Hiring for Success: The Role of Core Values in Building High-Performing Teams

Hiring for Success: The Role of Core Values in Building High-Performing Teams

What’s the biggest challenge holding you back from accomplishing your vision? For most leaders, the biggest challenge is not having a top-performing team. A team that has the right people in the right seats and is united, working towards the same vision. A team where everyone shares the same values. Imagine if you had that type of team, and what impact would that make on your company, the brand, and the bottom line? Finding people who are driven and passionate about what you do is imperative. People are looking not just for a job but also for a deep sense of purpose and to be part of a community of like-minded individuals.

As the COO and Integrator of our high-performing remote team at Better Talent, I get asked a lot about how to hire the right people for the right seats. This question is top of mind. Making the wrong hire is costly - not just for your bottom line but for your team morale, customer satisfaction, and, ultimately, your company's reputation.

Having the right people in the right seats is not only about having the right personality type and industry experience but also, equally important, sharing the company's values and using them as part of their decision-making process every day.

Article content Implementing your company's core values and using them in the hiring process is key to building a high-performing team.

Ok, I know what you’re thinking. The term “core values” sounds like a buzzword, but I assure you that values are the foundation of any team worth building.

We all have core values, and some have those at the center of our decision-making process. We can use them as a filter in the relationships we build personally and professionally. My central focus in writing this article is to give some strategies for using core values during the hiring process to help you build your high-performing team. When sharing how to make a great hire, one of my biggest pieces of advice is asking the candidate, "What are your core values?" Then, listen intently. Their answers will tell you a lot.

Article content A while back, I wrote an article called The Power Of Culture: How Values Drive Success. In that article, I discussed the importance of values and how to craft values that will drive your success.

Continuing my series on “How to hire for success,” I’m focusing on how establishing values will transform how you hire and ultimately help you build the high-performing team you've been dreaming of.

Cultivating a Values-Driven Workforce: One of the many benefits of establishing well-defined core values for your company is that you naturally begin to see traction and momentum because your team is all on the same page.

This doesn’t happen without being intentional. You must communicate to your team the importance of a values-driven culture to get these results. A simple way to do this is to recognize and reward the employees in your organization who embrace and live out your core values.

Article content Core Values in Hiring: Here’s the information you’ve come for - how to hire a high-performing team!

With a resume, cover letter, or traditional interview questions, it can take time to determine if a candidate aligns with your organization's core values. But as someone who has worked in talent acquisition and optimization throughout my career, I have outlined some strategies below to help you reach your hiring goals.

Practical strategies for core value integration in the hiring process:

Ask Values-Based Questions: Not asking the necessary questions is a big mistake I often see leaders make. My advice is to let the interviewee know from the start that you’re a values-based company. I recommend that your company values be included in your job listing. This won’t just help you hire the right person but will help attract the right person.

Asking Value-Based Interview Questions: An effective technique in the interview process is to intentionally ask open-ended questions that require candidates to provide specific examples of their past behavior. Doing this allows for less rehearsed answers and offers the opportunity to have real conversations so you can get to know them better.

Sample Values-Based Question: “What core values would people closest to you say you’re known by?

Sample Values-Based Question: “Why are those core values most important to you?”

Follow-Up Question: If the candidate didn’t explain the significance of their core values, take this chance to ask why they prioritize these values.

Use Your Observational Skills: From the moment you start the interview, be aware of their behavior. Paying attention to how they greet you, their courtesy level, punctuality, and how they interact with others on the call or in the room.

It's also important to remember how intimidating an interview can be and consider it when thinking about how things went. We’re all human.

Look For Consistency in Responses: Candidates generally come prepared for an interview and may have even looked up advice online for the best answers to typical interview questions. That’s understandable, but you want to get to the core of who someone is and get past what they may have rehearsed. You’ll want consistency in the candidates' responses throughout the interview.

Consider an off-site interview: Having your final interview be an in-person, off-site meeting is great. Potentially meeting at a coffee shop or a restaurant. Wherever you choose to meet, make sure it’s somewhere you can see the person interacting with others. In this interview, you’ll also get to ask questions in a more relaxed environment to get a clearer picture of their values. This is the best way to get answers to those final questions about their values and solidify that this person will be a great addition to your team.

The Long-Term Benefits of a Values-Driven Culture: The results speak for themselves: A values-driven culture strengthens your brand reputation and garners lasting customer loyalty. Today's consumers and job seekers are selective, gravitating towards companies with solid principles. Hiring team members who resonate with your culture and building connections that drive long-term success makes it even more critical.

Great things happen when leaders allow their core values to play a strong role in hiring and building their team. I've personally seen it countless times in our industry.