1. Are you ready? #carevalues
Values and behaviours-based recruitment and retention (VBR)
#carevalues

2. Varied challenges To attract, develop and retain a quality workforce
Too many applicants without the right qualities.
Not enough applicants.
Can recruit OK but a high proportion of leavers.
High turnover rates
High vacancy rates
Urgency to recruit
The wrong recruits

3. The cost of getting it wrong
The cost of replacing leavers. (
Potential negative impact on existing staff.
Quality and continuity of care.

4. Values and behaviours-based recruitment and retention (VBR)
What is it?
To assess values, behaviours and attitudes not often assessed in ‘traditional’ recruitment practices.
To look beyond someone’s job history and qualifications.
To get to know the real person, taking into account experiences from all areas of their life, not just previous paid employment.
To send a clear message about what the organisational values are and demonstrate that they are integral and important – the bedrock of everything you do.
To ensure the candidate’s values are aligned with the organisational values, ensuring people fit with your culture.

5. Why does VBR matter?
Because employers tell us it works

6. What providers tell us
‘Don't just fill the vacancies. Fill them with the right people.’

7. Are you REALLY doing VBR?

8. Organisational values
The guiding principles that are most important to the employer. These principles are used to define the right and wrong ways of working and help to inform important decisions and choices
They help to set the culture and require a collective understanding to ensure staff embrace the chosen values and uphold them
Organisational values can include: being accountable; making a difference; delivering quality; being reliable; meeting deadlines; respecting company policy & rules, & respecting others

9. Adult social care values and behaviours framework
Dignity and respect
Learning and reflection
Working together
Commitment to quality care and support
Do we recruit staff who have the values and behaviours we want to see in the organisation?
How does this compare to our organisations values and behaviours framework?
Do our staff know what our values and behaviours are? Are they embedded in our organisation?
What could we do to make our values and behaviours clearer to existing and potential staff?

10. WCS Care
We believe every day should be a day well lived. So every day, we invite people to choose the things they want to do and try new opportunities. 
This simple belief and approach applies to anyone who lives with us, or works for us - in fact, anyone we connect with. We keep this passion alive through our four values, which invite people to:
Play - interact, be creative, be light-hearted, enjoy!
Make someone's day - notice, know people, make a positive impact through a simple act
Be there - listen, connect, focus on the other person
Choose your attitude - take responsibility for yourself; make a choice about how you're going to be today

11. A holistic approach

12. How is VBR interviewing different?
Values-based recruitment
Real-life examples – ‘Tell me about a time when…’
Further probing - ‘How did it make you feel?’, ‘What did you learn?’
Finding out more about a candidate’s values, including behaviours and attitudes.
Competency-based recruitment
Scenario-based questions – ‘What would you do if…’
Finding out more about a candidate’s skills, talents and abilities.

13. Exercise Home care worker Job Type: Full and part-time roles available
Required licence or certification: Driving licence
We are currently recruiting support workers to deliver support to clients within their own homes. The support provided can be different for each individual client and could include: personal care, medication, cleaning, socialising and ensuring that they are safe and well.
The shift patterns which we undertake are for an early and for a late. The shifts are arranged via a default rota pattern which will see set days of working to suit your availability and rota needs.
Feel free to contact us to discuss further on Look forward to hearing from you.
(NB: Example adverts used for the exercise were taken from actual examples being advertised online – some language used is not necessarily the language Skills for Care would use or advocate)

14. Warrington Community Living
Can you show us how you would treat the people we support, with the dignity and respect they deserve? Are you courageous, willing to champion quality, and raise concerns?
Who we are looking for:
We are looking for people who care regardless of qualifications or experience. We care more about you sharing and demonstrating our values, which are:
Seeing the possibilities to make positive difference.
Valuing and celebrating individuality and diversity.
Supporting rights, needs, choices and dreams.
Being responsible, sustainable and innovative in our work.
If you do share our values and care, we want you!

15. Varied challenges To attract, develop and retain a quality workforce
High turnover rates
High vacancy rates
Urgency to recruit
The wrong recruits
Too many applicants without the right qualities.
Not enough applicants.
Can recruit OK but a high proportion of leavers.

16. Are you ready?

17. #carevalues