Remember Me
Or use your Academic/Social account:


Or use your Academic/Social account:


You have just completed your registration at OpenAire.

Before you can login to the site, you will need to activate your account. An e-mail will be sent to you with the proper instructions.


Please note that this site is currently undergoing Beta testing.
Any new content you create is not guaranteed to be present to the final version of the site upon release.

Thank you for your patience,
OpenAire Dev Team.

Close This Message


Verify Password:
Verify E-mail:
*All Fields Are Required.
Please Verify You Are Human:
fbtwitterlinkedinvimeoflicker grey 14rssslideshare1
Patterson, F.; Prescott-Clements, L.; Zibarras, L. D.; Edwards, H.; Kerrin, M.; Cousans, F. (2016)
Publisher: Kluwer
Languages: English
Types: Article
Subjects: RA
Displaying compassion, benevolence and respect, and preserving the dignity of patients are important for any healthcare professional to ensure the provision of high quality care and patient outcomes. This paper presents a structured search and thematic review of the research evidence relating to values-based recruitment within healthcare. Several different databases, journals and government reports were searched to retrieve studies relating to values-based recruitment published between 1998 and 2013, both in healthcare settings and other occupational contexts. There is limited published research related to values-based recruitment directly, so the available theoretical context of values is explored alongside an analysis of the impact of value congruence. The implications for the design of selection methods to measure values is explored beyond the scope of the initial literature search. Research suggests some selection methods may be appropriate for values-based recruitment, such as situational judgment tests (SJTs), structured interviews and multiple-mini interviews (MMIs). Personality tests were also identified as having the potential to compliment other methods (e.g. structured interviews), as part of a values-based recruitment agenda. Methods including personal statements, references and unstructured/'traditional' interviews were identified as inappropriate for values-based recruitment. Practical implications are discussed in the context of values-based recruitment in the healthcare context. Theoretical implications of our findings imply that prosocial implicit trait policies, which could be measured by selection tools such as SJTs and MMIs, may be linked to individuals' values via the behaviours individuals consider to be effective in given situations. Further research is required to state this conclusively however, and methods for values-based recruitment represent an exciting and relatively unchartered territory for further research.
  • The results below are discovered through our pilot algorithms. Let us know how we are doing!

