Why you Need to Hire for Values Over Skills
If your business has ever done sales then you’ve done the work of defining your ideal client. When your salespeople can picture their dream customer, fewer such opportunities will slip through the cracks. Whether your ideal client is the perfect buyer for your product or someone who could really use your services, they are very likely to be someone who will recommend you to others.
Have you tried applying this same approach to your hiring process?
You may have a very clear sense of when you’re speaking with an ideal client, but what about your ideal job candidate?
The job market uses broad terms like ‘culture fit,’ but what the heck does that even mean?
Outside of checking the traditional boxes available on a resume, how do you know when you’ve found the right person?
Believe it or not there IS a right type of candidate, and identifying them goes way beyond how they present ‘on paper’.
Do you remember the days when you were applying for jobs? Aside from asking about your experience, you were probably hit with predictable scenario questions about your past experiences in difficult situations or asking how you might handle a hypothetical. Either way, the question required you to think on your feet and formulate an answer using your intuition as a guide.
That’s because the interviewer wasn’t invested in the outcome of the situation in your example. They were interested in your behaviours and outlooks because those things are great indicators of your values. No surprise, a candidate whose values align with the company at which they are interviewing has a higher chance of success – both in interviewing and in the role itself.
For example, if honesty is a top priority in your organization then you’re going to search for candidates that can demonstrate that they value honesty in everything that they do. At Castle HR, we look for candidates who have Grit (read as: Hustle & Heart), so we know they will give their best effort and care about the results. We ask questions that reveal “gritty” qualities and elicit stories that demonstrate working towards success. That’s a great indicator that they align with our values, and will succeed in our environment.
Many of us have not been into an Apple store for a while, but we know what the experience of the store is like. But what about the people working there? Have you ever noticed that even though the store is always full of customers, the employees seem cheerful and unfazed? No matter how frenzied the activity around them, Apple employees are famous for maintaining this happy sense of calm and staying upbeat.
Amazingly, this isn’t because Apple employees are all technological wizards that gain comfort from having all the answers always, or that they love standing on their feet all day answering the same questions over and over again. Apple employees are happy working at Apple Stores in large part because Apple hires the type of people who would be happy being just about anywhere.
Apple specifically seeks out happy, calm, easygoing personalities to work in their stores. Expert knowledge about technology is less important when considering a candidate because it can be learned – and of course they’ve developed processes to download that information. Rather, it’s the soft skills and personality traits that are harder to learn and say much more about a person’s values. Speaking broadly, those easy-going employees at Apple value positivity and kindness, and you see that in how they interact with customers.
We see parallels in the legal world, too. In some areas of law that focus on litigation, lawyers and hiring managers look for students and junior lawyers who are bold, passionate, and strong-minded. The reasoning is the same: they can teach a young lawyer the fine details of the law, but the passion that it takes to get on one’s feet in court and advocate for a client can be daunting, and is harder to learn because parts of wanting to be that advocate come from your values.
Know Your Subcultures
A candidate who does not align well with your company’s values is unlikely to be a great fit on any of your teams. That should be pretty obvious. But looking at this in the opposite direction presents an interesting distinction:
Your company has core values, but each team can have its own sub-set of values too. And just because someone matches with the core values does not predict that they will be a good fit for the subculture of any given team.
Imagine a respected company, with a team of successful salespeople that has a reputation for being a bit abrasive. On this team, the ability to push people’s buttons is important. The kind of drive for success it takes to treat people this way is a value of the sales team subculture. But you wouldn’t want someone like that on a team that highly values empathy. Imagine them taking customer support calls! Yet both teams and their very different subcultures must coexist within this organization.
For another example, consider a team of developers compared to a marketing team. The former might value adherence to rigid industry standards and best practices, while the latter could prioritize exploration and unorthodox approaches to new problems.
It’s easy to see how hiring for alignment with your company values and for the subculture of the role’s team are both important.
Values are the pieces that you cannot instill in the venue of new hire training. They come from within, and are very difficult to change. If a person’s values do not align with your organization’s, they are probably not the right fit no matter how strong their technical skills.
Know the values that your organization prizes and behaviours that demonstrate them. You’ll need to figure out what interview questions will uncover whether a candidate shares those values.
Later on this month we’ll be taking a closer look at interviewing, and how to assess if that promising-on-paper candidate really is the right fit for your company, and for the team they would join. In the meantime, we are available to assist you at any time with your HR needs. Our fractional HR setup means that we do not need to be onsite to be able to lend a helping hand. Contact us today to learn more about our services.
Time to refresh your hiring process? We can help!