Get the most out of your application process. Ask potential candidates the right questions to help you with the candidate selection proccess.
Assess candidates suitability by Including your organisation’s values and behaviours in your application process and asking candidates to evidence how they've demonstrated their values.
Profiling tools can be used to assess a potential recruits’ values and behaviours. There are different tools available to help you choose a system which is right for your organisation.
Tak the online quiz 'A Question of Care' to assess applicants values and behaviours.
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How to use ‘A Question of Care: A career for you’ as part of your recruitment process
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Draw out values, behaviours, attitudes and interpersonal skills of applicants.
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Assessment centres can be effective in predicting candidates’ performance. We have tips and ideas for using this method.
The Department of Health and Social Care’s (DHSC) National Recruitment Campaign
Hear how employers can make the most of their application process.
The next step is to select the candidates who have the right values for your organisation. It’s important to look beyond just a person’s skills and experience.
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For applicants who don’t have social care experience. Identify transferrable skills applicants have gained from other life experiences.
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Use our best practice guide can help you create an application form that draws out the best in all candidates.
Hold interviews at flexible times to suit potential employees and ensure to check for any specific requirements to enable them to attend interviews.
Asking behavioural based questions can help draw out the qualities and values needed for the role. Get to know potential recruits using different methods such as informal meetings, webchats or social media to discuss vacancies.
Welcoming new candidates
Invite candidates to visit your service to meet the team and understand the working environment. Applicants can learn more about your service and the role, to help make decide if they're a good fit for your service. Get involved in national initiatives such as ‘Care Home Open Day’ and invite people in to your workplace.
Once you've selected your candidates make sure to keep in touch. Sending a congratulator card and arranging informal 'meet the team' catch-ups pre strat date can help a new starter feel confident upon starting their role.
While there is no legal requirement to provide references about people who are or were in their employment, employers have a duty of care to both the people who use their service and staff to ensure that all reasonable checks are undertaken.
The NHS Employers employment history and reference check standard (which provides a basis for good recruitment practice) advises that employers should seek references to confirm a minimum of three consecutive years of continuous employment or training prior to their application.
Further guidance, including when it’s not possible to validate a minimum of three consecutive years of continuous employment or training, can be found in our 'Safe and fair recruitment guide' (page 23).
Values-based interviewing seminar
Learn what values-based recruitment is and how to apply it. Learn specific interviewing techniques and develop skills to uncover candidates’ values.