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May 2018
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Jobmi

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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Understanding Social Mobility – Please Complete the Survey!

Posted by: Alex Linley, CEO, Capp

 

Here’s the background to our Understanding Social Mobility survey – now live at -

http://fd10.formdesk.com/capp/socialmobility

 

Social mobility has been and continues to be a hot topic in the media – and rightly so. Our perspective from strengths is that it should be our talent, capability and potential that defines us, not just where we have come from and what we have experienced.

 

Empowering social mobility is one of the five premises of the Jobmi Manifesto, and a key part of what we are aiming to achieve through Jobmi, the employability and recruitment platform.

 

Almost everything that is known about social mobility today is at the level of the group or social class. This isn’t surprising, since this is the level of analysis that is used to inform policy and government decisions – and this is why a lot of the research is conducted.

 

But this isn’t the whole picture – far from it.

 

As all of us will know, there are much more powerful and inspiring stories to be told about social mobility at the individual level. And yet – so much less is known and understood about individual social mobility.

 

This is where our research in support of the Jobmi Manifesto comes in.

 

We have designed the Understanding Social Mobility survey in order to explore social mobility at the level of the individual. This is the first stage in a major, ongoing project that aims to redefine what is known about individual social mobility and about how we empower social mobility for individual people.

 

Please lend your support by completing the Understanding Social Mobility survey. And if you really want to help, please encourage your friends and family to complete it as well. The survey is available here – http://fd10.formdesk.com/capp/socialmobility

 

 

We’re looking for a wide and diverse sample across a range of demographics, so the survey is open to anyone of any age (above 16 years) and from any background.

 

As a thank you, there is a prize draw with a first prize of tickets for two people for the Eurostar to Paris, and two further prizes of £100 in shopping vouchers.

 

Thank you for helping us in understanding social mobility, and especially the drivers of social mobility at the individual level. Please complete the survey at http://fd10.formdesk.com/capp/socialmobility

 

 

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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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Capp launch the Jobmi Manifesto

 

We are proud to launch the Jobmi Manifesto today, on the opening day of National Apprenticeship Week and National Careers Week.
 

Jobmi is the employability and recruitment platform from Capp. It connects young people and employers. Young people are matched to the company’s success criteria using a range of Jobmi assessments that are free to access. Employers find candidates who are pre-screened and pre-qualified, and a fit for their culture, role and future.
 

Through the Jobmi Manifesto, we are building a stakeholder coalition to improve job prospects and recruitment practices for young people.
 

In the Jobmi Manifesto, you will see how we are working to:
 

Excite employers
Energise schools, colleges and universities
Engage young people
Enable strengths
Empower social mobility

 

Show your support for the Jobmi Manifesto here.

If you really want to help, please forward this to your colleagues and friends who want to support young people and early careers.
 

Together we will make a difference to the employability and recruitment prospects of young people.
 

Thank you
 

Capp
 

www.capp.co/

www.jobmi.com

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