Interviewing for values means checking whether a candidate's usual behavior is compatible with the company's culture. It is not about asking whether the candidate 'shares our values' and receiving a polite yes.
Ask about behavior
Values are revealed through past actions. Ask the candidate to describe situations: a conflict with a colleague, a difficult client, a mistake, a deadline risk, a choice between speed and quality.
Listen not only to the result, but to the logic of the decision: what the person noticed, what they considered important, whom they involved and what they learned.
Avoid abstract questions
Questions like 'Are you responsible?' or 'Do you like teamwork?' rarely help. Most candidates will answer in a socially desirable way. Instead, ask for examples and details.
A good question may sound like this: 'Tell me about a time when you disagreed with a manager or client. What did you do and why?'
Compare with the role
There are no universally perfect answers. The same behavior may be suitable for one company and risky for another. The interviewer must compare the candidate's values with the real culture and the expectations of the role.
This English version is translated and edited by meaning. Obvious spelling and recognition errors in the Russian source are corrected in the English wording.
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