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

Click here to find out more about how Strengths Selector can solve your recruitment challenges...

Subscribe by Email

Enter your email address:


 Subscribe in a reader

May 2018
M T W T F S S
« Aug    
 123456
78910111213
14151617181920
21222324252627
28293031  

Caroline Mackinnon

Spotting strengths in children and early careers

Posted by: Emma Trenier, Senior Psychologist, Capp. 

 

My three year old son packs spare clothes in his rucksack for his baby brother in case he spills something. Strange behaviour for a three year old but, I believe, one of the signs of his emerging strength in Prevention.

 

Parenting is often so fraught with worry and ambition. In the words of Norah Ephron (When Harry met Sally) “suddenly, one day there was this thing called parenting. Parenting was serious. Parenting was fierce. Parenting was solemn. Parenting was a participle, like ‘going’ and ‘doing’ and ‘crusading’ and ‘worrying’. It was active, it was energetic, it was unrelenting.”

 

Stopping to take time to observe our children’s strengths emerging is quite the opposite of this. It is natural, it is energising and it is uplifting. It is about allowing children to experiment and explore to find their strengths for themselves.

 

In Alex Linley’s bestselling book Average to A+ he talks about the ways in which adults can spot strengths in children and, in doing so plant ‘golden seeds’- through noticing and pointing out things that they are good at. It was Charles Handy who popularised this term and he tells us that almost all high achievers were given a golden seed in the first 20 years of their life.

 

Take time to spot strengths in your children these school holidays. As they leave school and discover their careers it will be having the confidence to build and excel in these areas that makes the greatest difference to them.

 

The good news for them, and us as parents, is that employers are recognising the importance of spotting strengths in early careers. Through strengths-based recruitment and development, organisations such as Nestlé and Morrisons and Microsoft are leading the way in selecting their youngest people for the strengths they possess – the source of their great potential.

 

For information on how to spot and develop the strengths of individuals and teams, please call Capp on +44(0)2476 323 363 or connect with me, Emma Trenier, on LinkedIn

 

 

Share and Enjoy

  • LinkedIn
  • Facebook
  • Twitter
  • Delicious
  • Digg
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

The Benefits of Strengths Based Video Interviewing

Posted by: Caroline Mackinnon, Marketing Manager, Capp

 

Nestlé, Capp and Sonru hosted a first class, evidence rich and fast paced webinar on Strengths-based Video Interviewing.

 

The session was introduced by Maiken O’Bryne, Head of Client Support at Sonru and Helen Dovey, Senior Psychologist at Capp, both sharing the fundamentals and benefits of video interviewing and using a strengths-based approach as part of a recruitment process.

 

Following the introduction, Tom Banham, Nestlé Academy Recruitment Manager, eloquently led the discussion on why Nestlé chose to use Capp’s strength-based methodology and showcased the use of strength-based video interviewing, highlighting data-led findings from the Nestlé graduate programme which implements Sonru’s online video interviewing technology.

 

Tom identified four key graduate recruitment challenges that needed to be addressed:

  • Graduate attrition rates were at 20%, but only 1% for their non-graduate entry level employees
  • Graduates were not fast tracking quickly enough through the business, given the investment being made
  • A weak internal talent pipeline was leading to key senior positions not getting the right succession plans
  • A mismatch of aspirations with many graduate trainees not showing a passion for either the company or the food industry

 

These were creating a misalignment between recruitment, hiring and development, with assessors becoming disengaged.

 

Nestlé were recruiting graduates across 10 different business functions and needed an approach that covered both commercial and technical roles.

 

The decision to use a strengths-based approach was taken for five reasons:

  • Unlike traditional competency approaches, it doesn’t rely on past experience
  • Assessors don’t see an application form, therefore have no preconceived ideas
  • It’s innovative and helps Nestlé differentiate itself in the graduate recruitment market
  • It’s easier to identify the passions that will suit different areas of the business
  • Competencies were proving unreliable in assessing potential

 

Some graduates cut and paste the same answers onto different online application forms hence a new approach was needed that could get behind the experience and find out more about the person. In partnership with Capp, Nestlé introduced an end to end strengths-based approach starting with attraction, followed by an online Situational Strengths Test, numerical test, strengths-based video interview and fully strengths-based assessment centre.

 

As the final step before the assessment centre, video interviewing was used as an alternative to telephone interviewing because it gives candidates greater opportunity to personalise their approach, whilst also getting them away from the mindset of the traditional application processes. 72% of candidates said that they preferred video to the phone as it was more flexible, whilst Nestlé found a significant cost saving. It also eradicated the possibility that skilled interviewers could ‘lead’ the candidate to a favourable answer.

 

In the application form, candidates are able to reflect on skills that they had learned, understand them and how they can be used at Nestlé, whilst during the Situational Strengths Test they were put in situations reflecting some of the real challenges they will face, helping to gain greater clarity on whether they are a good fit with the business.

