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www.csgconsult.com
Values based recruitment
Maureen ScholefieldManaging Director
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Values Based Recruitment
• Establishing common values• Getting your values across when
recruiting• Attitudes v Ability – which would you
choose?• How can you explore candidates’
values during the selection process
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Establishing common values
Change is constant – it is the new normal!
Who should identify them?
Who should lead them?
Who should own them?
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Establishing common values
It is simple and yet complex….• Who should identify them?
People Professionals
• Who should lead them?
Leaders!
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Establishing common values
It is simple and yet complex….
• Who should own them?
Your People
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Establishing common values
Leadership 2030 identifies six megatrends – three are key …
• Individualism and value pluralism• The digital era• Demographic change
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Establishing common values
Individualism and valuesGood leaders will be:
Attuned by creating opportunities for customised offerings and build lasting relationships with their people. Diversity will be valued.
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Establishing common values
in the Digital EraGood leaders will be:
Wise by acting with integrity. The days of “do as I say and not as I do” are gone.
Lack of transparency will jeopardise leaders reputations – from there on it is down hill!
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Establishing common values
and Demographic ChangeGood leaders will be:
Sensitive by building multi-generational workplaces and manage their competing demands. Failure to do this will result in the organisation losing the full scale battle for talent that is already here.
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A thought before
we move on..What colour organisation are you now?
What colour organisation are you recruiting for?
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Getting your values across
Think about the old saying:
“If you don’t know where you are going how will you
know when you get there!”So….
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Getting your values across
It is really about being clear about your:
• State of evolution• Culture• Management style• Employer brand
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Getting your values across
• People professionals need to think very carefully about how the recruitment and selection process is going to be perceived by potential employees
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Getting your values across
Going back to those words I used earlier – are you:
• Attuned? • Wise? • Sensitive?
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Attuned to getting your values across
So if leaders need to demonstrate this by: “creating opportunities for customised offerings and build lasting relationships”
What do People Professionals need to do?
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Wise in getting your values across
So if leaders need to demonstrate this by:
“acting with integrity” And we know that any lack of
transparency will jeopardise reputations
What do People Professionals need to do?
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Sensitive in getting your values across
So if leaders need to demonstrate this by:
“building multi-generational workplaces and manage their competing demands”
What do People Professionals need to do?
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Getting your values across
My presentation could be a starting point to think differently.
The Employer Brand
How to become a talent magnet
Is available
http://csgconsult.com/what-is-the-circle-of-peers/resources/
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Attitudes v Ability
• Ability is what you're capable of doing. Motivation determines what you do. Attitude determines how well you do it.
• Attitude goes well with values as it is a mix of emotional and behavioural attributes
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Attitudes v Ability
Choosing attitude before ability will mean you are in some pretty good company
• Google• Apple• Four Seasons• Southeast and many more…
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Exploring candidates’ values
Back to basics and perhaps a bit more creativity
The basics:• Structured interviews focusing on
behaviours• Involve the team• Abandon the panel
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Exploring candidates’ values
The creative stuff:• Work sample tests – use the team to
design them• Well designed selection centres
Plan them well See all the candidates at the same time Range of activities Involve the team
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Any questions?
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