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How to recruit based on values

Having a well-defined culture will allow your company to unite and scale to new heights. Hiring based on company culture is difficult, as culture can change as organisations grow and develop. Hiring based on values, however, is a much clearer task. This should lead to you finding that perfect fit, creating better retention, collaboration, and productivity.

Values-based recruitment should prioritise your values, beliefs, and aspirations when attracting and hiring new talent. When you focus on these core elements, you will build a team of the right people. 

Define your values as the guiding principles that are the most important to your business. These may be honesty, reliability, creativity, and so on. By prioritising values throughout the hiring process you will be more likely to find individuals that fit your brand culture.

Techniques for successful values-based recruitment

Implementing a values-based recruitment strategy isn’t just listing your values in a job spec. You will need to be strategic about how you demonstrate and measure values throughout the recruitment process. We recommend completing the following steps. 

Values mapping:

Map out all of your values and standards. Try to think about how these values translate into everyday actions and behaviors. Remember to address the company as a whole, including existing team member’s values. Build the list until you are confident that you have captured the essence of your organisation. 

Create the job advert

Make sure your values shine through in your job advertisement. Getting this right will ensure your attracting the right people from the off. This is step one, as listing your values in the ad will not be enough. Be sure to write how the values will directly relate to the role. 

Conducting assessments

There are several possible assessment methods. These include skills tests, interviews, practical tests, behavioral tests, etc. All of these methods will allow you to benchmark candidates against your values. 

-Cognitive ability tests are great at measuring values related to problem solving and reasoning. 

-Personality questionnaires allow you to evaluate key traits like honesty, openness, humility, and so on.  

-Situational judgment tests pose scenarios that offer insight into how someone will react while working.

These tests will allow you to discover if the person will be a solid fit for your company based on organisational values. Remember that these tests should not be viewed as black and white. We recommend you put a threshold in place. Doing this will ensure that you find someone with the right values and skills, rather than one or the other.

Once you have completed the above, you can delve into values-based interviews. These interviews will allow you to get to know the candidate before making a decision. 

Role-play interviews can be a great way to watch and understand how people react without any preparation. 

Use questions that will test the candidate against each of your core values. Always choose to ask follow-up questions, which will allow you to dig further and better understand their answers.  

If you would like to discuss recruiting based on values with a member of our team, please get in touch. 


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