Research shows that using different assessment tools and involving a variety of people in your recruitment process increases the chances of you recruiting the right person for the role. Values-based assessment tools could include values-based interviews, group activities (meet the team, meet our children and young people), written or computer-based activities, scenario-based discussions and work observations. This is important because it:

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• contributes to a more inclusive approach to recruitment by enabling different people to meet candidates, and candidates to have different opportunities to demonstrate their experiences, values and behaviours

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• enables candidates with non-relevant work experience, and those with experience, to demonstrate their values and behaviours so you can understand how they would apply them in a role in your Children’s Home.

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How to identify and assess candidate’s values and behaviours in the selection process

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1. Design assessment tools (interview, activities, tasks) that are relevant to the role and allow candidates to demonstrate how they would apply your workplace values in relevant situations.

 

2.Use a range of different assessment tools to give candidates a variety of opportunities to share their values with you, which will enable your process to be more inclusive of different candidates.

 

3. Develop clear behavioural criteria linked to the values you are assessing in each assessment tool to fairly and consistently assess whether your candidates demonstrate the values and behaviours in the selection process.

 

4. Ensure any staff involved in recruitment are trained in how to fairly, objectively and inclusively assess whether candidates share your values.