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

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October 2012
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Recruiting the Right People for the Right Roles

Posted by: Alex Linley & Celine Jacques

 

In our blogs last week, we looked at The Ten Challenges of Modern Recruitment, and Solving the Challenges of Modern Recruitment with the Situational Strengths Test.

 

In this blog, we turn our attention to how the Situational Strengths Test works in helping organisations to attract, select and recruit the talent they need for the future.

 

Imagine an assessment methodology that:

 

  • Gives candidates a realistic insight into what it is like to work at your organisation
  • Helps candidates understand the situations they will face and the decisions they will need to make
  • Assesses the strengths of candidates that will deliver success in role – both now and in the future
  • Sorts the best candidates from the rest, by identifying the talent that is best suited to the role.

 

Too good to be true? Certainly not – this is what we designed the Situational Strengths Test to do.

 

The Situational Strengths Test works by presenting candidates with a series of scenarios that showcase different situations and circumstances in which they might find themselves. Candidates then select their response to what they would do, and/or how they would feel – either by choosing one option, or by ranking their choices from best to worst.

 

Each scenario response not only tells a recruiter whether the candidate is likely to make the right choice in that situation, but equally as important, whether they have the strengths that will consistently help them to do so.

 

Every scenario in the Situational Strengths Test includes a strengths core and a scenario context. It’s through this combination of Capp’s strengths assessment expertise, embedded within the right example context for the organisation, that we ensure we get the right people into the right roles.

 

If, as a candidate, you find that you are making the right decisions about what to do and when, and you’re enjoying the scenarios being presented to you, then there is every chance that you are a good fit for the role. If you’re not, the chances are this isn’t the job for you.

 

The Situational Strengths Test helps candidates make more informed choices about their job decisions, as well as providing organisations with the data and information to decide who will fit best as they strive to get the right people into the right roles.

 

This is just what the Big Four professional services firm Ernst & Young is finding (as reported in The Recruiter), as they use the Situational Strengths Test as part of their strengths-based graduate recruitment process.

 

Find out more about how the Situational Strengths Test could help transform your recruitment, by visiting the Situational Strengths Test website.

 

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