Using 4+1 questions
Using the '4+1 questions' tool in recruitment
The 4+1 questions tool provides a framework to assist individuals or groups to reflect on what has been tried in the past and how improvements and/or changes can be actioned for the future.
The 4+1 questions are:
- What have we tried?
- What have we learned from the process?
- What are we pleased about?
- What are we concerned about?
+1 And given what we know now, what should we try or do next?
When using this tool for recruitment it is best to focus on a particular issue or an area of the process that needs to be modified or improved. Use the answers to the first four questions to shape the development of ideas, agree on which ideas to try next and generate an action plan.
Areas of recruitment that you may choose to look at include (but are not limited to):
- Involving an individual in selecting their own staff.
- Involving individuals in the development of position descriptions.
- Attracting the right staff for the job especially when there have been challenges in filling a particular role or roles.
- Recruiting volunteers that are a good match for the organisation as well as for an individual.
- Trying different interviewing techniques and processes.
Tips
Gather the responses for the first four questions from as many stakeholders as possible, collate the information and develop actions from this.
If you do not have time to gather information prior to meeting with stakeholders, use flip charts with each heading and ask attendees to write their responses under the respective headings as they arrive. This way you can make the best use of the group’s time by reviewing the information together and then generating different ideas.
If people are struggling to come up with new and different ideas use the traditional, radical and different approach to facilitate creativity.
If you can only manage to get a few key stakeholders together, source input from those unable to attend through feedback form or verbally prior to the meeting.
What have we tried?
How have you approached the area of recruitment you are focusing on?
This may include elements of the process you have used, people you have involved, information you have provided or how you have gone about the task in the past.
Example 1: What have we tried to meaningfully involve individuals in selecting their own staff?
Example 2: What approaches have we used to check people’s understanding of person-centred approaches when they are applying for positions?
The question ‘what have we tried’ is about gathering information on what has been done by the organisation previously.
Capture specific details and elements.
What have we learned from that?
What was the learning from these efforts?
Example 1: We have arranged a meeting with the individual with disability to discuss the work that is required by the person we are recruiting for. We have met in the individual’s home to ensure they feel comfortable with the process.
Example 2: We ask all applicants to complete course 1 of the online Disability Induction Program on carecareers to ensure they have a basic understanding of person-centred approaches before they come to an interview. We include questions in the interview process about the content of the course to test their knowledge.
What did you or others take away from this experience?
What are we pleased about?
Consider the following questions:
What elements were you satisfied with?
What worked well?
What do you think could be done again in the future?
This could also include elements of something that didn’t work as well on this occasion but needs to be tried again.
What are we concerned about?
Consider the following questions
What were the challenges or barriers that were encountered?
What didn’t work well for people?
What would need to change in the future?
What next?
Given all of the information above, what are some ideas of how to proceed?
Example 1: We need to ensure we allow more time in assessing what the individual is looking for from their staff. We need to involve them more in the conversation as other stakeholders often dominate the discussion leaving them little time to have their say.
Example 2: We would like to include some scenario based questions in the process to assist us in determining how potential employees may implement a person-centred approach.
Template
Additional resources:
- The Workforce Capability Framework.
- The disability career planner and capability framework implementation guide.
- Technique, Tips and Template – writing position descriptions
- Tips – using traditional, radical and different for advertising for positions
- Tips – supporting individuals, family members and/or circles of support to develop selection criteria when recruitment of a job role
- Tips – involving individuals, their families and/or circles of support in the interview process
- Tool and tips – using the ‘motivational tool’ to identify methods of recruitment and supporting volunteers
Definitions:
The term individual(s) refers to an individual with a disability and their family and/or circle of support.
The terms staff/employee(s) refer to paid or unpaid members of the workforce regardless of their employment relationship with their employer i.e. permanent, casual, full-time, volunteer, etc.
Intellectual property rights are jointly owned by National Disability Services Ltd, PeopleAdvantage Pty Ltd and Helen Sanderson Associates respectively. Concepts and intellectual property used with permission from The Learning Community for Person Centred Practices. ©This publication is copyright. All rights reserved.
