Hiring for Heart: How to Interview for Values, Not Just Skill

When it comes to building a high-performing salon team, skill will get you so far. Heart is what keeps culture strong! At theREFINEnetwork, we believe that the team you build is the culture you keep, and hiring should be one of your most intentional leadership actions.

This week, we’re diving into how to interview with culture in mind. Spotting core values, asking the right questions, and paying attention to both red flags and green lights.

What Does “Culture Fit” Really Mean?

Culture fit isn’t about hiring people who look or act like the rest of your team. It’s about hiring people whose values align with your company’s mission. A strong culture fit will:

• Reinforce the vibe you’ve built

• Embody the standards you uphold

• Add energy and not drama to the space

• Respect and elevate the guest experience

Culture fit means hiring for alignment, not sameness and sometimes, that means looking beyond the resume.

🧠 Interview Questions That Reveal Core Values

Here are a few tried-and-true questions that go deeper than “Tell me about yourself”:

• “What does great guest service mean to you?” 

  (Listen for empathy, attention to detail, and values around care.) 

• “Tell me about a time you received constructive feedback—how did you respond?” 

  (Look for humility and a growth mindset.) 

• “What kind of team culture brings out your best work?” 

  (You’ll hear their true expectations around communication, collaboration, and leadership.) 

• “What drew you to our salon?” 

  (Look for alignment with your mission, not just availability or convenience.) 

• “How do you manage your energy or recharge outside of work?” 

  (A great indicator of emotional intelligence and personal responsibility.)

🚩 Red Flags to Watch For

While someone may present well on paper, here are some signs they might not be a good fit for a values-aligned team:

• Blaming others when describing past work issues

• Speaking poorly of previous employers or coworkers

• Prioritizing pay over purpose

• Avoiding eye contact or deflecting tough questions

• Lacking self-awareness in areas they’re still developing

✅ Green Lights That Signal a Strong Culture Add

On the flip side, here are some traits that often predict strong team synergy:

• They talk about service and connection more than personal gain

• They ask questions about culture and leadership 

• They follow up after the interview with gratitude or curiosity

• They bring a positive, professional, and collaborative energy 

• They’re eager to learn and grow, not just execute

REFINE Action: Audit Your Interview Process

Take 15 minutes this week to reflect on your current hiring process:

• Do your interview questions reflect your core values?

• Are you leaving space to get to know the person behind the portfolio?

• Are you prioritizing skill and synergy?

Your next hire will either elevate or drain your culture—let’s hire with heart.