The Ultimate Guide to Values Based Recruitment - Harver (2023)

As a recruiter, you already know the importance of culture fit when hiring new employees. When a new hire’s culture preference aligns with the reality of the company, they can feel happier in their new role and give their best work.

However, knowing how well someone will fit into your company’s culture is a challenge for organizations of all sizes. It’s not easy to assess how well an individual will fit into the day-to-day workings of a business. A value-based recruitment strategy is one way to put organizational fit at the forefront of your hiring process.

Listen to the values-based recruitment guide on the Recruitment On The Go podcast!

What’s in?

What is values-based recruitment?

Values-based recruitment prioritizes specific values, beliefs, and aspirations when attracting, hiring, and promoting individuals. By focusing on specific core ideas, companies are able to build a team comprised of the “right” people for the job.

Values are typically the guiding principles that are most important to the organization but also translate to the individual employee. These might be beliefs such as compassion, creativity, honesty, or reliability.

While this kind of recruitment is typically found in care, support, and education-oriented businesses, organizations in other industries are starting to adopt its principles because of the multiple benefits it brings.

The Ultimate Guide to Values Based Recruitment - Harver (1)

98%

of employees wouldn’t work somewhere that does not fit their values.

Source: City of London Economic Research

Values based recruitment is beneficial not only for employers. Employees will get a clear idea about how compatible the company values are with their own throughout the recruitment process.

Advantages of values based recruitment

Prioritizing certain values throughout the recruitment process means you’re more likely to hire a candidate who truly fits your brand’s culture. By continuing to focus on those values throughout your daily office life, everyone on your team is working with the same principles and aspirations in mind.

But prioritizing values throughout the recruitment process does more than just ensuring everyone is on the same page. Here are a few advantages of a values based recruitment strategy:

1. Positive work environment

Fitting into a company culture can help employees feel more comfortable at work. However, sharing values and aspirations with team members can also facilitate stronger relationships between coworkers.

A values based recruitment strategy can create a positive work environment for new and existing hires. When employees are happy with their work environment, they’ll be more likely to stick around––meaning higher retention and improved employee satisfaction.

2. Improved staff morale

When employees are happy in their work environment and share common goals with other employees within the company, they will feel a deeper team spirit and more connected to their work.

With improved staff morale, employees will feel more valued and there will be less absenteeism within the company. Employees will show up on time and ready to tackle the challenges of the day.

The Ultimate Guide to Values Based Recruitment - Harver (2)

95%

of executives believe that a poor hiring decision impacts the morale of the team.

Source: Robert Half

A new hire impacts the whole team. Recruiters and hiring managers need to make sure that they are hiring the right person.

3. Increased employee engagement

By incorporating values deeply into the work a company does, employees will become more engaged with their roles. They will feel more excited about their work and will want to ensure everything is done correctly the first time around.

More engaged employees are more likely to stay with a company for many years. They also provide better service to customers and clients, meaning a values based recruitment strategy can also foster stronger client relationships.

The Ultimate Guide to Values Based Recruitment - Harver (3)

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4. Increased productivity

A positive work environment, improved staff morale, and increased employee engagement all mean increased productivity companywide, both in the short term and long term. Company culture and positive business outlook are linked.

Because employees are deeply connected to the work they’re doing, they will put more effort into working efficiently and creating meaningful outcomes. They’ll also be more invested in their roles, meaning they’ll put in extra effort to see their productivity grow––ultimately benefiting the company bottom line.

The Ultimate Guide to Values Based Recruitment - Harver (4)

94%

of employees are 2-4x more likely to produce more for the organization if they love their workplace.

Source: Association for Talent Development

Working at a place where employees feel good and that matches their values has a positive influence on their productivity.

5. Reduced employee turnover

Happy employees mean less turnover for your company. If employees feel valued in their job, are engaged with their work, and they’re confident in the work that they’re doing, they’ll want to stick around longer.

Reduced employee turnover means each employee is a true investment in your company. You can lower costs while keeping productivity high and employees can grow their careers with your organization.

