Have you ever thought about how much time you consciously spend at work? It’s probably more than 50% and possibly even more than with your family. Wouldn’t it be nice if time at work was also spent with people who share your values? That’s what value-based recruiting is all about.

In today’s business world, which is permeated by artificial intelligence and makes knowledge accessible in seconds, important skills from back then are becoming less important. In an increasingly hybrid work environment, where some team members are rarely physically in the same room, a shared culture and value system is more important than ever.

Why value-based recruiting is crucial

Today, it is essential for organisations to not only look at the technical skills and experience of new employees, but also to ensure that they share the company values. This approach, which we call ‘value-based recruiting’, has proven to be extremely effective in building successful and committed teams over the long term. The recruitment process is not only based on the professional qualifications of the candidates, but also on their personal values and their alignment with the company values. Imagine you have a team in which everyone not only fulfils their own tasks, but also actively contributes to the corporate culture and feels comfortable in the company in the long term. That is the goal of value-based recruiting.

What are corporate values and why are they important?

Corporate values are the basic principles that guide a company’s actions and decisions. They create a common ground for all employees and promote a positive working environment. When employees share the company values, they are more motivated, committed and loyal to the company.

If the company values are not clearly defined, it is important to take this step first. This can be done through workshops with managers and employees, surveys and feedback rounds. The values should be authentic and representative of the corporate culture.

The results of these activities can also be used to derive the so-called EVP, Employer Value Proposition. This is the unique value proposition that an employer offers its employees in exchange for their skills, experience and commitment. The EVP aims to communicate all the key benefits that employees can expect if they choose to work with the organisation. The EVP is comparable to the Unique Selling Proposition for products. Both concepts aim to communicate the uniqueness and value of an offer to make it more attractive.

Here is an example of an EVP: ‘We prioritise cooperation. We support each other, even in challenging times, and achieve our business goals without competition, but through teamwork. Our excellent salary packages guarantee a salary in line with the market and independent of turnover, supplemented by annual performance-related bonuses. Additional benefits such as sabbaticals, service anniversary gifts and flexible home office options round off the package. With a well thought-out induction programme, we also enable career changers to make a successful start. We promote continuous professional development and offer relevant courses so that our employees can continue to develop in the long term. Our openness and curiosity towards new ideas gives our employees the chance to try out new things and familiarise themselves with new areas of responsibility.’

And the best thing about it: an authentic employer value proposition automatically attracts applicants with the right value system, because only they will feel attracted to it.

Purpose and motivation

From my own experience, I can say that the process of defining our core values was incredibly exciting. It was great to take a step back from our day-to-day work and explore together the question of why we do what we do and what we attach particular importance to. Our consultant at the time often referred to the business coach and author Simon Sinek. He says: ‘People don’t buy what you do, they buy why you do it. ’When employees see a deeper meaning in their work, they are intrinsically motivated. Imagine working in a company that is not only focussed on profit, but also on the positive impact it has on society. This kind of purpose can inspire employees to give their best and truly identify with their work.

Conclusion

Value-based recruiting is more than just a trend – it is a strategic approach that ensures that new employees not only impress with their skills, but also with their values. This strengthens the corporate culture, promotes employee satisfaction and lays the foundation for long-term success.

Try it for yourself!

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Coopers Group AG

Coopers is an agile Swiss recruiting agency that places specialists and managers in the fields of IT, life sciences, engineering and finance. With flexible approaches, we find the person who enriches a team not only professionally but also personally. Candidates and clients alike are in good company with us.

www.coopers.ch

Denise Stuker, Operations Director and co-founder of Coopers Group AG, is responsible for all of the company’s operational processes. Previously, Denise worked for over 10 years as a recruitment consultant for temporary and permanent positions in the IT and engineering sectors. Bringing the right people together is her absolute passion.