    • *Amos, E. A., & Weathington, B. L. (2008). An analysis of the relation between employee-organization value congruence and employee attitudes. The JoCurnal of Psychology, 142(6), 615-631.
    • *Arnold, J., Coombs, C., Wilkinson, A., Loan-Clarke, J., Park, J., & Preston, D. (2003). Corporate images of the United Kingdom National Health Service: Implications for the recruitment and retention of nursing and allied health profession staff. Corporate EReputation Review, 6(3), 223-238.
    • *Bauer, T. N., Maertz, C. P., Dolen, M. R., & Campion, M. A. (1998). Longitudinal assessment of applicant reactions to employment testing and test outcome feedback. Journal of Applied Psychology, 83, 892-903. R *Billsberry, J. (2007). Attracting for values: An empirical study of ASA's attraction proposition. Journal of *Cable, D. M., & Parsons, C. K. (2001). RSocialization tactics and person-organization fit. Personnel PsyManagerial Psychology, 22(2), 132-149.
    • chology, 54(1), 1-23.
    • *Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and Oconsequences. Journal of Applied Psychology, 79, 730-743.
    • *De Cooman, R., Gieter, S. De., Pepermans, R., Hermans, S., Bois, C. Du., Caers, R., & Jegers, M. (2009).
    • Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses. Journal of Vocational Behavior, 7C4(1),102-107.
    • *Finegan, J. E. (2000). The impact of person and organizational values on organizational commitment.
    • Journal of Occupational and Organizational Psychology, 73(2), 149-169.
    • *Hoffman, B., & Woehr, ND. (2005). A quantitative review of the relationship between person-organisation fit and behavioural outcomes. Journal of Vocational Behaviour, 68, 389-399.
    • *Hollup, O. (2012). Nurses in Mauritius motivated by extrinsic rewards: A qualitative study of factors determining Urecruitment and career choices. International Journal of Nursing Studies, 49(10), 1291-1298.
    • *Kristof-Brown, A. (2000). Perceived applicant fit: Distinguishing between recruiters' perceptions of person-job and person-organization fit. Personnel Psychology, 53(3), 643-671.
    • *Kristof-Brown, A. L., Jansen, K. J., & Colbert, A. E. (2002). A policy-capturing study of the simultaneous effects of fit with jobs, groups, and organizations. The Journal of Applied Psychology, 87(5), 985-993.
    • *Maierhofer, N. I., Griffin, M. A., & Sheehan, M. (2000). Linking manager values and behavior with employee values and behavior: A study of values and safety in the hairdressing industry. Journal of Occupational Health Psychology, 5(4), 417-427.
    • *Meglino, B. M., & Ravlin, E. C. (1998). Individual values in organizations: Concepts, controversies, and research. Journal of Management, 24(3), 351-389.
    • *Morse, B. J., & Popovich, P. M. (2009). Realistic recruitment practices in organizations: The potential benefits of generalized expectancy calibration. Human Resource Management Review, 19(1), 1-8.
    • value congruence and employee attitudes. Journal of Organizational Behavior, 26(6), 591-62F3.
    • *Ostroff, C., Shin, Y., & Kinicki, A. J. (2005). Multiple perspectives of congruence: Relationships between *Rankin, B. (2013). Emotional intelligence: Enhancing values-based practice and compassionate care in nursing. Journal of Advanced Nursing, 69(12), 2717-2725.
    • 761AQ5 *Rapping, J. A. (2009). You can't build on shaky ground: Laying the foundation for indigent dOefense reform 762 through values-based recruitment, training, and mentoring. Harvard Law & Policy Review 763 (forthcoming).
    • 764 *Saks, A. M., & Ashforth, B. E. (2002). Is job search related to employment quality? It all Odepends on the fit.
    • 765 Journal of Applied Psychology, 87(4), 646-654.
    • 766 *Van Vianen, A. E. M. (2000). Person-organization fit: The match between newcomers' and recruiters' 767 preferences for organizational cultures. Personnel Psychology, 53(1), 113-14R9.
    • 768 Barrick, M. R., & Mount, M. K. (2012). Nature and use of personality in selection. In N. Schmitt (Ed.), The Press. D Oxford handbook of personnel assessment and selection (pp. 225-251). New York: Oxford University Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the Assessment, 9(1-2), 9-30. E new millennium: What do we know and where do we go next? International Journal of Selection and Berry, C., Sackett, P., & Landers, R. (2007). Revising interview-cognitive ability relationships: Attending to specific range restriction mechanisms in meta-analysis. TPersonnel Psychology, 60(4), 837-874.