The state of diversity recruiting in 2020

Defining the path that corporate diversity and inclusion will follow in the near future, The State of Diversity Recruiting white paper dives into relevant emerging trends and discusses example cases throughout every stage of the recruitment funnel.

Discover trends

Methods for successful values-based recruitment

Implementing a values based recruitment plan isn’t as easy as just saying certain beliefs are important to your company. Instead, you need to be strategic about how you showcase and measure values throughout the recruitment and hiring process.

Values should be present at every stage of the recruitment and hiring process. This ensures you’re connecting with the right people every step of the way. Here are a few steps you can follow to create a successful values-based recruitment plan:

1. Values mapping

Your first step in building a values based recruitment plan is to map out what beliefs and standards are important to your business.

For some organizations, this will be rather easy––especially if you already have your company values established. However, you want to think about how those values translate into everyday behaviors and actions on the job.

Think about the different values that go into your organization, including individual values, societal values, brand values, and organizational values. Be sure to address the company as a whole, as well as the employees within it.

Make a list of your most important values and characteristics. Imagine what values you’d like your organization to be associated with, such as commitment or open-mindedness, then write down a few ways these characteristics might translate into an employee’s day-to-day activities.

Build upon your list until you’re confident in the values you’ve established. This will act as the foundation for your values based recruitment strategy.

The Ultimate Guide to Values Based Recruitment - Harver (6)

76%

of people who love their workplace report that their organization lives the values and ethics it espouses.

Source: Association for Talent Development

How an organization lives the values it wants to represent largely impacts how people perceive it.

2. Job adverts

When recruiting based on values, you want to be sure that those values are appearing in job adverts and postings, as well as on your career page. Infusing the values you’ve just identified in each and every job posting can ensure you’re attracting the right audience from the very beginning.

However, just listing the values or beliefs that are important to your brand isn’t really enough.

You want it to be clear that your values are more than just something that sounds nice. It should be clear how those values will translate into the job itself.

(Video) How to master recruiting | Mads Faurholt-Jorgensen | TEDxWarwick

For example, if you establish respect and positivity as two of your core values, these should appear in all of your job adverts––regardless of job title or department.

While how those values would appear in the job roles might look different, applying the same values across job adverts can ensure you’re truly building a work environment centered around what is most important to you.

You also want to be sure your job adverts are inclusive for all groups of people. By ensuring you’re reaching all qualified candidates, you can attract individuals who are compatible with your company values, ultimately hiring higher quality employees.

The Ultimate Guide to Values Based Recruitment - Harver (7)

Care service providers often employ values based recruitment practices and they translate their values into job ads in a comprehensible and convincing way.

3. Pre-employment assessments

Pre-employment assessments are tools or methods of evaluating job candidates. They can include hard skill tests, work sample tests, interviews, cultural, behavioral, or cognitive tests, and personality tests. In other words, pre-employment assessments are any measures you take to get to know your candidates a bit better, usually at the beginning of the recruitment process.

If you practice values-based recruitment, you want to use pre-employment assessments that help you identify the values most important to your candidates.

Here are some options:

  • Cognitive ability testing. Cognitive ability tests, including puzzles or brain games, assesses the levels at which a candidate learns. This includes solving problems and understanding instructions. Cognitive ability tests are particularly useful for measuring values related to problem-solving or reasoning.
  • Personality questionnaires. Personality questionnaires allow applicants to measure how strongly they disagree or agree with certain statements. This is great for evaluating six major dimensions of personality, including honesty-humility, emotionality, extraversion, agreeableness, conscientiousness, and openness to experience.
  • Situational judgement tests. Situational judgement tests use text, videos, images, and questions to create lifelike scenarios where applicants can respond according to how they would react on the job. This provides insight into how a candidate might perform when on the job and also shows the candidates the realities of the job they are applying for.

Each of these pre-employment assessments can help you identify values that are important to your candidates so you are then able to identify individuals that fit the beliefs and aspirations important to your company.

However, at this stage, don’t look at assessments as purely black and white. A candidate who believes your company values more than another doesn’t necessarily mean they’re the best fit for the job. Instead, have a threshold for each assessment that says if a candidate is qualified or not.

