Values-based recruitment (VBR) is a way for employers to get the right people, with the right values in the right roles.
It is said to improve recruitment and retention by helping employers communicate their organisational values and then find applicants who are a values-based match. In this insight, we explore more about VBR.
Company values are frequently used on career websites to enable candidates to get a feel for an organisation and what they represent. Now we are seeing more examples of how values are forming part of the recruitment process and beyond – becoming more than just words on a wall.
Examples of Values-Based Recruitment
During the hiring process, values-based interview questions, usually based on role analysis, can be used to see the alignment of a candidate’s priorities to an organisation’s goals and values, how they prioritise in the workplace and what drives behaviours. Answers can be assessed by positive and negative indicators.
If you are using an e-recruitment solution, you should be able to screen, assess and create electronic forms throughout your recruitment process that enable you to customise your online application process. Discovering everything you need to know throughout the recruitment process, through scoring and grading, will provide better candidate assessment. Just think how insightful this could be by tailoring values-based questions to vacancies or role type.
Whether you decide to use a scoring mechanism, perhaps with traffic lights, thumbs up or down or even star rating to assess suitability to a role based on the answers given, having the ability to view, sort and rank candidates against company values will help to reduce recruitment costs and save time too.
Parts of the NHS and other care organisations are active VBR users, as are sectors experiencing candidate scarcity and retention issues. NHS Health Education has an online challenge for role suitability that is an excellent example of how they use a series of videos by role type and then ask questions with multiple choice answers.
The Chartered Institute of Personnel and Development suggests that the average cost of recruiting a senior manager is £8,000 and for other staff £3,000. To avoid these costs by hiring the right person for an organisation from the outset is crucial to prevent unnecessary recruitment costs.
Benefits of VBR
Employers report that values-based recruitment:
offers a much more robust recruitment process
can help strengthen the development and role-modelling of value-based working in the workplace
can result in a happier workforce.
VBR is different from cultural fit as values-based fit relates to behaviours driven by an individual’s approach and motives that align with the demands of a job.
VBR extends to values-based interviews, performance reviews and appraisals that align to rewards in the workplace. The consistency that then leads to greater satisfaction, greater employee engagement, and retention.
Download the datasheet on how Eploy’s Discover recruitment forms building module can aid values-based recruitment through the creation of assessment screening questions and customisable scoring and grading.
Recruit faster and smarter.
