Enhancing Fairness and Motivation in Hiring: The Benefits of Pre-Shared Interview Questions and Values-Based Interviewing
Amanda Ashworth
Organisational and learning development expert values based Recruitment and Retention business coach| developer of values based recruitment and retention resources |
You may have heard in the news recently about John Lewis and Waitrose giving job applicants the interview questions prior to interview.? They say they have done this not only to make the process fairer but also to help them compete in a fierce job market.
The recruitment process is a crucial step in ensuring that organisations find the right talent to drive their mission forward. In recent years, progressive employers have begun to share interview questions with candidates ahead of time. This shift in practice is not only fostering a more equitable hiring process but also encouraging a broader range of applicants to engage with the opportunity. Coupled with values-based interviewing, this approach helps identify candidates who are genuinely passionate and motivated to work in care. Here’s how these strategies are transforming recruitment and how organisations can optimise their hiring practices with professional support.
Pre-Sharing Interview Questions: A Fairer Approach
Traditional interview processes often rely on spontaneous responses, which can disadvantage candidates who may not perform well under pressure or who need time to articulate their thoughts effectively. By providing interview questions in advance, employers level the playing field, allowing all candidates to prepare thoroughly and present their best selves.
1. Reducing Anxiety and Stress: When candidates know what to expect, they can approach the interview with greater confidence. This reduces anxiety, enabling them to communicate more clearly and effectively.
2. Promoting Inclusivity: Candidates from diverse backgrounds, including those with neurodivergent conditions such as autism, often benefit from additional preparation time. This practice can make interviews more inclusive and accessible.
3. Encouraging Thoughtful Responses: With the opportunity to reflect on their answers, candidates can provide more thoughtful and detailed responses, showcasing their true potential and alignment with the role.
4. Demonstrating Transparency: Sharing interview questions in advance signals a transparent and candidate-friendly hiring process, which can enhance the employer’s reputation and attract top talent.
Values-Based Interviewing: Aligning Passion with Profession
Values-based interviewing (VBI) is an approach that assesses candidates not just on their skills and experience but on their alignment with the core values and mission of the organisation. This method is particularly effective in sectors like care, where personal commitment and passion are essential.
1. Identifying Genuine Motivation: VBI helps employers understand what drives candidates and whether their personal values align with those of the organisation. This is crucial in fields where intrinsic motivation is key to performance and job satisfaction.
2. Building a Cohesive Team: Hiring individuals who share the same values fosters a more cohesive and motivated team, leading to better collaboration and a positive work environment.
3. Enhancing Job Satisfaction: Employees who feel a strong alignment with their organisation’s values are likely to experience higher job satisfaction and remain committed for longer periods.
4. Improving Service Quality: In care professions, employees who are passionate about their work and aligned with the organisation’s values are more likely to provide high-quality, empathetic care.
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Engaging a Recruitment Coach: Optimising Hiring Practices
Transitioning to these innovative recruitment practices can be challenging for organisations accustomed to traditional methods. Engaging a recruitment coach can provide invaluable support and guidance.
1. Expert Analysis and Feedback: A recruitment coach can review current practices, identify areas for improvement, and provide expert recommendations tailored to the organisation’s needs.
2. Training and Development: Coaches can train hiring managers and HR teams in values-based interviewing techniques and best practices for pre-sharing interview questions, ensuring the new methods are implemented effectively.
3. Streamlined Processes: With the help of a coach, organisations can develop streamlined and efficient recruitment processes that attract and retain the best candidates.
4. Continuous Improvement: Ongoing support from a recruitment coach allows for continuous refinement of recruitment practices, ensuring they remain effective and aligned with organisational goals.
Conclusion
By sharing interview questions in advance and incorporating values-based interviewing, employers can create a fairer and more inclusive recruitment process that attracts motivated and passionate candidates. Engaging a recruitment coach to assist with these changes ensures that the transition is smooth and effective, ultimately leading to better hiring outcomes and a stronger, more dedicated workforce. As the landscape of recruitment evolves, these strategies represent a significant step towards a more equitable and effective approach to hiring.
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