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

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May 2018
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Graduate Recruitment

Are apprentices the new graduates?

posted by: Amy Willocks, Consulting Psychologist, Capp

 

Capp attended the The AGR Development Conference on the 13th March and in a session chaired by Simon Reichwald (Director, Bright Futures) we got the rare opportunity to gain an insight into what makes the successful apprenticeships schemes currently running at PwC, IBM, HSBC and BT so successful. Throughout all four presentations there were some really strong themes emerging on the drivers, challenges and benefits of this new but rapidly growing talent market. For starters the number of apprentices recruited by all four of the organisations were not just growing, but doubling in number e.g. PwC are set to increase apprentice numbers from 60 to 120 this year and BT are looking to recruit 1000 more this year compared to only 250 graduates.

 

All four of the apprentice schemes were clearly driven by the fact that all the organisations recognised that university is not for everyone, especially with forever increasing university fees, so the apprentice scheme is a way to capture that talent rather than just letting it pass by. However, from the insights shared by all the speakers it is clear that the growth and continued investment in apprentice schemes is down to a lot more:

  • Performance – apprentices are keen and need challenge, BT have found apprentices offer better ROI.
  • Retention – For HSBC their current retention after the apprentice programme is 97% and BT’s retention rates of apprentices are 92% after 5 years, whereas they only retain 34% of graduates.
  • Impact apprentices have on the rest of business – whether it be increased opportunities for others e.g PwC junior managers having coaching and development responsibility of apprentices; or with BT the energy burst they bring through their questions and curiosity that spreads across the business.

 

The four speakers were also very frank about the common challenges faced when recruiting apprentices and the three key ones to watch out for are:

  • Communication, feedback and support is vital to make the scheme work – apprentices need that extra support to flourish in your organisation.
  • Identifying the right people for the apprentice scheme – you need to get the message out to that demographic through the right channels, with the right messages and above all that message needs to be incredibly sexy.
  • Rigorous assessment processes are required to identify the talent, but in assessing there is no need to place any focus on academics.
  • Metrics on social mobility – there is real interest in the collection of these and can provide you with something powerful you can shout about to promote your apprentice scheme

 

Conclusion:

Every organisation should have an apprentice scheme! Seriously though the case studies from these four organisations certainly sold this to be the case. Tap this talent and achieve the remarkable benefits discussed above, surely you would be silly not to?  For more information on how Capp can help with both graduate and apprentice schemes please contact me at amy.willcocks@capp.co  or alternatively call 02476 323 363.

 

Please also contact me to talk about Jobmi the new employability and recruitment platform from Capp, connecting young people and employers. www.jobmi.com

 

 

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Showcasing Jobmi at the AGR Student Recruitment Trade Show

Posted by: Alex Linley & Nicky Garcea

 

We are delighted to be delivering a showcase of the Jobmi platform at the Inaugural Association of Graduate Recruiters (AGR) Student Recruitment Trade Show today.

 

Attended by over 400 delegates from across student recruitment, we’ll be sharing:

 

  • How Jobmi works in connecting young people and recruiters through our suite of assessments that match candidates to roles
  • The student perspective on Jobmi and how it is helping young people find their best jobs
  • How clients are engaging with us to take the Jobmi platform further in delivering better outcomes for organisations and young people alike.

 

In our showcase, we’ll also be continuing to build support for the Jobmi Manifesto, which is our commitment to:

 

  1. Excite employers
  2. Energise schools, colleges and universities
  3. Engage young people
  4. Enable strengths
  5. Empower social mobility.

 

We hope to see you at the AGR Student Recruitment Trade Show.

 

If you can’t make it, please show your support for the Jobmi Manifesto here – https://www.jobmi.com/manifesto

 

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The Challenge of Youth Unemployment

Posted by: Alex Linley

 

John Longworth, Director General of the British Chambers of Commerce, has called on George Osborne to ensure that the 2014 budget focuses on youth unemployment. With the unemployment rate at 19.9% for 16-24 year olds, there is a lot that needs to be done.

 

That’s one in five of our young people who are out of work, missing the chance to realise their potential and develop their careers. In a developed economy such as ours in the UK, that is simply not good enough.

 

At Capp, we have taken our experience and expertise in early careers recruitment, our wide university and student connections, and our deep knowledge and capability in assessment and development. We have combined them to build Jobmi.

 

Jobmi is the employability and recruitment platform, aimed at 16-24 year olds, and providing them with routes to develop their employability and find jobs.

 

With National Apprenticeship Week next week, we will be taking the opportunity to launch the Jobmi Manifesto, setting out just what we and our partners are working together to achieve through Jobmi.

 

There’s a better way to deliver better outcomes for everybody involved in early careers recruitment. With Jobmi we’re going to show how this can be done.

 

Join Jobmi at www.jobmi.com.

