Archive for the ‘Recruitment’ Category

Top 3 reasons for people leaving their jobs

Friday, July 18th, 2014
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At PPS we conduct exit interviews for our clients across a range of industry sectors.  As a third party company providing this service we get the real reasons, not the ’safe’ reason a leaver would give to their Manager or HR exitprofessional face to face who is working internally for the company.

Exit interviews can tell us so much about why people leave their job and also valuable information about improvements which can be done to reduce attrition and improve employee engagement.

So “Why do exit interviews?” The reasons for doing so are well documented. CIPD give you some thoughts on this here.
We have analysed the data from Exit interviews we conducted here at PPS for our clients for 2013, and this revealed the top 3 reasons for leaving:

1. Work hours /life balance.

Here are some comments from leavers on this subject….

“They need to get people to work less hours and smarter instead of pressurising people to work longer.”

“I was told I’d be on 20 hour contract, but when I joined it was only 10 hours.”

“Company just expected too much, my manager kept pushing for more and more hours…”

It seems that work life balance and the right hours to fit in with other responsibilities are a major factor when people make the decision to leave.  Having flexibility around hours is really key in keeping people in their job.  Having the opportunity to work flexibly, take time off for family commitments and take holiday when requested are all important.  Also not being given enough contracted hours or pressures to work over the contracted hours play a big part in people’s decision to leave.  Many of you will know that from the 30 June 2014, the right to request flexible working will be extended to most employees with at least 26 weeks’ continuous service at the date of making a request. The previous statutory procedure for considering flexible working requests will cease to apply – instead employers are required to deal with requests in a reasonable manner and timescale. So now is the time to review your policies and handbooks and perhaps look at how you can retain your people from leaving for this reason.

2.       Lack of progression

From our research the second most frequent reason for leaving was lack of progression.  Here’s what some leavers said about this…

“There needs to be more structure around career development and progression, to identify top talent and work out a career path for those individuals”

“To promote internally before looking outside- have more faith in the people they have “

“I was promised that there would be chances for progression which was simply not true.”

Keeping promises about training and development and having clearly defined career progression paths are key in keeping people in the business.  Failing to help staff develop causes frustration and can be a first step in looking at other opportunities outside of the business.

 

3. Pay

The third popular reason for leaving a company was Pay.  Some common themes on pay were…..

“Pay is very poor for the skill level and the targets were in relation to selling things that customers didn`t need.”

“I enjoyed the job but got offered more money.”
“There needs to be an increase to salary for staff so they are competitive, pay people more money and I feel they would stay.”

“… there needs to be more transparency around salary, bonuses etc. “

Being competitive with salary and benefits is vitally important; this goes hand in hand with career progression, of course.   If an employee sees they are working towards a career goal within the company and have a clearly defined future, they will remain engaged despite having a lesser salary now, as they see the bigger picture.  This falls down when promises are not kept and training and development doesn’t happen.

The cost of replacing staff is high, with advertising, assessing, time  taken for interviewing followed with reference checking and training it’s not just the cost to the business but time to get your new staff on board with your business – have you really got the time and money to do this?

Do you know who of your staff may be looking to leave or who may be unhappy?

Have you thought about engaging with your staff now to establish their thoughts via a survey?

Do you talk to your new starters to ensure the job is what they thought it would be and are happy?

Do you know the real reason why your staff leave your business?

Find out now – if you haven’t got the time – PPS can help.

Anna Possee

Written by Anna Possee

Business Support at PPS Works Ltd

 
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Five Years of PPS- a Recruitment Triumph

Friday, June 6th, 2014
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Reaching the milestone of five years after an MBO was a natural time for reflection.

PPS in 2009 was a great place to work, and we worked hard for our clients- some things never change! But of course, with time, not everything stays the same; there have been many, many proud moments, some setbacks… and a lot of fun.

What have I learned in the last five years?

That having a strong team with shared values and behaviours is absolutely essential – any success without this won’t be long lasting.

Celebrating 5 years of PPS

Celebrating 5 years of PPS

Have you heard of the concept of Manifest Destiny? It is a belief that was held by early pioneers in America who conquered the west of the country. They shared a sense of mission and an absolute belief in their destiny.  As I look on with pride at what we have achieved and indeed conquered over the past 5 years, I am reminded of Manifest Destiny.

