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

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February 2012
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Guardian online – Graduates: Is a 2:1 the best qualification for landing a job?

Just received the link to Graham Snowdon’s article in the Guardian online. With the move towards the new Higher Education Achievement Report (Hear), it seems increasingly likely that companies will be able to make more informed judgements about the graduates applying to them – just as Ernst & Young have been doing for the last three years by using strengths-based recruitment.


The Hear report is also likely to mean that graduate employers start looking more broadly about what students bring with them into the world of work. Their qualifications show what they have done in the past, but their strengths give a far better indication of what they will be able to do in the future.


Even so, the Association of Graduate Recruiters reports that 75% of its members still use degree classifications as their primary screening tool.


Time for a change, I think. Let’s start paying more attention to what students are capable of doing after they join our companies – through identifying and developing their strengths – rather than just looking at what they have done in their past at university.


Assessing and developing strengths helps you find out about what people love to do and where they will shine. This is what any prospective employer really wants to know when judging the fit of a candidate against their role requirements and the culture of the organisation. Get the right people into the right roles, and it’s simply better for everyone.


What do you think? Do degree qualifications determine your career path, or do your strengths have far more to do with how you succeed in the end?

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