Effective Recruitment Strategies: How to Hire for Core Values, Not Just CV's

Introduction

This week, I want to challenge you to think differently about your recruitment process.

Your team can be your greatest asset or your biggest liability, and how you approach recruitment plays a huge role in determining which it will be.

I recently had an experience with a business that was using a recruitment agency, and while not all recruitment companies are bad, this industry does have a reputation for high fees, strong terms, and a tendency to place people only to reintroduce them later for a new role.

Of course, many recruitment companies are professional and offer great value. But let's talk about how you can do it yourself, without relying on a third-party agency.

Recruiting for Core Values Instead of Just a CV

The process of recruitment should start with assessing the core values of your business, not simply reviewing CVs.

Here’s why: you should recruit for character and train for skills.

I understand that some roles require specific skill sets, but many jobs, especially at growing businesses - can be trained on the job.

It's crucial to focus on whether a candidate aligns with your company's values. If they fit in culturally, their technical skills can often be taught.

I’ve built our business on guiding principles, you can see these on my website "Meet Mike Page'. When recruiting, we focus on assessing how well potential candidates align with these core values / guiding principles, rather than just their experience.

If they have the right mindset and a passion for the work, we can train them on the specifics.

The Process: Start with Values, Not a CV

Here’s how to recruit effectively without needing a CV from the start:

1. Ask for a Written Response on Core Values: Ask applicants to submit a brief response about how they align with your company’s core values. This eliminates the need for you to rely solely on a CV to assess the candidate.

2. Interview Focused on Values: If they pass this stage, set up a brief phone interview. Instead of going over their job description, talk about your company’s core values. Ask questions around those values and listen carefully to their responses. This gives you a clearer picture of whether their values match yours.

3. Skills Come Later: If the person fits with your values, then move to assessing their experience and qualifications. Don’t get stuck in the weeds of qualifications from the start; focus first on fit.

4. Automating the Process: If you’re using a CRM like HubSpot, you can streamline this process even further. Automate the response process for candidates to provide feedback on core values. This reduces the time spent on interviews that don’t lead anywhere and ensures you’re only spending time on the most relevant candidates.

Why Fit Is More Important Than Skills

You’ll save yourself a lot of headaches by hiring someone who fits your culture and values, even if they’re not yet fully skilled. In the long run, they’ll adapt more quickly, and their passion will drive success.

Conversely, hiring a highly skilled person who doesn’t align with your culture can cause friction and ultimately slow your business down.

How to Avoid Recruitment Agencies and High Fees

Social channels today, especially LinkedIn give you a cost-effective way to source candidates.

Use tools like LinkedIn Sales Navigator (or even the free version) to target potential candidates directly via sponsored Inmail. With a small budget (around £250 a month), you can access a much broader network than what most recruitment agencies can offer.

Here’s a simple approach for your recruitment process:

• Define your job specs and core values clearly.
• Ask applicants to share their alignment with those values in a few short paragraphs.
• Conduct an informal, conversational interview to assess their fit.
• Evaluate their job experience and qualifications, and only bring them in for an in-person interview if necessary.

By taking control of the process, you’ll not only avoid high recruitment fees but also find the right talent who truly fits your business culture.

Conclusion

Recruiting the right people doesn’t have to mean outsourcing the process to expensive recruitment agencies.

By focusing on core values, automating parts of the process, and using your own resources, you can attract the best talent while avoiding unnecessary costs.

Always here to help you start, grow, and thrive. Let me know how I can support your next big move.