1. www.csgconsult.com Values based recruitment Maureen Scholefield Managing Director

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5. 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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7. Establishing common values Change is constant – it is the new normal! Who should identify them? Who should lead them? Who should own them?

8. www.csgconsult.com Establishing common values It is simple and yet complex…. Who should identify them? People Professionals Who should lead them? Leaders!

9. www.csgconsult.com Establishing common values It is simple and yet complex…. Who should own them? Your People

10. www.csgconsult.com Establishing common values Leadership 2030 identifies six megatrends – three are key … Individualism and value pluralism The digital era Demographic change

11. www.csgconsult.com Establishing common values Individualism and values Good leaders will be: Attuned by creating opportunities for customised offerings and build lasting relationships with their people. Diversity will be valued.

12. www.csgconsult.com Establishing common values in the Digital Era Good 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!

13. www.csgconsult.com Establishing common values and Demographic Change Good 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.

14. www.csgconsult.com A thought before we move on.. What colour organisation are you now? What colour organisation are you recruiting for?

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16. 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….

17. www.csgconsult.com Getting your values across It is really about being clear about your: State of evolution Culture Management style Employer brand

18. www.csgconsult.com 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

19. www.csgconsult.com Getting your values across Going back to those words I used earlier – are you: Attuned? Wise? Sensitive?

20. www.csgconsult.com 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?

21. www.csgconsult.com 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?

22. www.csgconsult.com 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?

23. www.csgconsult.com 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/

24. www.csgconsult.com 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

25. www.csgconsult.com Attitudes v Ability Choosing attitude before ability will mean you are in some pretty good company Google Apple Four Seasons Southeast and many more…

26. www.csgconsult.com 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

27. www.csgconsult.com 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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