I see that same confidence and pride in our team today as they suggest and deliver results using different methods and systems.  Ultimately, to find better people that will stay longer may sometimes require disruption of the status quo.  It certainly requires the ability to understand and embrace the latest thinking in recruitment whether it’s video interviewing or analysing data to understand themes and trends that could give advantage to a client.

What changes have I seen in recruitment? In short, a lot!  Five years is a long time in any industry.  In 2009 ATS systems were still not necessarily the norm for every business.  Their application tended to be focussed on how to manage the volume applications that many recruitment teams struggled with.  Social media was a new and quite trendy way of tapping into another attraction stream – but rarely used to engage and build connections for the future.  What we are seeing today though is the application of these methods and systems for the future-proofing of talent.

Successful recruiters know that it’s not enough nowadays to just know where to advertise or what job boards you can direct source on – that’s just one piece of a much bigger solution.  Candidate engagement, talent pools and clear understanding of your employer value proposition is essential.

Now we have to ask ourselves more questions than ever. Why do people leave?  How do you keep in touch with them? How do you measure the quality of the people you do hire? And it’s important to remember that sometimes, to move things on, you have to pose difficult questions.

For example, the rate of mobile applications is staggering.  How will jobseekers apply for jobs in another five years?  You can order pizzas, and arrange a date on your phone – but you can’t always tell a company you’re interested in working for them!

Recruitment keeps us on our toes and that is why it’s so exciting to celebrate 5 years of success and look forward to many more.

What advice would I give to someone else starting in recruitment?

Be nosy, be bold, don’t be afraid to challenge and question how things are done and always, always have fun while you’re doing it.

Amanda Marques Written by Amanda Marques, Director/ Owner PPS Works

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How to score – hiring and the World Cup

Friday, May 23rd, 2014
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Whilst Roy Hodgson’s choices are being debated, applauded and criticised worldwide, he has been carefully considering his options and trying to find the perfect fit for his team- just like any hiring manager looking to recruit.

Roy may have lost countless hours of sleep deciding who would make it onto the official England coach, but this is something recruiters face everyday. Finding the perfect balance and fit for any team is hard work and any recruiting manager, amongst the gleeful “Yes” and “Thank you’s!” has to deal with disappointment and frustration. But hopefully, with the right recruitment decision, there won’t be any feelings of doubt or regret.

Let’s go all the Wayne!

Despite being the butt of hundreds of jokes, Rooney is a star. Many believe he is the key to England’s victory and belief is sometimes all we need.

When recruiting, a manager will be looking for someone who has the ability to consistently deliver and more importantly, demonstrate the confidence to do so and inspire others around them. It’s always a good idea to assess the team to which you are recruiting into and a get a feel for the sort of individual who can help elevate the unit, and the wider business. This may not have been a surprise, but often there is an obvious choice- a perfect fit. And anyone would be crazy if they didn’t just go for it!

Selecting the right team

By assessing candidates against the role and fit of the business, selecting the right team can be pivotal to an organisation’s future success – right, Roy? Photo source: Flickr

Give it some Joe Hart

His face has been scattered on newspapers galore (I am reminded of the D’oh Hart pun) but he is a no brainer. He is experienced and every team needs a leader and mentor.

Not only is Hart the trailblazer, he represents teamwork and a focus on success. These are attributes that no team can hope to prosper without and that is a no brainer when it comes to any hiring decision.

Are you Shaw?

The biggest shock for all of us was Hodgson’s decision to put Ashley Cole on the backburner and bring Luke Shaw to the field. Questionable in the eyes of some, maybe even controversial. Is this the choice of youth over experience? Well, probably not.

There is always someone who needs the chance to fulfil their potential. Maybe they don’t have the biggest profile or list of accomplishments but it is always important to look for the candidate who has the capacity to flourish and be the star of the future.

Any hiring decision is hard to make and there will always be consequences of any choice, but to be the best, we have to beat the best and an excellent hire or placement is where we can begin.

How do you go about making the right selection?

