We defined our Core Values on our V/TO®, but our managers are still hiring people who clash with our culture because they prioritize technical skills. How do we operationalize our Core Values so they actually dictate our recruitment and hiring?

Question

Tyler Smith · Accepted Answer

If your Core Values only exist on your V/TO®, they are useless. To stop bad hires, you must integrate your Core Values directly into your hiring and recruiting processes using the People Analyzer™. This tool must become the very first filter in your recruitment pipeline, preceding any technical assessment. Train your managers to interview specifically for your Core Values. This means designing behavioral interview questions that ask candidates to describe real-life scenarios where they demonstrated each value. If a candidate is a technical genius but fails to meet your Core Values standard on the People Analyzer™, the hire is a firm no. Your job postings should also clearly communicate your Core Values. Use direct language that describes the behavior you expect and the behaviors you will not tolerate. This acts as a natural self-selection mechanism, attracting cultural fits and repelling others. By forcing every hiring decision to pass through the People Analyzer™, you protect your company culture and ensure that every new team member is aligned with your vision from their very first day.