What is values-based assessment?

Values-based assessment is an approach that focuses on evaluating candidates not just by their skills and experience but by how well their personal values align with the core values of an organisation.

While traditional assessment methods primarily focus on competencies, a values-based assessment adds an extra layer of understanding to ensure that candidates are not only capable of performing a job but are also a cultural fit. In today’s business environment, where organisational culture plays a crucial role in long-term success, this form of assessment is becoming increasingly essential.

Why is values-based assessment important?

In recent years, there has been a noticeable shift in how businesses and organisations approach recruitment. More than ever, companies are realising that skills can be taught, but values tend to be deeply ingrained. When an organisation prioritises values in its hiring process, it ensures that the people it brings on board are more likely to share a similar outlook, work ethic, and sense of purpose. This can lead to stronger collaboration, better team dynamics, and a more positive working environment.

Some of the key benefits of values-based assessment include:

1. Enhanced employee engagement

When employees share the values of their organisation, they feel more connected to their work. A strong sense of purpose helps to drive engagement, leading to higher productivity, increased loyalty, and lower turnover rates. When employees believe in the mission and the ethical standards of the organisation, their work is no longer just about a paycheck but also about contributing to something they truly care about.

According to Harver, organisations that practice values-based recruitment experience better retention rates. In a study, it was found that 76% of employees who love their workplace say that their company actively lives out the values it espouses. This strong alignment between personal and company values plays a significant role in keeping employees engaged and loyal​.

2. A better cultural fit

Recruiting candidates who align with the company’s values ensures they will likely fit into the existing culture. This not only creates a more harmonious workplace but also helps to prevent potential conflicts or issues related to mismatches in personal and organisational priorities. A strong cultural fit can also contribute to creating a more inclusive environment, where employees feel comfortable being their authentic selves.

3. Improved long-term performance

Employees who align with a company's values are more likely to stick around for the long term, and their performance tends to be consistently higher. This is because they are naturally motivated by the mission of the organisation. By placing values at the heart of recruitment and development, organisations can build a loyal workforce dedicated to the company’s success.

4. Stronger employer brand

Organisations that prioritise values in recruitment tend to have a better reputation as employers. Potential candidates are often drawn to companies known for their strong values, ethics, and integrity. In a competitive job market, having a strong employer brand can be the difference between attracting top talent and losing out to competitors.

How does a values-based assessment work?

Implementing values-based assessment into the recruitment process involves more than just adding a few questions to an interview. It requires a strategic approach that ensures candidates are assessed on their compatibility with the organisation's values at various stages of the hiring process. Here’s how to make it work effectively:

1. Define and articulate your core values

The first step in developing a values-based assessment is ensuring that the organisation’s core values are clearly defined and well understood. These values should be more than just buzzwords on a website; they should reflect what truly matters to the organisation and its employees. Take time to articulate these values in a way that is both aspirational and actionable. For instance, values such as "innovation," "collaboration," or "integrity" should have specific behaviours attached to them that candidates can be measured against.

2. Incorporate values into the job description

Once your core values are clearly defined, incorporate them into your job descriptions. This sets the tone right from the beginning, letting potential candidates know what your organisation stands for and what kind of individuals you are looking for. For example, if one of your core values is teamwork, highlight that in the job description by emphasising that you’re seeking individuals who thrive in collaborative environments.

3. Use values-based interview questions

During the interview process, ask candidates questions designed to assess their alignment with your organisation’s values. These can be behavioural or situational questions that encourage candidates to demonstrate how they have previously acted in accordance with similar values. For example, if one of your values is integrity, you might ask, “Tell us about a time when you had to make a difficult decision that involved doing the right thing, even though it might not have been the easiest choice.”

Another approach is to present hypothetical scenarios that mirror the challenges your organisation faces and ask candidates how they would handle them. This helps to assess whether their personal values are compatible with the way your company operates.

4. Assess values through psychometric testing

Psychometric testing is a valuable tool that can be used to measure a candidate’s personality traits and how these align with the values of your organisation. These tests can help provide an objective view of whether the candidate will be a good fit. Many psychometric assessments can be tailored to include specific questions that reflect your company’s values, helping to evaluate the deeper attributes of candidates beyond what they might reveal in an interview.

5. Involve multiple stakeholders in the hiring process

When assessing candidates through a values-based lens, it’s helpful to involve multiple stakeholders in the decision-making process. This ensures a broader perspective on whether the candidate aligns with the company’s values. Team members who are already embedded in the company culture can provide insight into whether a candidate will fit well with the team and organisation as a whole. This collaborative approach also helps to avoid unconscious bias, ensuring that candidates are fairly assessed on both their skills and their values.

Examples of values-based assessment in action

Example 1: The NHS The National Health Service is a well-known advocate for values-based assessment - as well as one of our ATS clients! The NHS uses a values-based recruitment framework to ensure that employees share its commitment to core values like compassion, respect, and integrity. During recruitment, candidates are assessed not only on their qualifications but on their ability to demonstrate these values through their past experiences and potential behaviours in future situations. This has helped to build a workforce that is not only competent but also aligned with the NHS's mission to provide care and support to patients with empathy and understanding.

Example 2: Innocent Drinks Innocent Drinks is built around values like sustainability, transparency, and doing good. When hiring, Innocent looks for individuals who demonstrate a commitment to ethical behaviour and environmental responsibility. This has helped the company create a cohesive and motivated workforce dedicated to the brand’s mission of making the world a better place through healthier products and sustainable practices.

How to ensure success with values-based assessment

While values-based assessment can be highly effective, it’s important to avoid common pitfalls. For instance, organisations must ensure that their values are not vague or generic, as this can make it difficult to measure whether candidates align with them. Values should be clearly defined, actionable, and reflective of the actual behaviours expected in the workplace.

Additionally, values-based assessments should not overshadow skills and competency evaluations. While values are critical, it’s important to ensure that candidates also possess the necessary technical skills for the role. Striking the right balance between values and competencies is key to building a high-performing team.

Finally, ensure that values-based assessments are applied consistently across the organisation to maintain fairness and transparency. Every candidate should be evaluated against the same standards to ensure an unbiased recruitment process.