Job application processes should be as simple and accessible as possible and should enable candidates to understand what your values and culture are and provide you with essential information about them and about how they have demonstrated and are aligned with your values and culture. This is important because it:

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• doesn’t put off people who are thinking about applying to work with an application process that is long or inaccessible to them

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• encourages candidates to think about how their values and behaviours align with the culture and values of your Care Home before applying to work for you and sets clear expectations of the behaviours and values you, children and young people, will want to see

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• provides you with a wider range of information, beyond the safeguarding and employment information, to enable you to make safe and fair recruitment decisions about candidates' suitability to work in your Residential Care Home

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How to gather and assess values and behaviours information in the application process

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1. Share information with candidates in a recruitment pack so they understand what values and behaviours are expected when working in your Care Home(s) and can then think about how they could demonstrate their values when applying.

 

2. Include a question at the application stage, in the cover letter or on the application form, asking candidates to give you examples from their work, volunteering or any other aspect of their life showing you how they have demonstrated your values and behaviours.

 

3. Include values and behaviours in your shortlisting criteria, and shortlist candidates who have demonstrated your values in practice in their application.

 

4. Train those involved in the shortlisting process to ensure they know what values and behaviours you are looking for and how to identify whether candidates demonstrate them in their application.