 

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Introducing Jobmi – The Great New Employability and Recruitment Platform from Capp

Posted by: Alex Linley

 

Jobmi – www.jobmi.com – is the great new employability and recruitment platform from Capp.

 

Aimed at emerging talent and early careers, Jobmi helps young people to learn more about their skills and strengths, take assessments to build their employability, and complete employer assessments just once for consideration by lots of different employers.

 

At Capp, we’ve heard many of our graduate and early careers recruitment clients talk about how frustrated they are by the arbitrary screening criteria they have to introduce to manage candidate volumes.

 

These are things like UCAS points and applications only from specific universities, which allow recruiters to manage the applicant pool but create false barriers to social mobility.

 

Jobmi is our revolutionary solution to this problem. Jobmi removes the need for arbitrary screening criteria because Jobmi provides employers and recruiters with the data you need to make informed decisions.

 

With candidates completing employer assessments in advance at no cost to them, as an employer you have more data on a candidate - and the right data – than you have ever had available before.

 

Early client partners working with Jobmi include Barclays, Morrisons, Nestlé and NFU Mutual, with many more to be announced in the coming weeks.

 

Watch this space for further updates about developments on Jobmi, of which there will be many!

 

To become a Jobmi member yourself and claim your personalised Jobmi url before anybody else does, join us at www.jobmi.com

 

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It’s Trending: Graduate Recruitment is on the Rise

Posted By: Nicky Garcea and Gurpal Minhas
 
2014 started well for graduates when the High Fliers Research reported that we could expect a 9% rise in graduate recruitment equating to around 1,400 extra jobs.
 
As the BBC have reported today there is a consensus emerging that early career and graduate recruitment is on the rise, and can only be a good thing when last year’s statistics suggested that one in every ten graduates was unemployed.
 
Stephen Isherwood, CEO for the Association of Graduate Recruiters (AGR) reported at their AGM last Monday that employer members of the AGR were also reporting a significant rise in graduate recruitment in 2013 and this trend was predicted to continue well into 2014.
 
Stephen reported the following key trends from the survey:
 
• Graduate recruitment was up by 4.3% in 2013 and is expected to rise by 10.2% in 2014.
• Industries that were seeing the greatest rise in graduate vacancies include: IT/Telecom, Public Sector, Banking and Energy.
• London, South East and West Midlands are seeing the greatest growth in graduate vacancies.
• 50% of AGR members surveyed now have a school leaver programme and a further 15.4% expect to launch one in 2014.
• The number of applicants per vacancy varies between Graduates’s (85) and School Leavers (25).
 
The AGR data also echo’s the global graduate recruitment trends being reported out of the US from the Graduate Management Admissions Council (GMAC). GMAC’s annual poll of employers conducted in 2013, covers 211 employers at 185 companies in 33 countries worldwide.
 
GMAC have recently reported:
 
• More than three-quarters of employers that plan to hire business school graduates in 2014 expect to maintain or increase their hiring levels compared with 2013.
• 87% of employers plan to maintain (43%) or increase (43%) headcounts for new MBA hires.
• Salaries in 2014 expected to increase for Business Graduates; a majority of employers seeking to hire business school graduates in 2014 (between 51% and 58%) plan to increase annual base salary levels for new hires at or above the rate of inflation.
 
These international shoots of early career recruitment recovery are good news for the many school leavers and graduates seeking to be employed.
 
The challenge for many recruiters right now is how to identify and assess the most exemplar apprentice and graduates to ensure they recruit the highest calibre of applicants whilst attending into increased candidate numbers. Many of our graduate recruiter clients saw their applications double in 2013.
 
Capp’s recruitment solution ‘Strengths Selector’ successfully supported Barclays Investment Bank, EY, Morrisons, Microsoft and Nestlé recruit diverse and socially mobile early career talent in 2013 and into 2014. If you would like to know more about our work and view our case studies with these clients please contact us at nicky.garcea@capp.co Gurpal.minhas@capp.co or follow us on twitter @nickygarcea @gurpalminhas.

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2013: The Year of ‘I Love Strengths’

Posted by: Alex Linley, Director, Capp

 

With this final Capp blog of 2013, we wanted to thank you for your readership and support throughout the year and also take the opportunity to look back over an exceptional 12 months.

 

As we reflect on 2013, it’s very clear that this really was the year of ‘I Love Strengths’. Here’s why:

 

1. We launched the ‘I Love Strengths’ campaign through our sponsorship of the AGR Annual Conference, where Nicky Garcea of Capp and Charlotte Hart of Barclays brought the house down with their presentation on strengths-based recruitment.

 

2. We started tremors that are still reverberating through the world of HR when Nicky Garcea of Capp and Fiona Miller of Nestlé presented at the CIPD Recruitment Conference.

