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

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August 2013
« Jul   Sep »

Strengths-based Video Interviewing

Posted by: Gurpal Minhas, Consulting Psychologist, Capp


With the explosion of technology in today’s recruitment world, organisations are often spoilt for choice. It’s been a year since we introduced the Situational Strengths Test (SST) and with the introduction of gamification and avatar-based screening tools, the world of recruitment is becoming an increasingly exciting place. One of the most hotly contested debates surrounds video interviews. These interviews have increased in popularity and seem to be here to stay; today we discuss the merits of the video interview versus telephone/face-to-face interview screening.


Whilst most candidates provide a good reflection of themselves at telephone/face-to-face interviews, there are most certainly things that recruiters become frustrated with. These include candidate non-attendance, poor telephone line connection, interviewing clearly disengaged candidates and travel/business costs associated for interviews. To help overcome some of these challenges, strengths-based video interviews are a pragmatic and simple solution.


We have partnered with Sonru; an asynchronous video-interviewing supplier where candidates answer a list of questions from the recruiting organisation and the interview is recorded at a place and time that is convenient to the candidate. The recruiter then logs on at their time of choosing and scores the candidate.


So why are Capp clients such as Nestlé and Morrisons moving to a strengths-based video interviewing approach? We give our top 5 reasons:


1) Capp’s strengths-based interviews assess for a candidate’s passion and motivation rather than just what a candidate simply can do. This increases the calibre of candidates that are selected and the video-interview allows recruiters to assess for these attributes earlier in the selection process.


2) Strengths-based interview assessor training enables recruiters to pick up on subtle emotional clues and body language that cannot be seen in a telephone interview.


3) Capp’s strengths-based interviews don’t include probing questions that you often see in a competency-based interview. The strengths/video combination is therefore more naturally suited when used asynchronously.


4) Candidates AND Assessors can conduct the interview at the time that suits them (within a stipulated time period). This leads to increased convenience, pace and often a lower time-to-hire.


5) Candidate feedback about video interviewing continues to be positive and often reflects well on the hiring organisation. For more information see the Sonru whitepaper here.


So as you think about the next development in your recruitment process, take time to assess how strengths-based video interviews can assist you to conduct best-practice recruitment. It’ll be one method of seeing a candidate’s ability and motivation for wanting to join your organisation.


If you want to see how a strengths-based video interview works in practice, please contact for a demonstration.

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