AimTo develop an instrument (Nurse Match: NM) for assessing a candidate's nursing values, their meaning, relative importance and emotional significance. Candidate's values to be scored against professionally preferred nursing values effectively and efficiently.DesignA case study‐based qualitative process with quantified output. Perception of self and others in relevant contexts using bi‐polar value dimensions.MethodsRespondents (N = 63) were first year nursing students completed the instrument and a feedback questionnaire. Data were analysed and scored by ipseus software using algorithm defined parameters. Statistical analysis: Minitab 17.ResultsThe instrument discriminated effectively and efficiently between year one nurses in terms of the professional quality of their inherent nursing values and attributes;created suitability scores (STOT scores) for candidate screening purposes;suitability scores closely approximated normal distributions;was valid and reliable: robust in quantitative and qualitative terms;was administered, scored and interpreted in a standard manner;was easy to understand and complete and well received by participants. The NM instrument offers a standardized, effective, user friendly, screening process for values and attributes. Development work with a group of actual applicants is required. NM is complementary to other modes of assessment.

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Oversubscribed social work (SW) courses and a workforce review in Northern Ireland prompted a review of admissions, to ensure recruitment of applicants with strong core values. Concerns regarding authorship, plagiarism and reliability of personal statements, and calls for values-based recruitment underpinned this research. This study evaluates psychometric properties of an SW specific personal statement (PS) and a values-based psychological screening tool, Social Work Match (SWM). Social Work students (n = 112), who commenced the 3-year undergraduate route (UGR) or the 2-year relevant graduate route (RGR) were invited to participate. Their PS scores and SWM scores permitted investigation of scoring outcomes and psychometric properties. Statistical analysis was conducted using Minitab 17. Forty-nine participants (5 male, 44 female) completed SWM on two occasions (October 2020 and January 2021). Findings provide practical, theoretical, statistical, and qualitative reasons for concluding that the PS has substantial limitations as a measure of suitability. It does not compare well with international test standards for psychometric tests. In contrast, SWM is a valid and reliable measure with good discriminatory power, standardized administration and consistent marking. SWM is a viable alternative to the PS for assessing suitability/shortlisting applicants for social work interviews.