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

December 2017
M T W T F S S
« Aug    
 123
45678910
11121314151617
18192021222324
25262728293031

Graduate Recruitment

EY Remove Academic Barriers to Application for Student Careers in Drive to Improve Social Mobility

Posted by: Alex Linley, Capp

 

We are delighted that EY have today opened their student recruitment process for 2015/16, with the headline-grabbing announcement that they have dropped academic screening criteria from their recruitment process. This has been made possible through our work with EY over the last 7 years, in which we have been able to demonstrate that strengths-based recruitment is better able to predict success in role than academic screening criteria such as degree class or UCAS points.

 

This announcement generated a lot of positive media coverage, including this from BBC News – http://www.bbc.co.uk/news/education-33759238

 

The intention of EY in making this change is to level the playing field in order to attract talent from across a more even and fair playing field, enabling opportunity for all and promoting social mobility as a result.

 

This is one of EY’s many demonstrations of commitment to social mobility under their Champion status of the Social Mobility Business Compact, of which Capp are also signatories. As part of the recruitment process, EY are also partnering with Capp and Jobmi to monitor social mobility in the most comprehensive way that has been attempted to date in student recruitment.

 

We look forward to further announcements, insights and results as this progresses.

Share and Enjoy

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

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.

 

 

 

 

Share and Enjoy

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

AGR Graduate Development Conference 2015

Posted by Emma Trenier

 

It was great to attend this year’s AGR Graduate Development conference yesterday and meet with graduate development professionals from a wide range of businesses. Representatives from Transport for London, Thomson Reuters, Morrisons, John Lewis, Fujitsu, and the Bank of England were there, amongst over 200 others, and it was great to hear about both best practice and challenges from these experienced development professionals.

 

Francesca Campalani (Senior HR and Brand Manager at Lloyds Banking Group) and I ran a session called ‘Test the Strength of your graduate development’ where we shared the graduate development journey that we are currently delivering in partnership.

 

Following the morning’s challenge by Marcus Orlovsky for organisations to take the risk of allowing greater complexity and less support, we discussed how LBG have built gaming principles into their programme- allowing for high challenge and opportunity, lots of freedom and fun, and the potential to win prizes.

 

We also shared why LBG now both recruit for and develop strengths rather than competencies for their early talent. The top reasons include a desire to differentiate themselves as an employer of choice, reduce the recruitment of company clones (!), and provide recognition to every new recruit.

 

Finally, we discussed the role of managers in developing early talent potential. With strong research evidence suggesting that strengths focused conversations lead to increased performance, we shared how we have engaged with line managers- through graduate led conversations, good communication, and supporting information and tools.  This engagement has led to 97% of managers having strengths conversations with their graduates and apprentices.

 

To view our presentation, please click here

 

To view a case study describing the Graduate and Apprentice Journey at Lloyds Banking Group, please click here

 

Share and Enjoy

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

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

Share and Enjoy

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

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.

 

Share and Enjoy

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

Bright Futures – Employability Conference Report 2014

Posted by: Alex Linley, Capp

 

I was privileged to be a keynote speaker for the Bright Futures Employability Conference, held at Aston Villa Football Club in November 2014.

 

Bright Futures have today released their Employability Conference Report 2014, which includes a summary of all the presentations and the panel feedback from the discussions.

 

You can get your free copy of the Bright Futures Employability Conference Report 2014 here – www.brightfutures.co.uk/student-voice-conf-report

 

The highlights include:

 

Overview of the Graduate Job Market – by Stephen Isherwood, Chief Executive of the Association of Graduate Recruiters

 

How to Lead, Starting with Myself – by Nigel Linacre, Co-Founder of LeadNow!

 

Employability or Professional Identity – by Francesca Campalani, Senior Emerging Talent Manager, Lloyds Banking Group

 

Top Networking Tips – by Raj Patel, Career Development Service, University of Leicester

 

And finally my presentation:

 

Signposts for Strengths and Success – by Alex Linley, CEO, Capp & Jobmi

 

I hope you find many things in the Bright Futures Employability Conference Report 2014, that will inspire you to bigger and better things in 2015!

 

For more information about Bright Futures and their Student Societies at universities across the country, see www.brightfutures.co.uk

 

Share and Enjoy

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

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.

 

 

Share and Enjoy

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

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

 

 

 

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

What Graduates Want – What is their 5 per Day?

Posted by: Vernon Bryce, Chief Commercial Officer, Capp.

 

Graduates are different, graduates are hungry, graduates know what they want. These are the many opinions floating around graduate recruitment and development.

 

In the AGR Student Development Conference (13 March 2014), research was presented to test out what exactly is the real data on what graduates want and need to engage their hearts, not just their brilliant minds. Also what is the smallest thing we can all do today to increase graduate engagement at work tomorrow?

 

Research shows 90% of grads feel they deserve their dream job, 80% want regular feedback from their managers, 70% want more ‘me time’ at work. There appears to be a lot of ‘me’ in the data, give me time, give me space, recognise and value me. So how does this compare with other generations of workers and indeed other Gen Y’s? The data shows less concern for customers, job security and reward than older generations, yet like Gen Y’s there are five big conditions to engage and retain them.

 

  • Recognition: more than other employees grads need very open regular feedback, being valued and very regularly is critical to them – or they will seek it elsewhere.
  • Reputation: they will work and engage with employers of high repute, more than other generations who needed / wanted job security, we have to prove our value to them.
  • Empowerment: this is about trusting grads to get on with important things – they will go the extra mile or ten for employers who give them large scope and long reach.
  • Communications: more than other employees they need more communications, they have a deep hunger to know what’s going on – so we need to feed this in specific ways.
  • Careers: it not the job they want it’s the ladder, and they want to see how older grads have really made good– like leaders who once were grads – learning from/working with them.

 

The opportunity is there for the taking, and as if to remind us what happens if we do not provide – there is a major drop, like a stone in grad engagement within a year or so of joining. Graduate engagement drops from typical highs of 70% or even 80% to lows of 50%-60% at best with all their other expectations performance and loyalty.

 

So what can be done? These opportunities are already nailed by many top grad recruiters. Whether by design, data or desirability, there are many great examples.

 

First, engage them early, pre-hire not post hire. Second, message your schemes high on regular recognition – show case studies of grads receiving internal awards from senior leaders, working with leaders, position the recognition your company is getting too, external awards for initiatives, innovation, growth, focussing on Talent for example. Third, give early responsibility, working on key senior high value projects imperative to the business yet match their strengths. Communicate within a social grad network so they learn and grow from others’ successes, so building a future social leaders network. Finally showcase extreme performance, positioning success and reputation of ex grad scheme employees.

 

These and the already many innovations in place we could all share are not just ‘good ideas’, they are practices that feed the few deep essentials that engage grad hearts and minds.

 

I you would like to discuss graduate recruitment and development further, please contact me directly on: Capp +44 (0) 2476 232 363 or Link In with me, send me an in-mail, and I’ll contact you: uk.linkedin.com/in/vernonbryce

 

Nicky Garcea, Chief Customer Officer, Capp and Vernon Bryce, Chief Commercial Officer, Capp presented ‘Engaging the Hearts and Minds of Graduates’ at the AGR Student Development Conference, 13 March 4014.

www.agr.org.uk

 

Share and Enjoy

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