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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The importance of good engagement and on-boarding in social care

Friday, May 16th, 2014
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If you are involved in recruitment in the social care sector, it is likely that the question at the forefront of your mind is, ‘How do we recruit people who share our vision and values?’. This question was recently driven home with shocking revelations from a recent programme in the BBC’s Panorama series, showing the abuse of elderly and vulnerable residents.

apply here

Each candidate who applies is a potential new starter, and as such, how we find, engage and retain them will have a significant impact on their performance at the organisation.

There are no easy answers to this question. One way, we can help to ensure this stops happening is by recruiting the right people; staff who are motivated, enthusiastic and, above all, caring. Undoubtedly, there are great carers and support workers out there who treat their service users with the dignity and respect they deserve. The difficulty comes in consistently finding, engaging and retaining the right people.

This, is only half the battle. Making the transition from ‘offered candidate’ to ‘happy employee’ is just as important to get right. We know from experience that what happens in the first few months of a new starter’s  journey, from application to induction is crucial. If  the experience and engagement is great for  a candidate, their engagement as a new starter will be high and their perception of your organisation will be reflected positively. Just imagine the potential of job referrals and recommendations  from a group of highly engaged new employees!

On the other hand, if the on-boarding experience is poor, the consequences can be dire. If there is little to no engagement right at the start of the recruitment process, they could end up rejecting your offer and accepting the offer of a competitor.  The perception of your organisation could become negative with the reputation of your organisation suffering with it.

social care

Getting the best talent, the right talent, in the social care sector is the least we can do to ensure the elderly and vulnerable get the care service they deserve

Over the years, we at PPS have been, and continue to, fine tune our methods and practices around sourcing the right talent for our clients. More importantly, we know one size does not fit all. We partner with each client closely to make sure we attract the best talent who match our client’s values, vision and culture.

We also know positive engagement with candidates/new starters is the key to retaining the best staff. From sourcing to on-boarding, we maintain constant communication with candidates, informing them every step of the way. We found this reduces the candidate drop out at any stage. And, that’s not the best part. The best part is we do all this as the recruitment partner of our clients, under their brand identity and image. So when, candidates join, they join with a positive impression of the organisations they are joining!

How does all this tie in with good care? Recruitment cannot possibly provide all the answers as to why or how such abuse can take place, but it can certainly be a part of the solution. Getting the best talent, the right talent, is the least we can do. Indeed, it is the least we do. There are most definitely super care and support workers who really do care. Our job is to ensure you recruit them!

alvinWritten by Alvin Dawati, Business Support Administrator at PPS

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What’s the point of prerequisites?

Friday, May 9th, 2014
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Take your pick of 5 of the latest job descriptions you’ve either read or written. I bet every single one of them came with a list of prerequisites. A few years’ experience, a minimum degree classification, a driver’s license, etc. etc.

Why is this case?

For example, imagine you’re on the hunt for a new sales executive to help bring in new customers. Your job description might list that the ideal sales executive should have at least 5 years’ experience and a minimum 2:1 bachelor’s degree from a Redbrick-listed University. But what you really need is a sales executive who is going to be able to sell.

Screening based off a criteria can lead to a short-sighted approach to finding the right candidate. Credit: marcusrg, Flickr

Screening based off a criteria can lead to a short-sighted approach to finding the right candidate. Credit: marcusrg, Flickr

The point here is, is the focus of your screening process shouldn’t be to tick candidates off against a list of credentials. So what if the candidate doesn’t have a minimum 2:1 degree? The ability to teamwork, manage time and meet deadlines – all things a degree supposedly equips you with – aren’t necessarily taught within the confines of a lecture room.

Rather, you need to find out what skills people have – and more specifically, if they have the skills needed to overcome the business problem you face.

So, whilst your screening techniques shouldn’t discount experience or education, your methods need to decipher more. Test the thought-processes of your candidates by asking real-life situations into a timed video interview format. And know that the Internet has unlocked many unconventional ways to learn new skills – and your screening process should promote this, not neglect it.

Without prerequisites, what would your job description look like, I hear you ask? Well, if the responsibilities are clearly outlined, unqualified candidates will likely not apply. And if they do, chances are they won’t make it very far. This isn’t call to end all prerequisites – they can be powerful in highlighting the best candidates when used right. However, more often than not, they narrow a recruiter’s perception of what a good candidate looks like in terms of experience, skills and qualifications.

