Posted: 18 February 2019
“Don't just fill the vacancies. Fill them with the right people.”
(Claxton House, Atlanta Healthcare, residential care provider)
As the Department of Health and Social Care launches its national recruitment campaign to inspire more to people to work in care, we want to help adult social care employers to select the right people, with the right values and skills, from this talent pool.
We know that selecting people based on their values, rather than previous experience and/or qualifications, can help you recruit people who know what it means to provide high quality care and support, and are more likely to stay.
In our ‘Secrets of success’ research, 86% of respondents said that people’s values and behaviours was the most important thing that they consider in the selection process – and this seems to work, as they had a turnover rate of less than 10%.
There are different selection methods you can use to explore people’s values and make the right choice, and here are six of them:
1. Use profiling tools
Profiling tools are a great way to see how candidates would behave in different situations and can help you to assess their values and behaviours. There are lots of profiling tools out there and our guide can help you choose one.
For example, A Question of Care is a free, online, interactive quiz that uses scenario-based videos and questions. At the end, it provides a detailed personal profile that tells people whether they have what it takes to work in social care.
Read how Woodford Care used personality profiling tools to check candidates’ values and improve their recruitment practices.
2. Involve people who need care and support in the selection process
People who need care and support can provide a valuable insight into what you need to look for in new recruits.
You could involve them in the selection process in different ways, for example, by involving them in interviews or inviting them to talk to candidates.
They can use their lived experience to tell candidates what’s important to them and assess whether they have the right values to deliver this. They can also judge how well a candidate engages and communicates with them, which can help you select the right people.
Our ‘Involving people who need care and support in recruitment’ guide has more practical ideas and tips to help you involve people who need care and support in the selection process.
Read how The Avalon Group successfully involved people who received care and support in their recruitment process.
3. Involve your existing staff in selecting new recruits
Existing staff know, first hand, what the role involves and what kind of people you need to do the job.
You could ask existing staff to meet candidates and ask them what they think. This is also a great way for candidates to learn more about your service and the role, so they can make an informed decision about whether or not it’s right for them.
You could also nominate your staff to become I Care…Ambassadors, where they deliver careers activities to inspire others to work in social care. As part of their role, they could do activities which explore people’s values and help you to select potential candidates who show the right behaviours. Find out more about joining I Care…Ambassadors here.
Read how Resolve Care recruited two new recruits from a local college after a visit from their I Care…Ambassadors.
4. Conduct values-based interviews
Values-based interviews are a great selection tool. Using behavioural-based questions rather than competence-based questions, can help you draw out a candidate’s values and assess whether they align with your organisation’s values.
Read how 2019 Accolade winner, Right at Home, use evidence-based scenarios in interviews, to understand the candidate’s values.
If you want to use this approach, our practical ‘Values-based interviewing seminar’ explains what values-based recruitment is and teaches you a specific interviewing technique to uncover candidates’ values. We can come and deliver this seminar to managers in your organisation email us to find out more at: email@example.com
5. Run an assessment centre or day
Assessment centres are one of the most effective ways to predict whether candidates are going to perform in the way that you want them to.
They don’t have to be costly, resource intensive or complex. A simple assessment day could be made up of three different exercises such as an interview, a written exercise and an interaction exercise, and is a great way to select candidates.
Our ‘Assessment centre – best practice’ guide has ideas and tips to help you plan an assessment centre as part of your selection process.
6. Do the right employment checks
Your selection process should include doing the right employment checks to make sure that candidates are eligible and suitable to work for you.
Don’t ignore candidates who have a criminal record - this could mean you lose talent with real value. Our ‘Safe and fair recruitment guide’ can help you implement safe and fair recruitment policies and processes, and carry out DBS checks, so you can reach the potential of people with criminal convictions and safely recruit them.
Our ‘Eligibility to work in the UK checklist’ includes the evidence needed to prove a person has the right to live and work in the UK, as well as links to further information and support.
Find out more
There are lots more tips, templates and resources to help you select the right candidates, with the right values, on our website.