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Welcome to the third of our
video resources
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that have been developed to
support organisations
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working in children's social
care to understand
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how they can embed a values-based
approach into
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recruitment. In this video
we will focus on the
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attract and apply elements of
the 5A's value-based
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recruitment model. We will
take you through how
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you can target and attract
candidates who share
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your workplace values and how to ensure
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candidates have the opportunity
to demonstrate your values
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in the application process.
Attracting enough
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staff with the right values
to work in social care
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is a challenge for employers
right now, but
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we also know that the majority
of those working
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in the sector are motivated by making a
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difference and giving back to society.
In order to attract
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the right staff to work for
you, think about how
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you can stand out and sell
what is unique about
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your organisation or setting
and why people
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should work for you. Your values
are one of the
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things that make you unique.
We all know that
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different groups of staff have
different motivations
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for working in social care,
so to maximize your
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potential to recruit great
staff think about how
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to attract diverse staff who
can add so much to
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your organization's culture and
who have the values
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and behaviours you identify
as being important.
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This may include older or retired
staff, staff with
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no care experience, staff from abroad,
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neurodiverse staff and many other
groups of people who may not
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have previously considered
working in care. The
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benefits of this are that they
provide a larger
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pool of potential recruits
and a more diverse
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workforce which actually reflects
those for whom
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you care for and support.
Your first steps in
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using these values to attract
staff is to start
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to think about what it is that
makes your setting
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or your organisation unique.
Here are some questions
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that you could reflect on.
What makes your
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organization unique and what
makes you an employer
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of choice in your area and
why therefore should
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people stay working for you?
Think about who are
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your most successful recruits. What are
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their diverse characteristics
and motivations for
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working in social care and
how do their values
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match your values? Your values
and culture are
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unique to you and by sharing
your values when
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you advertise posts to potential
recruits you can
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increase the diverse range
of people who may be
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interested in working for you
and increase your
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pool of potential applicants. For example
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imagine someone who is currently
working in a role in
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retail or leisure who enjoys
working with people
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and providing a great service
but they feel like
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something is missing and they
really want to feel
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like they are making a difference
to other people's
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lives. Their values could
be a great match for
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a career in social care but
they may never have
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considered how they could
transfer them skills
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and experience to a role working
with children.
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By sharing your values in your
adverts and in any
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of your candidate attraction
events and activities
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and making clear that working
for you will
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give people the opportunity
to make a difference
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and to live out their values
in their work every
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day you could attract new people
to want to work
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for you. There are lots of
practical ways in
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which you can make sure your
adverts and candidate
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attraction activities stand
out and attract
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diverse groups of candidates
who share your values.
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Here are some examples. Maybe
you could have
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a different set of adverts
depending on which
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group you're trying to appeal
to and advertise in
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different media to attract more
diverse candidates.
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Think about how you could
build an emotional
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connection in adverts between
your workplace
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values and candidates' personal values.
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An example could be using
phrases in an advert like
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"Do you ever wish you could make a
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difference to the lives of children
and young people
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by using your experience or skills in a
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different way? Do you love
being part of a team
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that respect and care for
each other? Then
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apply for our post now."
Make your adverts stand out
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through using your values and unique
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selling points to ensure people
click on your role
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rather than another role.
Many adverts look the
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same and they focus more on
the facts about the
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role not about the culture
and the values and
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how it would feel to work
for you so you can
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differentiate yourself by appealing
to people's
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hearts as well as their heads.
Use your website
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and social media posts to talk about your
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workplace and to tell stories
of staff living
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your values in a way that
makes them proud to
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work in social care and explains
why they are
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so committed to staying working
for you. And open
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days and other in-person events
have information
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about your values to share
with people, not just
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explaining the benefits and
requirements of your
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posts but also about your values and
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expectations and how that makes
people feel when they love
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being part of your team and
service. The WeCare Wales
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site is full of amazing
stories and inspiring
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information about working in
social care which you
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could use to develop your adverts
and promote your
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opportunities to people who may
not have considered
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a role in care before.
You can also advertise your
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vacancies on the website to reach
a wider audience.
