Thanks for your thorough reply. It also made me wonder whether psychometric assessments have a role to play here. I’ve conducted some that have given clients an insight (although inevitably not the total picture) into a person’s value system.

I have worked with a few that have values as part of the hiring process, and just one that had values as part of the employee review process and compensation process - which worked very well.

Screening for values in interviews works best if there are some ‘negative’ values - i.e. values you _don’t_ want. You can then ask decision questions, for example: “Tell me about a time when you had to choose between refunding a customer or making revenue”.

Values assessments are often subjective, so it is important to have a number of data points. In interviews, have interviews with a number of people in your team, including at least one who has a strong sense of the values, and lives them. For reviews, have the employee add a self-assessment and report how they feel they have done relative to each of the company values, and how well they feel the company is doing.

I buy your argument. What’s your experience regading whether organisations screen for values when they recuit. What tools do they use? What pitfalls do they ensure that they avoid?