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November 2013
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Daily Archives: November 5, 2013

Recruiting Diverse Talent – Congratulations to Barclays

Posted By: Nicky Garcea, Director, Capp


On October 10th 2013 Barclays Bank received a commended award for Recruiting Diverse Talent by Business in the Community’s diversity initiative Race for Opportunity. This achievement comes after Barclays had traditionally been positioned lower down some diversity league tables.

Barclays have taken a multi-faceted approach in achieving recruiting diverse talent, this has included:

  • Greater integration and co-ordination with partner organisations
  • Lifecycle Mentoring; students gain business knowledge, develop interview skills and build social capital
  • Broadened Outreach; maximising outreach with mentoring programmes, targeting schools and continuing through every year of university
  • Mentors build unbreakable relationships with mentees ensuring talented BAME candidates select Barclays above competitors and guide candidates to their most suitable departments based on personality and aspirations
  • Improved size and variety of internships made available, with a focus on converting BAME candidates
  • Reviewing the selection process to eliminate barriers: no specific mention of UCAS criteria and degree qualification; Strengths-based Interviewing and Unconscious Bias Training introduced to Senior Leaders.

Capp has been a proud partner of Barclays since 2011 when we first implemented the Capp strengths-based telephone and face-to-face interview across early year recruitment in the Investment and Private Bank. Since Barclays implemented their diversity programme they have seen the following results:

  • Moved from the bottom of SEO and RARE’s League Tables to one of the leading BAME recruiters – with a 200% increase in intern offers accepted by SEO/RARE candidates within 2 years
  • The most challenging division, Investment Banking, has seen a 9 – 12% increase in BAME from total candidates for Spring/Summer programmes
  • A 36% increase in applications from black candidates and a 200% increase in offers accepted by black interns
  • Expanded apprenticeship talent pipeline for 2013 from 6 to 19
  • Initiated the 2.5 year Financial Apprenticeship with guaranteed roles for successful candidates, enlisting 12.

Barclays are not alone in finding that Capp’s strengths-based products and solutions improve the diversity of their recruits. In a recent evaluation completed by Capp for Nestlé, the results of the first year of introducing the Capp strengths-based methodology across their early careers recruitment process highlighted that more school leavers from socially diverse backgrounds applied and 50% were the first in their family to attend University. In 2012 the number of women recruited into graduate technical roles rose from 22% to 66%.

In our experience it is a combination of the following six steps that will help ensure a reduction in bias in the application process and secure diverse and socially mobile recruits:

  1. Develop a balance of strengths that are gender and diversity neutral
  2. Ensure that all adverts and candidate communication is attractive to diverse groups
  3. Design candidate screening tools that are free from adverse impact
  4. Create interviews that are validated and scripted ensuring greater assessor consistency and reduction in unconscious bias
  5. Train all assessors thoroughly in how to mark accurately and differentiate high, average and low performance. On average 84% of assessors believe the Capp interviews and exercises are easier to score than competency interviews and exercises
  6. Evaluate continually and always be prepared to learn from every cohort and potential outlier.

We would love to know your thoughts on how you are improving the diversity or social mobility of your recruitment process, please join the conversation and connect with us on Twitter #RecruitingDiverseTalent @NickyGarcea @CappMarketing or to find out how Capp can help you improve ‘recruiting diverse talent’ across your organisation contact me directly on or




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