For Enterprise

What is ENOT and VASK

As a framework within CLAP@JC, the Expanding Notion of Talents (ENOT) promotes the idea that every individual is unique, possesses unique talents and gifts, and has the potential to develop a wider range of skills. This framework encourages society to adopt a more inclusive approach to defining job functions and enhancing talent management practices.

Building upon the ENOT concept, CLAP@JC supports young people to strengthen their self-identity by discovering their unique Values, Attitudes, Skills and Knowledge (VASK). This framework empowers young people to recognise and develop transferable competencies that apply across different aspects of their lives, including their learning career, leisure career and vocational career.

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The VASK framework supports young people in their transition from school to work by fostering both personal and professional development. It helps them align career choices with their values and aspiration. By cultivating positive attitudes—such as resilience, adaptability, and teamwork—VASK prepares them for workplace challenges. It also emphasises the development of both hard and soft skills, including technical expertise, communication, and problem-solving, all of which are essential for career success.

Why do employers need to adopt VASK?

The VASK framework not only supports young people but also enhances talent management practices within organisations. This framework helps businesses:

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Attract, recruit, and retain individuals with unique perspectives and skills.

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Assess candidates beyond technical skills, ensuring alignment with the company’s vision, values, and team culture.

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Foster open communication by encouraging employees to embrace shared values and attitudes, strengthening workplace cohesion.

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Boost employee engagement and reduce turnover by aligning organizational values with those of employees, making them feel valued and motivated.

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Identify training needs and implement targeted long-term learning and development programmes to keep the workforce competitive.

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Optimise employee performance to drive business success.

In the following section, we will discuss some practical tips for implementing the VASK framework in a real-world business scenario.

Adoption of VASK

To integrate the VASK framework into your recruitment process, consider the following strategies:

Redefine job descriptions to highlight Values, Attitudes, Skills, and Knowledge (VASK)

Start by identifying the ideal employee for your company and crafting the job descriptions accordingly. You can also seek insights from your company’s top performers, learning from their experience and “winning tips” to refine this process.

Here are some examples of job descriptions and VASK.

Use the Junior Data Engineer role as an example:

Companies of various sizes and industries may consider similar skills (S) and knowledge (K) during the hiring process, for example, Python, PowerBI, SQL (Skills), Web Scraping, and Database Management. What differentiates your organisation is the value (V) and attitude (A).

You may consider asking yourselves the following questions:

What is your company’s vision? What’s the rationale behind it?
You may also consider your company culture as a starting point for the review process. Use examples of work scenarios to support your thinking process.
How do your best-performing employees demonstrate company values?
What attitudes are essential for achieving business objectives?

Refine your hiring process by incorporating VASK-based assessments

Using the VASK framework during the hiring process can help you gain clarity in your internal vision and mission statements, as well as define the ideal persona of your company’s future talent.

During application screening, include questions that evaluate candidates’ alignment with company values.
In interviews, use situational and behavioral questions to assess values and attitudes (e.g., adaptability, teamwork).
Combine assessments with practical tests, case studies or role-specific challenges to evaluate skills and knowledge effectively.

Example interview questions:

What are the most influential Values / Attitudes / Skills / Knowledge (VASK) you (the candidate) have developed? Can you elaborate?
How could these values and attitudes help you to succeed in this role?
What would be your biggest challenge in this position? How would you do it using your personal VASK?

The VASK framework (Values, Attitudes, Skills, and Knowledge) provides a structured approach to improving both business performance and employee engagement by focusing on four key areas:

Values: Align employees’ values with the company’s core vision to foster a sense of belonging, boost loyalty, and reduce turnover.
Attitude: Promote positive workplace attitudes such as teamwork and adaptability, enhancing job satisfaction and resilience.

Skills and Knowledge: Establish a well-rounded framework for performance review, training, and professional development.

Download the PDF version of VASK bank (p.52 - 60)

Best Practice Employer Stories

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