Get the right fit for your team with values-based recruitment

Adi Dhadwal • Jun 21, 2022

Values-based recruitment is all about finding talent for your organisation that fits in terms of values, motivations, passions, interests, and organisational culture, as well as those all-important job-based skills and core competencies.


Whilst employing someone with the key skills they need to do the job is vital, with talent shortages in many industries – especially the tech industry – in New Zealand, it is more important than ever that organisations get a return on investment out of their recruitment processes, and ensure they are hiring candidates who believe in the company they are joining and share common values.


Many organisations have a set of values they are proud of, and you see these promoted on websites, sales and marketing material and sometimes referred to in recruitment resources.


However, values don’t exist just as slogans and words but should be embedded in strategy, structure and processes, including the all-important recruitment process.


Simply put, values-based recruitment is having a set of organisational values in place and hiring employees who are a good fit. It ensures that the people you bring in have similar values as the organisation and can demonstrate those values in action – for example, if one of your values is good communication, then the applicant would be assessed on how well they communicate.


There are many benefits of taking a values-based approach to recruitment, including:


  • Improving productivity, performance and collaboration – if you are hiring people who are a great cultural fit for your organisation, they will enjoy working for you, form great relationships, collaborate well, perform their best and be productive.
  • Improve your employee value proposition and brand – happy employees like to talk about their work and encourage others to work there. Your current employees are often your best advocates, and hiring those who fit your values fosters an excellent workplace culture and helps position your organisation as a desired organisation to work for.
  • Improve employee satisfaction and retention – when employees share the same values as the organisation they work at, they’ll feel important, valued, part of the team, and like what they do matters. They are more likely to want to progress their careers within the organisation and remain working for you for longer.
  • Widen your candidate base – if you hire people who fit your organisational well culturally, they may thrive and grow quickly within your organisation, even if they don’t tick all the boxes regarding technical skills or other competencies. Hiring for values is also hiring for potential!


Hiring someone on values does not mean creating a workforce that all thinks and acts the same. Diversity and inclusion ARE values of many organisations, so when applying values-based recruitment practices, it’s essential to be open-minded and consider the background and unique character of an individual.


You must implement values-based recruitment practices fairly and equitably. Be as objective as possible and follow a structured process from developing a recruitment plan and posting recruitment ads to interviews and selection to help avoid bias.


So, where do values-based practices come into different parts of the process?


  • Job descriptions and person specifications – think about how your organisational values overlay the core competencies/skills required in the role and weave those soft skills into your position description and person specification. Ensure values-based criteria like communication, teamwork, leadership and others are highlighted just as prominently as technical or other core job skills.
  • Ensure applicants are aware of your values – include your values in your job ads, position descriptions, and in other relevant places like your website careers page so that potential applicants can get a feel for your values and how they compare to their own.
  • Job posting and application process – clearly highlight values in any material relating to the job vacancy and make it clear that fit-for-values and culture are important for your organisation and the role. Be transparent about the fact you will be looking for a good match in terms of culture and values.
  • Interviewing and screening tools – use recruitment techniques and interviewing tools that identify values-based attributes such as values mapping, pre-employment evaluations, personality questionnaires/tests, and behavioural and values-based interview questions. Be wary of textbook answers and dig a little deeper if needed to find out more.
  • Test the waters with the wider team – as well as meetings/interviews with direct hiring managers, widen your recruitment process to include meet-and-greets with other team members to see how a potential new hire will interact with the team they will work within.
  • Cover cultural fit during reference checks – ensure you ask referees questions to assess fit to values.
  • Use a recruitment agency to run the process or help assess applicants – recruiters are experienced professionals and are used to assessing candidates in a fair and balanced way, whilst also ensuring the best fit for your organisation – both in terms of skills and cultural fit.
  • Remember that a values-based approach goes both ways – Live your values in your interactions with candidates and respect the values that drive them. Communicate in a timely manner, and if a candidate accepts your job offer, stay in touch, and consider inviting them to social events or other relevant meetups to keep communication open during the transition period. Ensure you have a great onboarding and induction process for new employees joining your business. If you are looking for a candidate with the attributes required to make money for your organisation, expect that the candidate will also have that value, and meet their salary expectations where appropriate.


When it comes to values, do not forget your existing employees. Our values evolve and change over time, so make sure you have programs and communications in place to reiterate your company values to your current employees, so they know how to apply your values to their role, themselves, and their relationships with clients, current employees, and incoming employees.


Talk about values in one-on-ones and performance reviews, consider reward and recognition programmes centred around your values, and, where possible, show and share examples of how your company lives its values via your internal communication channels, websites, and social media pages.