What are your thoughts on the value of prerequisites for a role – and ultimately, finding the right candidate? Get in touch, tweet us, or chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Candidate drop-outs, motivation and Finding Nemo

Friday, April 25th, 2014
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Recruitment is a fast-paced business, it keeps us on our toes and you never know what might happen next. This can be exciting and motivating for the recruiter, but not knowing what’s around the corner can become frustrating and discouraging.

Candidates dropping out or accepting counter offers can become the bane of our lives, but with good control we can work towards putting a stop to those nasty surprises.

nemo 1

Don’t be scared of delving deeper when screening candidates. Use the time to better understand the reasons that drew the candidate to the role they have applied to

We’ve probably all taken that call, the one where the candidate thanks you for the opportunity but has accepted an offer elsewhere or simply isn’t interested in the position anymore.

It makes me think of Finding Nemo every time. You know that moment when he swims up to touch the ‘butt’? When I take that call, I feel like Nemo’s Dad.

I’m not saying that we should shout “Don’t you dare, young man!” (As tempting as it may be) but there are steps we can take to limit the risk of our candidates reaching out to touch the proverbial butt. The first one being – know what makes the candidate tick.

Understand the candidate and ask what motivated them to apply

We often ask this when interviewing candidates over the telephone- it can become novel and sometimes we don’t use their answer to our full advantage.

Say we have a candidate like Dory- this may be considered a nightmare to some people, but by digging deeper we can understand what stimulates their interest and ensure we remind them of why they applied in the first place.

If their reasons are monetary, delve further- do they like the sound of the organisation? Will this role allow them to develop personally as well as professionally?

If they start making whale noises and fraternising with sharks, they may be a bad choice. But it’s good to get to know the candidate and gain the best understanding possible so that we have the opportunity to keep them on board. We can send candidates communication that targets their motivation points, and so, further enhancing the reasons why this role is the one for them.

This is just one step we can take to keep candidates engaged and stop them from pulling out unexpectedly. That way, when you’re stood amongst your competitors, bellowing “MINE, MINE… MINE” you will be the lucky seagull that stands out. We’ll be sharing more recruitment wisdom with the help of Finding Nemo in the coming weeks. Up next week; what our fishy friends can tell us about promoting jobs to candidates.

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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Let’s give up bad recruitment for Lent.

Friday, March 14th, 2014
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9 days in, and after the post-bloating of Pancake Day, I hope everyone who’s participating, is settling in to their yearly regimes of giving up a treat for the religious holiday.

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Research by the ever-scientific and always accurate Daily Mail has shown that giving up can be a very rewarding process. It claims  people could save up to £18,425 if they gave up chocolate, cigarettes, alcohol and coffee every year during lent.

So, if holding back on the occasional Dairy Milk can save thousands of pounds, surely giving up on poor recruitment processes can do the same?

What do we need to give up (not just for lent) in recruitment?

1. Give up on not using an Applicant Tracking System

You’re falling over piles of applications that came through the post and email. You have spread sheets overwhelming your desktop. Why then, would you not streamline the process by using an ATS?

An applicant tracking system (ATS) is a software package which allows electronic handling in a recruitment environment. At PPS, we use our own in-house recruitment system (MORS)  which shapes and moulds to the needs of our clients. More importantly, our technology delivers information that matters – just take a look at what our technology does for Turning Point‘s recruitment process.

Our software doesn’t hold us back like that obligatory chocolate bar and the yearly “summer diet” – it grows with us.

Using an ATS will save you valuable time and money, as well as improve your candidate’s experience through timely responses and efficient processes. So give up doing it alone!

2. Give up on disliking social media.

LinkedIn screenshot

Give up avoiding social media as a recruiter this Lent.

You’ve heard it before, but it’s worth repeating. Social media is a tool with endless possibilities. So, take the time to figure out how social media can fit into your recruitment campaigns. If not used effectively, you could be limiting the amount of  applications you receive by a serious percentage. Take the time to understand the inner workings of Twitter, Tweetdeck, Facebook and LinkedIn and use that as your ‘giving up on being old fashioned’ for lent.

