• Work-based training programmes designed around the needs of employers, which lead to nationally recognised qualifications

• Majority of the training ‘on the job’ – rest supplied by a local training provider or college

Recruitment strategy – using values & NMDS insight

Tim Normanton

Recruitment Strategy Manager

Risks/Benefits of Right/Wrong recruitment decision?

Costs – time, effort, media/agency costs to recruit/cover, impact of poor performer

Risks – reputation, quality of care, safeguarding, inspection outcomes

Benefits – positive experience for customers and staff, efficiency, quality

X by number of staff you employ X turnover

Current context• The Winterbourne View Report• Transforming Care: A National response to

Winterbourne View Hospital• Patients First and Foremost – Initial Government

response to the report of the Mid Staffordshire NHS Foundation Trust Public Enquiry

• The Francis Enquiry Report• The Cavendish Review• DH response to Robert Francis and Camilla Cavendish

reports anticipated Autumn 2013

An overview of SfC workIncrease retention rates | Decrease staff turnover | Recruit for quality and values

Values based recruitmentCommonly used in residential childrens services – using NSPCC model developed after Warner Review in the 90’s

Current pilots in NHS e.g. – Question - Describe an example of when you have made a decision which had a positive effect on a patient’s care?

Probes: What actions did you take? Who was involved? What was the outcome/response?

+ Proactive/uses initiative in supporting the individual; takes personal responsibility. Understands and describes individual’s perspective and needs. Achieves desired outcome in a respectful/empathetic manner.

- Applies limited effort; only describes own actions, providing no outcome /person related rationale. Doesn’t consider implications for individual.

The Values Based Recruitment Toolkit• Partnership between SfC, DH, NSA and McIntyre• The toolkit includes: • A personality profiling questionnaire for candidates• The Leadership Qualities Framework as a guide to workforce

behaviours and values at all levels• Finders Keepers to help recruit and retain staff• Easy to access advice and information• Examples of job ads and interview questions• Supports the employer’s “usual” recruitment practices• Piloting with employers - evaluated over 12 month period

LIVE DEMONSTRATION USING PARTICIPANTShttp://www.peoplemaps.com/partner/Skillsforcare.php

The Values Based Toolkit

A QUESTION OF CARE – self assessment tool

Values based personality profile

Report (applicant and employer) assesses potential: Self Esteem; Empathy; Communication; Building relationships; Dealing with Challenging Behaviour; Making & Keeping Appointments; Staying in the Job

The Value of NMDS-SC

Understand workforce challenges – – Identify skills shortages/ inform staff

development plans– Benchmark pay rates– Identify high turnover/ retention issues– Plan your workforce– Develop your recruitment strategy; what

makes you different

What can you do?• Use & feedback on the Toolkit – informing research

into impact of adopting a values based recruitment approach with cost benefit analysis

• Skills for Care and Development – A Question of Care – Encourage applicants to self select

• Integrate a values based approach into business practices and monitor impact – share experiences to support the sector

• Review NMDS insights to develop your strategy

SummaryValues based recruitment:

•As well as understanding how or what people do in the workplace, find out why they do it•Toolkit to support you – wealth of resources & guidance, feedback appreciated•Personality profiling to inform candidate self selection and employer assessment

NMDS as tool to inform recruitment strategy