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

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May 2018
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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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Strengths and Diversity

Posted by: Gurpal Minhas, Consulting Psychologist, Capp

 

It’s well known that the outcome of a successful selection process is closely related to having a robust, valid and fair assessment methodology. If this is the case, the organisation should have a representative and diverse workforce. But it’s not always guaranteed.

 

We often see recruiters reflecting at the end of an assessment process about the range and diversity of candidates that they have seen and selected during an assessment process. For most, the results are satisfactory but there is always an innate drive to improve on specific demographics.

 

For example, many clients we speak to wish to increase the number of BAME candidates applying for their roles. Alternatively, within the Pharma and Engineering industries, we have seen a push to increase the number of female candidates in specific graduate streams.

 

Over the past eight years we have gathered data on the ways in which a strengths-based approach to recruitment and assessment ensure a diverse range of applicants and recruits. Here are some of our findings:

  • Improves social mobility; when organisations take a strengths-based assessment approach, we can help ensure that candidates from socially and demographically diverse backgrounds are not disadvantaged on the basis of not having had past employment or access to fewer extra-curricular activities.
  • Our strengths-based interviews enable assessors to ask a broader range of questions that don’t just rely on work or education-based examples.
  • Improves gender balance; Nestlé’s female graduate intake for their technical functions grew from 22% to 57% using our strengths-based assessment approach.
  • Demonstrates no adverse impact; our strengths-based recruitment processes do not disadvantage applicants from either gender, with almost identical proportions of male and female candidates selected after the strengths-based interview proceeding to assessment centres.
  • Ensures fairness from a gender perspective; our Realise2 data suggests that there are no significant differences between the strengths of males and females. This demonstrates that organisations aren’t focusing on certain strengths that are stereotypically preferred by male or female candidates.

 

To learn more about how strengths can improve the diversity of your applicants please contact Gurpal Minhas Gurpal.minhas@cappeu.com

 

 

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Nicky Garcea (Capp) and Fiona Miller (Nestle) co-present Strengths-based Recruitment at CIPD Recruitment Conference

Posted by: Celine Floyd, Managing Psychologist, Capp

 

This week, we attended and presented at the CIPD Recruitment Conference 2013, in London. On the hottest day of the year so far, it was a pleasure to see so many of our industry peers networking, debating and sharing experience and ideas.

 

Nicky Garcea, Capp Director, presented with Fiona Miller, Talent and Resourcing Specialist at Nestlé. We have worked with Fiona, and the Nestlé team for over a year now, implementing end-to-end strengths based assessment for their graduate and intern intakes. It was a pleasure to co-present on the transformational journey Nestlé have made, and continue to make, in pursuit of more effective and impactful attraction, selection and on-boarding.

 

Nicky and Fiona talked through the drivers behind the move to strengths-based recruitment, the strengths-based assessments used, the evaluation data from Year 1, the challenges and learning, and plans for 2013.

 

The session was well attended, and we had some insightful questions from the audience around the hot topics of diversity and social mobility, as captured in this Recruiter article.

 

We will be commenting further on these hot topics over the next few weeks.

 

We thank attendees for throwing their energy behind our interactive exercise and hope that everyone enjoyed it, and maybe learnt something about their own strengths!

 

If you have any questions about our presentation, the Nestlé partnership or strengths-based recruitment please do contact us at Nicky.Garcea@cappeu.com or Celine.Floyd@cappeu.com

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