This document discusses values-based recruitment in the social care sector. It introduces a recruitment toolkit that includes a personality profiling questionnaire, leadership framework, and guidance. The toolkit aims to help employers recruit candidates whose values and qualities align with providing quality patient care. It also encourages using workforce data from the National Minimum Data Set for Social Care to inform recruitment strategies and understand retention challenges. The document advocates integrating values-based approaches and sharing experiences to support the sector in prioritizing quality care.

1. •Recruitment strategy – using
Work-based training programmes
designed around the needs of employers,
values & NMDS insight
which lead to nationally recognised
qualifications
• Majority of the training ‘on the job’ – rest
Tim Normanton
supplied by a local training provider or
college
Recruitment Strategy Manager

2. Risks/Benefits of Right/Wrong
recruitment decision?
Costs – time, effort, media/agency costs to
recruit/cover, impact of poor performer
Risks – reputation, quality of care,
safeguarding, inspection outcomes
Benefits – positive experience for customers
and staff, efficiency, quality
X by number of staff you employ X turnover

3. Current context
• The Winterbourne View Report
• Transforming Care: A National response to
Winterbourne View Hospital
• Patients First and Foremost – Initial Government
response to the report of the Mid Staffordshire NHS
Foundation Trust Public Enquiry
• The Francis Enquiry Report
• The Cavendish Review
• DH response to Robert Francis and Camilla Cavendish
reports anticipated Autumn 2013

4. An overview of SfC work
Increase retention rates | Decrease staff turnover | Recruit for quality and values

5. Values based recruitment
Commonly used in residential childrens services – using
NSPCC model developed after Warner Review in the 90’s
Current pilots in NHS e.g. –
Question - Describe an example of when you have made a
decision which had a positive effect on a patient’s care?
Probes: What actions did you take? Who was involved? What was
the outcome/response?
+ Proactive/uses initiative in supporting the individual; takes personal
responsibility. Understands and describes individual’s perspective and
needs. Achieves desired outcome in a respectful/empathetic manner.
- Applies limited effort; only describes own actions, providing no
outcome /person related rationale. Doesn’t consider implications for
individual.

6. The Values Based Recruitment Toolkit
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Partnership between SfC, DH, NSA and McIntyre
The toolkit includes:
A personality profiling questionnaire for candidates
The Leadership Qualities Framework as a guide to workforce
behaviours and values at all levels
Finders Keepers to help recruit and retain staff
Easy to access advice and information
Examples of job ads and interview questions
Supports the employer’s “usual” recruitment practices
Piloting with employers - evaluated over 12 month period
LIVE DEMONSTRATION USING PARTICIPANTS
http://www.peoplemaps.com/partner/Skillsforcare.php

7. The Values Based Toolkit

8. A QUESTION OF CARE –
self assessment tool

9. Values based personality profile
Report (applicant and employer) assesses potential:
Self Esteem; Empathy; Communication; Building
relationships; Dealing with Challenging Behaviour; Making &
Keeping Appointments; Staying in the Job

10. The Value of NMDS-SC
Understand workforce challenges –
– Identify skills shortages/ inform staff
development plans
– Benchmark pay rates
– Identify high turnover/ retention issues
– Plan your workforce
– Develop your recruitment strategy; what
makes you different

11. What can you do?
• Use & feedback on the Toolkit – informing research
into impact of adopting a values based recruitment
approach with cost benefit analysis
• Skills for Care and Development – A Question of
Care – Encourage applicants to self select
• Integrate a values based approach into business
practices and monitor impact – share experiences
to support the sector
• Review NMDS insights to develop your strategy

12. Summary
Values based recruitment:
•As well as understanding how or what people do
in the workplace, find out why they do it
•Toolkit to support you – wealth of resources &
guidance, feedback appreciated
•Personality profiling to inform candidate self
selection and employer assessment
NMDS as tool to inform recruitment strategy