Values-based questions are tricky. Interviewers often ask things like:
- “Give me an example of when you demonstrated integrity.”
- “What does teamwork mean to you?”
- “How do you align with our company values?”
On paper, they seem straightforward. But most answers fall flat—they’re vague, overused, or could apply to anyone. Here’s how to rise above that.
🤔 What Are Values Questions Really Testing?
These queries aren’t just about checking a value’s box. They’re looking for:
- Whether you understand what the value means in real life
- If you’ve actually lived it—consistently
- Your reaction to ambiguity or pressure
- Whether you’re an add to the culture, not just another fit
The strongest candidates align with organisational values, but still challenge them constructively.
🎯 Define Their Values in Your Own Words
Say the company you’re interviewing with prioritises “Customer Obsession”. You could say:
“I care about customers…”
But better is:
“For me, customer obsession means anticipating needs.” At my last recruiter role, I restructured the onboarding process because clients told us they felt left in the dark after signing. That led to a 28% drop in support tickets and improved retention. It taught me that anticipating needs beats just reacting.
That answer hits because:
- You give a personal definition
- You offer a concrete example
- You show real impact
- You demonstrate initiative and ownership
🛠 Use BARRR to Structure Your Stories
Instead of rambling, try BARRR:
- Background: The context
- Actions: What you did
- Reasons: Why you acted that way
- Results: What changed
- Reflection: What you learned or would do differently
That last part—reflection—is where you stand out. It proves you’re not just experienced, but intelligent with your experience.
💬 Let Others Amplify Your USP
When possible, quote feedback you’ve received. It shows others have noticed what you’re sharing:
“A peer once told me, ‘You’re the only person I’ve worked with who can give tough feedback without making people defensive.’ Hearing that helped me realise I value directness with empathy—and it’s something I lean into daily.”
This works because it shows self-awareness and humility, yet reinforces the strength you’re presenting.
🔍 Customise Your Story to Their Context
Here’s how I tailor answers:
- Research the company values or recent challenges
- Connect your example to what they’re currently facing
For example:
“Your recent work around ethical AI resonated strongly with me. After completing a bias-in-algorithms course, I realised how easy it is to unintentionally exclude people. I’d love to join a team committed to asking that question from day one.”
Now you’re not just giving a good answer—you’re giving the right answer for them.
🌱 Show Growth and Self-Awareness
Interviewers want to see that you can evolve. Don’t shy away from reflection or areas for improvement:
“Early in my recruitment career, I would rush through interviews just to hit deadlines. I learned to slow down, ask better questions, and align deeply with hiring managers. That shift didn’t just improve hire quality—it reflected a change in mindset.”
Growth mindset isn’t performance—it’s proof of maturity.
✅ Quick Checklist Before Going In
- Define each value in your own voice
- Structure your answer with BARRR
- Use an example—never generic
- Reflect on what you learned
- Quote someone else’s feedback if possible
- Connect it to their values or challenges
Final Thoughts
Don’t aim to sound like a generic “culture fit.” Aim to bring your story, your values, and your experience in a way that matches their culture—and adds something new to it.
That’s not generic. That’s magnetic.
The French Recruiter 