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

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October 2012
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Solving the Challenges of Modern Recruitment: The Situational Strengths Test

Posted by: Alex Linley & Celine Jacques

 

In our blog on Tuesday, we shared the 10 major challenges facing the modern recruiter. In this blog, we turn our attention to how our work in developing the Situational Strengths Test has been designed to address and solve many of these challenges.

 

The most resource-intensive challenge for the recruiter is often at the front-end of the funnel, with hundreds or thousands of candidates applying for only a handful of roles. How do you sort the talent from the also-rans, and ensure you attract the right people to apply, knowing they will have a better chance than most of succeeding in the role?

 

I once spoke to a retired recruiter (who will remain totally anonymous) and asked how he/she handled this problem in his/her day – this would have been in the 1980’s.

 

His/her response was strikingly simple: “We receive two mail sacks of applicants. I take one and give it to my secretary, instructing her to tell all those applicants that they have been unsuccessful. I take the other sack myself and work through the letters of application and CVs.”

 

Thankfully – for recruiters and applicants alike –  this “mail sack method” has now been replaced. New assessment methodologies and technology solutions – such as the situational judgement test and strengths-based recruitment, which we combined in developing the Capp Situational Strengths Test – have allowed us to move beyond this crudest of initial sift methodologies.

 

One of the best assessment methodologies is often considered to be the situational judgement test (SJT), since there is strong academic evidence showing that situational judgement tests demonstrate lower adverse impact and greater predictive validity than other assessment methodologies for recruitment.

 

Add in the fact that SJTs can be readily delivered online, and this becomes an attractive proposition. Combine this solution with the advances made by the strengths-based assessment and recruitment methods that we have pioneered at Capp over recent years, and you have a compelling solution to the modern recruiter’s most pressing challenges.

 

The assessment of strengths identifies the performance and energy that will differentiate a high performer in role. Strengths assessments are about finding out not just who can do the job (what a competency-based approach might show), but who can do and will love to do the job (the distinctive essence of strengths-based recruitment).

 

It is this combination of doing something well and loving doing it that delivers the many benefits we see for individuals and organisations from strengths-based recruitment.

 

By taking the best of SJTs and strengths assessment, and marrying them in the Capp Situational Strengths Test, we have solved many of the most pressing problems for recruiters. The Situational Strengths Test delivers a compelling online volume sift solution that differentiates the best talent from the rest, at the same time as helping candidates to really understand what the role is about and whether they are suited to it and the organisation.

 

In future blogs, we will explore in more detail how the Situational Strengths Test works, as well as delving deeper into the benefits that it delivers for candidate experience, together with the business-critical outcomes for organisations.

 

In the meantime, visit our Situational Strengths Test site to learn more about the Situational Strengths Test and how it could help you solve your recruitment problems.

 

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