Move all qualified candidates to the next round of the recruitment and hiring process––not just those who perform the best.

Note: You can see the entire library of Harver pre-employment assessments for volume hiring below.

4. Values-based interview techniques

Like pre-employment assessments, values-based interview techniques help you get to know your candidates better before you make a hiring decision. Roleplay, interview questions based on values, and follow-up questions can all help you identify candidates who fit your culture.

Here’s a breakdown of the values based interview techniques you should be using:

  • Roleplay. Roleplaying different scenarios can help you see how candidates perform in potential real-life situations, as well as the values that drive those actions. For example, if a candidate would turn to their team to solve a problem, this could show they’re collaborative.
  • Values-based interview questions. Interview questions rooted in your company values can also help you identify what is important to your candidates. For example, if social responsibility is a major value for your company, you can ask candidates for policy suggestions for creating a more environmentally-friendly brand.

Dig into both of these techniques with some follow-up questions. Strong follow-up questions that can help you pull more from the candidate include:

  • What did you learn from this experience?
  • Would you have done anything differently and if so, what?
  • What did you learn about problem-solving from this experience?
  • What were the consequences of this decision?
  • What was the impact of this decision?

Asking candidates for the reasoning behind their responses can allow you to see their thought processes, as well as whether or not their unique values align with your company’s.

5. Assessment centers

An assessment center provides an additional look at a candidate’s values through group exercises, roleplay scenarios, and other opportunities that show various aspects of their abilities.

Incorporating an assessment center into your hiring or recruitment process can provide a more realistic look at your candidate, helping you determine whether or not their values match your own.

Assessment center programs or techniques can be much different than standard interviews or digital assessments, so just any recruitment or HR professional may not have the skills to translate their observations into meaningful insights. That’s why employees or professionals assessing candidates need to be well trained in observing and evaluating behavior and interactions.

The Ultimate Guide to Values Based Recruitment - Harver (14)

9 in 10

organisations using assessment centers believe they are very effective.

Source: Employment Review

Although assessment centers are usually expensive to administer, they can be very effective in selecting candidates based on their values.

Over to you

Values-based recruitment is a specific approach to hiring that can be extremely beneficial. However, it also requires specific actions and steps during different phases of the recruitment process.

Creating a successful values-based recruitment plan depends on how well you know your organization, as well as the values that drive company-wide decisions and behaviors. By having a firm grasp of who your company is and what you value, you can identify those values in recruiting candidates.

FAQs

How a value-based recruitment system leads to an effective staff team? ›

Values-based recruitment gives organisations the ability to look wider than the usual pool of recruits to find people who may not have any previous experience in care but who have exactly the sorts of values and behaviours that would make them an asset to any care organisation.

What does value-based recruitment mean to you? ›

Values based recruitment is an approach which attracts and recruits students, trainees and employees on the basis that their individual values and behaviours align with the values of the NHS Constitution. This should take place as part of existing recruitment processes which assess aptitude and skills.

What is a key drawback of values based hiring? ›

Drawbacks assessing values during a Values-based interview

We all know that the hiring process as a whole is often very prone to the impact of various unconscious biases. However, most of us tend to forget that bias can also creep in during the interview process.

How do you answer value based questions NHS? ›

Value based interview questions still require you to answer the question by sharing an example to support the question, using the STAR or CARE Acronym.
...
Communication Questions
  1. Describe what you did.
  2. What was the impact for you? ...
  3. How did it turn out?
  4. How has this helped you in your job?
  5. What was the result?
26 Aug 2020

Why is value based recruitment important? ›

Help attract and recruit prospective employees whose personal values and behaviours align with those of your organisation.

What are value-based interview questions? ›

Here are four typical value-based interview questions:
  • Tell me about yourself? ...
  • What would be the main rewards you feel that you would get from this role? ...
  • Tell us about a situation where it was important you worked as part of a team? ...
  • Talk us through a situation where you were successful?
26 Aug 2021

What are the core values? ›

Core values are traits or qualities that are not just worthwhile, they represent an individual's or an organization's highest priorities, deeply held beliefs, and core, fundamental driving forces. They are the heart of what your organization and its employees stand for in the world.

