Kerry Cleary An evaluation of the impact of Values Based Interviewing at the OUH Values Based Conversations and wider engagement strategies

Session overview The context - Engagement and values based recruitment Effectiveness of selection processes The OUH evaluation methodology Evidence from the OUH evaluation Values Based Conversations

What is Engagement? “A positive attitude held by the employee towards the organisation and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organisation. The organisation must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.” (The Institute of Employment Studies) ‘

What is Values Based Recruitment?

Effective selection interviews are… Well designed, planned and structured Based on thorough job analysis Relevant to the role Assessed against a clear and consistent set of criteria which is fairly applied to all candidates Separates the collection of information from decision making to avoid bias Uses open, clear, probing questions Carried out by well trained and prepared interviewers Predictive of future performance

OUH VBI evaluation methodology Initial impact evaluation (July 2013) – Qualitative evaluation of initial impact of VBI in OUH – Content and Face Validity – Learning for Phase2 Final project evaluation (December 2014) – Predictive validity – Welcome questionnaire – Stakeholder feedback Interviewers Line Managers Senior Managers

Themes from the initial impact report Changes to the VBI Training course had been very effective – 85% of delegates very satisfied, 7.4 confidence scores on day 2 Question banks and indicators were working well and were updated based on feedback (Content Validity) VBI trained interviewers were very positive about VBI and felt it was making a difference (Face validity) Main issues were interviewer availability and uptake of interviews post course. Manager and Senior Manager commitment was high. Wider management engagement was needed across the Trust. VBI recruited new starters were more satisfied, motivated to stay longer and more positive about OUH than non VBI staff. Safeguarding concerns were being raised in VBI’s.

Predictive Validity SELECTION METHODVALIDITY Assessment Centres0.65 Work based samples0.54 Ability Tests0.53 Personality Tests0.39 Structured Interviews0.4 – 0.5 Biographical Data0.38 References0.23 Traditional Interviews0.05 – 0.19

Predictive Validity Nurses and Midwives at OUH Correlation n Interview Scores Manager Ratings CompassionRespectImprovementDelivery Interview Mean Compassion 0.33* * 54 Learning Respect Improvement 0.28* * Delivery 0.29* * Excellence Safeguarding * Rating Mean0.37* * * * 54

“Overall the study provided support for the use of VBI in the selection of Nurses and Midwives. The predictive validity was 0.38 and reached statistical significance”

The Welcome Questionnaire Non VBI Staff – Blue Line VBI Staff - Purple Line 100% positive – Green 0% Positive - Red

Candidate Feedback “I think the VBI is the best way to hire someone for our job.” (Midwife) “I was quite apprehensive beforehand but actually really enjoyed the experience. It helped me to ‘sell myself’ because my background was quite different from the role I was applying for. Technically I wasn’t a great fit but values wise I felt I was.” (Advanced Nurse Practitioner) “I feel comfortable with this type of interview process and being able to talk about real situations and not be able to prepare ready-made answers.”(Administrator)

Interviewer Feedback “It definitely gives us a greater insight into candidates, not just their prepared answers to likely questions you might expect at any interview.” “There are people that would have been recruited under the previous way of interviewing but the difference in alignment of values can be vast. I fully support the VBI process because of the difference it has made with the staff I have recruited and the way they fit in with the team and the wider department.” “VBI has completely changed the way we interview on my unit. We have cut right down the technical interview as we feel we get much more value from the VBI section.”

Barriers and challenges Short notice and interviewer availability Opportunities to interview post training Resource and time pressures Wider management and organisational knowledge of and commitment to VBI

Line Managers feedback

Line Manager Feedback “She is a candidate with no health care experience who has immediately fitted into our team and role models the Trust values. She is an excellent member of the team and seeks to learn at every opportunity. VBI has the potential to change the culture of our organisation. I have found it so useful in both internal and external interview and it has given a depth to exploring whether the candidate will align to our Trust values.” “The extra time is worth the time saved in managing these individuals further down the line.”

VBC Course aims and objectives To learn when to have values based conversations at work To understand the role and positive impact values, behaviours and attitudes can have in the workplace To develop knowledge of the VBA conversation technique for having conversations with staff about values, behaviours and attitude To apply and practice the VBA conversation technique in the context of regular supervision and performance management To receive feedback and support in developing the technique further in your work “Courage is what it takes to stand up and speak. Courage is also what it takes to sit down and listen” ( Winston Churchill)

What we have learnt…… Senior management commitment and dedicated project management resource is critical to success There are no short cuts or half measures Communication across the whole organisation is essential Values based recruitment must be part of a whole culture approach to becoming a values based organisation VBI and VBC can make a valuable contribution to Delivering Compassionate Care in the NHS

Thank you.