Values-based recruitment is an effective and beneficial way of finding potential candidates who will match the values of an organisation, perform well within it, and stay working for them for longer. However, it can be a complex process, requiring specific steps to ensure successful outcomes.


Recruit I.T. prides itself on utilising our expertise to balance cultural fit with the right skills and experience to ensure you get the right candidate. We work to ensure both candidate and client are satisfied and connect an exceptional person with the right organisation. Reach out to our team today if you are seeking talent for your business or looking for a new opportunity!

27 Mar, 2024
Entering the job market after many years can be a daunting task, especially in the fast-paced world of IT and Technology. With advancements happening at breakneck speed, it is understandable to feel overwhelmed when suddenly thrown into starting your job search journey anew. However, there are simple steps you can take to get you started, ease the transition, and help you in landing your new dream job. At Recruit I.T., we've seen many experienced candidates successfully navigate this path, and we're here to share some valuable advice with you. 1. Revamp Your CV Your CV is your ticket to securing interviews, so it is crucial to ensure it’s up-to-date and tailored to the roles you are applying for. If yours is still in typewritten format and doesn’t include what you’ve been up to for the last 10 years, now is the time to get it updated. Ensure it includes your most recent and relevant roles, delete your high school work experience, and highlight your relevant experience, skills, and achievements prominently, focusing on how they align with the requirements of the positions you're targeting. If you are unsure where to start, collaborating with a specialised recruiter like Recruit I.T. can provide valuable insights and guidance in crafting a compelling resume. 2. Leverage Your Network Don't underestimate the power of networking, especially in the tight-knit IT and Technology community in New Zealand. Reach out to former colleagues, mentors, clients, and industry connections to let them know you're actively seeking opportunities. Attend industry events, meetups, and conferences to expand your network further. Many job opportunities are filled through referrals, so make sure to stay connected and keep your network informed about your job search. 3. Explore Both General and Specialised Job Boards You may have found your first job via a newspaper classified, but times have changed! While general online job boards like Seek and Trade Me, as well as LinkedIn Jobs are a good starting point, consider exploring specialised job boards focused specifically on IT and Technology roles, and register with a relevant recruitment agency like Recruit I.T. as specialised platforms like our website job board cater to this niche market, offering a curated selection of job openings tailored to your expertise. By targeting your search on these platforms, you increase your chances of finding roles that align with your skills and career goals. 4. Prepare for Interviews Brush up on your interview skills to ensure you make a strong impression during the selection process. Research the company and the role thoroughly, familiarising yourself with STAR and behavioural-based interview techniques (there is lots of info online!), practising common interview questions, and preparing examples that highlight your abilities and experiences. Additionally, familiarise yourself with the latest industry trends and developments to demonstrate your awareness and relevance in the field. It also won’t hurt to review and brush up on your verbal and numerical reasoning skills – once again, there are lots of free resources online to help you practise these types of tests/exercises. 5. Update Your Skills The IT and Technology landscape evolves rapidly, with new technologies and methodologies emerging regularly. Whilst you’ve developed your abilities on the job, do take the time to update your skills and knowledge with formal certifications and training to remain competitive in the market. Consider enrolling in courses, attending workshops, or pursuing certifications relevant to your field. Not only does this demonstrate your commitment to growth, but it also enhances your attractiveness to potential employers. 6. Be Flexible and Open-Minded The job market can be unpredictable, so it's essential to remain flexible and open-minded throughout your job search. Be willing to consider different roles, industries, or a short-term contract opportunity that may not align precisely with your previous experience. Embrace new challenges and opportunities for growth, as they can lead to unexpected career advancements and personal fulfilment. 7. Seek Guidance from Experts Navigating the job market alone can be overwhelming, especially after being out of the game for some time. In many cases, if your position has been made redundant, your organisation may provide outplacement services to offer help with CV crafting, interview prep, job search, practise testing and in some instances will also provide free access to training platforms. Consider seeking guidance from experienced specialised recruiters like our Recruit I.T. consultants. Our team possesses in-depth knowledge of the IT and Technology industries, along with extensive networks and resources to support your job search journey. From resume optimisation to interview preparation, we can provide valuable assistance every step of the way. Utilise all the free and skilled help you can access! 