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Blog » How a Values Based Recruitment Process works for us!

How a Values Based Recruitment Process works for us!

InterviewDue to one of our long term employees retiring at the end of August we have had a full time vacancy for a Factory Operative to fill.

As such, during July we adopted our Values Based Recruitment process which is in 2 stages –

1)   2 group sessions with 3 people in each.  These comprised of a H&S identification exercise, a Safeguarding scenario, a Quality Control exercise and 2 production based trials. 

Each part of this process is graded including how candidates interact with Julie in reception.  The staff team also have the opportunity to feed in their comments from their time spent on the Production Trials with the candidates.

2)   Formal interview with Values Based Questions such as

  • How would someone who knows you well describe you?
  • What qualities do you respect and value in people you work with? Why are these qualities important to you?
  • How would you say that you adapt to new situations? Give us an example.
  • Describe a situation in which you failed at something. How did you handle the failure and what did you learn from it?

These questions are designed to find out the candidates behaviours and attitudes to people and work.  You have to dig down sometimes to get people to explain their answers as you need examples of when they have had to use these qualities, though this does not have to be a work situation it can be a life situation.

This process has worked really well for us the last 3 times and again we feel that it has identified someone who will be a flexible and integrated member of our team.  

Remember, skills can be taught (although this can be time consuming and expensive) but values and attitudes tend to be ingrained from childhood.

Especially, within an environment like Norfolk Industries it is essential that you have people who are team players and will work well with others.

Recruiting the wrong person into your team who, ultimately, does not work out can cause stress with their colleagues, involve lengthy HR processes, can cause damage to relationships within the team, potential legal issues if the exit is not handled appropriately, and then there is the time and cost of having to start the whole recruitment and induction process again. 

Finding the right person first time round makes working life so much easier; having a keen and motivated individual who feels that they are valued as a person and are worth spending time and money on to train up; and someone who will work with the rest of the team to achieve the business objectives whilst looking to better themselves and others adds potential to any business.  Everyone is happy and new blood often brings new opportunities for everyone.

Let us know about how you recruit and what works for you?