How to integrate values into your recruitment process

Assisting hiring managers across the WA public sector in the application of contemporary best practice in recruitment.

Use your agency and team values to attract, employ and promote people who fit best with the job requirements.

After completing this section, you will have:

  • identified how values can be used in your recruitment process.

Actions

  • Design your recruitment process to elicit values:
    • job descriptions: include values that provide context for applicants about how they are expected to deliver outcomes and the ‘lens’ through which they are assessed
    • advertising: identify values that are a high priority for the job and describe how they translate into the work itself. For example, “In this role, safety isn’t just a catch phrase. We’re looking for team members who are constantly scanning the environment for potential hazards”
    • application requirements: include specific values-based assessment criteria so you can screen early for people who can relate to the values
    • responding to enquiries: ensure the person who is providing information about the vacancy discusses the importance of values to the job, and models the values in how they respond 
    • initial assessment of applications: screen applications for values alignment as well as skills and experience. Be aware of how unconscious bias can affect the assessment of an applicant
    • candidate management: make sure all staff involved in the recruitment process model your agency values as this proves what’s different about working with your agency. For example, if “people first” is a value, recruitment assessors could role model this by adopting a personal approach, updating applicants throughout the process, starting an interview with an informal chat and calling interviewed candidates to provide feedback rather than waiting for them to call
  • Further assessments: measure values in some or all of the assessment stages:
    • using scenario assessments, role plays and group exercises can provide insight into a candidate’s personal values
    • specific questions in the interview can focus on values, or questions can be designed to elicit how the candidate’s values have linked to past actions and decisions
    • personality assessments can highlight a candidate’s orientation towards certain values or workplace traits, such as adaptability, resilience and sociability.
  • Reference checks:
  • Final decision-making:
    •  Review the evidence you have gathered throughout the assessment process to decide about a candidate’s alignment to the high-priority values in the advertisement.

What’s next?

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