8. Embrace Your Experience and Life Skills It's easy to feel apprehensive about re-entering the job market after a long tenure with a single company or a prolonged absence, but remember to embrace the wealth of experience and life skills you've accumulated over the years. Your past successes, whether in your career or personal life, have equipped you with valuable insights, problem-solving abilities, and resilience that will be sought-after and appreciated by employers. While you may not have a recent job application or job hunt history, your track-record speaks volumes about your capabilities and adaptability. Have confidence in your abilities, and don't underestimate the value you bring to the table. Highlight your accomplishments and transferable skills during interviews, showcasing how they make you an asset to any organisation. By owning your experience and life skills, you can instill trust and credibility in potential employers, setting yourself apart from other candidates in the competitive job market. Embarking on a job search journey after many years can be a challenging yet rewarding experience. By revamping your resume, leveraging your network, exploring job boards, preparing for interviews, updating your skills, remaining flexible, seeking guidance from experts, and remaining confident in your experience and skills, you can increase your chances of success in the competitive New Zealand job market. Remember, you are not alone in this journey, and with the right support and resources, you will find your next opportunity. Our team are always happy to shout the coffee and provide some expert friendly and constructive advice to help you get started on your job hunt, so reach out anytime!
By Kaleb Leeming 11 Mar, 2024
Field at Present: From a Director’s Perspective Generally, we have seen a slow start to the year, continuing the trend we saw in the latter half of 2023. Despite feedback from the market that suggested a stronger bounce back, we have yet to see this in the market at present. There are pockets of activity - primarily back-fills to existing hires. As we gear towards the backend of the government’s 100-day plan, we should see the firming up of new projects and programmes, which will likely require capability to deliver these pieces of work. Unfortunately, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times, and we’ve even seen this in the recruitment industry itself.
By Kaleb Leeming 14 Feb, 2024
With the dynamic business landscape, many companies are embracing flexibility and adaptability as they navigate the ever-changing market. As someone who has worked in the technology and recruitment sector for a while, I’ve come across a common misconception that I’d like to address: the perception that contractors are significantly more expensive than permanent employees. I'd like to give light to the true cost of hiring a contractor and explore why it might be more budget-friendly than you think. Let’s start by acknowledging the elephant in the room – the hourly rate. It’s no secret that contractors often come with an hourly rate that seems higher than what you’d pay a permanent employee. But here’s the thing: an employee salary is just the tip of the iceberg. When you hire an employee, there’s a whole set of additional costs and overheads that can significantly impact on your bottom line. Let’s break them down: 1. ACC (Accident Compensation Corporation) When you employ a permanent employee, you’re obliged to contribute to ACC levies. These can add up and represent a substantial ongoing cost to your business. Contractors, on the other hand, handle their own ACC payments, freeing you from this financial burden. As I write this it sits at approx. $0.63 per $100 of payroll. Example being, a $100K Salary = $630 per annum. 2. Kiwisaver Permanent employees are entitled to Kiwisaver contributions from their employers. While it’s a great benefit for them, it’s an added cost for your business. Contractors manage their own retirement savings, releasing you from this expense. At the minimum contribution of 3% that is $3,000 based on a salary of $100,000 per annum. 3. Training and Development Investing in the professional growth of your employees is essential. However, it can be costly and time-consuming. Contractors typically bring their existing skills and experience to the table, minimising the need for extensive initial training and ongoing development programs. Various benchmarks have this between 1% - 5% of an individual’s salary. Based on a $100,000 per annum this could be between $1,000 - $5,000 per annum. 4. Fringe Benefit Tax Providing certain benefits to your employees can trigger fringe benefit tax liabilities. Contractors are not subject to this tax, which means you can offer perks without worrying about additional financial implications. 5. Benefits Permanent employees often receive benefits such as health insurance, paid annual leave, and more. While these are important for staff retention, they can substantially increase your personnel expenses. On the other hand, contractors manage their own benefits and extras, giving you more predictability in your budget. 6. Insurance A business is responsible for looking after professional indemnity and public liability insurance which cover their permanent employees. On the flip side, contractors typically have their own insurance coverage, reducing your insurance-related costs. 7. Overheads Beyond the salary, permanent employees come with a host of overheads like office space, equipment, and administrative support. Contractors usually operate independently, sparing you from these additional expenses. 8. Productivity It is not as simple as multiplying a contractor’s rate by the number of hours in a week, and then extrapolating that out for the year. They only get paid for the hours they work, which doesn’t include any annual leave, sick leave, or public holidays. You only pay them based on what the hours they actually worked. So, what’s the bottom line? Hiring contractors can be a cost-effective choice when you consider the bigger picture. While the hourly rate may seem higher, it’s essential to factor in the myriad of savings associated with not having to manage all the costs and overheads that come with permanent employees. Don’t get me wrong – permanent employees are valuable assets to any organisation. They bring stability, commitment, IP retention, and a sense of belonging to your team. But the key is understanding the differences between contractors and permanent employees and leveraging them to your advantage. Think of hiring contractors as a strategic move that provides the flexibility to scale your workforce up or down as needed, without long-term financial commitments. It’s not about one being better than the other; it’s about making informed choices that align with your business objectives. So, the next time you consider bringing in a contractor, remember the true cost isn’t just about the hourly rate- it’s about the holistic value they bring to your organisation.
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