What are considered values? ›

Values describe the personal qualities we choose to embody to guide our actions; the sort of person we want to be; the manner in which we treat ourselves and others, and our interaction with the world around us. They provide the general guidelines for conduct.

How can recruitment add value to an organisation? ›

Lower your staff turnover rate

When you have an effective recruitment and selection process in place, you're lowering your chances of employees ultimately leaving the organisation to find a role elsewhere. This will contribute to your staff turnover rate.

What can be done during the recruitment process to better ensure values alignment? ›

  1. Create 'Communities Of Practice' For Your Values. ...
  2. Make Sure Candidate's Values And Goals Are A Good Fit. ...
  3. Lead With Values-Based Interview Questions. ...
  4. Ask About The Candidate's Decision-Making Process. ...
  5. Share Competencies And Strategic Initiatives. ...
  6. Be Able To Articulate And Demonstrate Company Values.
19 Oct 2021

What is a personal value? ›

Personal values are how you differentiate between “good” and “bad” in your community, culture, or society. They're what you view as the ideal standards of behavior, like patience and honesty. You probably have some guiding principles in your life that inform your decision making, goal setting, and overall disposition.

What is value-based assessment? ›

Assessment Tool. (updated December 2021) This online tool helps the organization assess readiness for the shift of healthcare payments from volume to value. The resulting report may be used to guide the development of action plans.

What should be the overall goal of the selection process? ›

The goal of the recruitment and selection process at organizations is to find and hire the best candidates for job openings. This process has a funnel structure. Imagine you are seeking a new hire for a role – your current employee decided to pursue another opportunity.

What test can be of great value in employee selection because of the objectivity and validity of the procedure? ›

Integrity tests

Integrity tests are one of the most objective tests employers can administer, and they help measure the reliability of applicants. Employers gear the questions to the degree of integrity and ethical guidance you have when encountering certain situations in the workplace.

Can you give an example of how you have demonstrated our values answer? ›

Example: 'I believe I have many qualities that make me a strong leader. First, I have confidence in my decisions and my ability to delegate different roles and responsibilities to a team. I can take accountability for any failures that may arise and I have strong communication skills.

How do I pass an NHS interview? ›

During the interview
  1. Make eye contact with all members of the interview panel. ...
  2. Smile! ...
  3. Be clear and concise in your responses.
  4. Structure your answers with 3 or 4 main points of examples from your own experience.
  5. Do not assume that the panel know the detail of what is in your application form or CV.

How do I demonstrate NHS values? ›

Working in the NHS you will need to demonstrate the NHS Constitution values and work to them at all times.
  1. Working together for patients. Patients come first in everything we do. ...
  2. Respect and dignity. We value every person. ...
  3. Commitment to quality of care. ...
  4. Compassion. ...
  5. Improving lives.

What does VBR mean in healthcare? ›

As the interest in value-based reimbursement (VBR) models grow, the effort to measure their industry penetration, use and impact does, too. Five health care organizations recently released their own VBR progress reports.

Why are the NHS values important? ›

All NHS employees share a belief in the quality of patient care. We call these beliefs our 'Values'. It is important that our shared values are part of everything we do to ensure that our role has a positive impact on patient lives.

What is an example of a value question? ›

Tell me/us about a time when you had to respond quickly to a crisis situation. Give an example of how you solved a problem in a unique way within the past 18 months. Tell me/us about a time when you had to change your point of view or your plans to take into account new information or changing priorities.

What are your top 3 values interview? ›

Integrity: Acting with honesty and professionalism, and respecting company policies. Collaboration: Working with colleagues and teams to meet joint goals. Accountability: Taking responsibility for actions and decisions both in team and individual projects.

What are 10 most common interview questions and answers? ›

10 most common interview questions and answers
  • Tell me about yourself.
  • What attracted you to our company?
  • Tell me about your strengths.
  • Tell me about your strengths.
  • Where do you see yourself in five years?
  • Tell me about a time where you encountered a business challenge?

