Technology, Innovation and Your End-to-End Candidate Experience
Posted by: Celine Jacques
Earlier this week we shared more detail around the Situational Strengths Test, our new online volume sifting tool. So, here we are, combining our thought leadership in strengths with the eternal limit-pushing world of technology. How exciting!
On Tuesday evening, I attended a recruitment event in London, where practitioners discussed the likes of using LinkedIn for headhunting, and video interviewing. It was a fascinating session, and there was some great debate.
The combination and balance of technology, theoretical breakthroughs, rigour, fairness, legal defensibility, cost, and internal buy-in is what continues to make recruitment and selection an exciting and challenging area to work in.
Innovation and the use of technology is great for an early selection stage such as the volume sift of the Situational Strengths Test. It is important, though, for this to link with the rest of the candidate journey. So how does the Situational Strengths Test fit with our end-to-end process for strengths-based recruitment solutions? This is where the Strengths Selector comes in.
The Situational Strengths Test is the second step in Strengths Selector, Capp’s five steps to strengths-based recruitment, which also includes Strengths Attraction, Strengths Based Interview, Strengths Assessment Centres and Strengths On-boarding.
Recruitment is an end-to-end process, and your candidates experience some or all of this process with you, which is a direct experience of your organisation, brand and culture.
Ensuring that there is a consistent ‘feel’ and ‘message’ is key – recognising that each stage is great on its own is important, but really, the whole is a lot more than the sum of its parts. If a process feels disjointed, so will candidates’ experience of your organisation.
In next week’s blogs, we look at the broader recruitment journey through the lens of Capp’s Strengths Selector, incorporating the Situational Strengths Test, and share our latest insights.
We will discuss the challenges we see across different stages recruitment, and across different industry sectors, and show you how the five steps of strengths-based recruitment in the Strengths Selector are delivering value and making a difference to talent assessment and selection.