Value-based hiring or recruitment is not a new approach in the talent acquisition world. The idea has long been in the recruitment industry. The recent focus on the significance of cultural fit and strategic hiring is what brought plenty of advantages for the companies looking for the perfect candidates. The overall process from strategic hiring to recruitment is termed as “value-based hiring.”
According to David Naylor- CEO of Global Learning and Development, value-based recruitment serves as a new dimension in the recruitment process. As the candidate's values and beliefs drive his/her behavior, they are considered vital components in his/her recruitment.
This is where value-based interviews or hiring differs from the traditional techniques of interviewing. Employers are now more focused on hiring employees whose personal values, behavior and beliefs align with the values of their company. When a newly hired employee’s culture preferences align with the work environment of a company, he/she not only feels happy in the new role but also gives the best performance.
Hiring employees based on the mission and values of a company may sound simple and easy; however, in reality, it is one of the challenges companies face when hiring new employees. That is to say, finding someone who fits into the organization's culture is a daunting task for companies of all sizes. Assessing how well an employee will fit into the work of any business requires a comprehensive plan. A value-based recruitment strategy is one of the ways to incorporate organizational fit into the hiring process.
Whether you are a startup or run an established business, knowing how to evaluate candidates based on their missions and values is extremely important. The article includes all you need to know about value-based recruitment to help you attract the right talent.
What is Value-Based Recruitment?
To answer the question precisely, value-based recruitment refers to an approach that is used to attract new talent, employees, and trainees. This approach aims to ensure that companies hire the right workforce that has the right set of skills and values. It is a strategy that prioritizes some specific beliefs and values to attract skilled individuals and promote them. Companies establish some core ideas to build a competent team that has the right people or talent.
Value-based recruitment or this type of talent acquisition is common in education-oriented and care and support businesses. However, many companies and new industries have embraced this strategic practice of employee selection due to its plenty of benefits. They have adopted a systematic approach that typically begins from making a recruitment plan, posting a recruitment ad, and then continues via interviews, selection, staff management, and training.
Why Values Are a Focal Point in Value-Based Recruitment
The whole idea of value-based recruitment centers on the values and beliefs of an individual. This is what makes understanding the idea of values mandatory for implementing a successful recruitment plan.
Values are the guiding principles that have a great impact on a person’s behavior, judgments, and, most importantly, decision-making ability.
Generally, there is a great difference or distinction between the values an individual ascribes to him/herself from the principles he/she practices. In other words, no matter how professional, dedicated, or determined one considers him/herself, the true personal or work values are demonstrated through the actions.
It is worth mentioning that all organizations and companies have intrinsic values that reflect in their functions. But these values are often not explicit in many organizations, which may be a problem for the new candidates in adapting to a new environment.
How do Values Contribute to a Company?
There is no denying that if an organization has a shared-values base, it provides direction, commonality, and ownership to the people working in it. Plus, it helps staff members and working employees become a part of the company by aligning their career goals with the company’s objectives.
How Value-Based Recruitment Benefits an Organization?
Many studies have been conducted over the years to evaluate the effectiveness of value-based recruitment in businesses and their functions. There is a growing body of theoretical framework on recruitment models and practices demonstrating how values moderate the relationship between recruitment practice and outcomes in all phases.
Simply put, prioritizing core values throughout the recruitment process is tremendously advantageous when it is about finding a candidate who is the right fit for your brand. When companies focus on the core values in daily work life, all members of the team work with the same consistency and aspirations.
The benefits of value-based recruitment or efficient recruitment plans are not confined to just bringing every employee on the same page. The approach or strategy of value-based recruitment offers many other benefits to the organizations. Let us go through a few of them.
Progressive and Healthy Work Environment
When an employee is fully aware of the values and works culture of his/her organization, he/she feels comfortable. He/she tries to adopt those values in his/her work style. Not only this, shared values of team members play a vital role in strengthening the relationship between staff members.
