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

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October 2019
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Ernst & Young

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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Recruiting the Right People for the Right Roles

Posted by: Alex Linley & Celine Jacques

 

In our blogs last week, we looked at The Ten Challenges of Modern Recruitment, and Solving the Challenges of Modern Recruitment with the Situational Strengths Test.

 

In this blog, we turn our attention to how the Situational Strengths Test works in helping organisations to attract, select and recruit the talent they need for the future.

 

Imagine an assessment methodology that:

 

  • Gives candidates a realistic insight into what it is like to work at your organisation
  • Helps candidates understand the situations they will face and the decisions they will need to make
  • Assesses the strengths of candidates that will deliver success in role – both now and in the future
  • Sorts the best candidates from the rest, by identifying the talent that is best suited to the role.

 

Too good to be true? Certainly not – this is what we designed the Situational Strengths Test to do.

 

The Situational Strengths Test works by presenting candidates with a series of scenarios that showcase different situations and circumstances in which they might find themselves. Candidates then select their response to what they would do, and/or how they would feel – either by choosing one option, or by ranking their choices from best to worst.

 

Each scenario response not only tells a recruiter whether the candidate is likely to make the right choice in that situation, but equally as important, whether they have the strengths that will consistently help them to do so.

 

Every scenario in the Situational Strengths Test includes a strengths core and a scenario context. It’s through this combination of Capp’s strengths assessment expertise, embedded within the right example context for the organisation, that we ensure we get the right people into the right roles.

 

If, as a candidate, you find that you are making the right decisions about what to do and when, and you’re enjoying the scenarios being presented to you, then there is every chance that you are a good fit for the role. If you’re not, the chances are this isn’t the job for you.

 

The Situational Strengths Test helps candidates make more informed choices about their job decisions, as well as providing organisations with the data and information to decide who will fit best as they strive to get the right people into the right roles.

 

This is just what the Big Four professional services firm Ernst & Young is finding (as reported in The Recruiter), as they use the Situational Strengths Test as part of their strengths-based graduate recruitment process.

 

Find out more about how the Situational Strengths Test could help transform your recruitment, by visiting the Situational Strengths Test website.

 

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Launching our New Situational Strengths Test

Posted by: Celine Jacques & Alex Linley

 

Capp has always been a thought-leader in strengths-based recruitment. We see selection as a really critical process for our clients; the point at which the future make up of an organisation is decided.

 

Your brand, your performance, your very survival is dependent on those appointments and we feel privileged to be able to help our clients make effective, predictive and legally defensible decisions.

 

We understand the challenges facing recruiters and this year we have harnessed our innovation and thought leadership to bring you the latest in strengths-based recruitment, with a solution for online volume sifting for candidates based on their strengths – the Capp Situational Strengths Test.

 

This week sees the formal launch of the Situational Strengths Test, which is already being used by Ernst & Young and a major UK-based FMCG company as part of their strengths-based graduate recruitment processes, supported by Capp.

 

Over the next three weeks we will be posting a series of blogs all about the challenges of recruitment and how strengths-based recruitment, and the Situational Strengths Test in particular, are addressing these challenges.

 

Through these blogs, we will share our latest thinking around:

 

  • The current challenges faced by those attracting, assessing and selecting talent

 

  • The impact of our economic climate, and the changing profile of high volume roles

 

  • The need for innovation combined with exceptional science and rigour

 

  • The specific challenge of high volume applications, and the market and place for online sifting tools

 

  • The organisational outcomes and candidate benefits delivered by the Situational Strengths Test, our strengths-based sifting tool

 

  • The link between attraction, online sifting, further assessment and on-boarding

 

  • A look to the future in relation to what we all need to do better in order to spot talent more effectively and efficiently.

 

We hope you enjoy exploring this new frontier in strengths-based recruitment, and that you will be as excited and inspired as we are by the possibilities that this offers.

 

And by all means, if you can’t wait for the blog series, please check out the Situational Strengths Test website, which should answer many of the questions you may have.

 

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Student Strengths Insights and Strengths-based Graduate Recruitment

Posted by: Alex Linley

 

I was speaking earlier today at an Ernst & Young event for university careers advisers, where we showcased some of the early results from the Ernst & Young-Capp Student Strengths Survey.

 

This is a survey of 1,085 undergraduate students, randomly sampled and balanced across gender, faculty and university, drawing from the 87 universities that comprise the top three quartiles of UK universities.

