Leadership Question: Interviews And Core Values
I believe it all starts with you defining your core values. If you don’t know what those are to begin with, you have no clue what you’re looking for in the interview. Without them, only talent really matters. If you want someone who doesn’t gossip, or someone who has integrity, then you have a place to start. I asked our HR Director Rick Perry to jump in and give a little insight on this question:
I try to determine if a person is a match by explaining specific examples of our culture and the “why” (core value) behind doing it that way. Simple process:
- Explain specifically how our culture works and the core value behind the “how.” For example, if the person is applying for a sales position, we will expect you to leave the cave, kill something and drag it home; that takes focused intensity over time and that translates into making a lot of phone calls every day.
- Using this example allows the person to respond to that type of cultural mindset; if they don’t take me somewhere that convinces me they have focus, intensity, never-give-up attitude, etc. in their DNA, then I don’t see a match for this specific core value.
I try to cover everything from passion, work ethics, integrity, character, etc. using this process.
Always remember that you can ask as many questions as you would like, it’s your interview. Have a list of what your core values in front of you and throw out situations that would require each value. See how they respond. The process will become easier the more you do it.
Question: How do you discover if someone is a fit for your company?
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