Values based recruitment
Ruth Auton & Janine Hackett *
Strategic Workforce Development Manager
Directorate of Workforce, Education and Quality
Health Education East Midlands
*Assistant Subject Head Occupational Therapy
University of Derby
www.derby.ac.uk/health
Value Based Recruitment
HEE Project: 3 deliverables:
1.
2.
3.
VBR for HEE Commissioned
Programmes
VBR for Trusts
Evaluation of projects 1&2
Values based recruitment, teaching & learning
 Alignment with values of NHS constitution
Compassion Respect Collaboration
Courage
Dignity
Commitment
Integrity
Trust
Responsibility
 Continuous journey rather than 1 off event
 Supports excellent patient care & experience
 Aims to inspire passion in NHS
www.derby.ac.uk/health
Values based recruitment
Pre –selection
process
Attracting the
right
Students
Pre selection
process
Selection day
Values based recruitment
 Mapping against;
Francis recommendations, professional
suitability, NHS constitution,
COT code of ethics
 Involvement of clinicians
 Service user involvement
 Debrief & ‘Sofa test’
Mapping the process to key documents
Francis:- 4 Behaviours of Leaders
Francis Recommendations
NHS Core
Values
COT
Code of
Ethics
Domains of Professional
Suitability
Application Form screened:
Screened by Central Admissions to ensure meets qualification criteria

Reviewed by Occupational Therapy Admissions Team focussing on personal statement and reference (review of qualifications)
Section 6
leadership behaviours
Recommendation 185

Intellectual achievements to enable them to acquire
through training the necessary technical skills
Recommendation 185

Selection of candidates who evidence the
possession of appropriate values, attitudes and
behaviours
Motivation and
preparedness to be an
OT
Commitment to
profession
Group Interview. Scored on scale of 1-10 based on:
Verbal / non-verbal communication and social skills

Group participation/cooperation

Demonstrates leadership behaviours

Demonstrates care / consideration of others
Optimism:Recommendation 173
Continual learning when things go wrong
Principles of openness, transparency and candour
Honest and truthful in dealings with patients/ public
Decisiveness:Personal interests never outweigh the duty to be
Take responsibility
honest, open, truthful
Explain why
Recommendation 185
Bravery to make decisions
Selection of candidates who evidence the
Change direction if needed
possession of appropriate values, attitudes and
behaviours
Transparency:Leadership / compassionate care
Communication
Focus on culture of caring
Open to feedback
Ability and motivation to put the welfare of others
above their own interest
Recommendation 5
Will be honest and open regardless of the
consequences for themselves
Will apply the NHS values
Recommendation 191
Recruitment for values and commitment
5 – work in
partnership
7–
Accountable
4 – Decision
making about
a patient’s
care
6 – Effective
and fair use of
resources
Sections 2-5
(Service user
welfare and
autonomy,
service
provision,
personal/
professional
integrity,
professional
competence)







Teamwork
Critical thinking and
problem solving
Empathy
Communication and
interpersonal skills
Critical thinking and
problem solving
Ethical / moral reasoning
Personal / professional
integrity
Values based recruitment & education
Attracting the
right
Students
Pre –selection
Pre selection
process
process
Selection
Selection day
day
Values based teaching/learning environment
Values driven behaviours/leadership/culture
Questions
 Are graduates entering practice
embodying the required values?
 What else might HEI’s consider?
 How are values being incorporated into
the selection process in the workplace?
 How can we challenge those in practice
and help them develop ?