Is using values for recruitment actually wrong?

I enjoy it when I come across something that challenges some previous thinking. This happened recently during a discussion about diversity and inclusivity in organisations. I’ve always been an advocate for recruiting in line with values; for ‘fit’. It demonstrates expectations to new recruits and describes ‘how things are done round here’. However, does this mean an organisation is at risk of recruiting people who are too similar? If an organisation has values linked to fun, this can look quite different in quieter people. They may be no less fun, but it may not be as outwardly evident as it is in others. If organisations look for innovation in everyone who works for them, how might this exclude those who aren’t the ideas people but excel in compliance, organisation and planning? Both these examples are included in the list of ‘The values most valued by UK plc’, a report by Maitland on the most commonly expressed values of FTSE 100 companies.

I’m not sure if the answer is to be more flexible about values in recruitment, or maybe values should be reviewed to consider how inclusive they are. So many organisations have chosen values in the past they are content to continue to be defined by. A regular revisit to ensure they still feel appropriate and also that they encourage diversity would be a refreshing approach.