3. Give up on poor candidate experience

Candidates have a choice to be an employee, as much as you have the choice to employ them! The impact of a negative candidate experience resonates far beyond the candidate experiencing it – your brand and future talent pools are also at risk of the wrath of negative word of mouth. So, this Lent give up on delivering poor candidate experiences.

It’s time to show a bit more affection towards your candidates. Use an automated service, like PPS’ MORS to send text messages, helpful hints and tips and refined interview questions at the click of a button. Engage online platforms such as Google Hangouts to encourage active candidate participation. Or simply, call candidates back when you said you would and stop them from having a better relationship with your voice mail service than you.

So, they were our top three things to stop doing for your recruitment life – and for lent – which overall should save you time and money. What would you suggest?

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

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Recruitment success, candidate experience and photobombing.

Friday, March 7th, 2014
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The past week or so seems to have been a flurry of celebrity selfies, red carpet face-plants and oddly alluring GIFs of Leonardo Dicaprio sobbing.

And speaking of The Oscars, what could be a better time to focus on our recruitment successes? Let’s think about how important it is to make an impact, what it means to fail and, most importantly, the formula for a top-notch photobomb.

Recruitment and the Oscars have a lot more in common than you might think...

Recruitment and the Oscars have a lot more in common than you might think…

Can you believe that Leonardo Dicaprio has never won an Oscar? Let him be a reminder to us that, even if a candidate doesn’t succeed at interview, he or she could still have so much more to give.

When the successful candidate is offered a position, we tend to put all of our attention on them, and why wouldn’t we? We may need to contact their referees, begin DBS checks or simply keep them engaged in the recruitment process.

But let’s not forget the unsuccessful candidates- Dicaprio is the guy sitting in our talent pools. He’s the versatile candidate, waiting to achieve, impress and be recognised. That candidate is what allows us to be resourceful and they could be the person that finally fills that tricky role you’ve been working on.

But it’s not all about the revealing dresses, overpriced shoes and those little golden men- it’s also about photobombing.

Benedict Cumberbatch, Jennifer Lawrence and Jared Leto are all masterminds when it comes to hijacking Oscar snapshots. These guys are pretty high profile but any recruiter can easily achieve this level of expertise with the use of quite a simple formula:

1. Be prepared

In recruitment, we should always be ready and waiting. We should be equipped with all of the tools we need to make an amazing impact on our candidates. We need to be ready to provide an excellent candidate experience and pull out all of the stops so that we can offer the right candidate a new job (or get the guy from Titanic in our talent pool).

2.Teamwork

No photobomb could work without forming the perfect unity between yourself, the other person in the photo, and the camera. By pulling together and using one another as a resource, we will be successful, we will jump in at the last minute and we will make a lasting impression on our candidates, and enhance employer branding.

3.Flexibility

And just like Brad Pitt, leap at the opportunity to get stuck in. Be willing to go the extra mile so that you can take control and explore alternative methods, own the moment and fill that really difficult role.

So, maybe, just maybe The Oscars are in fact a bit like recruitment.

Let’s be prepared, pull together, smile for our candidates and, if we fall over on the red carpet, strut our way through the critics and photobomb everyone we walk past.

How do you deliver award-winning recruitment campaigns and Oscar-worthy quality candidates? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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Innovation, recruitment evolution and Vanilla Ice

Friday, February 28th, 2014
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Stop, collaborate and listen.

When we think about top innovators or evolutionary theorists, we may think of the likes of Charles Darwin or Steve Jobs- well, Google certainly does anyway.

Innovation can come in all shapes and sizes

Innovation can come in all shapes and sizes

But really, who could be more inspiring than that guy with the oddly trimmed goatee and a sensational 90’s one-time rap hit?

Maybe a more seasoned recruiter would give a better example, but, as a “recroobie”, I look to Vanilla Ice for my innovation inspiration.

Innovative thinking allows us to progress, respond to competition and develop unique selling points. These are all important elements within the world of recruitment. And what better way to get those results than stopping, collaborating and listening?

