Ever wonder why some of your employees are a perfect fit and others, well, aren’t?
For a variety of reasons it is easy for people to end up in the wrong company. Sometimes it is because they really need a job. Sometimes because they are doing a favor for a friend. Maybe they heard they could make more money with your company.
The next thing they know, they are interviewing for a new role, and son of a gun, they get it. Now what? Reality sets in. They start wondering why their personal values and the company’s values don’t align. The company starts wondering the same thing. You can see where this is going. Nowhere, and fast.
There is a way to fix this death spiral though. Maybe not with this employee, but certainly the next one. Value Driven Behavioral Interviewing. It is not a new type of interviewing. Behavioral based interviewing has been around for years. But it is critical that the process is Value Driven.
This style of interviewing takes on many names: SAR (situation, action, result), STAR (situation, task, action, result) or PAR (problem, action, result). It is based on the premise that past behavior is the best, not the only, but the best indicator of future performance.
It really works! But the trick here is not to just find good employees, but to find employees that are a good match and want to stay with the firm as it grows. To do that, it is critical that the process begins with a solid look at the core values of the business. What makes it tick? Why did the founders start the business in the first place?
By leveraging these core values during the interview process, it is possible to identify candidates that align not only with the task at hand, but also with your core values. Whether integrity, innovation, customer service, or just good old profitability, make sure the entire process is driven by your core values.
By the way, this means you have to know your core values.
Photo credit to James Thomas