Since the publication of the Francis report into the failings of the Mid Staffordshire NHS Foundation Trust there has been increasing focus on the need to recruit NHS and public health staff with the right values, as well as skills. This has led many employers in the NHS to review their recruitment processes: the aim of this article is to clarify requirements set out by Government and to share best practice in, and progress made by NHS organisations.
Context and requirements
• One of the main findings of 
the public inquiry into Mid Staffordshire NHS Foundation Trust was the absence of values at every level of the workforce (Francis 2013).
• In response, the Government issued a mandate to Health Education England (HEE) that set out expectations on the organisation to support the development of a more flexible, well-trained workforce, with the right values as well as skills (Government Mandate to Health Education England 2013).
• A key objective of the HEE mandate was to develop a national Values Based Recruitment (VBR) framework based on existing evidence of best practice. It would include core requirements that would enable users, namely Higher Educational Institutions (HEIs) and NHS organisations, to enhance and build on current recruitment processes.
• From 1st April 2015, the Department of Health (DH) has mandated the use of VBR for all applicants to NHS-funded training posts (DH 2014).
• Though not mandated, NHS organisations are encouraged to adopt evidence-based recruitment practices that include an assessment of candidate fit with NHS values. They are encouraged to use the national core requirements (described below) as a guide for best practice.
What is VBR?
• The introduction of VBR is intended is to ensure that the NHS workforce is selected against the values of the NHS constitution so that there are enough people with the right skills and values to support effective team working in delivering good patient care and experience (HEE 2014).
• VBR is not an entirely new process, organisations have been recruiting for values as far back as the 1970s, but the use of this selection approach is being standardised and formalised.
• The VBR framework includes national core requirements that are based on reviews of existing best practice from HEIs and NHS organisations. These include:
-Ensure local values can be mapped to those of the NHS Constitution
-Involve patients and the public at some stage of the selection process
-Include explicit reference to the values in marketing materials or person specifications
-Conduct an individual, face-to-face structured interview to include an assessment of values. This could also take place: as a Multiple Mini Interview, as part of a wider selection process such as a selection centre or in conjunction with a screening method such as a Situational Judgment Tests (SJTs)
-Provide feedback to unsuccessful candidates, if requested
-Embed the NHS Constitution in curricula (HEIs) and induction and appraisal processes (HEIs and NHS employing organisations)
• VBR is designed to complement existing recruitment processes that recruit students and employees for their skills and aptitude.
Progress update
• Many HEIs and NHS organisations already undertake some form of recruiting for values and have been using their own local values frameworks for many years.
• Organisations have deployed a range of techniques to assess values, such pre-screening questions, SJTs, values based interviewing, role-plays, case studies, personality instruments or a combination of these techniques delivered through assessment centres.
• Some HEIs adopted VBR early, under the DH mandate, and are in the initial stages of collecting data to measure the impact of the recruitment process. Anecdotal evidence so far suggests a return of benefits such as: a more positive work environment, staff feeling more valued and increased job satisfaction, factors key in delivering quality patient care.
How we’ve helped employers in the NHS
Though recruitment for values is discretionary for employers in the NHS, we have seen a rise in interest and have helped employers enhance their existing processes.
For example, we have:
- introduced the use of personality tests coupled with validation discussions to assess candidate fit against organisational values;
- provided feedback to applicants post assessment to enable continued personal development;
- involved service users in the assessment process, for example, in multi-disciplinary stakeholder exercises, to reinforce values around patient centered services and to enhance the real life like feel of our approach.
The VBR process is still evolving and whilst progress made by employers is mixed, momentum is building. In our next blog we will be talking about more ways in which you can incorporate elements of values based recruitment into your processes.
In the meantime, if you wish to discuss any of the information we have shared, please contact Sarah Banton on sarah.banton@deardensearchselect.co.uk or 07966 330310.