Software Development: Building Reliable Systems

Behavioral Value Assessment Interview

Using behavioral based interviewing techniques to help judge a candidate's core values is not unique to software development. Every company tries to hire individuals with strong values that reflect those of the organization. Here are eight simple questions you can ask to help judge a candidate's values. For each group of questions, corresponding behaviors and traits of people to look for are listed. Each candidate should be given a score for each trait listed.

If you have not practiced behavioral based interviewing before, it may be very enlightening for you to do so. The general concept behind this technique is to ask a candidate questions that will invoke a specific response describing a previous situation. By drilling down and getting a candidate to discuss specific actions they took in response to different situations in the past, you can usually gain a better understanding of how that person will behave in an actual work environment.

The questions are divided into four value areas.

Value #1: Initiative

Here are two sample questions that can be used to measure a candidate's initiative.

1. Tell me about something you did recently that gave you a personal sense of accomplishment.

2. Tell me something you really wanted to do recently.

Some sample behaviors of people who take initiative include:

• Knows how to ask questions

• Knows how to deal with uncertainty

• Exudes confidence

• Surfaces issues

• Requests opportunities

• Seeks out work beyond what is expected

• Takes advantage of opportunities to learn

• Sees value in even mundane tasks

• Finds ways to stay motivated

Table5-1. Initiative Value Rating

Value #2: Dedication

Here are two sample questions that can be used to measure a candidate's dedication.

1. Tell me about a time you were under pressure to get something done.

2. Tell me about a difficult problem you recently had to solve.

Some sample behaviors of people who exhibit dedication include:

• Does what it takes to get the job done

• Shows commitment

Table5-2. Dedication Value Rating

Value #3: Flexibility

Here are two sample questions that can be used to measure a candidate's flexibility.

1. Tell me about a time when you worked as part of a team to complete a project, including your role on the team and the outcome of the project.

2. Tell me about a time when you had to do something you never had to do before.

Some sample behaviors of flexible people include:

• Ability to tolerate ambiguity

• Leverages others to help solve problems

• Willingness to learn new things

• Makes personal sacrifices to learn

Table5-3. Flexibility Value Rating

Value #4: Respect

Here are two sample questions that can be used to measure a candidate's respect for others.

1. Tell me about a situation where you had to work with someone who saw things differently than you did.

2. Tell me about a situation where you were the new person on a project or where there were more experienced people than you.

Some sample behaviors of people with respect include:

• Established rapport

• Willingness to compromise

• Listens to the ideas of others

• Learns from others with more experience

Table5-4. Respect Value Rating