The values of an individual can be really personal and will largely be based on experiences and influences that have occurred during their lifetime, and the principles in which they have lived by. Although they can of course change over time, values are often deep-rooted, and the motivation behind a person’s actions or decision making. However, that’s not to say that we always stand by our values, and they may be applied differently in different situations – whether that be at work, or when with friends and family. Values-based interview questions are designed to enable you to describe your personal values during your interview. They don’t have to be exactly the same, but the interviewer will be interested in finding out whether or not your values and morals align with those of the business. Where a misalignment in values occurs, it can be difficult for both parties to move forward to achieve a common goal due to fundamental disagreements in the way someone behaves or approaches a situation. How to identify your own valuesIdentifying your core personal values can be difficult, and not many of us would be able to describe them straight away, or have them written down ready to go. To get you thinking, one idea is to create a mind map, or make some notes, using the following questions as a guide:
Once you have finished, have a look at your notes and pick out what is the most important to you, to create your set of values. There is no limit on how many values an individual can have, but for the purposes of an interview, try to pick your top 5 to focus on. Preparing for values based questionsSome hints and tips to help you prepare for any values based questions you may be asked are:
The STAR Method To put the STAR method into practice, take each of your values and think of an example of how you demonstrated it, then use the following points to help you describe it: S – Situation In this section, talk about the situation itself. Describe the context in which you were working or the challenge you were facing. T – Task This section talks about the tasks which needed to be completed in order to resolve or address the situation. What were you asked to do, or what did you decide to do? A – Action In this section talk about what your responsibility was in completing the tasks. Focus on the part you played specifically and how you contributed, rather than what your team or colleagues did. Talk about why you took certain actions and how this links to your values. R – Result In this section, talk about what the outcome was, and what you achieved. You can find out more about the STAR method by reading our blog here.
Examples of values-based questions Common values-based questions that many of us will have heard before include:
The article below gives some further examples of questions, along with possible answers, to help you prepare. https://uk.indeed.com/career-advice/interviewing/values-based-interview-questions Skip to content
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Here’s the FULL LIST of VALUES-BASED INTERVIEW QUESTIONS:
Q1. Explain a time when you demonstrated integrity and professionalism at work?
SUGGESTED ANSWER: ASSESSABLE VALUE – INTEGRITY SITUATION – In my previous job, I was working as part of a successful team who had a track record of achieving strong results for our employer. During a team meeting with an external client, a representative of the client asked me to cut corners whilst carrying out my particular element of a project, with a view to saving money and reducing costs. TASK – It was my job to explain to the client’s representative that by cutting corners we would effectively be making the project not fit for purpose, and also potentially unsafe. ACTION – I started off by explaining in a professional manner that I could understand why it is important to keep costs to an absolute minimum whilst running a business, but that in my professional opinion, by doing so we would be putting the project at risk of being unsafe and ultimately not fit for its intended purpose. RESULT – After I had put forward my argument in a logical, concise and professional manner that was back up with evidence, the client’s representative agreed with me that it was not feasible or safe to cut corners to reduce costs. Q2. Describe a time when you helped a team achieve a difficult task?
SUGGESTED ANSWER ASSESSABLE VALUE – COLLABORATION SITUATION – I was working as part of a 4-person team on a difficult project that needed to be completed within 21 days. My manager was required to give the company shareholders a presentation on a set date, once the project was complete, and it was our job to get the project completed on time. TASK – I was required to work as part of the team to not only carry out my role diligently and professionally, but to also support the other team members whilst carrying out their own tasks. ACTION – I am a very fast worker, which meant I finished my part of the team task with 4 days to spare. As soon as I finished my part of the task, I asked the other 3 members of the team if any of them required assistance, and one particular colleague needed help collecting data for his part of the team task to be completed on time. I quickly took a brief from him and then went away and collected the data as soon as possible. RESULT – The end result was, the team task and project were fully completed to the correct standard and specification with just 24-hours to spare. We then presented the project to our manager who then successfully delivered his presentation to the shareholders the very next day.
A values-based interview is a deeper level of questioning that assesses your values, ethics and standards against a number of important assessable factors that are relevant to the job description and person specification. For example, if the role you are applying for requires an ability to show integrity and professionalism, the interview panel will often use values-based interview questions to assess your levels or expertise and experience in these important areas. Values-based interview questions are very similar to behavioral and situational-type interview questions, and they should be answered with specific responses if the candidate is to achieve the highest scores possible. Examples of values usually assessed at these types of interview include:
The important thing to remember when learning how to pass a values-based interview is to focus your preparation on in-depth answers that are specific in nature. It is vitally important you are able to demonstrate how you have already used the value being assessed whilst working in a previous role.
TIP #1 – The values being assessed will be in line with the person specification and job description for the role you are applying for. On that basis, we strongly recommend you read these important documents before attending your values-based interview, and then provide evidence of where you meet each and every one of the values under assessment. TIP #2 – The only way you can pass a values interview is to provide strong/specific answers to the interview questions. Most people who attend this type of interview will tell the panel what they would do in a given situation, as opposed to what they have done in a previous, similar situation. Whenever the interview panel start off one of the values-based interview questions with “Tell me about a time…”, or “Describe a situation when you…”, this is your trigger to provide a strong, specific answer to the question. TIP #3 – The most effective way to answer values-based interview questions is to make good use of the STAR method. In fact, when answering any type of behavioural or situational interview questions, you should always start off by telling the panel the SITUATION you were in; then explain the TASK that needed to be done; the ACTION you took, and the ACTION others took; before finally explaining the RESULT following your actions. By using the STAR technique, you will ensure you gain the highest scores possible! We strongly recommend you download a copy of our 15 VALUES-BASED INTERVIEW QUESTIONS AND ANSWERS and be FULLY PREPARED for your interview!
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