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

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November 2017
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Apprentices

BBC News – Elite firms ‘exclude bright working class’

Posted by: Alex Linley

 

Today’s BBC News article - http://www.bbc.co.uk/news/education-33109052 – simply serves to confirm what we have known at Capp and been working to address for a long time – that many recruitment processes are unfairly discriminating against candidates from diverse social backgrounds, simply by virtue of how these recruitment processes are designed.

 

My presentation to the Association of Graduate Recruiters Student Recruitment Trade Show in January this year showed exactly how. In reality, it’s pretty simple to introduce systematic bias into your recruitment process, even when you don’t mean to – just by using arbitrary screening criteria.

 

These arbitrary screening criteria include things like requiring a certain number of UCAS points (e.g., 300 UCAS points), a certain degree class (e.g., 2.1 or above), or attendance at a certain university (e.g., a Russell Group university).

 

In some recruitment processes, if you fall down on any of these criteria, you’re automatically screened out. This is how talent is wasted and opportunities are missed.

 

Capp are proud signatories of the Social Mobility Business Compact, set up by the previous coalition government to promote social mobility in organisations. For years we have been working to address precisely these issues. The way we do this is pretty simple: Data and analytics.

 

Traditional recruitment processes introduced arbitrary screening criteria as a way of managing recruitment volumes. That is entirely understandable, if not entirely defensible in the modern day. With what we know now about assessment, and with insights from assessment data and analytics, there is no need for organisations to rely on arbitrary screening to manage candidate volumes any more.

 

Instead, organisations should embrace social mobility and discover hidden talent through assessing what really matters in the people they recruit, rather than depending on arbitrary information about the person’s background to date. As Capp defines it, social mobility is where your background doesn’t define your future opportunities. You do.

 

Working with Nestlé and using our platform Jobmi, the job matching place, we were able to remove the traditional screening criteria and use a comprehensive assessment suite that measured candidates’ fit with Nestlé as an organisation, their match with the role, their potential and future capability. The results? Of their 2015 hiring intake, Nestlé found that 21% of their candidates would not even have passed their previous screening criteria.

 

That’s right, 1 in 5 people of those who were actually hired would have been missed under the previous recruitment process. This is the peril of depending on arbitrary selection criteria, but also the opportunity of moving to embrace assessment by data and analytics insights.

 

Further, Nestlé gave every single applicant to them a second opportunity if they were unsuccessful, by signing up to Decline to Jobmi – http://www.capp.co/decline-to-jobmi . Decline to Jobmi invites every candidate who isn’t a match for your organisation to join Jobmi, the job matching place, where they have new opportunities to be matched to their perfect job.

 

Nestlé candidates loved this, and thought it spoke volumes about Nestlé’s commitment to social mobility and corporate social responsibility.

 

Congratulations to BBC News for highlighting a longstanding and insidious challenge to the opportunities of talented people from all walks of life. The good news is that innovative and forward-thinking organisations are already doing things differently to solve this problem and find hidden talent.

 

 

 

 

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The Four Secrets of Making an Impact

Posted By:  Reena Jamnadas

 

As we are partnering with Lloyds Banking Group to deliver their Graduate and Apprentice Development Journeys, we recently ran a session with 40 incredible apprentices about how to create an amazing personal impact.

 

The apprentices enjoyed the four secrets to making an impact- here’s a snapshot of what we shared:

 

Creating a positive impression can be the difference between starting a relationship on the right foot or the wrong foot. This is never truer than in the workplace. Whether you’re the CEO or a new member of a team, it’s as the saying goes: ‘People will forget what you said, people will forget what you did, but people will never forget how you made them feel’

 

What do you want to be known for? What impression do you want to leave on others? How can you create a lasting impression on the people that you work with?

 

Secret 1: It’s not just what you say, it’s how you say it

Have you ever met someone for the first time, and although they said ‘Great to meet you’, their body language didn’t quite match up? When you speak to others, it’s important that you are authentic and confident in the way that you come across. This might be in the way that you give a genuine smile, give a firm handshake, or have strong eye-contact.

 

Action: Think about what you would say if you had 60 seconds with a senior colleague in a lift who asked you what you most enjoy about your work.

