(Solution) 7C001 Question 13: Purpose of Values Based Recruitment

Solution

Question 13: Purpose of Values Based Recruitment (1035 Words)

A value-based recruitment is defined in Watson et al. (2022) as hiring employees on basis of possessed values and beliefs of an entity for ensuring appropriate positioning in supporting organisation culture. The strategy includes an evaluation of whether the candidates have culture-fit in their organisation and their capability to embrace the vision and mission of an organisation future. With the need for sustainability significantly increasing in the modern organisations, embracing to values and organisations culture is essential (Feng et al., 2023). This is since they are mandated with a responsibility of ensuring the recruitment process is value-based and progressive.

Value-Based Recruitment Purpose

One of the purposes of value-based recruitment is identified in Allal- Cherif et al. (2021) to include ensuring staff hold essential skills for a specific job role and values aligned with ethics and principles of the organisation. Hence, the value-based recruitment strategy is coming up with teams adhering to values and goals of organisations for ensuring staff are loyal and effective. Conversely, Wahab et al. (2022) highlight that the employees aligning their values with organisation culture have a higher potential of being enthusiastic, immense contributions to work and maintaining loyalty with organisation and aligned mission.

Further, the Value-Based Recruitment is defined in Milton (2021) as initiating long-term based relations amongst the employees and organisations through engaging people both qualified for a job role and possessing appropriate values. This form of alignment enhances success of organisation, increased team-based working and therefore increasing what groups achieve.  Also, Watson et al. (2022) evidence personal values of staff matching organisation values leading to potential of achieving a feeling of belongingness and appropriate for fitting organisation job role. This increase how satisfied they are in their roles with retention increased.  Therefore, the Value Based Recruitment has a positive implication in assisting entities to recruit staff with competencies, desiring and capacity for enhancing productivity and ethics embrace in an entity.

Advantages of Value-Based Recruitment

Cultural Fitness– By embrace of Value-Based Recruitment, an entity is in a position of selecting individuals appropriately fitting an organisation culture. According to Milton (2021), the outcome of this is increased likelihood of the employees fitting in their teams. The cultural fitness facilitates an entity to work in harmony with their culture with entire staff having their focus on attainment of set goals hence increased collaboration (Watson et al., 2022).

Increased Employees Engagement– For increasing employees sense of belongingness, the best practice is having their values shared with an organisation. According to Susanto et al. (2023), the outcome of this is an increased employee’s inclusion for execution of their functions and taking an active role in organisation growth. An increased workplace satisfaction has a higher possibility of engaging staff, and this has a positive implication in increasing morale and high-level performance.

Reduced turnover levels– The embrace of value-based recruitment has a positive implication in increasing the long-term based staff retention. According to Alabi et al. (2024), this is with the employees remaining in the organisation for long hence reducing incurred costs to solve dysfunctional turnover. The outcome of this is stability of employees for organisations as workplace employees are not altered.

Expectations Clear– According to Allal- Cherif et al. (2021), the value-based recruitment is appropriate for the employers and employees as it offer them with relevant insights of their expectations. This assists likely staff for evaluating how organisations value is compatible to values prior placing their job application. The outcome of this is elimination of likely mismatch and to ensure staff recruited are fitting from the start.

Disadvantages of Value-Based Recruitment

Ambiguous Roles Definition– The inexistence of elaborate and detailed process to define them and measure values represent…………

Please click the following icon to access this project in full