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

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October 2013
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Monthly Archives: October 2013

Developing your Centred, Compassion and Optimism strengths this Diwali

Posted by: Gurpal Minhas, Consulting Psychologist, Capp

 

 

This weekend (2nd/3rd November), many Hindu, Sikh and Jain followers will celebrate the festival of Diwali. Known as the Festival of Light millions of people around the globe will congregate and celebrate the triumph of good over evil.

 

For each religion, the meaning of Diwali manifests in different ways.

 

For Hindus, it’s for the return of Lord Rama and Sita after 14 years of exile into the forest. For Sikhs, it’s for the release of Guru Hargobind Dev Ji and 52 Kings incarcerated in India and for Jains, it’s for the attainment of peace.

 

Typically, lamps and small divas are left on all day and night as a symbol of auspiciousness and to ward away any negativity. Many will visit holy shrines and temples, sweet foods will be shared and fireworks will be lit to celebrate this joyous occasion.

 

So what has Diwali taught us about the development of our strengths? The great individuals that I’ve mentioned above displayed great compassion, optimism and an ability to be centred.

 

Lord Ram and Sita displayed great composure and self-assurance after being sent to the forest for 14 years; they were led back home by the candles that villagers lit for them outside their homes. They showed a great belief in truth and righteousness. Guru Hargobind felt that he could not leave the jail without the remaining 52 kings leaving with him. He displayed great optimism maintaining a positive outlook and attitude when the situation was unprecedented.

 

So as you witness and hear the fireworks this weekend, think back to the compassion that Guru Hargobind displayed- he showed a great ability to care for others. Likewise, consider Lord Ram and Sita’s ability to remain centred allowing them to stay focused and adhere to righteousness throughout the challenges they faced in the forest, holding on to faith and remaining optimistic that one day they would return.

 

If you have the strengths of Centred, Compassion and Optimism, how can you best develop and grow them?

  • Think about the occasions when you’ve felt most anchored and calm- when does this occur and what does your sense of self-assurance mean to you?
  • When you offer support, how does this work for your friends/family/colleagues? Typically, you help others feel really good about themselves too!
  • Have you noticed the impact that your optimism has on the people around you?
  • What strengths represent your ‘truth’, values and purpose? How are you using these in daily life?
  • What does ‘good’ mean to you? How does this translate into the decisions that you make for yourself, your team and your organisation?

 

 

 

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Engaging graduates to recruit the best – an EY journey

Posted By: Alex Linley, Director, Capp and Nicky Garcea, Director, Capp
 

 

Ever wondered how you can differentiate yourself as graduate recruiter? Would you like to attract and retain the best early career talent? Then you should read our latest publication in this month’s Strategic HR Review, ‘Engaging graduates to recruit the best’.

 

This article explores how strengths-based recruitment is enabling graduate recruiters to engage, attract and select the best talent and draws on the example of major graduate recruiter, Ernst & Young, to show how strengths assessment can be used.

 

This article shows how the Capp Strengths-based Recruitment Methodology and the Situational Strengths Test engages candidates by providing them with a realistic job preview of the role. They help candidates to make informed decisions about their own fit. They help organisations to select the candidates who match their requirements more effectively from those who do not, delivering better outcomes for both parties.

 

If you would like to learn more about Ernst and Young’s journey, you can view the full article here.

 

If you would like to discuss the difference that our approach is making to the engagement, attraction and selection of earlier career talent, please contact Nicky Garcea at nicky.garcea@capp.co or connect on uk.linkedin.com/in/nickygarcea

 

 

 

 

 

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Using Strengths to Recruit Talent on The Market Street: The Morrisons Journey

Posted by: Reena Jamnadas, Consulting Psychologist, Capp

 

 

In the current issue of The Graduate Recruiter, Carla Murray, Graduate Resourcing Manager at Morrisons wrote an article describing how in two years, Morrisons have gone from having minimal graduate presence to making it to The Times Top 100 Graduate Employers List  (if you missed the article, you can find it here - please note that the copyright is owned by AGR).

