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

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May 2018
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graduates

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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Introducing Jobmi – The Great New Employability and Recruitment Platform from Capp

Posted by: Alex Linley

 

Jobmi – www.jobmi.com – is the great new employability and recruitment platform from Capp.

 

Aimed at emerging talent and early careers, Jobmi helps young people to learn more about their skills and strengths, take assessments to build their employability, and complete employer assessments just once for consideration by lots of different employers.

 

At Capp, we’ve heard many of our graduate and early careers recruitment clients talk about how frustrated they are by the arbitrary screening criteria they have to introduce to manage candidate volumes.

 

These are things like UCAS points and applications only from specific universities, which allow recruiters to manage the applicant pool but create false barriers to social mobility.

 

Jobmi is our revolutionary solution to this problem. Jobmi removes the need for arbitrary screening criteria because Jobmi provides employers and recruiters with the data you need to make informed decisions.

 

With candidates completing employer assessments in advance at no cost to them, as an employer you have more data on a candidate - and the right data – than you have ever had available before.

 

Early client partners working with Jobmi include Barclays, Morrisons, Nestlé and NFU Mutual, with many more to be announced in the coming weeks.

 

Watch this space for further updates about developments on Jobmi, of which there will be many!

 

To become a Jobmi member yourself and claim your personalised Jobmi url before anybody else does, join us at www.jobmi.com

 

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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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