 

Overall the strengths-based video interviewing approach has produced very positive results for the company. There has been a cost saving of £41,000 and a great improvement in the likelihood of assessment centre success, resulting in 98% of the assessors believing that the people recruited in this way will be an asset to the business – and 96% of the assessment centre attendees said the process helped Nestlé stand out from their competitors!

 

Two further major benefits have been an improvement in social mobility, and also a large increase in female recruits for technical disciplines – up from 22% to 67%.

 

The session closed with a Q&A where some fascinating questions were raised by a live audience, answered articulately by the three hosts.

 

To find out more about how Nestlé have successfully incorporated this industry leading approach and to gain a greater insight in to strengths-based assessment and video interviewing, please get in touch, you are also able to request a copy of the webinar.

 

Please contact Capp on +44 (0) 2476 323 363, email capp@capp.co or contact Helen directly on helen.dovey@capp.co or link in at: uk.linkedin.com/in/helendovey

 

 

 

Share and Enjoy

  • LinkedIn
  • Facebook
  • Twitter
  • Delicious
  • Digg
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

A Battle of Wills – Strengths vs. Competencies

To find out why Nestlé prefer to use Capp’s strengths-based selection methodology, read pages 26-28 of the latest AGR Graduate Recruiter Magazine.

 

When it comes to selecting your selection methodology, the two main heavyweights in contention are competencies and strengths. While competencies have a reputation for being a tried-and-tested method that has been in use for a number of years, increasingly, a number of high profile organisations have ditched competencies in favour of a strengths-based approach. We asked a range of AGR members to explain their methodology of choice, and why their approach works for them…

 

Tom Banham, Nestlé Academy Recruitment Manager, shares his five reasons how Nestlé has benefitted from a strengths-based process… Read Pages 26-28

 

To find out how Capp can help you deliver results through strengths-based recruitment, contact Gurpal Minhas, Senior Business Psychologist, on +44 (0) 2476 323 363 or connect on LinkedIn: uk.linkedin.com/in/gurpalminhas

 

A strength is something that you do well and enjoy doing.
When using a strength, people feel authentic and energised as they deliver successful performance.

 

www.capp.co
Twitter
Capp LinkedIn 

Share and Enjoy

  • LinkedIn
  • Facebook
  • Twitter
  • Delicious
  • Digg
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS

Celebrating Capp’s Situational Strengths Test

Posted by: Caroline Mackinnon

 

 

Launched in 2012, we are celebrating the Situational Strengths Test (SST) one year on.

 

The SST is as an objective and reliable, high volume strengths-based sifting tool that has been taken tens of thousands of times by candidates for organisations in sectors such as the Emergency Services, FMCG, Retail and Professional Services.

 

 

We are proud of the SST for a number of reasons

 

First, the way it reliably and objectively assesses the strengths required for the role. Second, delivered through our secure and reliable technology platform, it never lets you down. Third, its unique and robust scoring mechanism ensures that you only select the best candidates.

 

But we are even more proud of the positive effect the SST has had on recruiters and candidates, helping organisations find the right people, and helping people find the right jobs.

 

We love data at Capp, and when it comes to the SST we are no different. We have been analysing our results consistently and some exciting findings have emerged.

 

 

Let’s start with recruiters


Why do they use the SST? Normally for one or both of two key reasons: they want to save time and money in an early screen and/or they want to better identify the talent in their high volume applications.

 

The SST consistently shows that the scenario for each strength differentiates between successful, unsuccessful and ‘to consider’ candidates – showing that it reliably and accurately sifts for talent, separating the best fit candidates for the role from the rest.

 

Using this super efficient tool, EY screened over 19,000 graduate applicants in 2012-13, taking only the very best-fit candidates through to the next stage.

 

“Being an online tool and providing applicants with an insight into the available role makes Capp’s Situation Strengths Test incredibly attractive and when combined with a strengths-based interview will help us identify the best graduates for the available opportunities.”

 

Stephen Isherwood, former Head of Graduate Recruitment UK and Ireland, Ernst & Young

 

 

Now for the candidates


Well we know that nearly 90% of candidates feel that the scenarios in the SST give a realistic insight into working life at an organisation.

 

Nearly two thirds feel it is more challenging than other SJTs and over 99% perceive the test as user friendly. We are pretty happy with those statistics, as are our clients!

 

We constantly make improvements and adjustments to the SST to stay ahead of the curve as thought leaders in the field of strengths assessment. We’re excited to see what next year holds and expect you are too.

 

 

To see a sample SST assessment click here

 

To find out more about how the Situational Strengths Test (SST) can help you find the right talent:

 

Call +44 (0) 2476 323 363

 

Email capp@cappeu.com

 

Or visit the Situational Strengths Test website

 

 

 

 

 

Share and Enjoy

  • LinkedIn
  • Facebook
  • Twitter
  • Delicious
  • Digg
  • StumbleUpon
  • Add to favorites
  • Email
  • RSS