Skip to main content
Sharon Means, CPA
Founder / Integrator
Asked a question 3 years ago

Looking for best practices on hiring a new employee now that we are implementing EOS. How to make sure our core values align with a prospective candidate?

Sign Up Now to join the conversation!

Sharon, I love following the "Who" Book method that is based on Topgrading. I've used it in my company for over 13 years and works very well. Depending on the size of your company and hiring resources, you could simplify it a bit. Here is in general what we do:

Recruiting Process

  • Job Posting 
    • Culture first (Why + Values), overall position, selling the company
    • We ask them to write back with paragraph stating how they have exemplified those core values in the past 
    • Filter through responses ignoring those that did not write paragraphs
  • 5 min phone interview
    • Fit, ask questions about resume and value paragraph
    • Ask them for another time they have lived Core Values, and ask about CV just to make sure they are not lying
    • Let them know that they need to make assessment before next interview (give a limited time)
    • Add homework between now and next meeting to test their skills.
  • 1hour interview
    • Based on Topgrading: Look for patterns in their life. Constantly use Threat of reference
    • Add a task or test to determine if they have the skill (for instance, the bookkeeper test for scanning, the Office manager test for smile over phone, scheduling her own appointments. Sales to do some cold calling or sell something on the spot)
    • Assign Homework again
    • Fill in People Analyzer for Values and GWC
  • Group Interview with all final candidates for the same position + Visionary and Hiring Manager. Share company vision and culture. What we expect from the position. Observe them in group setting. Filter by values and Questions..  at the end, we ask them who would they hire from the group if not them.
  • Onboarding is clear with 5-5-5 conversation ans expectations checked every month for first 90 days to make sure they are RPRS. After that they go to Quarterly conversation rhythm.

Boy, Those are some long answers.

Sharon, I coach my clients to present their Core Values as a Promise, as a Commitment to prospective candidates. (the goal is to run the non-fits, the pretenders off before they infect your company)

Goes something like this: "Sharon, you seem amazing, but before we get serious I want to share something with you, when you Join XYZ company, we are promising to surround you every day with people who bring these core values to work... (the quick speech.) If you have these values at your core the you will fit and it will be nirvana, if you don't, our culture will grind you up and spit you out.

Our goal is to create core values with teeth as lencioni says.

Uncle Walt

See this blog post from312 @Marisa Smith196 

Companies running on EOS® know that articulating and communicating your Core Values is essential to getting the right people in the right seats to help you achieve your vision. That’s because these values define the characteristics that you want every single person in the company to share so you can build the culture you want245 in your company. 

In each Quarterly Session, when reviewing the Core Values on the V/TO™ with my clients, I always ask, “Are these the right core values? And are you using them to hire, fire, review, reward, and recognize people?” The answers I get reveal that while most EOS companies are faithfully using the People Analyzer™ to evaluate their existing employees, many struggle with how to integrate the core values in the hiring process. 

In general, I recommend that my clients focus on infusing core values into two specific areas in the hiring process:

  1. Attracting Talent – Marketing your company’s values to attract applicants that want to work in a culture like yours165
  2. Evaluating Candidates – Confirming that the applicants share and exhibit your core values


In today’s competitive job market, it’s getting harder and harder to attract and build a pipeline of high-quality candidates. In order to attract the Right People to your team, consider showcasing your values when marketing open positions. For example:

1. Create a standard blurb highlighting your values – use it in every job posting, on the Careers page of your website, and in your employer profile pages on job sites.

The culture at Acme Corporation is built on our shared core values – Positive collaboration, Proactive problem-solving, and Relentless curiosity. Positive collaboration means that we work together and make decisions for the greater good – with open, honest, and respectful communication. Proactive problem-solving means that we come to the table with ideas, recommendations, and solutions – instead of sitting back and waiting for others to raise an issue or fix a problem for us. Relentless curiosity means that we continually strive to improve, learn, and grow by asking questions, seeking knowledge, and stretching beyond our comfort zone. 

We hire, fire, review, reward, and recognize our teammates based on these characteristics, so it’s important that you share these values in order to be part of our team.

2. Create a video highlighting your core values and culture – use it on your Careers or About Us page to showcase your leaders and team members talking about how your core values define your culture. For example:





  1. Create values-based interview questions – Create a standard set of questions for all of your hiring managers to use to evaluate whether the candidate shares your values. In the example above, Acme Corporation is looking for people who share the core value of Relentlessly Curious. They might ask candidates, “Tell me about three new skills you’ve taught yourself in the last year.” Consult with an HR professional for guidance, or search for “Values-Based Interview Questions” in your favorite browser, and you’ll find lots of examples!
  2. Deliver your Core Values Speech to candidates – Make sure your hiring managers know your Core Values Speech155 and can deliver it passionately to candidates to attract the right people, and deter people who don’t share them.

One EOS Company has the Visionary 281do this in the final interview – basically, he says, “If you don’t share these core values, you’re not going to make it here. This is our culture – if you don’t think you’ll fit, it’s better if you decide right now not to join our team – because we will eventually find out if you don’t and then we will decide for you.” While that may seem harsh, it’s been quite effective for setting expectations about culture and behavior with new hires, and there’s no guilt from leaders when someone needs to be terminated due to a core values violation or mismatch.

Of course, there are many other great ways to integrate core values into your hiring process. Start with these fundamentals, and then experiment until you find what works best for you and your company.