Your job adverts should reflect who you are as a business, what you stand for, and the kind of person who would thrive in the role. Be sure to focus on your organisation’s values and that the expected individual values and behaviours align. This helps attract candidates who already align with your values and filter out those who don’t.

Add your values into your screening and interview process

During the screening process, include values-based questions or a shortlisting rubric to assess values alignment early. Then, use the interviews to go a little deeper. Lean on structured behavioural questions (like the ones we’ve included above) that prompt candidates to demonstrate how their values show up in real life.

Lastly, don’t forget to embed them in your onboarding

Secured a great candidate? It doesn’t stop there. Your entire onboarding and induction process should reinforce your values throughout all of the content, presentations and communication. This creates continuity and helps new hires feel part of the team more quickly, while boosting their confidence.

Hero Tip: Did you know Employment Hero makes it easy to embed your workplace values into each step of the hiring process? Create and post customisable job ad templates, create unique interview scorecards and tailored onboarding checklists.

Employment Hero can support your value based recruitment process

With Employment Hero’s powerful recruitment tools, you can embed values into every stage of your hiring process. From customisable job templates that reflect your mission, to interview templates that help hiring managers ask the right questions, our Employment Operating System is built to support confident decision-making. 

Our Applicant Tracking System (ATS) streamlines shortlisting and ensures every candidate experience aligns with what your business stands for. Plus, with built-in onboarding workflows and checklists, you can continue reinforcing your values from day one.
If you’d like to learn more about how we can support confident hiring, speak to one of our business specialists today or watch our ATS quick demo.