Therefore, you must ask questions that will elicit clues about the individual's values. Ask, for example, what the candidate enjoys most outside of work. If he needs a flexible schedule to accommodate his interests, this question often will make it difficult to conceal that need. If there's little potential for the applicant to achieve his goals within the organization, it may not be worthwhile to hire him. Consider referring the candidate to a department that can match his needs.
Some clues can show that an applicant's entire impetus for working is a paycheck.
Look for expectations of a sign-on bonus or high salary and a work history that includes many institutions in a short time. Matching values during hiring is only the first step in creating loyal employees. To retain productive employees, you must continuously assess each employee's values. As time passes, employees gain experience and undergo changes in their personal life. This may lead to a more concrete definition of or shift in values.