 

Here is a snapshot of our findings as we shared them today – the full report will be released in the next few weeks:

 

1. Just under half (48.8%) of the students said that they knew what their strengths were.

 

2. 9 out of 10 students agreed that using your strengths was important because it would help you to be happier, more engaged at work, to achieve your goals, and to realise your potential.

 

3. As a result, 97% of students thought it was important to use their strengths at work in their future career.

 

4. So much so, it transpires, that two-thirds of students would choose an average graduate salary and the opportunity to use their strengths at work, over and above a job with a higher than average graduate salary but little opportunity to use their strengths.

 

5. And taking this further, over 85% of students wanted a premium of 30% or more above the average graduate salary, in order to induce them to take a job that would not allow them to use their strengths at work.

 

Clearly, strengths matter – both to graduates and to their prospective employers.

 

With an increasing weight of evidence showing the benefits of strengths-based recruitment, for both candidates and organisations alike, it’s hardly surprising that more and more organisations are choosing to make the move to put strengths at the heart of their selection processes.

 

In future blogs, we’ll explore more of what this means and how you can make the change.

 

We’ll also be showcasing some of the many successes Capp has achieved so far with our market-leading and award-winning strengths-based recruitment and selection processes.

 

In the meantime, if you have comments or questions about strengths-based recruitment, let us know using the Comment function below and we’ll be pleased to respond.

 

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Strengths-based Graduate Recruitment Coverage

Delighted to share with you more coverage of the EY-Capp Student Strengths Survey that has been picked up right across the general, HR, and graduate recruitment media, including coverage in Personnel Today, GradPlus, TargetJobs, Prospects, RecruitingBlogs, FreshBusinessThinking and the Evening Standard (no link – print only).

 

This really shows that companies – and graduates – are looking for what they need to do differently in graduate recruitment to ensure they get the right people into the right roles.

 

After all, graduate recruitment is special. The volume of candidates, the competition for places, the impact on the future leadership and talent pipeline of the organisation, and the economic footprint on wider society. All of these combine to mean that graduate recruiters have a greater responsibility than most to get things right.

 

I am very proud that at Capp we are helping them to do exactly that.

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HR Magazine – Graduate Recruitment: You need a good attitude not a good degree says Ernst & Young

More coverage of the EY-Capp Students Strengths Survey, this time a nice article from David Woods at HR Magazine, giving fuller coverage to the results than has been provided elsewhere.

 

You can also comment on the article on the HR Magazine website – or use the Comment function on The Capp Blog as below.

 

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Guardian online – Graduates: Is a 2:1 the best qualification for landing a job?

Just received the link to Graham Snowdon’s article in the Guardian online. With the move towards the new Higher Education Achievement Report (Hear), it seems increasingly likely that companies will be able to make more informed judgements about the graduates applying to them – just as Ernst & Young have been doing for the last three years by using strengths-based recruitment.

 

The Hear report is also likely to mean that graduate employers start looking more broadly about what students bring with them into the world of work. Their qualifications show what they have done in the past, but their strengths give a far better indication of what they will be able to do in the future.

 

Even so, the Association of Graduate Recruiters reports that 75% of its members still use degree classifications as their primary screening tool.

 

Time for a change, I think. Let’s start paying more attention to what students are capable of doing after they join our companies – through identifying and developing their strengths – rather than just looking at what they have done in their past at university.

 

Assessing and developing strengths helps you find out about what people love to do and where they will shine. This is what any prospective employer really wants to know when judging the fit of a candidate against their role requirements and the culture of the organisation. Get the right people into the right roles, and it’s simply better for everyone.

 

What do you think? Do degree qualifications determine your career path, or do your strengths have far more to do with how you succeed in the end?

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BBC News online – Students: ‘Better at cracking jokes than taking risks’

This is the title that BBC News Online led with when they reported the results of the Student Strengths Survey we ran for Ernst & Young. We surveyed a nationally representative sample of over 1,000 students, who all completed Realise2, Capp’s online strengths assessment tool, as well as answering questions about their career aspirations.

 

The results also picked up coverage in Graham Snowdon’s article, ‘Pity the student with a third’, in the Work section of Saturday’s Guardian.

 

More to follow as further results are announced from the EY-Capp Student Strengths Survey in due course.

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