Companies or organizations use a value-based recruitment strategy to create and promote a healthy work environment for both old and new employees. A positive work culture keeps employees motivated and productive as they enjoy their work and stick to their job. This eventually translates to employee satisfaction, better performance, and higher retention.
A positive work atmosphere is an important constituent of the improved productivity of the employees. It increases employee involvement, organizational culture, and improves co-workers’ relationship.
As mentioned previously, a healthy work culture keeps employees’ morale high and increased his/her engagement. That means in a positive work environment, employees are more involved and engaged in giving 100 percent. And that is what increases their productivity.
When employees put more effort into their work when they find their organizational values aligned with their principles and values, working in this kind of environment helps employees deeply connect to their work. A comfortable work environment allows employees to work efficiently and create beneficial outcomes. Plus, employees like to invest more in their roles to become more productive when they know the company's values add to their growth.
Better Staff Morale
It is worth noticing that when an organization and employee share the same goals, it benefits both. One of the significant advantages of incorporating a value-based recruitment strategy is that it helps companies find the most appropriate candidates who share the same goals. The strategy is very effective for creating a high-spirited team that is efficient and connected to its role.
Improved morale makes employees feel valued in the company. They will be more confident and willing to deal with the challenges in the tasks.
Decreased Employee Turnover
Value-based recruitment is a strategy to attract the most suitable talent or employees. Remember that choosing candidates who share the same work approach as your company always results in increased profits.
They become the productive workers of the company and help your company reduce employee turnover. If a company makes its employees feel important and valued, they tend to work for a longer period. It boosts their confidence and enables them to invest more effort in the company. Employees consider working hard for a company as their personal growth.
Employee Engagement and Sustainability
Employees try their best to incorporate their values into the company’s culture to become more engaged and productive in their jobs. This deep engagement with work keeps employees excited and motivated about the work as they ensure to produce impeccable work.
Many studies have shown that more engaged employees are easy to retain and like to stay associated with the company for a longer period. Engaged employees are productive and facilitate clients in a better way. This means a value-based recruitment strategy also fosters a relationship with the customers. That means value-based recruitment can be beneficial for strengthening client relationships.
How to Implement a Value-Based Recruitment Plan
Incorporating a value-based recruitment plan can be challenging if you do not use smart methods or techniques. It is more than just communicating with the employees that you practice certain values. It is important to use effective strategies when it comes to showcasing the value in your company’s hiring process. Every stage of your hiring process must reflect the values and principles your company has. This step is crucial to connect you with the right candidates for your organization.
Below we have enlisted some methods or steps you can use to make your value-based recruitment plan.
1. Map out Your Company’s Values
The very first step of creating an effective value-based recruitment plan is to narrow down the standards and beliefs your company works with. Many organizations establish their goals and values in the first place to make the company's operations comprehensive. However, the main part is to plan how the organization's values incorporate into day-to-day operations, actions, and behaviors.
To map out your organization’s values, think about combining brand values, societal values, and, most importantly, individual values. You must address your company's overall code of conduct, along with the employees who are a part of it.
Outline those values in the form of a comprehensive list and decide which ones you want your organization to adopt and work with. These values can be the characteristics that you want to see in your employee’s actions and demeanor. The characteristics may range from integrity, honesty, open-mildness, and commitment to work.
Know that these established characteristics scaffold your company’s value system and help you implement your value-based recruitment plan.
2. Infuse Values in Job Posting
It is imperative to infuse those established values in the job postings in the hiring process to attract the right audience or talent. In short, every recruitment ad you post on different platforms should reflect your organization's core values. But that requires more than just listing a set of beliefs and values of your brand. That means you need to make it clear to the candidates and applicants that you want these values to be translated into whatever role they want to apply for.
For instance, if honesty and positivity are two of your key values, make sure your job ads imitate them. These values might appear when posted for different roles, but they will show your aim to build a positive and reliable team or work environment.