    • Birkeland, S. A., Manson, T. M., Kisamore, J. L., Brannick, M. T., & Smith, M. A. (2006). A Meta-Analytic Investigation of Job Applicant Faking on Personality Measures. International Journal of Selection and Assessment, 14(4), 317-335. doi:10.1111/j.1468-2C389.2006.00354.x.
    • Bollaert, H., & Petit, V. (2010). Beyond the dark side of executive psychology: Current research and new directions. European Management Journal, 28, 362-376.
    • Bore, M. R. (2001). The psychology of morality: A Elibertarian-communitarian dimension and a dissonance model of moral decision making, PhD dissertation, University of Newcastle, Australia.
    • Bore, M., Munro, D., Kerridge, I., & Powis, D. (2005a). Selection of medical students according to their moral orientation. Medical Education, 3R9(3), 266-275.
    • Bore, M. R., Munro, D., Kerridge, I., & Powis, D. A. (2005b). Not moral ''reasoning'': A libertariancommunitarian dimension of moral orientation and Schwartz's value types. Australian Journal of Psychology, 57(1), 49-60. R Byrnes, D., Kiger, G., & Shechtman, Z. (2003). Evaluating the use of group interviews to select students into teacher-education programs. Journal of Teacher Education.
    • Cable, D. M., & Judge, T. A. (1997). OInterviewers'perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
    • Cavendish, C. (2013). The Cavendish review: An independent review into healthcare assistants and support workers in the NHS and Csocial care settings. London: Department of Health.
    • Cleland, J., Dowell, J., McLachlan, J., Nicholson, S., & Patterson, F. (2012). Identifying best practice in the selection of medical students. London: General Medical Council. gmc-uk.org/about/research/14400.asp Clevenger, J., Pereira, G. NM., Wiechmann, D., Schmitt, N., & Harvey, V. S. (2001). Incremental validity of situational judgment tests. Journal of Applied Psychology, 86(3), 410-417.
    • Conway, J. M., Jako, R. A., & Goodman, D. F. (1995). A meta-analysis of interrater and internal consistency reliability of Uselection interviews. Journal of Applied Psychology, 80(5), 565.
    • 802AQ6 Crail, M. (2007). Employers rate assessment centres as worth the high cost. Personnel Today, in Assessment 803 centres, HR strategy, Recruitment & retention, Yardstick Update. Retrieved from http://www.
    • 804 personneltoday.com/hr/employers-rate-assessment-centres-as-worth-the-high-cost/ Koczwara, A., & Ashworth, V. (2013). Selection and Assessment. In R. Lewis & L. Zibarras (Eds.), Work and occupational psychology: Integrating theory and practice (pp. 295-342). London: Sage.
    • Kumar, K., Roberts, C., Rothnie, I., et al. (2009). Experiences of the multiple mini-interview: A qualitative analysis. Medical Education, 43(4), 360-367.
    • Landers, R. N., Sackett, P. R., & Tuzinski, K. A. (2011). Retesting after initial failure, coaching rumors, and warnings against faking in online personality measures for selection. Journal of Applied Psychology, 96(1), 202.
    • Lievens, F. (2013). Adjusting medical school admission: Assessing interpersonal skills using situational judgement tests. Medical Education, 47(2), 182-189.
    • teristics and academic performance: A five-factor model perspective. Medical Education, F36(11), Lievens, F., Coetsier, P., De Fruyt, F., & De Maeseneer, J. (2002). Medical students' personality charac1050-1056.
    • Lievens, F., Ones, D. S., & Dilchert, S. (2009). Personality scale validities increase throughout medical school. The Journal of Applied Psychology, 94(6), 1514-1535. O Lievens, F., & Patterson, F. (2011). The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection. The Journal of Applied Psychology, 96(5), 927-940. O McCarthy, J. M., & Goffin, R. D. (2001). Improving the validity of letters of recommendation: An investigation of three standardized reference forms. Military Psychology, 13(4), 199.
    • McDaniel, M., Whetzel, D. L., Schmidt, F., & Maurer, S. D. (1994). The validity of Remployment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79(4), 599-616.
    • Reconsidering the use of personality tests in personnel selection contPexts. Personnel Psychology, Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007a).
    • Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007b).
    • Are we getting fooled again? Coming to terms with limitations in the use of personality tests for personnel selection. Personnel Psychology, 60(4), 1029-1049. D Motowidlo, S. J., & Beier, M. E. (2010). Differentiating specific job knowledge from implicit trait policies 95(2), 321-333. E in procedural knowledge measured by a situational judgment test. Journal of Applied Psychology, Munro, D. (1998). Assessing interpersonal sensitivity in a professional context: Some initial indicators.
