Values Based Recruitment (VBR) Workshop. Today’s Agenda Purpose: Review and discuss how our values are being developed and embedded Develop a set of VBR.

Values Based Recruitment (VBR)

Workshop

Today’s Agenda

Purpose:• Review and discuss how

our values are being developed and embedded

• Develop a set of VBR practical tools that can be used

Agenda:• Welcome• Our Values• What is VBR?• Facilitated discussions

– Job Previews– Interview Questions

• Feedback & Close

The NHS Constitution “The NHS belongs to the people. It is there to improve our health and well-being, supporting us to keep mentally and physically well, to get better when we are ill, and when we cannot fully recover, to stay as well as we can to the end of our lives. It works at the limits of science – bringing the highest levels of human knowledge and skill to save lives and improve health. It touches our lives at times of basic human need, when care and compassion are what matter most.

The NHS is founded on a common set of principles and values that bind together the communities and people it serves – patients and public – and the staff who work for it.”

Living Our ValuesCaringWorking as a team playerManaging your own attitude and behaviourCaring with compassion and respectAddressing concerns with colleaguesCommunicating respectfully, openly and professionally

CreativeEmbracing change, developing best practice & open to challenge new ways or workingAccessing opportunities for learning & developmentBeing the best you can everydayWorking creatively and in partnership with patients and the health community

CommunityTaking pride in yourself and our organisationPromoting a positive cultureFocusing on achievements and what we can do together

Linking our Values to the NHS Constitution

CreativeWe cherish

excellence & Professionalism

wherever we find it – improvements in clinical practice &

innovation

CaringWe ensure that

compassion is central to the care we

provide and respond with humanity &

kindness

CommunityPatients come first in

everything we doCaring

We speak up when things

go wrong

CaringWe earn the trust

placed in us by insisting on quality

and striving to get it right every time

CommunityWe maximise our resources for the

benefit of the whole community & make

sure nobody is excluded

CaringWe value every

person…patients, carers &

staff

CreativeWe support

initiatives that improve

quality and efficiency

Values

To sustain values-led patient care and teamwork, it’s important not only to bring in new staff who share our values, but to ensure

our current staff and teams live up to our values

Values are the key to aligning attitude and behaviour

“The purpose of values based recruitment is to ensure that the future and current NHS workforce is selected against the values of the NHS Constitution. The approach aims to ensure that the NHS has the right workforce, with the right skills, in the right numbers, with the right values, to support effective team working and deliver excellent patient care and experience.”

VBR…why bother?Organisations within and outside the NHS have successfully implemented and evaluated values based recruitment practices. They report that there are many benefits to be gained from investing time and resources into doing VBR well, such as:

• reducing agency spend and recruitment costs• positive impact on staff turnover• boosting staff morale• creating a more positive work environment• staff feel more valued• reducing sickness absence• increased job satisfaction• and, most importantly, ensuring that patients receive the best care

possible

VBR Road Map

AttractRealistic job previewsBranding

ScreenFilter out staff who don’t share our values

Interview

Values Based Questions

Appoint

Set expectationsCandidate experience

On board

Induction(Local & Trust)

Cultural Reinforcement

AppreciationSupport

Feedback

AttractValues based recruitment starts with

attracting the right calibre of staff who share our values

An example from Cambridge University Hospitals that was shared at a recent local event

Job Previews

Screen – Example 1On-line values based scenarios that can filter out poorly

matching candidates at the application stage

Example Scenario:You see a patient looking lost in the entrance to the hospital….. What would you do?A. Ask them if they need any assistance and offer to take

them to where they are going

B. Ignore them, they’ll probably find their way eventually

C. Inform someone more senior who can help them

D. Ask them if they are ok, do they know where they are going, and then point them in the right direction

Currently on all PSHNFT JobsOn-line values based question that can help filter out poorly matching candidates at the application stage

Example Scenario:Please provide some examples of when you feel you have acted in a CARING way in a work or other setting

Please provide some examples of when you feel you have acted in a CREATIVE way in a work or other setting

Please provide some examples of when you feel you have acted in a COMMUNITY way in a work or other setting

(Max 300 words)

Interview

Competencies• what am I capable of

Knowledge• what I know

Experience• what I have done

Values

•who I am

VBR Trait QuestionsMotivation• Communicating motivation• Enjoyment• Realistic expectation• Research

Demonstrating personal qualities• Standards• Integrity• Learning• Resilience• Self-awareness• Time management• Values

Working with Others• Collaboration• Dealing with conflict• Encouraging contribution• Respect• Understanding of role• Valuing contribution• Listening• Seeking views• Sharing information• Understanding others

Behavioural Event Questions

Situation

Task

ActionsResults

Reflections

‘STARR Model’

Defining a QuestionConsider a value & how you might devise an interview question to

elicit evidence of such value

Example - IntegrityValue Definition Behaving in an open & honest manner, acknowledging responsibility for actions and being respectful at all timesLead QuestionTell me about a time when you had to address a difficult situation with a colleagueProbing Questions• Why was it important to address the situation?• How did you feel about addressing the situation & the outcome?• How did you perceive your colleagues reaction?

What behavioural indicators would you expect to see from someone demonstrating this value?

Defining a Question

What do you want to see/hear?

What don’t you want to see/hear?

What value are you testing& how would you define this?

Your lead & probing questions

Appoint

Experience Ensure the experience the candidate has of our organisation reflects our values (successful & unsuccessful)Use specific examples from interview in feedback

Set expectationsBehavioural Framework is referenced in the offer letter/contract

On BoardWelcome to our TrustThe importance of our values are reinforced right from the start; at local and Trust induction• Our leaders talk about the importance of values

and behaviours

• Colleagues show their appreciation & support

Appraisal• Our appraisal process is values-based with a

focus on behaviours and attitude

With all of us living our values, every day

Reflections, Questions & Close