 

Capp have had the privilege of working closely with Morrisons to implement a strengths-based approach across their selection process, which has included a redesign of the sifting, interviewing and assessment methodology in 2013/14, resulting in a robust and consistent approach now being used across all of Morrisons’ 12 core business areas.

 

One of the most exciting shifts that Morrisons have made is to attract and recruit high performing graduates on the basis of their strengths. This includes an assessment of performance and energy/motivation for each of the strengths that candidates would need to use in order to deliver high performance as a Morrisons graduate.

 

So how exactly have we done this? Capp worked with Morrisons to deliver the following:

 

1. Strengths-based Campus Activities: Themed ‘The Market Street’, we designed innovative campus games for graduates through strengths cards enabling graduates to identify their strengths and how they might be useful across various business areas at Morrisons. It also featured an exercise enabling graduates to build their resilience in the face of setbacks, through identifying and using their strengths.

 

The aim of this was to create a differentiated, more individualised candidate attraction experience, enabling the Morrisons brand to stand out on campus. Research with previous clients show that 75% of candidates enjoyed the strengths-based process more than other recruitment processes, starting with strengths-based attraction.

 

2. Situational Strengths Test (SST): The SST is an online high volume strengths-based sifting tool that objectively and reliably assesses the strengths required for graduates at Morrisons. It presents candidates with typical scenarios that they would encounter as a Morrisons graduate and assesses how they would respond, enabling Morrisons to save time and resources by sifting only the highest quality candidates.

 

Morrisons have loved using the SST because it provides an early assessment of motivation and organisational fit, and also gives candidates a realistic job preview helping to encourage self-selection. We know that nearly 90% of candidates of previous clients also feel that the scenarios in an SST give a realistic insight into working life at an organisation. Nearly two thirds feel it is more challenging than other Situational Judgement Tests, and over 99% perceive the test as user friendly.

 

3. Strengths-based Video Interviews: Capp’s strengths-based interviews assess a candidate’s energy and motivation, as well their performance, resulting in the sifting of candidates that are likely to be highly engaged and productive at Morrisons if recruited. Through our partnership with Sonru, an asynchronous video-interviewing supplier, we designed a series of video interviews per business area for Morrisons to further screen candidates on the basis of their strengths.

 

Strengths-based video interviewing has provided Morrisons with a perfect platform for assessors to identify subtle emotional clues and body language, indicative of energy/motivation, which is reduced in a telephone interview. As well as this, Capp’s strengths-based interviews do not include probing questions that we often see in a competency interview. The strengths/video combination is therefore more naturally suited when used asynchronously. The beauty of strengths-based video interviewing is that candidates and assessors can conduct the interview at the time that suits them (within a stipulated time period).

 

4. Strengths-based Assessment Centre Interview: Capp designed a face-to-face strengths based interview for Morrisons to use at the final stage of the Assessment Centre.

 

One of the key benefits of strengths-based interviews is clear candidate differentiation of who has the strengths to succeed in the role and who doesn’t. Previous client research showed that 74% of assessors judged the strengths-based interview to better distinguish between low, average and high performers.

 

As well as strengths-based interviews being described as more enjoyable by both assessors and candidates, strengths-based interviews also elicit more honest candidate responses, delivering better assessment practice and improved selection decisions – 72% of interviewers judged the strengths-based interview to elicit less-rehearsed responses than other interview styles.

 

We simply cannot wait to see the results of Morrisons’ strengths-based graduate recruitment process this year! If you would like to keep up with ‘The Market Street’ and speak to Capp about using strengths-based assessment in your organisation, please contact me at reena.jamnadas@capp.co and uk.linkedin.com/in/reenajamnadas or call Capp on +44 (0)2476 323 363

 

 

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Nicky Garcea Presents Strengths-based Innovations in Graduate Recruitment

The FIRM’s Winter Conference

Friday 15 November 2013

 

Capp is delighted to announce that Nicky Garcea, Director at Capp will be speaking at The FIRM’s Winter Conference on Friday 15 November.

