Embedding values into assessment and recruitment

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Welcome to the fourth of our video resources
that have been developed to support

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organisations working in social
care to understand how

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they can embed a value-based approach
into recruitment.

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In this video, we will focus on the
assess element of the 5A's model.

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We will take you through how you can use
different selection tools to assess

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whether candidates are the right
people for your roles.

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Louise, from Newport City Council, will share
her ideas about how to embed values

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into your assessment and interview
processes, and we will

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hear the positive impact it has
had in her organisation.

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Before Louise and I talk about the approach
she's taken, we'll give you an overview

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of why it's important to include values and
behaviours in your selection process,

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and we will describe some
of the different

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ways in which you can assess
someone's values.

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If you've not already watched the second
of our value-based recruitment videos,

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which talks about the articulate
stage of the

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value-based recruitment process, you
may want to watch that first.

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It's important to have done the work to
define and develop your values and

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behaviours framework before you think
about the best way to

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assess if candidates do have the
values you're looking for.

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Many organisations rely on interviews as
their only selection tool, and by

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selection tool, we mean any activity or task
that you give to a candidate before

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you offer them a position which assesses
their values, their behaviours, their

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skills, their knowledge,
their competencies

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and their overall suitability
for your role.

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But evidence shows that when you use a range
of different selection tools and

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involve different people
in the recruitment

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process, you're more likely to
recruit the right person.

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And also you give the person the opportunity
to show their potential to different

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people and in different ways.
And this therefore

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contributes to a more inclusive and
equitable recruitment process.

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It can be challenging for employers to find
the time to involve more people or

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invest more time in interviewing
and assessing candidates.

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So trying to find ways to be creative, such
as ways to involve children and people

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in the process, and training
lots of different staff to be

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involved in recruitment can help
with these challenges.

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Values can be assessed using different types
of selection tools, such as value-based

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interviews, written activities, role
plays, observed work practices and

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activities involving children
and young people.

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When I joined the NSPCC in 2002, my priority
was to develop a value-based approach

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to interviewing, which took forward the
recommendations from the Warner Report

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Choosing with Care, which we discussed
in the first video.

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For over 20 years now, I've been teaching
this approach to interviewing in a wide

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range of organisations who work with
children and vulnerable adults.

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And I've seen the impact value-based interviewing
has had on transforming teams and

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cultures by ensuring everyone who joins the
team or service shares the values and

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behaviours that have been identified
as being important.

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Value-based interviewing is a great way to
find out about candidates values in an

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informal structure conversation where the
emphasis is on enabling the person to

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share diverse examples to show where they
have put your values into practice.

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I'm going to tell you a little bit about
what a value-based interview involves.

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A value-based interview enables you to ask
questions that are based on the values

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and behaviours that you
have identified as

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being most important and relevant
to the role.

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You give candidates the opportunity to share
examples from their work and from

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their life experience, which can demonstrate
their values in action.

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You probe using a structured set of questions
that make the interview feel like a

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conversation and enable the candidate
to share their story.

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This can be very supportive for nervous
and less experienced candidates.

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Sometimes people express a concern that they've
been told that they're not allowed

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to ask probing questions
and interviews as

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they have to treat all candidates
the same.

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But there is nothing in the
equality legislation

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that prevents you from asking
probing questions.

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As long as you ask each candidate the same
initial question and probe their

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responses to enable them to share
their experience in a way

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that is relevant to the criteria you
are assessing them against.

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This can be a more equitable way to meet candidates
communication preferences and

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allow every candidate the
chance to shine.

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And so in a values interview, it's important
to also develop clear values and

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behaviours-based criteria so you
can assess candidates

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responses and use this to evidential
recruitment decisions.

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We're now going to hear from Louise from Newport
City Council about how she's made

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value-based recruitment work as an important
part of her approach to recruitment.

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Welcome Lou. Thank you so much
for being with us today.

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Thanks, Kerry.

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And I start by asking you to tell us a little
bit about your role and why you've

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been looking at value-based recruitment
approaches in your work.

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Yeah, so I'm a service manager within Children's
Services in Newport City Council

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and I have responsibility for our children's
homes and fostering services.

