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

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May 2018
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AGR

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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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.

 

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Using Strengths to Recruit Talent on The Market Street: The Morrisons Journey

Posted by: Reena Jamnadas, Consulting Psychologist, Capp

 

 

In the current issue of The Graduate Recruiter, Carla Murray, Graduate Resourcing Manager at Morrisons wrote an article describing how in two years, Morrisons have gone from having minimal graduate presence to making it to The Times Top 100 Graduate Employers List  (if you missed the article, you can find it here - please note that the copyright is owned by AGR).

 

Capp have had the privilege of working closely with Morrisons to implement a strengths-based approach across their selection process, which has included a redesign of the sifting, interviewing and assessment methodology in 2013/14, resulting in a robust and consistent approach now being used across all of Morrisons’ 12 core business areas.

 

One of the most exciting shifts that Morrisons have made is to attract and recruit high performing graduates on the basis of their strengths. This includes an assessment of performance and energy/motivation for each of the strengths that candidates would need to use in order to deliver high performance as a Morrisons graduate.

 

So how exactly have we done this? Capp worked with Morrisons to deliver the following:

 

1. Strengths-based Campus Activities: Themed ‘The Market Street’, we designed innovative campus games for graduates through strengths cards enabling graduates to identify their strengths and how they might be useful across various business areas at Morrisons. It also featured an exercise enabling graduates to build their resilience in the face of setbacks, through identifying and using their strengths.

 

The aim of this was to create a differentiated, more individualised candidate attraction experience, enabling the Morrisons brand to stand out on campus. Research with previous clients show that 75% of candidates enjoyed the strengths-based process more than other recruitment processes, starting with strengths-based attraction.

 

2. Situational Strengths Test (SST): The SST is an online high volume strengths-based sifting tool that objectively and reliably assesses the strengths required for graduates at Morrisons. It presents candidates with typical scenarios that they would encounter as a Morrisons graduate and assesses how they would respond, enabling Morrisons to save time and resources by sifting only the highest quality candidates.

 

Morrisons have loved using the SST because it provides an early assessment of motivation and organisational fit, and also gives candidates a realistic job preview helping to encourage self-selection. We know that nearly 90% of candidates of previous clients also feel that the scenarios in an SST give a realistic insight into working life at an organisation. Nearly two thirds feel it is more challenging than other Situational Judgement Tests, and over 99% perceive the test as user friendly.

 

3. Strengths-based Video Interviews: Capp’s strengths-based interviews assess a candidate’s energy and motivation, as well their performance, resulting in the sifting of candidates that are likely to be highly engaged and productive at Morrisons if recruited. Through our partnership with Sonru, an asynchronous video-interviewing supplier, we designed a series of video interviews per business area for Morrisons to further screen candidates on the basis of their strengths.

 

Strengths-based video interviewing has provided Morrisons with a perfect platform for assessors to identify subtle emotional clues and body language, indicative of energy/motivation, which is reduced in a telephone interview. As well as this, Capp’s strengths-based interviews do not include probing questions that we often see in a competency interview. The strengths/video combination is therefore more naturally suited when used asynchronously. The beauty of strengths-based video interviewing is that candidates and assessors can conduct the interview at the time that suits them (within a stipulated time period).

 

4. Strengths-based Assessment Centre Interview: Capp designed a face-to-face strengths based interview for Morrisons to use at the final stage of the Assessment Centre.

 

One of the key benefits of strengths-based interviews is clear candidate differentiation of who has the strengths to succeed in the role and who doesn’t. Previous client research showed that 74% of assessors judged the strengths-based interview to better distinguish between low, average and high performers.

 

As well as strengths-based interviews being described as more enjoyable by both assessors and candidates, strengths-based interviews also elicit more honest candidate responses, delivering better assessment practice and improved selection decisions – 72% of interviewers judged the strengths-based interview to elicit less-rehearsed responses than other interview styles.

 

We simply cannot wait to see the results of Morrisons’ strengths-based graduate recruitment process this year! If you would like to keep up with ‘The Market Street’ and speak to Capp about using strengths-based assessment in your organisation, please contact me at reena.jamnadas@capp.co and uk.linkedin.com/in/reenajamnadas or call Capp on +44 (0)2476 323 363

 

 

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Are You Doing the Same Thing and Expecting a Different Result?

Posted by: Celine Floyd, Managing Psychologist, Capp

 

‘Insanity is doing the same thing again and again, and expecting a different result’: Albert Einstein

 

What do you think of Einstein’s quote? What elements of your work does it make you reflect on, or rethink? Are you and your team victims of this insanity he describes?

 

We heard this quote at the AGR conference last week, and for one reason or another it stuck with the team here at Capp. Indeed, we felt that forward thinking, innovation and, in a sense, boldness, were themes running through the whole 2 days of the AGR Conference. We wondered what the world of graduate recruitment would look like through this lens.

