Behavioural interviewing as part of values-based recruitment for postgraduate community nursing programmes.

The widespread implementation of values-based recruitment [VBR1 has been indicated as a priority in both health settings and the recruitment of students within higher education institutes (HEls]. This opportunity prompts organisations to evaluate recruitment processes, and essentially the values, behaviours and attitudes of applicants. VBR begins at the point of advertisement, but for the purpose of this paper the selection process will be the focus. There is an expectation that organisations will move away from 'conventional' interview panel questions that explore hypothesised responses to a scenario (situational interviewing) in favour of behavioural interviewing. This paper explores the process of behavioural interviewing as part of VBR for postgraduate community nurse programmes at Oxford Brookes University. The university has implemented a three- stage approach to selection, including an unseen presentation, a group-work exercise and an interview panel (behavioural interview techniques) for each candidate successfully shortlisted. This paper explores the selection process of candidates in a bid to understand the outcomes of VBR, particularly exploring the element of behavioural interviewing as an interview technique.