Breakthrough in Value-Based Recruitment

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In the latest episode of the Breakthrough in Singapore podcast, Dr. Tan Bee Wan, Chairman of Integrative Learning Corporation, delves into the realm of value-based recruitment with special guest Michelle Livesley. The episode sheds light on how value-based recruitment can transform the way organizations attract, select, and retain talent, particularly in the social service sector.

The episode starts by addressing a widespread challenge faced by businesses, not only in Singapore but globally: talent shortage. According to a Singaporean talent shortage survey, 83% of companies have reported difficulties in hiring, indicating the urgency of finding innovative approaches to recruitment.

Michelle Livesley, a consultant and trainer with extensive experience in curating person-centered care practices, introduces the concept of value-based recruitment. This approach transcends traditional qualifications and skills-based hiring by focusing on individuals whose values align with the organization’s mission and vision.

The podcast highlights the significance of this alignment in sectors like social services, where consistency and quality of care are paramount. The episode emphasizes that value-based recruitment is not just about attracting candidates but about creating a deep commitment to an organization’s goals.

Michelle outlines four key features that define their approach to value-based recruitment:

  1. Mutual Fit: The recruitment process shifts from merely conveying job information to fostering mutuality between candidates and the organization. Prospective candidates gain insight into the role and organization to determine whether they are a good fit.
  2. Shared Responsibility: The traditional concept of HR-led recruitment is challenged by embracing a team-wide recruitment approach. This involves every team member taking an active role in identifying and attracting potential candidates.
  3. Empathy-Based Marketing: The approach extends beyond traditional job boards to attract candidates who might not have considered a career in the sector. Targeted marketing reaches out to individuals with compatible values and characteristics, even beyond traditional care industry channels.
  4. Workshops Over Interviews: Instead of traditional interviews, workshops are used to assess candidates. This approach allows candidates to demonstrate their values and skills in a practical setting, providing a more accurate reflection of their potential contribution.

The episode touches on the practical implementation of value-based recruitment. Key considerations include emphasizing values and relationships over qualifications, living organizational values throughout the recruitment process, and critically evaluating the necessity of qualifications.

Michelle highlights the success of this approach by sharing examples of recruiting individuals from hospitality backgrounds who were passionate about making people feel good. The strategy involved personalized interactions and hyper-local advertising, proving effective in attracting candidates who might not have initially considered a career in care.

Recruitment, induction and probation are led by the same people offering continuity of experience This moves us away from the overall candidate to colleague experience not really being considered, to continuity of experience. Often the people responsible for induction and probation are different from the people responsible for recruitment, which means there can be a disconnect of experience for people.

To delve further into the topic, Michelle will be hosting a free webinar on value-based recruitment. This initiative aligns with the broader goal of promoting the concept and sharing practical examples with interested professionals.

The episode concludes with the understanding that value-based recruitment is not just a method but a transformative approach that aligns talent with an organization’s core values. By emphasizing alignment over qualifications and fostering a shared sense of responsibility, organizations can shape a workforce that is not only skilled but also deeply committed to the organization’s mission. The podcast leaves listeners with the insight that, when it comes to recruiting and retaining the right talent, values speak louder than qualifications.

Join our free webinar on 7/12 or email or for the time of her webinar and free E-book on how to put value-based recruitment into practice.