Lavalier Launches Ability to Measure Company Values and Culture-Fit in Hiring
New feature gives talent acquisition teams the structure to define the values that matter to their organization, then surfaces evidence of how each candidate demonstrated those values in interviews
Textio launched the ability to program company values into Lavalier, its AI-powered structured interview platform. The new feature enables hiring teams to define the specific values and competencies that matter to their organization, then measure how well each candidate demonstrated those values in every interview. Instead of relegating values alignment to post-interview opinions, Lavalier surfaces what candidates said and did, so teams can factor real “culture-fit” measurement into their final hiring decisions.
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Lavalier’s new feature enables hiring teams to define the specific values and competencies that matter to their organization, then measure them.
“Company values alignment or ‘culture fit’ has historically been one of the hardest parts of hiring to get right, because it’s rife with bias and impossible to measure. Throughout the 2010s, our response to this was to hire people who were ‘culture adds,’ which did nothing more than re-brand the measurement problem,” said Colleen Gallagher, CEO of Textio. “The reality is every organization has values that matter to them and it’s important their teams embody these values. Whatever those values are, the way you mitigate bias is by defining what matters and measuring it effectively across every candidate. Lavalier is the first interview platform to bring evidence-based measurement to company values and culture-fit.”
The ability to program company values and hire for them is built on the same principle as the rest of Lavalier: it surfaces evidence, it does not hand down a verdict. Companies program Lavalier with the specific values or competencies unique to their organization. Those values are role-agnostic and surfaced for every interview, so the whole team is evaluating against the same definition rather than a private idea of “fit.” After the conversation, a dedicated view shows where there’s evidence a candidate demonstrated each value, where the signal is thin, and where a value simply wasn’t covered. The hiring team decides how the evidence fits into their overall hiring decision.
With the ability to program company values, hiring teams can:
- Define what “culture fit” actually means, and then measure it: Program Lavalier with the specific values and culture aspects your company cares about and then measure how each candidate demonstrates these values in every interview.
- Measure values alignment across every open req: Defining values is programmed into a company’s Lavalier OS once and then questions are surfaced for every interview, across every open req, so alignment is assessed consistently, no matter who’s leading the process.
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