Make your job posts inclusive and specific at the same time. It will help you reach the desired candidate who is compatible with the values of your company. This value-based strategy works well when it comes to hiring qualified and competent employees.
3. Do Not Miss Out Pre-Employment Assessments
Pre-employment assessments are used to evaluate job applicants. The assessment includes plenty of methods and tools employers can use to assess whether or not a job applicant is a right fit for their organization.
The pre-employment assessment generally includes;
Cognitive or behavioral tests
These assessments are usually taken at the first stage of the recruitment plan and allow an employer to determine the capabilities and skills of candidates. When you use pre-employment assessments with a value-based recruitment plan, it helps you recognize the values your candidate considers important for working somewhere.
Try out these pre-employment assessments;
Personality questionnaires are an easy way to determine the perspectives of an applicant about certain scenarios. It comprises six different personality dimensions. These dimensions include emotionality, conscientiousness, agreeableness, and openness to gaining experience.
These tests are designed to evaluate the cognitive ability and problem-solving skills of the candidates. Cognitive tests include brain games and puzzles to assess how good a candidate is in understanding instructions and solving critical problems.
Situational Judgment Assessments
This is another effective pre-employment assessment that uses a wide range of images, texts, videos, and questions to make complex, lifelike scenarios. These assessments enable the applicant to think or respond according to the given situation.
It is a smart way to assess how a candidate will perform or react in a critical situation. Plus, the candidate can understand the realities and challenges he/she might have to face in the role for which he/she is applying.
These pre-employment assessments highlight the values and principles that are important to the applicant. You can select the individuals that you think are the best fit for your company’s aspirations and beliefs.
Value-based interviews are similar to pre-employment assessments and help you select the best candidate in the hiring process. Like the previous technique, it also includes several ways to identify the ideal candidate.
Look at this breakdown of these comprehensive techniques that can help you tap into the recruitment process.
Structured Interview Questions
Asking structured interview questions centered on the values of your organization is one way to identify the beliefs of your candidates. For instance, if your organization’s core values are “respect and cooperation,” asking your candidate to design an action plan for making a work-friendly environment will provide insight into his values.
Back these techniques with some strong follow-up questions to pull more insights from the candidate.
The technique may seem bizarre to be included in your value-based recruitment plan, but it will help you find how your candidate will perform in real-life scenarios and what values will drive his actions or reactions.
For instance, if a candidate chooses to involve his/her team to find the solution to a given problem, it shows he/she is collaborative and cooperative.
Last but not least, group exercises include role-play scenarios and a wide variety of group activities based on role-plays and other scenarios. These exercises are effective in understanding the abilities of the candidate. Incorporating these activities provides a deeper and realistic idea of the candidate's value system.
However, this process is different from standard assessment tests and requires strong observation skills. That means the recruiters need to be trained to translate the candidate's actions into meaningful and informative insights.
Challenges for Value-Based Recruitment
Let us quickly go through a few challenges that you might come across when developing a value-based recruitment plan.
- Understanding the values that are practical and useful for your company
- Exploring principles that can address unclear values and conflicts
- Communicating values in a practical way to link them to reality
- Balancing the important values with competency in the hiring process
- Incorporating values into the management and appraisal system
- Engaging the right people to support the recruitment process.
In a nutshell, value-based recruitment is an excellent approach to finding potential candidates who can match the values of an organization. However, it is a long and comprehensive process and includes specific steps and phases to implement and get successful outcomes.
To create an effective value-based recruitment plan, you need to find out the values important to your organization. These values must drive the behaviors and actions of your organization. Thus, the given recruitment plan can help you implement the value-based recruitment plan efficiently.
The invention of new technologies that analyze the traits and values of employees and candidates has led to more effective recruiting decisions. AI-enabled talent analytics technologies, such as Retorio, offer deep insights into the behaviors, traits, and values of candidates at an early stage of the recruitment process. Recruiters can analyze the values of their existing team and look for matching talents.