Values in Recruitment: The Interview Part 2

As we explore the benefit of having organisational values in your health business, it is expedient to discover how they can be incorporated into your interview. Outlining your purpose and values in the advertisement and then extending this conversation into the interview will establish your intention and commitment as an employer and leader. Candidates are often surprised by a different approach. Feedback is that future employees are keen to be involved in an organisation that has strong values and leadership. Focus on values and workplace culture can give you a competitive advantage, even over salary enticements. There is no better place to start.

For the benefit of the “how-to” in this blog, I will use the values of our business, Active Recovery, and will show you how we integrate these into our interviews for all employees. In future, blogs, we will explore how you can discover, implement and leverage off your values and purpose, to build a strong culture that is supported by employees, referrers, and clients. A fulfilling way to conduct any business.

Active Recovery has 5 values. Under each value is a range of possible questions

We care, We listen and We empower.

What comes to mind, when I say these words? Tell me about a time when you have had to care for someone? I am interested to know what listening means to you? Can you give me an example of a time, when you have helped someone to do something on their own or to step up to a challenge? Did you need to do this in your past jobs? How might you use these values in your work at Active Recovery?

Have Courage

What does “have courage” mean to you? Can you give me an example of a time when you have had to be brave, step out of your comfort zone, or have helped someone else when they were scared or unsure? Do you think that the value of Have Courage will impact on your work at Active Recovery?

Stay True

Have you ever been in a situation where you have felt compromised or where you felt that you needed to go along with something that you did not agree with? What did you do? What would this value represent for you, in your employment at Active Recovery? Can you tell me about evidence-based practice and how you stay up to date and incorporate it into your clinical work?

Be Part of the Solution

Can you give me some examples of when and how you have had to help solve a problem? Did you have to ask others for help? What lengths will you go to, to be part of the solution?

As a team

What makes a successful team? Have you been in a team that has not pulled together? What would you bring to the team at Active Recovery?

Interviewing based on your Organisational values will give you insight into how your candidate has behaved on previously and how they are likely to perform in the future. As you find your feet, the conversation will flow. Each value can be broadened out, to a range of questions that will help you to discover the true person sitting in front of you and whether they are the right fit for your team and culture. You will find out about their adaptability, creativity, and openness, and a range of other characteristics that will contribute to your workplace.

Values are not a list that is put on the wall, on your website, or brought out every now and again. They are the living and breathing anchor and compass for your business. They will help guide you to recruit a person who understands those values right from the time that they are employed. Every conversation going forward, whether it is clinical, professional, or performance-based will be underpinned by values. Let us explore this some more in future blogs…..but for now, set yourself apart from others and try it out.

If you are looking for more information about mistakes in the recruitment process and how you can avoid them, you might like to read this article from Harvard Business Review?

I wish you much success in finding your next employee.

Dianna Howell Certmgr MIML MAPA

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