    • chology, 50, 106. T Australian Psychological Society Annual Conference, Melbourne, 1997. Australian Journal of PsyMunro, D., Bore, M., & Powis, D. (2005). Personality factors in professional ethical behaviour: Studies of empathy and narcissism. Australian Journal of PCsychology, 57(1), 49-60.
    • NPSCC factsheet. (2013). Value based interviewing: Keep children safer through recruitment.
    • O'Connor, M. C., & Paunonen, S. V. (2007). Big Five personality predictors of post-secondary academic performance. Personality and Individual DifEferences, 43(5), 971-990.
    • Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027.
    • Oosterveld, P., & ten Cate, O. (2004). GeneraRlizability of a study sample assessment procedure for entrance selection for medical school. Medical Teacher, 26(7), 635-639.
    • Ostroff, C., & Zhan, Y. (2012). Person-environment fit in the selection process. In N. Schmidt (Ed.), The Oxford handbook of personnel assRessment and selection. Oxford: Oxford University Press.
    • Ouimet, G. (2010). Dynamics of narcissistic leadership in organisations: Towards an integrated research model. Journal of Managerial Psychology, 25, 713-726.
    • Parks, L., & Guay, R. P. (2009). POersonality, values, and motivation. Personality and Individual Differences, 47(7), 675-684.
    • Patterson, F., Ashworth, V., Zibarras, L., Coan, P., Kerrin, M., & O'Neill, P. (2012). Evaluations of situational judgement tCeststo assess non-academic attributes in selection. Medical Education, 46(9), 850-868.
    • Patterson, F., Carr, V., Zibarras, L., Burr, B., Berkin, L., Plint, S., & Gregory, S. (2009). New machinemarked tests for sNelection into core medical training: Evidence from two validation studies. Clinical Medicine, 9(5), 417-420.
    • Patterson, F., & Ferguson, E. (2010). Selection for medical education and training. New York: Wiley Online Library. U Patterson, F., Ferguson, E., Lane, P., Farrell, K., Martlew, J., & Wells, A. (2000). A competency model for general practice: Implications for selection, training, and development. The British Journal of General Practice, 50, 188-193.
    • Patterson, F., Ferguson, E., Norfolk, T., & Lane, P. (2005). A new selection system to recruit general practice registrars: Preliminary findings from a validation study. British Medical Journal, 330(7493), 711-714.
    • Patterson, F., Ferguson, E., & Thomas, S. (2008). Using job analysis to identify core and specific competencies: Implications for selection and recruitment. Medical Education, 42, 1195-1204.
    • Patterson, F., Lievens, F., Kerrin, M., Munro, N., & Irish, B. (2013). The predictive validity of selection for entry into postgraduate training in general practice: Evidence from three longitudinal studies. The British Journal of General Practice: The Journal of the Royal College of General Practitioners, 63(616), 734-741.
    • International Journal of Selection and Assessment, 19(3), 259-265. F Patterson, F., & Zibarras, L. (2011). Exploring the construct of perceived job discrimination in selection.
    • Patterson, F., Zibarras, L., Carr, V., Irish, B., & Gregory, S. (2011). Evaluating candidate reactions to selection practices using organisational justice theory. Medical Education, 45(3), 289-297.
    • Pau, A., Jeevaratnam, K., Chen, Y. S., Fall, A. A., Khoo, C., & Nadarajah, V. D. (2013). The mOultiple miniinterview (MMI) for student selection in health professions training-A systematic review. Medical Teacher, 35(12), 1027-1041.
    • Plint, S., & Patterson, F. (2010). Identifying critical success factors for designing selecOtionprocesses into postgraduate specialty training: The case of UK general practice. Postgraduate Medical Journal, 86(1016), 323-327.
    • Poole, P. J., Moriarty, H. J., Wearn, A. M., Wilkinson, T. J., & Weller, J. M. R(2009). Medical student selection in New Zealand: Looking to the future. The New Zealand Medical Journal, 122(1306), Powis, D., Bore, M., Munro, D., & Lumsden, M. A. (2005). DevelopmePntof the personal qualities 88-100.
    • assessment as a tool for selecting medical students. Journal of Adult and Continuing Education, 11(1), 3-14.
    • Prideaux, D., Roberts, C., Eva, K., Centeno, A., McCrorie, P., McManus, C., & Wilkinson, D. (2011).
    • Assessment for selection for the health care professions and speDcialty training: Consensus statement and recommendations from the Ottawa 2010 Conference. Medical Teacher, 33(3), 215-223.
    • paediatrics using a competency-based assessment centre. EArchives of Disease in Childhood, 91, Randall, R., Davies, H., Patterson, F., & Farrell, K. (2006a). Selecting doctors for post-graduate training in 444-448.
