"Sharp, clear and concise communication from start to finish. The turnaround time was extremely quick and effective."
Warren Bouchier
The Advantages and Disadvantages of Values-based Interviewing
Put briefly, values-based interviewing is an approach where a firm assesses a candidate's values, beliefs, and behaviours to determine whether they align with those of the organisation. The theory is that an individual's values and behaviours are strong predictors of job performance. On that basis, individuals that share the same values as the organisation can lead to better outcomes.
The Advantages of Values-based Interviewing
Some advantages of values-based interviewing include:
Alignment with organisational values:
-
- By assessing a candidate's values, an organisation can better determine whether they align with the values of the organisation. This can lead to better long-term fit, increased job satisfaction for the employee, and a better overall fit with the organisation's culture.
Improved job performance:
-
- Research has shown that individuals who share the same values as their organisation are likely to be more motivated and engaged in their work, which leads to improved job performance.
Better decision-making:
-
- By considering an individual's values in the hiring process, an organisation can make more informed and consistent decisions about who to hire.
Increased diversity:
-
- By focusing on values rather than just skills and experience, values-based interviewing can help organisations consider a wider pool of candidates, leading to increased workforce diversity.
The Disadvantages of Values-based Interviewing
Some potential disadvantages of values-based interviewing include:
Limited focus on skills and experience:
-
- By focusing on values, an organisation may place less emphasis on a candidate's skills and experience, which could potentially lead to hiring individuals who are not fully qualified for the job.
Subjectivity:
-
- Assessing an individual's values can be subjective and open to interpretation, making it difficult to compare candidates and make consistent hiring decisions.
Potential bias:
-
- There is a risk that values-based interviewing could lead to subconscious bias in the hiring process, as individuals may be more likely to hire candidates who share their own personal values and beliefs, rather than those of the organisation.
Date published: 5th August 2025
by Clare Gillard
Associate Director
About the author
Clare Gillard
Clare is an Associate Director at Aaron Wallis Sales Recruitment, bringing extensive experience in sales leadership and people development. Passionate about connecting top sales talent with the right opportunities, Clare is recognised for her straight-talking approach and ability to spot potential that others may overlook. She is committed to building long-term relationships with clients and candidates alike, helping businesses secure high-performing salespeople while guiding individuals to realise their full strengths.
Away from work, Clare is a keen early-morning gym-goer, an avid traveller in her campervan, and enjoys long walks with her sausage dog, Stanley.
Please call us to discuss your vacancy
From our blog
Our employers say...
Our candidates say...