 

The essence is that recruiters may be experiencing common recruitment challenges: an undifferentiated attraction pool and brand, difficulty identifying high performing candidates, high drop-out rates before or upon offer, disengaged assessors and interviewers, and the appointment of satisfactory, but not exemplary, graduates.

 

Even so, rather than experimenting with changes to the end-to-end process, we look to find the rationale in the economy, the graduates themselves, or another part of the business.

 

The motivational speaker at the end of the AGR left a powerful take away message: those who feel in control of, and accountable, for their life are happier. Again, can we extend this to recruitment? What stops you from changing things?

 

We understand the constraints: budget, historic processes that the business is not keen to change, difficult stakeholders, fear. To quote the motivational speaker again, what would happen if you stopped saying ‘I wish’?

 

We work with clients who have had realised the madness of this. What they are using at the moment isn’t working, and things need to change.

 

At Capp we also apply this thinking to ourselves – always questioning what we have done and why and not being afraid to change. We hope you get the chance this summer with colleagues and peers to do the same.

 

 

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AGR Conference 2013: Capp and Barclays Strengths-based Recruitment

Posted by: Celine Floyd, Managing Psychologist, Capp

 

As described in our latest blog, the Capp team were very excited to have attended the AGR Conference this week. We were especially pleased and proud to be able to present with Barclays on our 3-year partnership together.

 

Nicky Garcea, Director at Capp, and Charlotte Hart, Head of Infrastructure Recruitment EMEA at Barclays, delivered two interactive sessions on the first day of the conference, to full capacity audiences each time.

 

Nicky and Charlotte described:

 

  • Why Barclays integrated strengths-based assessments into their graduate selection processes
  • Why and how ‘strengths’ is now being rolled out across the business and regions
  • The differences and similarities between competencies and strengths
  • Tips for using strengths-based graduate assessment
  • Evaluation data including that 67% of candidates had a more positive view of the Barclays brand as a result of strengths.

 

Attendees were then put through their paces with a mock strengths-based interview, done in pairs. As you can imagine this created a real buzz in the room and many people told us it was great to see the strengths-based interview in action!

 

If you would like to see the slides from our session and hear more, please email Celine.Floyd@cappeu.com or Nicky.Garcea@cappeu.com – and if you would like to experience a strengths-based interview for yourself then please let us know!

 

We won’t be too challenging, we promise…

 

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‘Graduate Success: The HEAR and Now’ – A Capp Reflection

Posted by: Celine Floyd, Managing Psychologist, Capp

 

The AGR, in collaboration with the AGCAS, and BIS, published last week a summary of their recent research on the Higher Education Achievement Report (HEAR) and supporting social mobility in graduate recruitment. In today’s blog, we reflect on the findings of this report and share Capp’s insights and thinking on some of the key points raised.

 

Social mobility has been on our clients’ agenda for some time, and we have seen for ourselves that whilst ‘social mobility [is] on everyone’s radar, many [do] not know how to tackle it’.

 

At Capp, we empathise with our clients’ challenge of sifting high volume applications, and understand the attraction and efficiency of selecting on the basis of University degree classification, and even university itself. However, our mission is to encourage alternative methodologies.

 

As pioneers in strengths-based assessment, our vision is to help organisations assess and identify those graduates that are the right fit – on both a competence level, but also in relation to their energy and motivation level.

 

To do this effectively, but in a quick and resource-friendly way, is a challenge – and one Ernst & Young, and Nestle, use our Situational Strengths Test, to solve.

 

In line with our drive for data here at Capp, we are collecting social mobility data  for our graduate recruitment clients as we speak. Our data gathering is in line with government recommendations, and our hope is to explicitly use this data to inform attraction campaigns in the future. The AGR report was a fascinating lens on our attraction work, and indeed our work with University Careers Services.

 

To read that ‘Many graduates leave higher education with few clear career ideas, [and] lack awareness of the wider job market and how to access it’ really resonated with us.

 

We have supported our clients to have a presence on campus, and for this presence to be of a generous, and giving nature. By this, we don’t mean free pens and paperweights – we mean real, meaningful, and life lasting giveaways.

 

Helping students to understand their strengths, and then what this means for their career choice, we see as a powerful win-win situation. Candidates learn more about which industries and organisations suit them, and organisations encourage applications that are genuine and thought-through.

 

It was a pleasure to read the summary report, and we thank the AGR, AGCAS, and BIS for their research and dissemination of findings. Economic climate, university fees, unemployment, Generation Z and the digital age all conspire to make the industry of graduate recruitment the most challenging we have ever seen, but also the most exciting.

 

We feel privileged to be able to support our clients, including Nestle, Ernst & Young, Barclays Wealth and Morrisons, to help all students, including the disadvantaged, reach their full potential through deploying their strengths to deliver results for their organisations. We look forward to what we can all achieve together.

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