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So Newport has a small number of established
children's homes already.

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But with the Welsh government
removal of profit

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agenda had chosen to expand our
in house provision.

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So that meant expanding at
quite a rate and we

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had to employ a number of teams
across the city.

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We wanted to make sure that as well as attracting
those who already had previous

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experience of the role, we were able to
recruit people who had the fundamental

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values knowing that with that base we could
offer training and support to ensure

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they develop the skills and tools
to fulfil the role.

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Brilliant. We met when you
came to one of the

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workshops I delivered for Social
Care Wales, didn't we?

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And we were looking at how children's
residential care

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could maybe follow a value-based
approach to recruitment.

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I wonder, could you tell us a little bit about
what did you take from the workshop

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and what have you been able to apply
in your setting then?

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Yeah, it was great because I think it
really gave me a chance to reflect on

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what we had in place and review things right
through from our job descriptions and

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our adverts and really have a think
about how we interview.

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I found a lot that you gave us really
helpful and I think to be given the

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opportunity as well to have a go at some of
the tasks within the training that can

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be used to interview was great because we've
since implemented some of those.

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Brilliant. And when you started to implement
some of those things, is there

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anything that you've learned by using
value-based recruitment for the first

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time? And is there anything,
having had a go,

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that you've kind of changed or
added to the process?

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Yeah, no, we have. I think the main thing
for us is we've extended our interview

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and our, sorry, our interview
and assessment

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to include more than just questions
and answers.

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So it has become more of an
assessment centre to

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really be able to tease out the
very best from candidates.

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As an example, I purchased
the values cards that

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were used on your training and
cups and elastic bands.

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And we've used those in a few different
ways to help candidates really reflect

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their core values to us during
the process.

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As part of our interview days as well, we
have role play and we've brought in care

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experience adults, foster carers
and a range of other

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people, as you've said, to really
enhance the process.

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Beyond a question and answer panel with
their line manager and one other.

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Wow, that sounds fantastic that you've had a
go at implementing so many things. I

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wonder, I know you're at quite the early
stages of it, but have you been able to

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see any impact yet since you've been
using value-based recruitment?

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Oh, definitely, because I think in implementing
this we found some really excellent

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team members who might not have
shown quite the same in an

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interview that was just a question
and answer scoring format.

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So it's been really, really valuable
in that sense.

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Fantastic. And I wonder, really appreciate
hearing about the examples that you

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shared then, if someone was watching this
video and they want to start to think

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about how they can get started with
value-based recruitment

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and putting the values into their
recruitment and assessment.

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Have you got a couple of top tips
for us that you could

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give them just based on the experience
that you've had so far?

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Yeah, I would encourage people to utilise
the training and the resources that are

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available to fully understand how to intertwine
this with your current processes.

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And I think just be open to understanding
that there are some fantastic people out

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there who don't necessarily have the previous
experience and qualifications, but

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can make some really excellent
team members.

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I think it is important as well to balance
the fact, you know, be mindful, you do

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need that experience within the team, but
a blend can be really, really excellent.

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Amazing. Thank you so much
for sharing those examples.

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I just want to finish this video for you
then with some reflections to hopefully

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inspire. You haven't heard about the work
that Lou's done and also the work that

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we've tried to talk about today in terms
of how to really embed values and

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behaviours in your assessment
and recruitment process.

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So just to finish off with
three questions that

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you could reflect on having
listened to us today.

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The first question is, how
are your values and

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behaviours currently assessed in
your recruitment process?

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Then, how effectively do you feel you do identify
people who have the values and

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behaviours that ensure they can succeed
and be happy in roles?

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And then finally, what do you need to do next
to develop or redevelop your approach

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to your assessment and interview days so that
you're able to identify those people

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who will come in with the values, behaviours
and attitude that will make sure

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they're both happy and effective
in their roles.

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Thank you for taking the time to watch this
video and to learn about how to assess

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candidates values and a huge
thank you to Lou for

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sharing her experience and
her top tips with us.

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Join us in the next video when we will
explore how to embed values in your

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induction, supervision and day to
day management of new staff.