The structured interview has been an integral part of the candidate selection process within recruitment, for at least the last 100 years (Huffcutt, 2011). There is however a growing number of views that the structured interview may not be the best tool available, with other methods of candidate selection gaining preference especially within Nursing (Health Education England (HEE) 2014). Huffcutt (2011) has evaluated multiple previous reviews of the structured interview as this method for recruitment and sees structured interview remains as the industry standard approach used.
The Mid Staffordshire NHS Foundation Trust (MSFT) Public Inquiry Report of the MSFT Public Inquiry Executive summary (Francis report) (Francis, 2013) following extensive reviews of current practise within two primary and NHS Trusts found failings that were attributed to the culture of the organisation. Recommendations were made by the Francis report (Francis, 2013) to enable and support the required change to the current culture. A primary recommendation was that healthcare should recruit staff with key shared values that match the values of the appointing organisation and equally the overarching values of the National Health Service (NHS). As national guidance to enable this process, the recommendations highlighted that all staff employed in the NHS should be recruited using value-based recruitment (VBR) as the recruitment method of choice
In 2014, The HEE expanded the recommendations and created “The National VBR Framework” for value-based selection in recruitment. “The National VBR Framework” focused on values, behaviour, and attitude. This framework established guidelines for using VBR in the recruitment process and recommended that this is incorporated in all future recruitment within the NHS (HEE, 2014).
VBR is a recruitment selection method that aims to attract candidates with perceived aligned values and behaviours to that of the recruiting organisations (Klaus, Klingenberg, and Pelletier, 2019). Although HEE (2014) and the Francis report (Francis, 2013) made recommendations to use VBR in nurse selection as part of the recruitment process, within Gloucestershire Hospitals Foundation Trust (GHFT) the structured interview is still the tool of choice.
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