The One Question You Never Ask In An Interview But Should

Hire the Best - Use for Web applications, emails, etcWhat do you value? Most of us are never asked this question when it is one of the most important questions to ask ourselves and our candidates.

So answer the question; what do you value?

If you are like most people, you’ll start with honesty, integrity, relationships, and other easy layups.

Look around your office and think of your home surroundings. Look at what you wrote checks or swiped your credit card for in the last year. When you do that, you’ll start to see what you truly value.

If you do some soul searching and you will find even deeper truths. I have coached clients through a values exercise, and they have come up with values such as humor, prosperity, spiritually, doing what is right for all concerned, loyalty, doing whatever it takes, doing what they say they will do, innovation, profitability, learning, constant improvement, and many more.

Picture11A company is made up of individuals who each have individual values. It is the values of the leaders that dictate the values of the organization. Based on this truth, do you screen your candidates for their values? That’s tough to do if you don’t have your top 6 values documented.

Document your top 6 values and why they are important to you and your company. It is then that you can start to craft questions that will identify your candidates’ values.

Value Alignment is as Critical as Experience:

Managers are usually good at screening for candidate skills. However, more employees are released due to value and culture misalignment than for lack of ability and skills

As an example:

The Superintendent of Des Moines Public schools was released from her job and fired from the job she was transitioning to because she used the school systems email to exchange sexually explicit emails to her lover, who, by the way, was not her husband. Is this an excellent example of poor judgment, or is it just poor values? Foundational to our judgment is our values. Both the Des Moines and Omaha School Boards, who had just hired her, look bad for their poor selection judgment.

Foundational to any public sector job is serving the public. It is the understanding that the clientèle have entrusted you with their money to administer your services and responsibilities in a manner where your ethics would never be put into question. This is a high standard, but if you are not up to that standard, don’t take a job in the public sector. If you where the hiring manager for a public sector job, why would you not have a whole screening process around the one foundational value your company relies on?

At Performance Group, an immediate disqualification of any candidate is falsifying their resume. This typically is seen in the form of leaving out a position the candidate held for just a short period of time. Sometimes the advice to leave out a job comes from “career advisors.” It doesn’t matter where the advice came from, it only matters that they acted on it. This shows poor judgment and values. If a candidate is willing to do that, then what would they be willing to do with your expenses report?

In short, what you value and what your candidates’ value should be the same.