Capp’s five-step approach to strengths-based recruitment

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January 2012
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The Emerging Practice of Strengths-Based Recruitment

There are greater numbers of candidates and more people with high potential on the market than ever before.

As a result, it is vital that HR professionals think differently about recruitment and approach interviews in a new way in order to ensure that the right candidates are chosen for the right roles.

 

Although the competency-based method of assessment is still being used unchallenged in many HR departments, the method has fundamental flaws.

 

While the focus is on assessing what people claim they can do or to have them provide examples of what they have done, the problem is that most recruitment and careers advice services run classes to help candidates practice their interview technique on this basis.

 

In contrast, using a strengths-based method helps employers to recruit people based on their natural talents by enabling them to identify and assess the things that candidates not only do well but also love doing. The approach is more reliable because it matches an individual’s strengths to a given role, ensuring that job applicants are not just capable, but will actually be engaged and motivated enough to live up to expectations.

 

Strengths-based recruitment likewise enables people to be more authentic and to show themselves for who they genuinely are. Practitioners are trained to look for energy and authenticity as well as evidence of high performance in relation to the strengths under consideration – a combination that should guarantee the appointment of a genuine high flier.
To read more, join the 1474 HR directors and professionals who have read this article on strengths-based recruitment in full on HR Zone.

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