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

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July 2014
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Monthly Archives: July 2014

Winning through your strengths

Posted by: Trudy Bailey, Strengths Consultant, Capp.

 

With the Commonwealth Games in full swing, I thought it would be great to share with you ways in which we can all be part of a winning team by using our strengths. Referring to the strengths and Strengths Families from Capp’s online strengths identification tool, Realise2, what do you bring to situations that make a winning combination?

 

Competitive: Let us start with the most obvious. You love winning and this will usually be the only acceptable option for you as it probably hurts to lose! You are used to leading and being part of a winning team.  Competitive was one of the top weaknesses in the UK in our Realise2 study so consider how can you support others and role model your talent to encourage others’ competitiveness.

 

Motivation:  What are your motivation strengths and how will these deliver your competitive goals? If you have Work Ethic or Persistence, you can put the time, energy and effort into keeping going to make sure you achieve success. If you have Drive you will push yourself to win as you love achieving the demanding goals you have set yourself. Those with a sense of Adventure will compete successfully by pushing the boundaries and achieving the impossible.

 

Thinking: If you are naturally gifted in your brainpower, what thinking strengths can help you win? You may want to come up with the newest or most creative idea in your organisation. Perhaps your Judgement helps you make winning decisions or your organisational strengths of Planful or Order make sure you get to the top of your game with the right resources and in a timely manner.

 

Relationships:  If people are your focus you might not have thought too much about winning but your skill at getting the best from people will help deliver winning targets and goals through others. If you are emotionally connected with others use this talent to pick up on clues of others strengths and weaknesses to channel their energy in the right direction. If you are the natural Connector, use your network to put the winning team or resources together.

 

Being: Some of the Being strengths are all about ‘Making a Difference’ for example, Mission, Legacy, Service and Moral Compass. By aligning your passions and values together with your goals, it won’t be long before your commitment to the task sees you outperforming others and driving teams forward positively.

 

Communication:  The key to getting others on board to deliver performance. With Narrator as a strength, your talent for storytelling and anecdotes is a powerful and convincing message to others as to why they should outperform. Perhaps you offer the Counterpoint, always looking for alternatives so you can achieve success another way if you come across challenges. The ability to use your Explainer and Scribe to avoid jargon and make sure the whole team understands their individual and team goals will be a powerful combination.

 

So, the next time you are working towards a winning goal, compete in a way that plays to your strengths and you are far more likely to maintain your engagement and get to the result you want.

 

Realise2 is the leading online strengths identification and development tool, used by 80,000+ to unlock the potential of individuals and teams.

 

To find out more about how using strengths can help your organisation find and retain the right talent, call Capp on +44(0)2476 323 363.

 

 

Follow @Capp_co on TwitterLinkedIn & Facebook.

 

 

 

 

 

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AGR Conference 2014 – All Good Reasons – to Implement Strengths

Posted by: Ben Jackson, Chief Solutions Officer, Capp.

 

 

Liverpool recently played new host to the ‘AGR Student Recruitment Conference 2014’, providing two days of insight and networking around understanding more about those at an early career stage.

 

It was a great pleasure to attend and to be involved in this year’s annual conference, which was expertly hosted and organised by the AGR team.

 

Day one saw us enjoy welcoming delegates to two completely packed Masterclass Sessions entitled ‘Turning Early Years Attraction and Recruitment on its Head’, which allowed us to showcase some of the remarkable achievements strengths assessment has allowed for two of our clients, Nestlé and Morrisons.

 

Supported by Nestle’s Entry Level Recruitment Manager – Tom Banham and Hannah Porter, Graduate Resourcing Business Partner for Morrisons, our own Chief Customer Officer, Nicky Garcea narrated our partners’ respective journey’s to date, as they individually evidenced the benefits that implementing a strengths focussed approach has had on their respective businesses.

 

Both the sessions allowed for audience participation over and above just typical Q&A and a 60 second interaction with the person you were sat next to was all it took to begin to understand what strengths-based interviewing is all about – with the further recognition of how easily this can be achieved on video!

 

An informative and educational handout not only contained a free access code to take the Realise2 Strengths Identification Test (www.realise2.com) but also a simple guide that explains how individual strengths are accounted and recognised.

 

In addition to sharing these useful tools, we took the opportunity to showcase Jobmi, the premier platform for job-seeker discovery and guidance – supporting people in understanding what type of career is best suited to their strengths (www.jobmi.com).

 

Excitingly for us, the questions from the floor in both classes and those asked by people who came up to us afterwards, really did highlight the fact that more and more people are ‘getting it’. Strengths-based assessment has got some serious momentum and the appetite amongst those in attendance was plain to see.

 

In summary it was a great couple of days and a great opportunity for us show how strengths-based assessment has demonstrated time and time again to deliver cost savings across the recruitment process, a higher quality of candidate at each stage of the process and a better fit and more productive employee into the workplace.

 

As The Strengths Specialists, we’d be delighted to talk to you more about how strengths assessment and development can make a huge impact in your business.

 

If you would like further information on the results shared by Tom and Hannah, please get in touch to request a copy of their case studies and also a copy of the Masterclass slide deck.

 

Please contact Capp on +44(0)2476 323 363 or connect with me, Ben Jackson, Chief Solutions Officer at Capp uk.linkedin.com/in/bensjackson

 

 

For read some recent AGR Magazine articles about our client’s Morrisons and Nestlé please see the below:

 

Morrisons

AGR Graduate Recruiter magazine Oct-Nov 2013: Jumping the Queue Carla Murray, Graduate Resourcing Manager, talks about how in two years Morrisons jumped from no graduate presence to making it to The Times Top 100 Graduate Employers List… See pages 6-7.