 

Secret 2: Deliver quick wins

Quick wins allow you to show others what you can do – a small action that makes a big difference and helps you to stand out. Think about how you can make somebody else’s job easier. You can deliver a quick win by thinking about what you can improve, fix, or resolve quickly.

 

Action: What immediate opportunity do you have to volunteer for something? Think about who you will approach and how you can help.

 

Secret 3: Build your network

Knowing who you have in your network can help you identify people that can help you achieve your goals. Write down people you can go to for support, knowledge, to make connections in or outside of school – it may be colleagues, teachers, relatives, or friends. Remember, it’s important to practice giving as well as taking from people you know.

 

Action: Draw a map of people in your network. Write down how you can strengthen these connections through ways such as offering your help, connecting on LinkedIn, or sharing knowledge.

 

Secret 4: Excel at being a learner

Successful people never stop taking their growth seriously. This is a perfect time in your life to think about new talents or knowledge that you want to gain – think about what new things you need to learn to help reach your goals. Which sources of information will help you? Who can you approach?

 

Action: Brainstorm a ‘wish list’ of what you would like to learn over the next three months. Create an action plan of how you will make it happen: sources of information, people to approach, resources you need.

 

Which of these secrets will you apply today or share with an apprentice you work with?  

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Jobmi Partners with Lloyds Banking Group and The Telegraph for The 2015 Employability Survey

Posted by: Alex Linley, Capp

 

We’re delighted to announce that Jobmi has partnered with Lloyds Banking Group and The Telegraph to launch The 2015 Employability Survey, as featured on page W12 of the Education section in Telegraph Weekend.

 

Jobmi worked with Lloyds and The Telegraph to design the survey questions that will be presented to thousands of young people, parents and teachers over the coming months.

 

The survey includes questions about perceptions of current careers advice, what would be most helpful in careers advice, the role of strengths in careers, and how young people make career decisions today.

 

The results will be shared with all respondents, as well as being published in The Telegraph when analysis is complete.

 

Take part in The 2015 Employability Survey at www.telegraph.co.uk/discoverwhatmatters

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Capp Become Signatories of the Social Mobility Business Compact

Posted by: Alex Linley, Capp

 

I am delighted to announce that in December Capp became signatories of the Social Mobility Business Compact -  https://www.gov.uk/government/news/uk-employers-set-a-new-benchmark-for-social-mobility

 

Social mobility and equality of opportunity is at the heart of our work in strengths-based recruitment and through the Jobmi platform. This is evidenced by the successes we have achieved in delivering improved recruitment outcomes for gender balance, ethnic balance, and balance of social background across a wide range of our clients across a wide range of industries and sectors.

 

With Jobmi, we set out to level the playing field of social mobility by enabling candidates to be assessed on the data about their fit to the role, rather than otherwise largely arbitrary screening criteria about the number of UCAS points a person has, or the degree classification they might have achieved.

 

In supporting the Social Mobility Business Compact, we are publicly stating our commitment to improve social mobility and equality of opportunity, of course through our own recruitment practices, where this is a given, but also through the work we do with many of our clients to achieve these same aims.

 

Longstanding Capp client EY is a Social Mobility Business Compact Champion, and having delivered strengths-based graduate recruitment for EY for the last 7 years, we are delighted to be extending our work with them to improve outcomes in social mobility through their recruitment processes as well.

 

The biggest challenge faced by every Head of Recruitment in changing their recruitment practices to improve social mobility and equality of opportunity is doing so in a pragmatic and practical way that continues to ensure quality of hire, is efficient and affordable, and is defensible across all stakeholder groups.

 

With Jobmi we have achieved this.

 

We look forward to transforming the social mobility landscape through improving equality of access and opportunity for people from all backgrounds and walks of life. We are doing this through harnessing the power of assessment insights, predictive data analytics and Internet platform network effects, all of which we combine within Jobmi.

 

Practical and pragmatic approaches to transforming social mobility through recruitment are now here.

 

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Capp Partner with the Telegraph on Apprenticeships App

Posted by: Alex Linley, Capp

 

We are delighted to announce another element of our ongoing partnership with the Telegraph.

 

Through our Jobmi employability and recruitment platform (www.jobmi.com), Capp are providing the Strengths Questionnaire that is delivered as part of the Telegraph Apprenticeships App, supporting young people to discover their strengths and explore apprenticeships throughout England.

