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

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Innovations in Graduate Recruitment at The FIRM’s Winter Conference

Posted by: Gurpal Minhas, Senior Business Psychologist, Capp

 

Capp at The FIRM's Winter Conference 2013

 

Last Friday (15th November), the Capp team attended and presented at The FIRM’s Winter Conference 2013. As proud gold sponsors, it was a joy to be part of an event that drives such thought provoking and inspirational conversation and knowledge sharing.

 

“An absolute buzz for me, it was a privilege to be there’’
Vernon Bryce, Director, Capp

 

The FIRM (Forum for In-house Recruitment Managers), is a network with over 6,300 members, it was setup as a platform for in-house recruitment managers to discuss best practice, hear innovations in the latest selection methodologies and how to source the best candidates. This in-turn enables recruitment managers to grow more efficiently, effectively and easily.

 

The fast-paced and engaging, multi-streamed day was introduced by Gary Franklin and Emma Mirrington. The opening session, hosted by Guardian Jobs, was a panel discussion exploring the definition of the future of employability; a current undergraduate student, a careers advisor (both from Leicester University) and a graduate recruiter (Mars Chocolate, UK) took to the stage. The discussion had a specific focus on:

  • The responsibility of Careers Services, Students and Employers in the development of ‘employment skills’ versus technical capability at university
  • The opportunity for students to differentiate themselves within an overpopulated workforce
  • The future of employability and the different approaches students are taking to showcase their ability.

Jutta Kremer, from Gartner, shared the role that technology plays in candidate care. Jutta showcased that across 20 recruiters they’ve selected over 1,500 employees with 35% coming via in-house through referrals.

 

Delegates also discussed different routes of reaching out to potential new candidates through LinkedIn, Twitter and Facebook breaking away from traditional job boards. Simon Hallard from Lloyds Banking Group shared his leading approach in relation to creating a direct sourcing model for their banking business.

 

After lunch, Nicky Garcea, Capp Director, delivered a lively interactive and engaging session to share the latest innovations in graduate recruitment; Nicky described how trusted Capp clients such as Nestlé, Barclays and EY have embedded strengths-based assessments throughout their graduate, intern and school leaver programmes.

 

Attendees were provided with a business case of taking a strengths-based approach to recruitment and put through their paces with a mock strengths-based interview (SBI), done in pairs. As interviews were conducted, the room erupted with energy and vigour – a real practical opportunity for delegates to understand the way in which an SBI works.

 

For more information on the conference, Nicky’s presentation slides or a demonstration of the interview, please contact gurpal.minhas@capp.co or alternatively call 02476 323 363.

 

 

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Nicky Garcea Presents Strengths-based Innovations in Graduate Recruitment

The FIRM’s Winter Conference

Friday 15 November 2013

 

Capp is delighted to announce that Nicky Garcea, Director at Capp will be speaking at The FIRM’s Winter Conference on Friday 15 November.

 

The full day event, sponsored by Capp and Guardian Jobs, is being held in the heart of London’s West End, at the iconic CBI Conference Centre, Centre Point Tower, Oxford Street, London WC1A 1DU.

 

Gary Franklin, founder of The FIRM (The Forum for In-house Recruitment Managers), invited Nicky back to speak again after receiving great feedback from the Innovations in Recruitment event held in Manchester on Friday 27 September #FIRMday

 

Strengths-based Innovations in Graduate Recruitment

Nicky will be presenting an interactive session where you will hear how clients such as Nestlé, Barclays and EY have embedded strengths-based assessments throughout their graduate, intern and school leaver programmes. In the session you will:

  • Know how strengths can be used robustly and efficiently as an on-line volume sift.
  • Experience first-hand the difference between a strengths-based interview and a competency interview.
  • Be able to justify the business case for strengths.

Capp is also hosting space throughout the day, where you will be able to meet some of the Capp team to talk about how we can help you find the right talent.

 

For further event programme details and to purchase a ticket please book here

 

Earlybird tickets are available now.

 

Or connect with me at nicky.garcea@capp.co or www.linkedin.com/in/nickygarcea

 

 

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Strengths-based Recruitment and the Differentiation of ‘Brand’ – HR Magazine

Posted by: Celine Jacques

 

How can your selection process differentiate your brand?

 

Reena Jamnadas and I recently wrote for HR Magazine about the implementation of strengths-based recruitment being not just a way of better selecting talent, but of differentiating brand.

 

Organisations leading the way in attracting top talent have recognised that the selection process in itself is an opportunity to differentiate themselves from their competitors.

 

In fact, it actually plays a major role in transforming their brand. Growing  research on Generation Y shows they are eager to learn, to gain insight and to feel recognised as individuals.

 

In this article, we share our three top tips for making sure your organisation has the competitive edge:

 

1. Identify what makes your organisation unique

 

2. Make the competition irrelevant

 

3. Develop a strengths-based recruitment process.

 

See our article in HR Magazine to read more…

 

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Distinguishing between Confidence and Arrogance – Edge Online

Posted by: Celine Jacques

 

How do you tell the difference between a confident candidate and an arrogant one?

 

Together with Emma Trenier, I recently wrote for the Institute of Leadership and Management’s Edge Online, about how candidate confidence can sometimes be arrogance in disguise.

 

In today’s job market, with more applicants for fewer jobs, we know it is harder than ever for recruiters to spot talent. The challenge of seeing what a candidate is really like in a short assessment day is not to be underestimated.

 

Capp works with thousands of job applicants each year and has found that confidence is often hidden by fake, or exaggerated, assessment behaviour. When these confident candidates start work, some real problems can occur – they are unhappy with the level of work they are given, expect fast progression and alienate their peers.

 

Strengths-based selection can help companies steer clear of the confidence trap by measuring components of confidence rather than the broad impression of it.

 

Follow the link to read more in Edge Online.

 

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