 

3. We gave in house recruiters lots of food for thought when Nicky Garcea of Capp inspired the audience with her presentation on strengths-based recruitment at The FIRM Winter Conference.

 

Throughout all of this, the Capp team has continued to expand, our client base has continued to grow, and our reach and positive impact on the world – as measured by our PR coverage and client feedback – has also extended. Thank you for the part you have played in enabling our continued success.

 

With the festive season upon us, we also turn our attention to how we can support those less fortunate than ourselves. As well as a lot of activity we have undertaken to support local charities, we are again supporting Birmingham Children’s Hospital by being a Super Santa. To this end, we will donate all proceeds from Realise2 sales on Christmas Eve to the BCH Super Santa appeal. We’ll let you know the results in January!

 

We look forward with excitement to 2014 and what it may hold. In closing, may I take this opportunity on behalf of everyone at Capp to wish you all a very peaceful festive period and a prosperous and fulfilling New Year.

 

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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
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Innovations in Graduate Recruitment at The FIRM’s Winter Conference

Posted by: Gurpal Minhas, Senior Business Psychologist, Capp

 

Capp at The FIRM's Winter Conference 2013

 

Last Friday (15th November), the Capp team attended and presented at The FIRM’s Winter Conference 2013. As proud gold sponsors, it was a joy to be part of an event that drives such thought provoking and inspirational conversation and knowledge sharing.

 

“An absolute buzz for me, it was a privilege to be there’’
Vernon Bryce, Director, Capp

 

The FIRM (Forum for In-house Recruitment Managers), is a network with over 6,300 members, it was setup as a platform for in-house recruitment managers to discuss best practice, hear innovations in the latest selection methodologies and how to source the best candidates. This in-turn enables recruitment managers to grow more efficiently, effectively and easily.

 

The fast-paced and engaging, multi-streamed day was introduced by Gary Franklin and Emma Mirrington. The opening session, hosted by Guardian Jobs, was a panel discussion exploring the definition of the future of employability; a current undergraduate student, a careers advisor (both from Leicester University) and a graduate recruiter (Mars Chocolate, UK) took to the stage. The discussion had a specific focus on:

  • The responsibility of Careers Services, Students and Employers in the development of ‘employment skills’ versus technical capability at university
  • The opportunity for students to differentiate themselves within an overpopulated workforce
  • The future of employability and the different approaches students are taking to showcase their ability.

Jutta Kremer, from Gartner, shared the role that technology plays in candidate care. Jutta showcased that across 20 recruiters they’ve selected over 1,500 employees with 35% coming via in-house through referrals.

 

Delegates also discussed different routes of reaching out to potential new candidates through LinkedIn, Twitter and Facebook breaking away from traditional job boards. Simon Hallard from Lloyds Banking Group shared his leading approach in relation to creating a direct sourcing model for their banking business.

 

After lunch, Nicky Garcea, Capp Director, delivered a lively interactive and engaging session to share the latest innovations in graduate recruitment; Nicky described how trusted Capp clients such as Nestlé, Barclays and EY have embedded strengths-based assessments throughout their graduate, intern and school leaver programmes.

 

Attendees were provided with a business case of taking a strengths-based approach to recruitment and put through their paces with a mock strengths-based interview (SBI), done in pairs. As interviews were conducted, the room erupted with energy and vigour – a real practical opportunity for delegates to understand the way in which an SBI works.

 

For more information on the conference, Nicky’s presentation slides or a demonstration of the interview, please contact gurpal.minhas@capp.co or alternatively call 02476 323 363.

 

 

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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 nicky.garcea@capp.co or uk.linkedin.com/in/nickygarcea

 

 

 

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Engaging graduates to recruit the best – an EY journey

Posted By: Alex Linley, Director, Capp and Nicky Garcea, Director, Capp
 

 

Ever wondered how you can differentiate yourself as graduate recruiter? Would you like to attract and retain the best early career talent? Then you should read our latest publication in this month’s Strategic HR Review, ‘Engaging graduates to recruit the best’.

 

This article explores how strengths-based recruitment is enabling graduate recruiters to engage, attract and select the best talent and draws on the example of major graduate recruiter, Ernst & Young, to show how strengths assessment can be used.

 

This article shows how the Capp Strengths-based Recruitment Methodology and the Situational Strengths Test engages candidates by providing them with a realistic job preview of the role. They help candidates to make informed decisions about their own fit. They help organisations to select the candidates who match their requirements more effectively from those who do not, delivering better outcomes for both parties.

 

If you would like to learn more about Ernst and Young’s journey, you can view the full article here.

 

If you would like to discuss the difference that our approach is making to the engagement, attraction and selection of earlier career talent, please contact Nicky Garcea at nicky.garcea@capp.co or connect on uk.linkedin.com/in/nickygarcea

 

 

 

 

 

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