 

Read more about the Telegraph Apprenticeships App here – http://www.telegraph.co.uk/education/further-education/11225353/Telegraph-Apprenticeship-App.html

 

The App is available for free on iPhone and Android.

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Reflections from the Bright Futures Employability Conference

Posted by: Rachel Roberts, Capp

 

Last week I had the pleasure of attending the Bright Futures Employability event in Birmingham, which featured employers, students and school pupils all sharing ideas on the theme of youth employability. There were some fantastic speakers, including Francesca Campalani from Lloyds Banking Group who gave a passionate talk sharing her vision for employability and how this has changed over the years. Another of the keynote speakers was Capp’s CEO, Alex Linley, whose talk explored strengths and the vital importance of knowing and deploying your strengths to full effect. In the world of modern recruitment it has never been so important to have solid self-awareness , so that when young people are applying for roles they can share their strengths in a confident and passionate manner.

 

One of the other main themes I took from the event was about technology and innovation, as we see the rise of fresh approaches in the recruitment space, including the move to video interviewing by a number of large organisations. To really maximise the use of new technology when moving through the recruitment process, we heard a lot about the importance of self-awareness in young people. Knowing their strengths and skills means that young people are able to be more effective and confident when showcasing themselves. This will undoubtedly lead to them having a higher degree of employability and enable them to get the best role possible.

 

Bright Futures has committees across the UK and in over 60 universities their members are currently using the Jobmi platform (www.jobmi.com) to identify and understand their strengths, as a result of the partnership between Bright Futures and Capp. Jobmi is Capp’s free to use employability platform that acts as a career companion by offering free assessments which identify strengths and give feedback on how best to deploy those strengths both when searching for positions and in role. By really harnessing their strengths and skills, young people can really improve their employability factor and find the right role in the right organisation. This is what it is really all about in the end; getting the job that fits you and finding an organisation that reflects your own values. The Bright Futures event gave people lots of help and guidance on how they can and should do this.

 

 

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Advice to parents of school leavers – top 4 tips

Posted by: Emma Trenier, Senior Psychologist, Capp.

 

 

 

Every Saturday I love to read The Inventory in the FT Weekend. In twenty questions (the same each week), experts in their field are asked about their lives and careers, including whether they had a mentor, whether ambition or talent matters more and whether they consider their carbon footprint. The question I love the most though is:

 

If your 20 year old self could see you now, what would they think?

 

Apart from writer P.J O’Rourke who said he wouldn’t even notice himself, almost every other interviewee has said that their younger self would be pleased to see that they had taken risks, followed their dreams and fought to succeed against the odds.

 

So, parents, whilst we rush around helping our young people to master the basics of workplace etiquette and summer job politics, we must not lose sight of our broader role – to help them take risks and dream big dreams.

 

To start with,

  1. Coach them, don’t instruct them. Build their confidence and motivation by helping them work out what they want to do and why. Help them imagine the benefits they will get if they go for it.
  2. Open their horizons. Help set up experiences, e.g., watching movies, visiting friend’s workplaces or reaching out to potential mentors, that will inspire them to believe they can achieve great things.  
  3. Focus on their strengths. Help them courageously follow a route that plays to their strengths- their areas of greatest potential (They can take a free Strengths Test on Jobmi which will give them some great insight).
  4. Build their resilience. I love the ‘Worth it Guide’ booklet (free to download) designed by young people to help others find their flow, focus on the positive and build their confidence.

 

And, finally, why not ask them,

 

If your 20 year old self could see you now, what would they say you should do?

 

If you’re helping your child, or advising friends who have children this A Level Results Day, two essential places to check are: The Telegraph Clearing Hub http://clearing.telegraph.co.uk/, and UCAS, who offer telephone support for school leavers and parents on 0371 468 0468, and for latest news and updates see their website http://www.ucas.com/ 

 

For more information on Jobmi and strengths development please call Capp on +44(0)2476 323 363 or connect with me, Emma Trenier, on LinkedIn

 

 

 

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Resilience – the positive attitude you need in overcoming obstacles

Posted by: Nick Hayter, Senior Psychologist, Capp.

 

 

A Level results day… a nervous wait then if you are a school leaver in the build up to a dizzying mix of emotions related to your UCAS points: meeting offers; missing offers; considering differed placements; considering adjustments to courses; or, reconsidering further education entirely.

