You cannot “set” organisational values, you can only discover them. Nor can you “install” new core values into people. Core values are not something people “buy in” to. People must be predisposed to holding them. Executives often ask me, “How do we get people to share our core values?” You don’t. Instead, the task is to find people who are already predisposed to sharing your core values. You must attract and then retain these people and let those who aren’t predisposed to sharing your core values go elsewhere.
Jim Collins (Good to Great)
Benefits of Values Based Recruitment
Organisations including the NHS and Nissan are using Values Based Recruitment to reduce staff turnover, boost morale with a more positive working environment and save on overall recruitment costs.
How does it work?
Individuals hold 36 core values which when aligned (either positively or negatively) between a candidate and a team or organisation will act as an objective method of identifying cultural fit. This covers everything from attention to detail, attitude to risk, working with teams and other motivators.
Benchmark existing team
Identify organisational teams, and everyone completes a 15 minute values exercise to create a benchmark report
Candidates complete exercise
Candidates complete the same 15 minute exercise in their own time on any web enabled device, which generates a unique profile
Analyse values fit
We use machine learning to analyse how well a candidate is likely to fit your organisation and make recommendations on next steps
We are not looking for ‘similar people to us’, with the same background or experience, as this can introduce bias. However, candidates who share a values alignment will allow for greater success in the recruitment and retention of new employees.