What are values examples? ›

What are examples of values? Examples of values include honesty, integrity, kindness, generosity, courage, and confidence. These values help individuals determine what is desirable or undesirable for them.

How do you answer core value questions? ›

Share the values that are true for you and make a difference in the job you're applying for
  1. For example, say you value keeping commitments. ...
  2. If you value authenticity, perhaps share a story about a time when you had to deliver a hard message about a layoff to your team.
27 May 2022

Why are values so important? ›

Our values inform our thoughts, words, and actions.

Our values are important because they help us to grow and develop. They help us to create the future we want to experience. Every individual and every organization is involved in making hundreds of decisions every day.

What are the 5 types of values? ›

Understanding The Five Types of Values
  • The five value elements.
  • 1) Personal value is the essence of why individual learning has so much merit. ...
  • 2) Tangible value is the value language of business! ...
  • 3) Emotional value, is like a sprinkling of magical fairy dust. ...
  • 4) Service Value! ...
  • 5) Relationship value is the ace card.
18 Nov 2020

What are the 7 types of values? ›

Familiar examples of values are wealth, loyalty, independence, equality, justice, fraternity and friendliness. Familiar examples of values are wealth, loyalty, independence, equality, justice, fraternity and friendliness.

What is a good recruitment process? ›

The recruitment process involves finding the candidate with the best skills, experience, and personality to fit the job. It requires a series of collecting and reviewing resumes, conducting job interviews, and finally selecting and onboarding an employee to start working for the organization.

How can recruitment be successful? ›

8 Critical Steps to Effective Recruiting
  1. Know what you're looking for. ...
  2. Fill your talent pipeline like your life depends on it. ...
  3. Keep in touch. ...
  4. Train your hiring managers. ...
  5. Look for different sources. ...
  6. Trust your gut. ...
  7. Make it a big deal. ...
  8. Treat applicants like customers.
13 Jan 2016

What is the impact of good recruitment? ›

Effective recruitment can support your company to achieve faster levels of growth. Streamlined, efficient recruitment processes deliver higher-quality, more engaged hires, providing a competitive advantage that directly impacts on your business performance.

What would you suggest to improve the recruiting process at our company answer? ›

A streamlined application process makes it easier on recruiting team and helps attract and hire the right candidates. First, create a standardized template for individual roles. Then meet with the hiring team to discuss job-related specifics. The interview process will be more effective and efficient for everyone.

What are the five recruitment strategies or methods? ›

Here are 5 effective recruitment strategies to attract top talent:
  • Create a candidate persona.
  • Launch an employee referral program.
  • Improve your employer brand.
  • Leverage social recruiting.
  • Embrace recruitment automation.
18 May 2022

What are your goals and values? ›

When we think about HOW we want to live our life, we are focusing on values. Values are like a compass that keep us headed in a desired direction and are distinct from goals. Goals are the specific ways you intend to execute your values. A goal is something that we aim for and check off once we have accomplished it.

What are workplace values? ›

Work values are the work-related qualities, principles and standards that really matter to you. Knowing your work values can help you plan a career, look for opportunities in your current work, or make a career change.

How a value based recruitment system leads to an effective staff team? ›

Values-based recruitment gives organisations the ability to look wider than the usual pool of recruits to find people who may not have any previous experience in care but who have exactly the sorts of values and behaviours that would make them an asset to any care organisation.

Why should we hire you example? ›

For starters, I have all the skills and experience listed in the job description, and I'm confident that I can make an immediate impact on your company. It's not just my background in leading successful projects for Fortune 500 companies, but also my passion for the industry that drives me to succeed.

How do I determine my values? ›

Guide to determine your values
  1. Write down your values. Review the list of examples of core values above and write down every value that resonates with you. ...
  2. Consider the people you most admire. ...
  3. Consider your experiences. ...
  4. Categorize values into related groups. ...
  5. Identify the central theme. ...
  6. Choose your top core values.

