How Forthright interviews for mission-alignment
Written by zoe ALEXIS WHITEHORN
We’ve all been there. You’re in an interview with a candidate who has a stellar resume. They have the skills. They have the experience. They say all the right things.
But you walk away wondering: Do they actually get it?
Will they understand the nuance of your advocacy work? Do they have the empathy to tell stories that honor your partners?
At Forthright, we believe that mission alignment is just as important as technical skill. But you can't just hope for it. You have to interview for it.
Often, when people look for alignment, they unconsciously rely on "culture fit." But that can be a trap. It can lead us to hire people who look, think and talk just like us – whether that’s unknowingly reinforcing our personal views or masquerading as a “fit for the team.”
How to Listen for Mission Alignment with STAR
Instead, we recommend looking for mission alignment. This means asking specific, behavioral questions that reveal how a candidate’s values show up in their work, how their mindsets set them apart and set them up for success.
The best way to test for this is using the STAR Method (Situation, Task, Action, Result).
Instead of asking hypothetical questions like "How would you handle this?", STAR pushes you to look for real evidence from candidates’ past experiences.
Here’s the process we use to get it right:
1. First, match questions to your values. Come up with specific prompts that map directly to your organization’s core values.
For example: If one of your core values is community partnership, you might ask a question like: “Tell me about a time when a community partner challenged your plans. How did you respond?”
2. Then, imagine a story that would show alignment. Before your interview, think of a story that a candidate might share that would align with those values.
For example: You might look for a candidate who describes prioritizing a partner’s feedback over a strict or arbitrary deadline.
3. Next, define your rubric. What specific behaviors would show that they “get it”? Write down exactly what you’re looking for in each answer. Name specific behaviors underneath each question to remind you what you’re really looking to hear with each prompt. This ensures that all interviewers are grading the same way and looking for the same evidence, rather than relying on feelings or vibes.
For example: You might write “Looking for: validates partner concerns, prioritizes trust, creates safety and avoids defensive language.”
4. Finally, prompt each candidate. Don’t keep the method a secret! When you ask the question in the interview, encourage people to answer in the STAR format.
For example: After you ask the question, you might say, “I'd love for you to use the STAR method here. Please walk me through the Situation you faced and Task at hand. Focus most of your time on the Action you took and the final Result. If you don’t remember all the parts, don’t worry, I’ll prompt you.”
Your Interview Toolkit
We know coming up with these questions takes time. That’s why we created a full guide to help you structure your interviews.
It includes a bank of behavioral questions, tips for creating faux scenarios (that don't exploit free labor!) and a scoring rubric to keep things fair.
Finding the right person is hard work. But when you ask the right questions, you can stop guessing and start hiring with loads of confidence.
About the Author
A Vice President at Forthright, Zoe’s seen it all: She’s interviewed and hired for dozens of communications roles. She’s paying close attention to exactly what the child and family field needs right now.
