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

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October 2019
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assessment centre

Insourcing – Power to in-house recruiters

Posted by: Nicky Garcea, Director, Capp

 

 

Last Friday, I had the fortunate experience of being a speaker at the Innovations in Recruitment event, hosted by The FIRM (The Forum for In-house Recruitment Managers) in Manchester.  This was my first experience of The Firm, who prides itself as a leading membership for in-house recruiters run by in-house recruiters (set up by Gary Franklin).

 

The striking appeal of this event is the practical nature of the presentations. This is a truly ‘recruiter enabling’ membership. It also provides recruiters with the space and time to benchmark and learn from fellow professionals.

 

Listening to the delegates and learning from the overall themes, it is clear that many recruiters are offering their businesses exceptional, innovative and client-led solutions.

 

My five top tips from the day are:

 

  • Take pride in insourcing – several of the delegates in the room highlighted that they had taken recruitment back in-house after poor retention rates were reached through recruiting via agencies and RPO solutions. Drivers for insourcing included the in-house recruiters’ ability to understand the business needs, knowing their stakeholders and being able to translate this into good attraction and selection practice. Businesses with newly insourced recruitment teams were reporting increases in quality of hire and improvements in retention.
  • Have a video identity!Barnaby Cook from Casual Films showcased the difference that hosting video on websites, YouTube and TV commercials had on application numbers and brand perception. Successful case studies showcased at the event included Teachfirst and SGOSS. One of my favourite parts of the day was the film on how to make a film.
  • Be an informed buyerLisa Scales from TribePad and her client Rebecca Palmer from Speedy provided an enlightening presentation for all recruiters considering purchasing an ATS system. Lisa and Rebecca offered delegates key pointers on how to select an ATS provider. Tips included knowing functional priorities, being clear on non-negotiable requirements seeking live demonstrations in a pitch and asking sales people to perform irregular tasks.
  • Manage your communitySerges Sergiou from SMRS highlighted that despite still being a minority activity, community management needs to become a priority for the informed recruiter. Serges’ tips to recruiters to ensure strong community management included: being a connector, having rules, knowing how to protect your herd, being multi-modal and always having something interesting to say.
  • Improve assessment quality – I presented on Capp’s work highlighting the importance of improving assessment quality to aid performance predictors. I demonstrated how strengths-based assessments implemented across adverts, facebook games, situational judgement tests, video screening, and assessment centres can have cumulative effect of improving: retention, brand perception, diversity and on the job performance.

 

It was an enlightening day to hear from so many passionate individuals and how in-house recruiters are reclaiming their power and demonstrating the difference their skills and expertise can bring to their business. This was my first experience of The Firm and I would urge any in-house recruiter not affiliated with them to sign up!

 

If you would like to see how strengths-based assessments can improve the quality and predictive nature of your recruitment process then contact me on nicky.garcea@cappeu.com or get in touch on www.linkedin.com/in/nickygarcea

 

 

 

 

 

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Why Do ‘Bespoke’ Assessment Centres Always Feel the Same?

Posted by: Jamie Betts

 

In this third blog introducing Capp’s Strengths Selector, Jamie Betts explores how the Strengths Assessment Centre, the fourth step of Strengths Selector, serves to differentiate the Assessment Centre experience for candidates, helping organisations identify and select the right talent

 

It’s perplexing. Assessment and development experts will all agree about the importance of bespoke assessment centres, which measure the unique behaviours required for success in a given role. And yet, as any graduate doing the assessment centres ’rounds’ will tell you, most assessment centres tend to feel the same.

 

One of the reasons for this homogeneity seems to be rooted in the weaknesses of the competency-based approach. For all the talk of organisations having unique cultures, the same 4 or 5 generic competencies are measured again and again: customer focus, collaboration/teamwork, results orientation, and planning/organising almost always crop up in one form or another.

 

And yet, despite the striking similarities between these assessment centres, design consultancies sell these competency-based assessment centres as entirely ‘bespoke’. This is not entirely untrue, since each assessment centre will often be designed from scratch.

 

But given how similar the assessment centres feel, and what they measure, it could also be regarded as intellectually dishonest.

 

This is just one reason why at Capp we have moved away from competency-based assessment centres, and instead are innovating in the field of strength-based assessment. Not only does strengths assessment allow for a greater range behaviours to be measured, it also provides a more natural and positive environment for candidates to express their natural behavioural preferences.

 

Strengths-based assessment helps break the cycle of overly similar assessment centres for volume and graduate recruitment/development, moving away from the tendency of measuring the same narrow range of core behaviours.

 

Not only is this good news for candidates, it’s great news for organisations looking to measure an individual’s true behavioural potential and to spot who has the talent to succeed.

 

Strengths Assessment Centres are the fourth step in Strengths Selector, Capp’s five step approach to strengths-based recruitment. Read more about Strengths Selector  and Strengths Assessment Centres here.

 

Jamie Betts is a Principal Consultant at Capp.

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