What is the value of Values Based Recruitment for nurse education programmes?

Groothuizen, Johanna Elise; Callwood, Alison; Gallagher, Ann

doi:10.1111/jan.13512

Cited by 13 publications

(10 citation statements)

References 39 publications

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“…While values-based recruitment models recommended choosing a candidate with the right 'fit' (Groothuizen et al, 2018), there seems to be insufficient emphasis on how ITL are influenced when the organisation fails to live up successful candidates' expectations over the course of their tenure. We thus hypothesize: H5: Unmet expectations of employees regarding their ability to benefit union members will be positively associated with ITL among union employees.…”

Section: Expectations Of Membership Servicementioning

confidence: 99%

Turnover intentions, training and motivations among Australian union staff

Brander-Peetz

Peetz

Brough

2021

Economic and Industrial Democracy

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Staff loss and demotivation can be costly for unions. In this article the authors investigate factors influencing expected voluntary turnover, that is Intention to Leave (ITL), of union employees by conducting an online survey of 160 staff in three Australian unions. Moderated multiple regression analyses revealed that perceived organisational support, shortcomings in training and unmet intrinsic needs predicted ITL, after controlling for burnout, labour market mobility and intrinsic motivations. Critically, the results suggest an interaction effect involving training in some circumstances. Training buffered the impact of low support on ITL, however the adverse effect on ITL of organisational failure to meet staff expectations regarding service to members remained, independent of training. Implications for theory and practice are discussed, including the separate significance of resources and purpose.

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Section: Expectations Of Membership Servicementioning

confidence: 99%

Turnover intentions, training and motivations among Australian union staff

Brander-Peetz

Peetz

Brough

2021

Economic and Industrial Democracy

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“…The compassionate care literature describes that such factors as cultural context, social class, and societal influences of applicants will inspire nurses' innate ability to care and have empathy 28,30 . As a result of the recognition to require personal and professional attributes such as empathy and caring alongside academic achievement, health professional programs are looking for ways to determine best practices for optimal recruitment processes 31 …”

Section: Conceptual Framework For Caring As An Aspect Of Holistic Admmentioning

confidence: 99%

Social justice as an expression of caring through holistic admissions in a nursing program: A proposed conceptual model

et al. 2020

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Aim: This paper presents HAR as an expression of caring to create social justice within nursing and achieve a workforce that is representative of those being served. Background: The lack of diversity within the health professions has been expressly linked in the literature to health disparities among underrepresented and marginalized groups. Recommendations: Recognizing the value of diversity within healthcare has been the impetus for some health profession programs to use holistic admissions review (HAR) in the assessment and evaluation of applicant suitability. While current HAR recommendations in nursing broaden the lens on which criteria should be used to determine applicant suitability beyond standard academic metrics, existing models do not examine applicants' caring capacity. Conclusion: Given caring is the essence of nursing, the authors offer a guiding framework to supplement the American Association of Colleges of Nursing criteria for HAR and a model by which nursing applicants are evaluated on their capacity to care.

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“…The use of 'mini-stations', to assess candidates, with a variety of activities at each station, is a model which has become commonplace in values-based recruitment of students. 35 An example of values-based recruitment from a study of learning disability student nurse recruitment was an exercise designed to enable candidates to see issues from a learning disabled person's perspective. 5 Five SUACs were present and encouraged to illuminate the scenarios by reference to their own lived experience to bring a sense of reality into the scenarios.…”

Section: Literature Reviewmentioning

confidence: 99%

“…This system came about partly as a response to nursing scandals and also as a check on marketized values. The use of ‘mini‐stations’, to assess candidates, with a variety of activities at each station, is a model which has become commonplace in values‐based recruitment of students 35 . An example of values‐based recruitment from a study of learning disability student nurse recruitment was an exercise designed to enable candidates to see issues from a learning disabled person's perspective 5 .…”

Section: Introductionmentioning

confidence: 99%

The ‘nuts and bolts’ of including service users and carers in the recruitment of health and social work students in an English university—An interdisciplinary critique

Unwin

Rooney

2020

Health Expectations

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Background: The literature regarding inclusion of service users and carers (SUACs) in the recruitment processes for future health and social work professionals has primarily presented such inclusion as positive for all. This study is novel in its exploration of the detail of SUACs' involvement and in its reach across a whole university department of health and social care disciplines. Objective: To examine the detail of ways in which SUACs were actually involved in student selection and whether they have any real influence on recruitment decisions. Method: This co-produced study took place in an English university. A qualitative, semi-structured interviewing approach was undertaken with 12 staff across social work, nursing, occupational therapy, physiotherapy, paramedicine and physician associate disciplines. Thematic analysis was employed independently with both researchers agreeing resultant themes. Findings: A range of recruitment activities which included SUACs were found, evidencing both full and partial involvement in decision making. Nine themes emerged-The quality of SUACs' inclusion; Understanding reasons for including SUACs; SUACs being more knowledgeable than academic staff; SUACs influencing final decisions; The high expectations of candidates by SUACs; SUACs' need for training; Marketization and scepticism; and Logistics and the presumption of ableism. Conclusions: Transparent protocols are essential if SUACs are to be equitably included in student recruitment processes. A shared model of SUACs' inclusion should be attainable across disciplines, even if the 'nuts and bolts' of recruitment processes vary. Patient or Public Contribution: This work was co-produced with a SUACs' group from conception and design through to fieldwork and write-up.

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What is the value of Values Based Recruitment for nurse education programmes?

Abstract: We call for a debate regarding the meaning and implications of VBR and further research regarding its validity and effectiveness.

Cited by 13 publications

References 39 publications

Turnover intentions, training and motivations among Australian union staff

Turnover intentions, training and motivations among Australian union staff

Social justice as an expression of caring through holistic admissions in a nursing program: A proposed conceptual model

The ‘nuts and bolts’ of including service users and carers in the recruitment of health and social work students in an English university—An interdisciplinary critique

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