Innovation, like evolution, should be a force and not a process. Ideas bind us together, they mutate and they spread.  Stopping is the catalyst that allows us to act out of curiosity and begin to collaborate.

Here at PPS we are always looking for new ways to interact with candidates and create the highest response rate possible for our clients.

Our Thames Water Graduate recruitment team were able to do just that by collaborating with our  marketing team to create a truly unique and innovative recruitment experience.

Through sharing, listening and maintaining a strong focus on success we were able to host an extremely fruitful Twitter Q&A session with prospective applicants (search #AskTWGrads on Twitter to see for yourselves). This not only allowed us to interact with candidates in an entirely new way, it also increased Thames Water’s follower count,  encouraged an influx of applications and enhanced Thames Water’s employer brand.

Vanilla Ice could be an unlikely source of inspiration in the recruitment world

Vanilla Ice could be an unlikely source of inspiration in the recruitment world

Innovation allows us to attain the seemingly impossible. In an industry thriving on change and flourishing at such a rapid rate, we need to keep up.

With that in mind, how can one recruiter effectively prep 15 candidates for an assessment centre in under 1 hour? Well, by implementing something as easy as a conference call – which we did.

It’s a little bit like Queen and David Bowie creeping in at the beginning of ‘Ice Ice Baby’. We need to utilise what we have in order to revolutionise the way we think.

We are constantly looking to evolve – and within this industry, we need to stop, collaborate and listen in order to achieve that.

Recruitment will always be growing and developing. And will it ever stop? Yo- I don’t know.

How do you develop and innovate your recruitment processes? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

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Why values based recruitment is a no-brainer.

Friday, February 21st, 2014
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Last week I had the pleasure of spending a morning with colleagues from Skills for Care, Alternative Futures Group, Profiles4Care and Avenues Group.  The strand that holds us together – values based recruitment.

Now it’s no secret that social care has its fair share of recruitment problems.  It speaks volumes that the sector is growing, yet thousands of front-line jobs are still sitting vacant.  HR teams are at pains to come up with a reliable and consistent way of filling care and support

"Values based recruitment is a no-brainer in social care" - Lee Burman

“Values based recruitment is a no-brainer in social care”

vacancies.  Even harder still is the need to fill vacancies with the right people, who will actually stay.

Which is why a values based approach to recruitment may be part of the answer.

At the heart of values based recruitment sits the idea that skills are something that can be taught and developed with the right training.  What really matters are the values and behaviours sitting at the core of the individual.  When you plug this approach into recruiting a high performing support worker, this means that what you might be looking for is that passion for making a difference to the lives of others.  It’s a part of their DNA.  Not making a difference is simply not an option.

I think the social care sector is onto something here.  We’ve seen it with our own clients.  These individuals are easy to spot.  When you talk to them they have a genuine and sincere enthusiasm and passion for enabling others to live happy lives.  Putting higher calibre applicants in front of hiring managers becomes much easier, because you can spot a ‘fraud’ a mile off.

Focus on previous experience often fails in social care recruitment. Rather, its the core values of a candidate we need to focus on.

Focus on previous experience often fails in social care recruitment. Rather, its the core values of a candidate we need to focus on.

I say values based recruitment is part of the answer.  It doesn’t solve attraction problems on its own.  The sector still has far more work to do in how it sells itself and retains staff.

What it does do however is open the potential candidate pool far wider.  When you remove the shackles of having to recruit for previous experience, you have far more interesting places to go with your candidate sourcing strategy.  We’ve seen it first hand – one of my most memorable

interviews was with an applicant who was working at B&Q, but the one thing he loved most about his job was his role as an employee champion – supporting his colleagues to ensure they were living a fulfilled life at work.  He blew the client away at interview and was offered the job on the spot.

So often social care is berated for being behind the times but I can’t see any reason why this approach shouldn’t be adopted elsewhere.  How many times do we complain about the customer service rep who just doesn’t care, or the pushy sales person who doesn’t have our best interests at heart.  If these skills can be taught and developed, then recruiting against values is surely a no-brainer.

What are your thoughts on using values based recruitment in the social care sector?

Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

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leeWritten by Lee Burman, Business Development Manager at PPS and a social care enthusiast.

Follow him on Twitter and connect on LinkedIn!

 

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