In today’s job market, candidates aren’t just evaluating a role—they’re evaluating your company. They want to know: What does this team stand for? Do I belong here? Will I be supported not just professionally but as a person?
That’s why sharing your company values during the interview process is more than a nice-to-have—it’s a key component of successful hiring. Let’s dig into why that matters and how you can do it well.
Why Candidates Care About Company Values
1. Candidates want purpose.
Especially for Millennials and Gen Z, alignment with a company’s mission and values is a major factor in deciding whether to accept a role. They want to feel their work contributes to something meaningful.
2. Values help define culture.
Your core values shape how your team operates—how decisions are made, how conflict is handled, and how success is defined. Candidates want to understand this early to assess if the environment suits them.
3. Misalignment leads to turnover.
When new hires don’t mesh with your company’s cultural values, it often leads to dissatisfaction and early exits. Being upfront about what your company stands for helps both sides make an informed decision.
How to Share Your Company Values in the Interview Process
Here are a few ways to naturally and effectively bring your company values into interviews:
1. Open with Your “Why”
Kick off interviews by sharing the origin story of your company or department. What sparked the mission? What values were foundational from the start? Stories humanize values and make them memorable.
Example: “We were founded by a woman who left a toxic work environment and wanted to create a company built on respect, transparency, and personal growth.”
2. Weave Values into Behavioral Questions
Instead of listing your values, show how they come to life through interview questions.
- If one of your values is collaboration, ask: “Tell me about a time you worked with a difficult teammate. How did you handle it?”
- If you value accountability, ask: “Can you share a mistake you made at work and how you responded to it?”
Then, explain how your team would approach that same scenario.
3. Show, Don’t Just Tell
Share real examples of how your team lives the values.
- Talk about how decisions are made.
- Highlight your approach to internal feedback.
- Share how recognition is given or how your company supports mental wellness or DEI.
“One of our values is curiosity. Every employee gets an annual learning stipend, and we block time on Fridays for self-led development.”
4. Invite Current Team Members to the Conversation
Candidates often trust peers more than polished company statements. Introduce them to someone on the team who embodies your values, and let that person talk candidly about their experience.
5. Reinforce Values in Follow-Up Communication
Don’t let the values conversation end after the interview. Reiterate them in your thank-you emails, offer letters, or onboarding documentation.
Conclusion
Your company values aren’t just internal slogans; they’re promises to your employees. Candidates are paying close attention to see if those promises align with what they want from their next career move.
By thoughtfully integrating your values into interviews, you’ll attract candidates who believe in what you’re building—and who will thrive as part of your culture.
Are you looking to refine how you communicate your culture in the hiring process? Contact us today!
