Our Values Based Recruitment Process
At Wellness and Reablement Ltd, we recruit with heart as well as skill. Our approach blends:
- The 6 Cs of Care (Department of Health, 2012 — led by Jane Cummings, Chief Nursing Officer for England, and Viv Bennett, Director of Nursing).
- The Mum Test Care Values (our own family-first framework: Trust, Empowerment, Safety, Resilience, Equality).
- The 5 As of Values-Based Recruitment (developed in the mid-2010s by VBA Consulting, building on values-based interviewing pioneered at the NSPCC).
- The PRISIM model of safer employment (developed through the Better Hiring Toolkit in partnership with DBS, Skills for Care, Reed Screening, VBA Consulting, and safeguarding specialists Dominic Headley & Associates in the early 2020s).
Together, these frameworks ensure every carer we welcome is chosen not only for what they can do, but for why they care — and that safety and safeguarding are built in at every stage of employment.
Step 1: Articulate – Defining Roles Clearly
We start by making sure every Job Description (JD) and Person Specification (PS) is grounded in our values. This way, candidates know from the beginning that compassion, trust, and integrity matter just as much as skills and experience.
Step 2: Attract – Sharing Our Values Openly
By highlighting the 6 Cs and our Mum Test Care Values in job adverts and recruitment packs, we attract applicants who already identify with our ethos. This helps us connect with people motivated by respect, dignity, and making a real difference.
Step 3: Apply – Screening with the 6 Cs
At the application stage, candidates answer values-based screening questions linked to the 6 Cs of Care. This ensures only applicants who meet a strong, nationally recognised baseline of professionalism move forward.
Step 4: Assess – Exploring the Mum Test Care Values
At interview, we go deeper. Using structured questions, role plays, and scenarios, we explore how candidates live our Mum Test Care Values:
- Trust – Can families rely on them?
- Empowerment – Do they support choice and independence?
- Safety – Will they protect wellbeing in every decision?
- Resilience – Can they build strength and confidence in others?
- Equality – Do they treat everyone fairly and with respect?
This is where the Mum Test comes alive:
👉 “Would this be good enough for our own mum?”
Step 5: Assimilate – Embedding Values and Safeguarding
Recruitment doesn’t stop at the job offer. Through induction, probation, training, and supervision, we make sure our carers continue to live our values every day.
This stage also applies the PRISIM model of safer employment. Developed through the Better Hiring Toolkit in partnership with DBS, Skills for Care, Reed Screening, VBA Consulting, and Dominic Headley & Associates, PRISIM safeguards every stage of the employee journey:
- Planning roles safely
- Recruiting & vetting thoroughly
- Inducting and monitoring staff
- Supervising effectively
- Identifying and managing concerns early
- Managing leavers responsibly
Our Promise
By combining:
- The 6 Cs of Care (national standards, 2012),
- The Mum Test Care Values (our unique family-first promise),
- The 5 As of Values-Based Recruitment (a structured process, mid-2010s), and
- The PRISIM model of safer employment (safeguarding framework, early 2020s),
…we ensure that our carers are chosen with skill, heart, and vigilance.
✨ Because if it’s not good enough for our own mum, it’s not good enough for anyone’s mum.