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

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September 2019
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Morrisons

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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Using Strengths to Recruit Talent on The Market Street: The Morrisons Journey

Posted by: Reena Jamnadas, Consulting Psychologist, Capp

 

 

In the current issue of The Graduate Recruiter, Carla Murray, Graduate Resourcing Manager at Morrisons wrote an article describing how in two years, Morrisons have gone from having minimal graduate presence to making it to The Times Top 100 Graduate Employers List  (if you missed the article, you can find it here - please note that the copyright is owned by AGR).

 

Capp have had the privilege of working closely with Morrisons to implement a strengths-based approach across their selection process, which has included a redesign of the sifting, interviewing and assessment methodology in 2013/14, resulting in a robust and consistent approach now being used across all of Morrisons’ 12 core business areas.

 

One of the most exciting shifts that Morrisons have made is to attract and recruit high performing graduates on the basis of their strengths. This includes an assessment of performance and energy/motivation for each of the strengths that candidates would need to use in order to deliver high performance as a Morrisons graduate.

 

So how exactly have we done this? Capp worked with Morrisons to deliver the following:

 

1. Strengths-based Campus Activities: Themed ‘The Market Street’, we designed innovative campus games for graduates through strengths cards enabling graduates to identify their strengths and how they might be useful across various business areas at Morrisons. It also featured an exercise enabling graduates to build their resilience in the face of setbacks, through identifying and using their strengths.

 

The aim of this was to create a differentiated, more individualised candidate attraction experience, enabling the Morrisons brand to stand out on campus. Research with previous clients show that 75% of candidates enjoyed the strengths-based process more than other recruitment processes, starting with strengths-based attraction.

 

2. Situational Strengths Test (SST): The SST is an online high volume strengths-based sifting tool that objectively and reliably assesses the strengths required for graduates at Morrisons. It presents candidates with typical scenarios that they would encounter as a Morrisons graduate and assesses how they would respond, enabling Morrisons to save time and resources by sifting only the highest quality candidates.

 

Morrisons have loved using the SST because it provides an early assessment of motivation and organisational fit, and also gives candidates a realistic job preview helping to encourage self-selection. We know that nearly 90% of candidates of previous clients also feel that the scenarios in an SST give a realistic insight into working life at an organisation. Nearly two thirds feel it is more challenging than other Situational Judgement Tests, and over 99% perceive the test as user friendly.

 

3. Strengths-based Video Interviews: Capp’s strengths-based interviews assess a candidate’s energy and motivation, as well their performance, resulting in the sifting of candidates that are likely to be highly engaged and productive at Morrisons if recruited. Through our partnership with Sonru, an asynchronous video-interviewing supplier, we designed a series of video interviews per business area for Morrisons to further screen candidates on the basis of their strengths.

 

Strengths-based video interviewing has provided Morrisons with a perfect platform for assessors to identify subtle emotional clues and body language, indicative of energy/motivation, which is reduced in a telephone interview. As well as this, Capp’s strengths-based interviews do not include probing questions that we often see in a competency interview. The strengths/video combination is therefore more naturally suited when used asynchronously. The beauty of strengths-based video interviewing is that candidates and assessors can conduct the interview at the time that suits them (within a stipulated time period).

 

4. Strengths-based Assessment Centre Interview: Capp designed a face-to-face strengths based interview for Morrisons to use at the final stage of the Assessment Centre.

 

One of the key benefits of strengths-based interviews is clear candidate differentiation of who has the strengths to succeed in the role and who doesn’t. Previous client research showed that 74% of assessors judged the strengths-based interview to better distinguish between low, average and high performers.

 

As well as strengths-based interviews being described as more enjoyable by both assessors and candidates, strengths-based interviews also elicit more honest candidate responses, delivering better assessment practice and improved selection decisions – 72% of interviewers judged the strengths-based interview to elicit less-rehearsed responses than other interview styles.

 

We simply cannot wait to see the results of Morrisons’ strengths-based graduate recruitment process this year! If you would like to keep up with ‘The Market Street’ and speak to Capp about using strengths-based assessment in your organisation, please contact me at reena.jamnadas@capp.co and uk.linkedin.com/in/reenajamnadas or call Capp on +44 (0)2476 323 363

 

 

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It’s Recruitment, but ‘Not as We Know It’

Posted by: Nicky Garcea

 

 

 

Last Thursday, 12 September, I was an invited speaker at the eArcu client event at the Grange City Hotel, London. eArcu is a 2nd generation recruitment platform provider and Capp’s chosen applicant tracking partner. The event was expertly compered by CAThr3e’s Ben Jackson. It was attended by over 50 of eArcu’s clients and fellow speakers included:

 

 

 

There was a genuine buzz at this event, with speakers and delegates enthused by the impact that technology can have in assisting the in-house recruiter to:

 

  • Recruit through multiple devices – Andy demonstrated how the eArcu responsive grid technology ensures that application sites adapt across all handheld or tablet devices. Andy highlighted how this technology has been implemented in Capp’s work with Nestlé as they seek to attract both school leavers and graduates.

 

  • Gather accurate data – Andrew shared Macmillan’s journey from outsourcing to insourcing, showing how gathering data can drive better attraction decisions, budget allocation, and stakeholder engagement. Andrew also provided a preview of the Macmillan’s new attraction video which supports the charity’s ‘you are not alone’ brand message.

 

  • Create candidate pipelines – Alastair highlighted how Ingenium People help to empower inhouse recruiters to use social media to build their own candidate pipelines. Alastair also showed how revolutionary sites such as ‘Facebook graph search’ is allowing recruiters to find people within set locations and sharing similar skills. Despite these online developments Alastair was quick also to acknowledge the importance of still picking up the phone to connect with exceptional candidates.

 

  • Create consistent candidate experiences – Damien from Daesign blew the audience away with demonstrations of ‘serious games’. Damien provided insights into how clients like EE have harnessed avatars to deliver introductions to assessment days and how Renault has delivered online sales training through their sales manager games.

 

  • Select for Strengths – My presentation demonstrated how strengths (measuring performance, energy and experience) can be assessed online through Capp’s Situational Strengths Test (SST). I provided examples of how clients like EY, Nestlé and Morrisons use the SST to provide candidates with a cost effective, realistic job preview as well as online strengths-based volume screening.  I also demonstrated the ways in which strengths can be integrated within an organisation’s capability framework and the difference between strengths and competency-based interviewing.

 

The event concluded with a panel discussion, reviewing how handheld mobile solutions for both candidates and inhouse recruiters could make attraction and recruitment accessible anytime, all the time, for all.

 

 

If you would like to know more about how Capp harnesses technology to deliver our end-to-end recruitment solutions, please contact me, nicky.garcea@capp.co

 

 

 

 

 

 

 

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