Values-based recruitment is all about finding talent for your organisation that fits in terms of values, motivations, passions, interests, and organisational culture, as well as those all-important job-based skills and core competencies.
Whilst employing someone with the key skills they need to do the job is vital, with talent shortages in many industries – especially the tech industry – in New Zealand, it is more important than ever that organisations get a return on investment out of their recruitment processes, and ensure they are hiring candidates who believe in the company they are joining and share common values.
Many organisations have a set of values they are proud of, and you see these promoted on websites, sales and marketing material and sometimes referred to in recruitment resources.
However, values don’t exist just as slogans and words but should be embedded in strategy, structure and processes, including the all-important recruitment process.
Simply put, values-based recruitment is having a set of organisational values in place and hiring employees who are a good fit. It ensures that the people you bring in have similar values as the organisation and can demonstrate those values in action – for example, if one of your values is good communication, then the applicant would be assessed on how well they communicate.
There are many benefits of taking a values-based approach to recruitment, including:
Hiring someone on values does not mean creating a workforce that all thinks and acts the same. Diversity and inclusion ARE values of many organisations, so when applying values-based recruitment practices, it’s essential to be open-minded and consider the background and unique character of an individual.
You must implement values-based recruitment practices fairly and equitably. Be as objective as possible and follow a structured process from developing a recruitment plan and posting recruitment ads to interviews and selection to help avoid bias.
So, where do values-based practices come into different parts of the process?
When it comes to values, do not forget your existing employees. Our values evolve and change over time, so make sure you have programs and communications in place to reiterate your company values to your current employees, so they know how to apply your values to their role, themselves, and their relationships with clients, current employees, and incoming employees.
Talk about values in one-on-ones and performance reviews, consider reward and recognition programmes centred around your values, and, where possible, show and share examples of how your company lives its values via your internal communication channels, websites, and social media pages.
Values-based recruitment is an effective and beneficial way of finding potential candidates who will match the values of an organisation, perform well within it, and stay working for them for longer. However, it can be a complex process, requiring specific steps to ensure successful outcomes.
Recruit I.T. prides itself on utilising our expertise to balance cultural fit with the right skills and experience to ensure you get the right candidate. We work to ensure both candidate and client are satisfied and connect an exceptional person with the right organisation. Reach out to our team today if you are seeking talent for your business or looking for a new opportunity!
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