 

Nestlé

AGR Graduate Recruiter magazine Dec-Jan 2014: A Battle of Wills Tom Banham, Nestlé Academy Recruitment Manager, shares his five reasons how Nestlé has benefitted from a strengths-based process… See pages 26-28

 

 

 

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Leaving a Strengths Legacy in Your Career

Posted by: Trudy Bailey, Strengths Consultant, Capp

 

I was asked recently to support a client on helping them work with the older generation in re-engaging them with their role as they approach their last 10 years at work. I thought I would share my reflections so you can see how Realise2 can support your workforce in leaving a strengths legacy through their career.

 

  • Connect individuals with their strengths of Legacy and Mission. Establish what this means for them in their role currently. How much do they use these strengths? What would it take to increase their use? How can their strengths make them feel as though they are making a difference? Whether it’s Innovation or in contrast Adherence, how can using these strengths support the person themselves, as well as helping others to achieve their goals?
  • How can you support/excite people with a longer term vision, based on their Realise2 profile rather than day job? What do they dream of achieving in the team? Where do they get the best positive feedback?
  • Are they focussing on their outcomes and delivering these with their strengths? Or are they simply doing what they always do that works? How can they get there another way whilst enabling and supporting the future talent of the organisation?
  • What do their unrealised strengths say? Here is potential to unlock further passion and energy. They might not be aware of this. Discovering it could leverage further motivation as it could be something new to get involved in.
  • How can they use their strengths to role model the future of the organisation? Who can they mentor and what strengths would make a lasting impact to others if they dialled those strengths up?
  • Often senior/experienced people have a lot of learned behaviours. Are they doing everything well, rather than maximising the top half of the quadrant? Having learnt to be capable in all areas may have got them to where they are now, but do they need to keep on proving themselves in their low energy areas?
  • Invite people to cross out those learned behaviours they simply don’t want to use anymore. This can be a helpful trick to get them to find more energising ways of doing things.
  • Re-write their leadership statement, this time based on their strengths. Consider ‘What do I really want people to come to me for and what do I not want them to come to me for? We can get known for our learned behaviours, so it’s important we don’t get stuck in this area.
  • What do they want to be read out at their retirement party?  What strengths lend themselves more towards these goals? Which learned behaviours need to be moderated to enable more focus?
  • If they are involved in succession planning, what are the strengths and weaknesses of the team? Where are the gaps and how could their strengths support them right now to develop and grow?
  • Do their strengths families show a preference for any particular behaviour? How can their role take on more of this whilst delegating the draining attributes to others?

 

As people start to look back over their careers and think about the next generation, a powerful way of doing that is to consider the strengths legacy that they can leave for those who follow. Help inspire your workforce to develop their own strengths legacy today!

 

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Celebrating the Whole You

Posted by: Trudy Bailey, Capp

 

I have spent many years working with Realise2, Capp’s strengths identification tool which includes weaknesses. It still frustrates me a little how slow the journey can be, for some people to accept their weaknesses, mitigate them and move on. In this blog, I share some reflections that might help your weaknesses sit more comfortably with you.

 

What’s the real story?

 

In my experience, if you resonate with your Realise2 weakness, it is very likely something that has been with you for some time and possibly tripped you up at some point. With our 4M Model we recommend you Minimise it, which means: don’t use it; ask others to support you; and focus on the outcome, delivering this with your strengths.

 

My Adherence weakness is here to stay (along with most of the UK!) and I work around it. I know who to call on, when to own it and how I can use my strengths of Pride and Order to support me in overcoming it.

 

Too hard on yourself?

 

Perhaps others around you do this better than you, so you have been particularly hard on yourself. Personally, Scribe is one for me that pops up in this category. I’m surrounded by people with PhDs and so occasionally feel that my talent in this area needs more of a polish. 

 

Revisit your weakness and gather your evidence of when you have done this well before. And choose your comparisons carefully!

 

Frustrated?

 

Sometimes I coach people where they feel one of their strengths has appeared as a weakness (in Realise2). This usually is a sign something simply isn’t working for them in this area. Perhaps it is the way they are using it, or they are not using it at all.

 

Help others to see when they have been successful in this before. What constraints exist around the weakness currently ? See if you  can find ways to release more energy into these tasks.

 

Be Realistic

 

If you were to rate the impact of your weakness that you felt you needed to work on, how critical would it be? Asking clients to do this can immediately eliminate that need to ‘fix’ it by being realistic in terms of how it is really impacting their role. The need to be perfect sometimes raises its head in places it doesn’t need to.

 

And, even better, revealing weaknesses can be extremely positive:

 

  • Weaknesses help us build trust with others. According to Goffee & Jones in Why Should Anyone Be Led By You? if we reveal our weaknesses we become more human and attractive to others.
  • It also helps highlight your team’s strengths. Often, when you delegate your weakness to others, you open up opportunities for them to take on responsibility for tasks that allow their strengths to shine through.

 

So, what are you waiting for? Delegate and be proud to have a couple of things you don’t do so well! After all, none of us is perfect…

 

Contact trudy.bailey@capp.co to understand how Realise2 can support you, your teams, managers and leaders.

 

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