Values Based Recruitment Concept

1. Values Based Recruitment Concept Project Lead – Deborah.Newman2@nhs.net T: 01642 51671

2. Francis – Has recommended that the NHS should recruit and train staff to demonstrate the right values and behaviours – and to challenge colleagues who do not – so that we can ensure the quality of care is seen as important as the quality of treatment. Cavendish - Many experts interviewed by this Review have said that they do not think it is possible to train people to be caring, if they do not start off with the right attitude and aptitude. To get the right quality of care, it is therefore vital that the right people are recruited to caring roles. Nationally

3. Health Education England proposes to introduce values-based recruitment for all students entering NHS-funded clinical education programmes to ensure that selection of all new NHS funded training posts incorporate testing of Values Based Recruitment Nationally

4. Develop and Pilot Values Based Interview Questions Framework Develop and Pilot Recruitment Fair / open event linked to Trust Values Develop a fully centralised recruitment approach

5. Develop and Pilot Values Based Interview Questions Framework

7. The Walton Centre NHS Foundation Trust Values Based Recruitment Interview Question bank developed for clinical roles between bands 1 and 6 4 / 5 Competency style questions for each Trust value Caring Dignity Openness Pride Respect Focus on - HCA and Band 5 Nurse posts Prior to interview – panel select questions dependant on level of post being appointed to Traditional interview questions are no longer adequate in the current recruitment environment Prompts and scoring guidance for each question – combined with overall scoring sheet and clear guidelines Involvement of key stakeholders

8. Key Aims • To develop a standardised recruitment process to support recruiting managers • To ensure that staff recruited reflect and share Trust values and behaviours

9. Framework development • How can we tell that applicants share the TEWV values? What are the essential qualities we look for? • If we could paint a picture from a job description - What would our ideal Health Care Assistant look like? • What does it mean to....? Living the Trust values in reality • For each Trust value - think about a question that would enable someone to demonstrate their values?

10. Framework development • Workshops to gather input from Ward Managers, Modern Matrons, Clinical Leads, Service User and Carer involvement, Managers at Leadership Network events and Trust Governors • Question bank Questioning techniques, question types and probing questions • Scoring range from “ideal to poor” • Focus Health Care Assistant roles / Band 5 nursing roles • Questions developed that would focus on highlighting behavioural responses from candidates relating to each Trust value • Trust wide pilot carried out April – June 2014 • EMT approval to roll out across TEWV • Go live January 2015

11. Questions • Commitment to quality – 8 • Respect – 4 • Involvement – 6 • Wellbeing – 5 • Teamwork – 5 • Wildcard for specific technical questions – 2 • Presentation - 1

13. CBI vs. VBI Values based interview Competency based interview

15. Develop and Pilot Recruitment Fair / open event linked to Trust Values

16. Full report run on NHS Jobs 2 of all recruitment activity over 12 months period November 2013 - 2014 Reduced to HCA and registered nursing roles Both roles split and reduced further into localities and specialisms per recruitment post advertised Look at numbers of applications submitted, withdrawals and shortlisted per post Looking at timescales for recruitment activity

18. Welcome and Introduction to TEWV Recruitment Fair Zone 3 Find out about Opportunities with TEWV Ad-hoc discussion area offering support, NHS Jobs demos and advice from Recruitment services Bank Staff services Volunteering services Trust Membership Hotel Services CAMHS Adult Mental Health Forensic MH Forensic LD Learning Disabilities MHSOP OT / AHP Zone 2 –Come and meet us sessions

19. Example Discussion • What is it like to work in Adult Mental Health? • Case study / show short video • What did we notice about…? • If we could paint a picture from a job description - What would our ideal Health Care Assistant and or Nurse role look like? • What does a typical team look like? What roles and responsibilities are in the team? • Any Questions?

20. 9.30 – 12.30 13.30 – 16.30 17.30 – 20.30

21. Attendance Did the fair meet your expectations? Most useful element of the fair?

22. Develop a fully centralised recruitment approach

23. Carry out a series of Trust wide recruitment campaigns – development of success pools within localities and services • Bespoke 1 day recruitment fairs across the Trust – including assessments and interviews • Recruitment campaigns for localities • Recruitment campaigns for difficult to recruit to areas / specialisms • Set up of centralised shortlisting panels throughout the Trust • Set up of centralised recruitment panels throughout the Trust Next steps?

24. Standardise processes for recruitment campaigns which will streamline the current process and reduce waste. • Reduce length of time taken to recruit to a vacancy. • Improvement in calibre and quality of successful candidates due to an enhanced assessment approach. • Reduction in recruitment campaigns and re-advertisements thereby reducing the length of time and activities undertaken by recruiting managers which can be reinvested into patient care. • Reduce costs associated with temporary staffing and agency covering vacancies leading to a safer environment. • Carry out a series of Trust wide recruitment campaigns – development of success pools within localities and services Perceived Benefits

25. Thank you