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

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February 2013
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Strengths-based Selection in Summary

Posted by: Alex Linley & Nicky Garcea

 

We’ve celebrated the launch of our new Strengths Selector website with a series of blogs that address each of the five steps of strengths-based recruitment.

 

Here’s an easy-reference summary of all the best bits:

 

Attraction – it’s where it all begins. Jamie Betts and Celine Jacques started us off with a look at the missing link between attraction and assessment, before Jamie turned his attention to the talent that lies waiting to be discovered by graduate recruiters going off-piste - a message that applies to any recruiter who’s trying to fish from a busy recruitment pond.

 

The Situational Strengths Test is the perfect solution for sifting large volumes of candidates and solving some of the challenges of modern recruitment, ensuring that your assessment methodologies are recruiting the right people for the right roles, as Celine Jacques and I explored in two of our blogs on this topic.

 

How do you prepare for a strengths-based interview? This was the topic of one of our very popular blogs from Celine Jacques, who concluded that ultimately you need to ‘ just be yourself’. Then, bringing his own unique brand of personal insight to the discussion, Jamie Betts shared his journey from competencies to strengths, and Nicky Garcea reflected on why competency-based interviews miss talented graduates.

 

With the assessment centre our next focus, Jamie Betts questioned why bespoke assessment centres always feel the same, concluding that it’s because the same 4 or 5 generic competencies are assessed time and again. Time for something different with the Strengths Assessment Centre.

 

Welcome on-board is the message that every potential candidate hopes to hear. Emma Trenier dreamed a dream on what it would take in getting on-boarding right, while Jamie Betts shared how ineffective on-boarding harms business performance.

 

Across each of these five steps of strengths-based recruitment, we’ve sought to share our experiences and deliver our insights.

 

We wanted to show you why strengths-based selection is being adopted as the best way to get the right people into the right roles. We hope we’ve succeeded – and thanks for reading.

 

To learn more about how Capp can help your organisation in each of these areas, visit our Strengths Selector website.

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