 

The full day event, sponsored by Capp and Guardian Jobs, is being held in the heart of London’s West End, at the iconic CBI Conference Centre, Centre Point Tower, Oxford Street, London WC1A 1DU.

 

Gary Franklin, founder of The FIRM (The Forum for In-house Recruitment Managers), invited Nicky back to speak again after receiving great feedback from the Innovations in Recruitment event held in Manchester on Friday 27 September #FIRMday

 

Strengths-based Innovations in Graduate Recruitment

Nicky will be presenting an interactive session where you will hear how clients such as Nestlé, Barclays and EY have embedded strengths-based assessments throughout their graduate, intern and school leaver programmes. In the session you will:

  • Know how strengths can be used robustly and efficiently as an on-line volume sift.
  • Experience first-hand the difference between a strengths-based interview and a competency interview.
  • Be able to justify the business case for strengths.

Capp is also hosting space throughout the day, where you will be able to meet some of the Capp team to talk about how we can help you find the right talent.

 

For further event programme details and to purchase a ticket please book here

 

Earlybird tickets are available now.

 

Or connect with me at nicky.garcea@capp.co or www.linkedin.com/in/nickygarcea

 

 

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Insourcing – Power to in-house recruiters

Posted by: Nicky Garcea, Director, Capp

 

 

Last Friday, I had the fortunate experience of being a speaker at the Innovations in Recruitment event, hosted by The FIRM (The Forum for In-house Recruitment Managers) in Manchester.  This was my first experience of The Firm, who prides itself as a leading membership for in-house recruiters run by in-house recruiters (set up by Gary Franklin).

 

The striking appeal of this event is the practical nature of the presentations. This is a truly ‘recruiter enabling’ membership. It also provides recruiters with the space and time to benchmark and learn from fellow professionals.

 

Listening to the delegates and learning from the overall themes, it is clear that many recruiters are offering their businesses exceptional, innovative and client-led solutions.

 

My five top tips from the day are:

 

  • Take pride in insourcing – several of the delegates in the room highlighted that they had taken recruitment back in-house after poor retention rates were reached through recruiting via agencies and RPO solutions. Drivers for insourcing included the in-house recruiters’ ability to understand the business needs, knowing their stakeholders and being able to translate this into good attraction and selection practice. Businesses with newly insourced recruitment teams were reporting increases in quality of hire and improvements in retention.
  • Have a video identity!Barnaby Cook from Casual Films showcased the difference that hosting video on websites, YouTube and TV commercials had on application numbers and brand perception. Successful case studies showcased at the event included Teachfirst and SGOSS. One of my favourite parts of the day was the film on how to make a film.
  • Be an informed buyerLisa Scales from TribePad and her client Rebecca Palmer from Speedy provided an enlightening presentation for all recruiters considering purchasing an ATS system. Lisa and Rebecca offered delegates key pointers on how to select an ATS provider. Tips included knowing functional priorities, being clear on non-negotiable requirements seeking live demonstrations in a pitch and asking sales people to perform irregular tasks.
  • Manage your communitySerges Sergiou from SMRS highlighted that despite still being a minority activity, community management needs to become a priority for the informed recruiter. Serges’ tips to recruiters to ensure strong community management included: being a connector, having rules, knowing how to protect your herd, being multi-modal and always having something interesting to say.
  • Improve assessment quality – I presented on Capp’s work highlighting the importance of improving assessment quality to aid performance predictors. I demonstrated how strengths-based assessments implemented across adverts, facebook games, situational judgement tests, video screening, and assessment centres can have cumulative effect of improving: retention, brand perception, diversity and on the job performance.

 

It was an enlightening day to hear from so many passionate individuals and how in-house recruiters are reclaiming their power and demonstrating the difference their skills and expertise can bring to their business. This was my first experience of The Firm and I would urge any in-house recruiter not affiliated with them to sign up!

 

If you would like to see how strengths-based assessments can improve the quality and predictive nature of your recruitment process then contact me on nicky.garcea@cappeu.com or get in touch on www.linkedin.com/in/nickygarcea

 

 

 

 

 

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