Why you should invest in value-based recruitment.

What is value-based recruitment?

Let’s start with defining what value-based recruitment is by looking at the definition of values: “Values are the moral principles and beliefs or accepted standards of a person or a social group”. They are a higher reason of why we, as humans, act or behave in certain way. Just like an individual person has a specific set of values, so does an organisation. These values can be translated into the reason why a company exists, but it is also visible in their mission and vision.

Prioritising values in the recruitment process means that you are more likely to hire a talent that fits the culture of your brand. It is seen as a strategy when wanting to attract the right talent with the skills and values that you are looking for in your workforce. The strategy is based on prioritising certain beliefs when going through the pile of applicants, to narrow down your search.

Value-based recruitment can also be seen as “decision filters” which can be used when making the final decision in a recruitment process. If you have two candidates that are in the last step with equal experience, it can be handy to have something to rely on when deciding who will get the job or not.

Perks of value-based recruitment.

Now you know what value-based recruitment is, but what are the perks of implementing this strategy in your own recruitment process? Having a value-fit between employees and the organisation and working with the same set of beliefs is more than just bringing people together and having everyone on the same page. Your entire business will benefit from it!

When employees are aligned with the values and working culture of their organisation, it is more likely that they are comfortable in their own skin, it forms stronger relationships between co-workers and generates a more positive work environment. Having shared goals as your team is also shown to improve staff morale and a decrease in absenteeism – as everyone will want to encounter challenges together.

Another perk of value-based recruitment is increased productivity. Since your employees will have a deeper connection to why they choose to work at your organisation, it will mean that they will be working more efficiently and wanting to create more meaningful outcomes. They will put in an extra effort to see their own productivity grow, which results in benefiting the entire company.

Did you know that research shows that 89% of failed hires are linked with a bad culture fit? Well, by using values as a strategy when recruiting one can see a reduced number of employee turnover. Happy employees mean less turnover for your company, you can invest in your organisation and allow space for your employee’s career growth.

How to get started with your new recruitment strategy.

We know the ‘what’ and the ‘why’, but let’s have a look at the ‘how’. Value-based recruitment does not simply mean that you post your company values on your website and suddenly your inbox will be filled of enthusiastic potential employees. You have to make a better plan than that! To begin with, it is important to be aware of your own values. Who are we, what do we stand for and what do our employees value? Look at brand values and societal values, how are these communicated in our brand, vision and mission? Sit down with some of your employees and make a clear distinction of who you are and why.

Secondly, try to include your company values in your job adverts, you can do it in a neat way by describing the persona you are looking for. Let’s look at an example, assuming that your company values optimism and innovation: “Are you a positive person who loves to think outside the box, never afraid of pitching any crazy idea you might have?” Someone that has these personality traits is more likely intrigued to apply for the role than someone that does not.

Another way to hire based on values is to include pre-employment assessments. This can be done in many shapes and sizes, such as cognitive ability testing, a personality questionnaire, or a situational judgement test. You can also design some of your interview questions based on values, asking how your interviewee would react in certain situations or what they think is important in a team. You can even go as far to include role-play in the recruitment process. Here you create a real-life scenario where you can see what values will drive their actions.