    • T Randall, R., Stewart, P., Farrell, K., & Patterson, F. (2006b). Using an assessment centre to select doctors for postgraduate training in obstetrics and gynaecology. The Obstetrician & Gynaecologist, 8(4), 257-262.
    • Ravlin, E. C., & Meglino, B. M. (1987). Issues in work values measurement. In L. Preston (Ed.), Research in C corporate social performance and policy (pp. 153-183). Greenwich: JAI Press.
    • Razack, S., Faremo, S., Drolet, F., et al. (2009). Multiple mini-interviews versus traditional interviews: Stakeholder acceptability comparison. Medical Education, 43(10), 993-1000.
    • Rosenfeld, J. M., Reiter, H. I., Trinh, K., & Eva, EW. K. (2008). A cost efficiency comparison between the multiple mini-interview and traditional admissions interviews. Advances in Health Sciences Education: Theory and Practice, 13(1), 43-58.
    • Rosenthal, S. A., & Pittinsky, T. L. (2006). RNarcissistic leadership. Leadership Quarterly, 17, 617-633.
    • Roth, P., & Iddekinge, C. (2005). Personality saturation in structured interviews. International Journal of Selection and Assessment, 13, 261-273.
    • Salgado, J., Anderson, N., Moscoso, S., Retal. (2003). A meta-analytic study of general mental ability validity for different occupations in the European community. Journal of Applied Psychology, 88(6), 1068-1081.
    • Salgado, J. F., & Moscoso, S. O(2002). Comprehensive meta-analysis of the construct validity of the employment interview. European Journal of Work and Organizational Psychology, 11(3), 299-324.
    • Schneider, B. (1978). Person-situation selection: A review of some ability-situation interaction research.
    • Personnel Psychology, C31(2), 281-297.
    • Schneider, B. (1987). The people make the place. Personnel Psychology, 40(3), 437-453.
    • Schneider, B., Goldstein, H. W., & Smith, D. B. (1995). The ASA framework: An update. Personnel Psychology, 48(4), N747-773.
    • Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In M. Zanna (Ed.), Advances in experimental social psychology (pp.
    • 1-65). San DUiego, CA: Academic Press.
    • 980AQ8 Schwartz, S. H. (2012). An overview of the Schwartz theory of basic values. Online Readings in Psychology 981 and Culture, 2(1).
    • 982 Steiner, D. D., & Gilliland, S. W. (1996). Fairness reactions to personnel selection techniques in France and 983 the United States. Journal of Applied Psychology, 81(2), 134-141.
    • 984 985 986 987 988 fo 989 o 990 rP 991 r 992 o 993 h t 994 uA995 996 997 998 999 1000 1001 1002 1003 1004 1005 1006 1007 1008 Terpstra, D. A., Mohamed, A. A., & Kethley, R. B. (1999). An analysis of federal court cases involving nine selection devices. International Journal of Selection and Assessment, 7(1), 26-34.
    • Tett, R. P., & Christiansen, N. D. (2007). Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt (2007). Personnel Psychology, 60(4), 967-993.
    • Tett, R. P., Jackson, D. N., Rothstein, M., & Reddon, J. R. (1999). Meta-analysis of bidirectional relations in personality-job performance research. Human Performance, 12(1), 1-29.
    • Tran, T., & Blackman, M. C. (2006). The dynamics and validity of the group selection interview. The Journal of Social Psychology, 146(2), 183-201.
    • Trost, G., Nauels, H. U., & Klieme, E. (1998). The relationship between different criteria for admission to 247-254. F medical school and student success. Assessment in Education: Principles, Policy & Practice, 5(2), Patterson, F., Knight, A., Dowell, J., Nicholson, S., Cousans, F., & Cleleand, J. (in submission). How effective are selection methods in medical eduction and training? Evidence from a systematic review.
    • Medical Education. O White, J., Brownell, K., Lemay, J. F., & Lockyer, J. M. (2012). ''What do they want me to say?'' The hidden curriculum at work in the medical school selection process: A qualitative study. BMC Medical Education, 12, 17. O Williamson, L. G., Campion, J. E., Malos, S. B., Roehling, M. V., & Campion, M. A. (1997). Employment interview on trial: Linking interview structure with litigation outcomes. Journal of Applied Psychology, 82, 900-912. R Zibarras, L., & Woods, S. A. (2010). A survey of UK selection practices across different organization sizes Ziv, A., Rubin, O., Moshinsky, A., Gafni, N., Kotler, M., Dagan, Y., et al. (200P8).MOR: A simulation-based and industry sectors. Journal of Occupational and Organizational Psychology, 83, 499-511.
    • Medical Education, 42(10), 991-998.
  • No related research data.
  • Discovered through pilot similarity algorithms. Send us your feedback.

Share - Bookmark

Cite this article