Values-based recruitment, sometimes shortened to VBR, is an approach used across the NHS to select people whose individual values and behaviours align with those of the wider health service. The idea is simple: skills can often be taught, but the right attitude towards patients and colleagues is much harder to develop. By assessing values alongside qualifications and experience, trusts aim to recruit staff who will deliver safe, compassionate care and stay in their roles longer.
Where the values come from
The framework is built on the NHS Constitution, which sets out six core values that everyone working in the NHS is expected to share. Understanding these gives you a clear sense of what panels are listening for:
- Working together for patients
- Respect and dignity
- Commitment to quality of care
- Compassion
- Improving lives
- Everyone counts
Individual trusts often translate these national values into their own local set, with names and wording that reflect their culture. You will usually find them on the trust's website or in the job pack, and it is well worth reading them before you apply.
How values are assessed
Values-based recruitment is not a single test. It runs through several stages of the process. Application forms may ask you to describe a situation that demonstrates compassion or teamwork. Interviews include questions designed to draw out your behaviour in real situations, and some roles use group exercises, written scenarios or values questionnaires. The common thread is that you are asked for evidence of how you have actually behaved, rather than how you think you should behave in theory.
How to prepare your evidence
The most effective preparation is to gather real examples from your own life and map each one to a value. A time you noticed a patient or customer was distressed and acted on it shows compassion. A time you spoke up about something unsafe shows commitment to quality. Structure each example clearly so the panel can follow it; the STAR method for public sector interviews is ideal for this because it keeps your answer focused on what you did and the outcome.
Be honest. Panels are experienced at spotting rehearsed or exaggerated answers, and a modest, genuine example almost always lands better than a polished but vague one. It is also fine to talk about a situation that did not go perfectly, provided you explain what you learned from it.
Why it matters for your application
Because values run through the whole process, treating them as an afterthought is a common mistake. Reflect on the trust's values before you write your supporting statement, and weave evidence of them into your examples rather than listing them. Our how to write an NHS personal statement guide shows how to do this naturally. When you are ready to apply, you can browse current vacancies on our NHS jobs page.
Values-based recruitment is not about giving model answers; it is about showing, with real evidence, that you would treat patients and colleagues the way the NHS expects. This article is general information and is not formal careers or recruitment advice.