 

Your A Level results are a milestone, greeted with either gratification and celebration or, a day that knocks your confidence and tests your resolve to quickly respond. If you miss the grades required to secure your first choice subject or degree, it’s important to remember that setbacks happen to everyone. Resilience helps you to stay calm, recover quickly and proactively seek alternatives. Since, this is unlikely to be your first (or last) situation when you’re expected to cope with adversity, it’s helpful to know that lots of characteristics define resilience.

 

Resilient people tend to have a blend of self-belief, energy and positive outlook. But, you are just as likely to draw on things unique to you in order to cope with tough times – for example, your sense of humour or setting clear goals.

 

Resilience is not fixed – this means that your levels of resilience can fall if you’re feeling drained, stressed or not looking after yourself. Equally, there are lots of ways that you can increase or top-up your levels of resilience. One tip, is to learn from resilient role models. You don’t need to know anyone famous, your resilient role models can be your friends or family members. Learn what helps them to recover from setbacks – that way, you might be able to cope better in a difficult situation, by asking yourself, “What would they do?”

 

If you would like to learn more about your strengths, www.Jobmi.com offers FREE assessments to help you find out and learn more about yourself, empowering you to find the right career.

 

If you need support and you’re looking for courses through Clearing, The Telegraph Clearing Hub has been set up to support you http://clearing.telegraph.co.uk/, and UCAS offer telephone support for school leavers and parents on 0371 468 0468, or see their website http://www.ucas.com/ 

 

For further information about Strengths and the work Capp do to help organisations with their school leaver, apprenticeship and diversity needs, please contact Capp on +44 (0)2476 323 363, or connect with me, Nick Hayter via LinkedIn - and good luck if you are waiting for your results.

 

 

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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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Telegraph UK STEM Awards 2014

Posted by: Nick Hayter,  Senior Psychologist, Capp

Source: Telegraph. Winner Holly Bishop (centre) with her trophy and judges Richard Gray and Rachel Riley

 

On Monday 9 June, I had the fortunate opportunity to attend the inaugural UK STEM Awards at the Royal Institute of British Architects (RIBA). The Telegraph, in partnership with Babcock International Group hosted an excellent ceremony which celebrated the talent of our young and aspiring scientists, technologists, engineers and mathematicians (STEM). Launched in March, the initiative invited students to submit their ideas for tackling real-life challenges, on the condition that entries were feasible, original and beneficial to society.

 

Video presentations summarised the winning ideas in five categories, each sponsored by a prestigious employer in the industry: Pharmaceuticals, GlaxoSmithKline; Automotive, McLaren Group; Environment, Semta; Construction, Atkins; Defence, BAE Systems. The overall winner was Holly Bishop, studying at Plymouth University, for her concept of a medication reminder bracelet with a light and vibration reminder that is only deactivated by scanning the medication box, thus ensuring the medication is taken. Holly’s prize was a cheque for £25,000, as well as a bespoke mentoring programme from a senior engineer at Babcock (an amazing opportunity for self-development and career planning).

 

We were also treated to speakers from government, academia and the sponsor businesses; all were unequivocal in their passion for STEM-related studies, reminding us how crucial these subjects are in the design and production of literally everything we interact with on a daily basis.

 

In summary, the awards ceremony opened up my eyes to three main things:

 

First, it showed me how important it is to position and celebrate the sciences in schools and colleges. (Maths homework will seem a lot more worthwhile, if you know the benefits it can bring to you and society.)

Second, it confirmed that technology and engineering companies need to continue their efforts in creating roles that inspire current and future STEM-students – otherwise mass migration towards other professions will continue.

Third, I couldn’t help but think how Jobmi can benefit the students and employers that I saw at the awards, by helping to identify young people with a passion for sciences and match them to the right employers. It encourages me to know that the eventual outcome of this, enables our future scientists and engineers to improve the way we all go about our daily lives.

 

The UK STEM Awards for 2015 is already in planning – I am really looking forward to seeing the new challenges that students will take on, and hope I can attend the awards next year too! To read about the awards, see here. 

 

For further information on how Capp can help your organisation find the right talent, please call Nick Hayter on Tel +44 (0) 2476 323 363 , email nick.hayter@capp.co or Link in with me here.

 

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