“If you are not a psychologist, how do you interview a person for values?” I asked. This conversation started with a post a couple of days ago, but now, I am sitting with Norman, who is working on precisely this issue.

“We have used those profile things before, but I find as soon as I get someone to take the test, the entire hiring decision gets based on it. The hiring manager is always scared to go against the test. I would love to know how to interview someone for their value system,” said Norman.

“First, you have to play to your strength as a manager, someone who knows the difference between positive behavior and negative behavior. What value would you like to interview for?”

“How about, taking responsibility for your own performance, owning up to your mistakes. I guess the value is accountability,” replied Norman.

“You have already completed the first step,” I said. “When you described the value of accountability, you gave an example of a behavior, owning up to your own mistakes. That is the first step in interviewing for a value, translating it into a behavior. Once it is a behavior we can interview for it. Here is how it sounds.

“Tell me about a time, in your position, working on a project, where a mistake was made. How was the mistake discovered? What impact did the mistake have on the project? How was the mistake explained to the customer (or the manager)? How was the mistake rectified? What was learned from the mistake?

“All of the questions will lead you directly to the value of accountability, yet they are asked from a management perspective (rather than a psychological perspective). Play to your strength as a manager.” -TF