According to our research, only 50% of NHS organisations use Values Based Interviews. But, given the abundant benefits of Values Based Interviews, not just in the healthcare sector but across the board, why aren’t ALL NHS organisations using them?

In this article, we’’ll discuss the benefits of using Values Based Interviews, and recommend how you can begin to use them in your compassionate recruitment process.

Benefit One: Identify Applicants Who Fit With The Organisation

If you’ve been through a hiring process before, it’s likely you’ll have found some candidates who look excellent on paper – the right experience, the right qualifications, all the right enthusiastic noises your ‘ideal’ candidate would make. Even at the interview stage, they’ve clearly done their research, show great potential for the role, and are easy to get along with.

But then, as their first day passes in a blur, you begin to realise that they may not be the perfect candidate after all. Something just feels a little ‘off’ with the fit between you and them. It’s difficult to place your finger on what exactly the problem is, but it’s there, lurking in the shadows and nagging at you.

This is what Values Based Interviews can identify before it’s too late. Before you’ve made the commitment to a candidate, Values Based Interviews are a structured and effective way of identifying a candidate’s values – what they value and/or believe in for the way they live their life, the way others live their lives, and the way they approach work.

As a healthcare organisation recruiting a Healthcare Assistant, for example, your goal will be to find someone who is compassionate, caring, and has an element of altruism in their approach to work. Using a Values Based Interview helps you identify those characteristics in an unbiased, structured way – allowing you to compare all potential candidates on the same yard-stick, as it were. If your Values Based Interview identifies values like commerce or power, and a lack of compassion, care and altruism, perhaps that candidate isn’t the best fit for that position – hiring them will result in the nagging doubt that you made the wrong choice.

Benefit Two: Reduces Unconscious Bias In The Selection Process

By creating a structured, streamlined interview, based on identifying a candidate’s core values, organisations can reduce the impact of unconscious bias on the selection process.

Unconscious bias is a bias that we are unaware of and which happens outside of our control. It happens automatically and is triggered by snap judgements and assessments our brain makes for us. These judgements exist to help us avoid dangerous situations, but when they happen in interview contexts they can be detrimental to the goal of equal opportunities for all candidates.

Five types of unconscious bias are likely to occur during unstructured, impulsive interviews:

  1. Affinity Bias: preferring candidates who are like us
  2. Confirmation Bias: making assumptions about a candidate, and then subconsciously seeking out evidence to confirm our opinions
  3. Contrasting: allowing your interview experience with one candidate to set the bar for others. Comparing candidates against each other, rather than against the performance criteria
  4. Halo & Horns Effect: subconsciously rating a candidate as good or bad across the board based on a single characteristic
  5. Stereotyping: assuming particular traits will make a candidate good or bad in that role, based solely on stereotypes of that trait rather than the individual being interviewed

Ensuring that interviews are structured and based on identifying values or competencies critical for a particular role helps to eliminate this unconscious bias, which will ensure the best person for the job is selected as opposed to our decisions being based on subconscious factors.

Benefit Three: Hire Long-Term, Effective Staff

It makes sense, doesn’t it? If your staff’s values are aligned with the company’s values, and if they’ve been hired based on their abilities rather than your subconscious assumptions about them, they’re likely to feel more valued and stay longer than those hired because the interviewer likes them or they were the best of a bad bunch.

Using Values Based Interviews to hire staff means that they will feel more comfortable, more committed and more engaged with the role. If their value align with yours, they will feel like they are living and working the way that they want to – they’re working in alignment with their particular core values, rather than against them. It’ll also mean much less absence and generally better performance across the board, as motivation comes from within if your values are aligned with your role and/or the organisation’s goals.

In fact, research conducted in Oxford University Hospital showed that staff hired through a process including Values Based Interviews reported the intention to remain at that organisation for an average of 2 years and 7 months longer than those hired based on non-values based interviews. That’s over 30 months longer – saving you the time, effort, and cost of hiring a replacement. It’s a win-win for both you and the candidate.

I’m convinced – Values Based Interviews are the way forward. How do I implement them?

Implementing Values Based Interviews as part of your recruitment is an excellent step on the journey to compassionate and caring recruitment. For your next recruitment drive, why not give our Attract Interview a try? 

Our Attract Interview is a mobile-enabled digital interview guide carefully crafted to promote diversity and get to the very core of your applicants. The questions are structured and the score-as-you-go methodology quickly and effectively indicates a candidate’s ‘fit’ with the world of healthcare. It’s engaging, paper-less, and effective – the best way to Recruit For Health.