How to attract those who share your values

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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.