You are ready to hire the right staff to provide high quality, person-centered care and support services. You’ve made a short-list of candidates, and you want to move forward with values-based hiring. So now the question is: how does a values-based employment interview differ from a traditional one?
In a traditional interview, the questions are typically generic ones that focus on the past, such as:
Meanwhile, a values-based interview (VBI) goes beyond the ‘how’ and ‘why’ of decisions made in the past. Yes, VBI might make use of a past-orientated question such as “Can you tell me about a time in the past you had a conflict with a co-worker and how you resolved it?” But unlike traditional interviewing, VBI goes a step further and tries to uncover the reasons behind the behavior, and the lessons learned for the future.
Some examples of VBI questions might include:
When an organization uses VBI to select job candidates, it demonstrates an ongoing commitment to the values and behaviors which
Sincron HR’s processes save time and money by automating flows and tasks. Using such a tool, you can automate your recruiting process, making it much easier to manage candidate pools or access their history, manage approval flows and recruiting sources, or communicate using various online channels. Discover details here.
If you think values-based interviews might be a solution to the employee revolving door at your agency, Sincron HR wants to hear from you. Use Sincron HR to build a better workplace.
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