What is the primary goal of recruitment? ›

The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose the most qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.

What is the main goal of the recruiting process? ›

The goal of your recruiting process should be to attract top performers and start building strong relationships with them — engaging them with your company from the first touch. It's crucial because A-players have a vision of what they want to accomplish, both in their personal lives and in their careers.

What are the 5 most important criteria to consider when making selection decisions? ›

To make better hiring decisions, here are five important factors to consider when making a hiring decision.
  • Experience. Experience is an important factor to consider when you're hiring engineers. ...
  • Potential. ...
  • Hard Skills. ...
  • Soft Skills. ...
  • Cultural Fit.

What do employers look for in assessment test? ›

Assessment tests for jobs, also known as pre-employment tests, help hiring managers determine whether a candidate has the skills, work style, knowledge or personality to succeed in a job. Companies use assessment tests to make good hiring decisions, often during the early parts of the interview process.

How do I prepare for a pre-employment assessment? ›

Tips & Tricks to Excel Pre-Employment Assessment Tests
  1. Practice in Advance & Know Your Strengths. ...
  2. Don't Take a Shot in the Dark & Be Realistic. ...
  3. Do Your Research Well. ...
  4. Let Your Clock Be Your Best Friend. ...
  5. All Things Considered.

What types of tests do you think are most effective in predicting a candidate's performance in an executive role in a bank's loan department? ›

Cognitive ability tests are generally deemed as the most accurate predictor of job performance.

What is value-based assessment? ›

Assessment Tool. (updated December 2021) This online tool helps the organization assess readiness for the shift of healthcare payments from volume to value. The resulting report may be used to guide the development of action plans.

What is value recruitment sorority? ›

The Panhellenic sorority recruitment experience is rooted in values – we call this “values-based recruitment.” This type of recruitment helps our organizations and members focus on our founding values and recruit women who understand and are committed to living out the values of our organizations.

What is value-based hiring quizlet? ›

Firms also try to hire individuals who match their values and cultures. This is referred to as values-based hiring. The drawback of this type of recruiting is that it can result in a lack of diversity, so firms need to be cautious about hiring too many of the same types of people.

How do you answer interview question about values? ›

In your answer, explain that doing the right thing is important to you in all settings. Discuss how important your values are and the steps you take to make ethical choices. Example: "I define integrity as maintaining your own moral code, no matter who's around.

Why should we hire you example? ›

For starters, I have all the skills and experience listed in the job description, and I'm confident that I can make an immediate impact on your company. It's not just my background in leading successful projects for Fortune 500 companies, but also my passion for the industry that drives me to succeed.

How do I determine my values? ›

Guide to determine your values
  1. Write down your values. Review the list of examples of core values above and write down every value that resonates with you. ...
  2. Consider the people you most admire. ...
  3. Consider your experiences. ...
  4. Categorize values into related groups. ...
  5. Identify the central theme. ...
  6. Choose your top core values.

What values are important to sororities? ›

Fraternities and sororities are values-based organizations focused on four main areas: leadership, scholarship, civic engagement, and brotherhood/sisterhood.

What are Delta Gammas values? ›

The objects of this Fraternity shall be to foster high ideals of friendship among women, to promote their educational and cultural interests, to create in them a true sense of social responsibility, and to develop in them the best qualities of character.

What should be the overall goal of the selection process? ›

The goal of the recruitment and selection process at organizations is to find and hire the best candidates for job openings. This process has a funnel structure. Imagine you are seeking a new hire for a role – your current employee decided to pursue another opportunity.

What can a company implement during the recruiting process to reduce hiring time and cost per hire? ›

Digital interviewing allows recruiters to screen candidates anywhere, at any time. Having the right video interviewing software helps reduce expenses like travel while also reducing time-to-hire rates.

What interview focuses on actual work incident in the interviewee past and what the applicant did in response? ›

▶ What is it? Behavioral Event Interviewing (BEI) is a technique that asks the candidate to describe a situation or an experience they had in a previous job. Responses may not be as polished as the traditional type of question because they cannot be rehearsed ahead of time.

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