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Now that we've thought about
how to use your values
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to attract a wider pool of candidates
we will look
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at how you can get candidates
to share their values
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and behaviours when they apply
for your roles. In a
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competitive candidate market
you will want to make
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it as quick and easy as possible
for candidates to
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apply for your roles so that
you don't miss out on
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great people but it is also
important to make
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sure you get all the information
you need to make
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safe and fair not just quick recruitment
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decisions. Many organisations are
now using a two-stage
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application process where
they use a short
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application to get candidates
to interview
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focused on their values and
motivations and
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then later they get them to
complete a longer more
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detailed application form
to gather important
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personal and safeguarding information.
So why should
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you ask about values in the
application process?
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Firstly because it ensures the
candidates who apply
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for your roles are motivated
both by the role and
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by work and for you as they have
had to think about
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how their values would align
with the role that
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they have applied for. And secondly
it enables you
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to shortlist out candidates
whose values and
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attitudes are not a good fit
for a role in social
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care. It may feel for some
people a luxury to be
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in a position that you have so
many candidates that
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you can afford to shortlist
people out at an
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early stage in the recruitment
process. But as we know
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you can train for skill and
lots of the skills
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needed in social care but you
cannot easily train
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for values and attitude.
When staff have the
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right values they're more committed
to learning the
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skills to do their role well.
By focusing on
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values at the application stage
it will save you time in
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what is an already busy work schedule by
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ensuring that the people you
invite for interview
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have demonstrated that they
have thought about
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what the values are and that
they share your values.
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Here are some different ways that you can
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get candidates to demonstrate
their values
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at the application and
shortlisting stage. You
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could think about including
a question in your
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application process where you
ask candidates to
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share examples of how they've
demonstrated your
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values in their work or their
life. This could be
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as part of the additional information
they provide
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on your application form but
if you're not
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able to include this
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in the application form you
could always ask
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them to include this in a cover
email or letter.
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Some organisations are trying innovative ways
to reduce the time recruitment takes
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and make the process more accessible for
candidates so they give candidates the
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opportunity to record a two-minute about
me and my values application voice note
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which they can send in alongside
of a short
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application form. Another
idea would be to
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include the values and behaviours you are
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looking for in your person
specifications,
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taking the worded from your values and
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behaviours framework. If you have
an organisationally
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agreed job description and
person specification
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that you cannot rewrite you
could still include
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the values that are specific
to your service by
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perhaps adding an extra section
to the end of the
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person specification to talk
about your specific
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values or alternatively you
could add the values
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into items already listed in the person
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specification. For example,
if there was a person
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specification criteria that
read something like
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involving children in decisions
affecting them,
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you could add in showing respect and compassion
to the end of the sentence.
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Having the values in the person
specification
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means that you can use this to
shortlist candidates
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who give examples of how they share your values
and are motivated to work for you.
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You need to train your recruiters
in how to
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shortlist candidates who
share examples of
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their values from both their
diverse experiences
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and backgrounds as well as their
work experience.
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So we want to finish this video with some top
tips and some reflection questions to
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hopefully inspire and support
you to embed your
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values in your candidate attraction
and adverts.
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Top tip one, think about what is unique about
your workplace culture and values
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that makes you an employer of choice and
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include this in your adverts and
candidate attraction
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activities. Top tip two, embed values and
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behaviours in your job descriptions
and person
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specifications and ask candidates
to share work
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and life examples of how they
have demonstrated
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your values as part of your application
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process. And top tip three, shortlist
candidates for
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interview who show you they share your values
and who you can train for skill.
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And here are the three questions
to reflect
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on. How are the values and behaviours
that matter
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most in your workplace embedded
in your job
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adverts and job descriptions and
person specifications?
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How effectively do you attract
people for your
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posts who have the values
and behaviours that
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can ensure they can succeed
in your role? And
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what do you need to do next
to ensure that you can
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attract and identify as wide
a pool as possible of
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candidates who will live out
your values in their work?
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Thank you for taking
the time to watch
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this video and learn about how
to attract candidates
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who share your values.
Join us in the next
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video where we will explore
how to effectively
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assess candidate values and behaviours during
the interview and selection process.
