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

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September 2019
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Nestle

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 your strengths, is a truer insight to a young person’s readiness to enter work

Posted by: Helen Dovey, Senior Psychologist, Capp

 

“Small jobs make a big difference to young people.” This was the keynote message delivered by Michael Davies, the Chief Executive of the UK Commission for Employment and Skills (UKCES) last week. Mr Davies opened the launch of ‘Precarious Futures: Youth Employment in an International Context’ report, hosted in the Science Museum.

 

I attended with the great and good from industry, parliament and academia to hear the UKCES’s recommendations for addressing youth unemployment today.

 

The resounding conclusion was clear: any kind of work experience significantly improves the career trajectory of young people today.

 

And why is this? We heard business leaders across the world describe how their early employment experiences shaped their learning agility, skills and knowledge, fundamentally preparing them for the world of work. This ranged from:

 

  • Working in a newsagent (Fiona Kendrick, Chief Executive and Chairman of Nestlé UK and Ireland) honing interpersonal skills and the true meaning of supply and demand
  • Working in McDonalds (Jill Huntley, Managing Director of Corporate Citizenship, Accenture) developing an appreciation for work ethic and the advancement one earns as a result
  • Delivering a paper round (Michael Davies, the Chief Executive of the UKCES) building trust with others and the value of team work

 

Interestingly, the UKCES report reveals that from over 90,000 organisations surveyed, nearly 25% of those who recruit school leavers cite lack of work experience or maturity as a key constraint in this population. This was closely followed by poor attitude or lack of motivation at 18%. By contrast, the technical side looks bright with only 4% citing poor numeracy and literacy skills as a barrier.

 

From my perspective, these findings imply a largely eager, technically able population of young people, hungry to enter the employment market but with no evidence to showcase their potential.

 

I left the event feeling that businesses are certainly striving to enable young people to enter their organisation at flexible levels. From the Nestlé Academy, to Google’s 3000 strong Internship programme, the initiatives are there.

 

My challenge is this: how do we assess young people, who do not have the employment history from which to build their personal business case?

 

Working with school leaver and graduate recruiters across sectors, such as professional services, FMCG and IT, I hear the same thing. ”We want talented, ambitious, hard working and agile individuals”.

 

While past experience has traditionally been a predictor of job success, at Capp we know from a decade of research that the study of one’s individual’s strengths, not what you have done, is a truer insight to a young person’s readiness to enter work.

 

This sits at the core of our recruitment methodology and for me, provides the how in addition to the what we can all do to address youth employment today.

 

Nestlé Academy Fast Start Programme Case Study

 

A great example of success in recruiting young people is the industry-leading Nestlé Academy Fast Start Programme, a three year scheme for school leavers. Capp worked in partnership with Nestlé to define the indicators of success and to design an assessment strategy capable of identifying individuals’ potential for success, without relying on candidates’ limited previous work experience. The three main challenges were:

  • To increase social mobility in the recruitment process – a programme that would enable anyone, regardless of their background the opportunity to ‘learn while you earn’.
  • To differentiate Fast Start from other school leaver programmes.
  • To identify candidates with high potential, not based on limited previous work experience.

 

The success of this scheme won Capp & Nestlé the Best Apprentice/School Leaver Recruitment Strategy Category at the Recruiter Awards 2014. To read about the business outcomes, please see more in our case study here.

 

For further information on strengths-based assessment, apprenticeships and young careers please contact Claire Marr, Client Services Manager at capp@capp.co or telephone +44 (0)2476 323 363 or Link In with me, Helen Dovey at uk.linkedin.com/in/helendovey

 

Follow @Capp_co on Twitter, LinkedIn & Facebook.

 

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The Benefits of Strengths Based Video Interviewing

Posted by: Caroline Mackinnon, Marketing Manager, Capp

 

Nestlé, Capp and Sonru hosted a first class, evidence rich and fast paced webinar on Strengths-based Video Interviewing.

 

The session was introduced by Maiken O’Bryne, Head of Client Support at Sonru and Helen Dovey, Senior Psychologist at Capp, both sharing the fundamentals and benefits of video interviewing and using a strengths-based approach as part of a recruitment process.

 

Following the introduction, Tom Banham, Nestlé Academy Recruitment Manager, eloquently led the discussion on why Nestlé chose to use Capp’s strength-based methodology and showcased the use of strength-based video interviewing, highlighting data-led findings from the Nestlé graduate programme which implements Sonru’s online video interviewing technology.

 

Tom identified four key graduate recruitment challenges that needed to be addressed:

  • Graduate attrition rates were at 20%, but only 1% for their non-graduate entry level employees
  • Graduates were not fast tracking quickly enough through the business, given the investment being made
  • A weak internal talent pipeline was leading to key senior positions not getting the right succession plans
  • A mismatch of aspirations with many graduate trainees not showing a passion for either the company or the food industry

 

These were creating a misalignment between recruitment, hiring and development, with assessors becoming disengaged.

 

Nestlé were recruiting graduates across 10 different business functions and needed an approach that covered both commercial and technical roles.

 

The decision to use a strengths-based approach was taken for five reasons:

  • Unlike traditional competency approaches, it doesn’t rely on past experience
  • Assessors don’t see an application form, therefore have no preconceived ideas
  • It’s innovative and helps Nestlé differentiate itself in the graduate recruitment market
  • It’s easier to identify the passions that will suit different areas of the business
  • Competencies were proving unreliable in assessing potential

 

Some graduates cut and paste the same answers onto different online application forms hence a new approach was needed that could get behind the experience and find out more about the person. In partnership with Capp, Nestlé introduced an end to end strengths-based approach starting with attraction, followed by an online Situational Strengths Test, numerical test, strengths-based video interview and fully strengths-based assessment centre.

 

As the final step before the assessment centre, video interviewing was used as an alternative to telephone interviewing because it gives candidates greater opportunity to personalise their approach, whilst also getting them away from the mindset of the traditional application processes. 72% of candidates said that they preferred video to the phone as it was more flexible, whilst Nestlé found a significant cost saving. It also eradicated the possibility that skilled interviewers could ‘lead’ the candidate to a favourable answer.

 

In the application form, candidates are able to reflect on skills that they had learned, understand them and how they can be used at Nestlé, whilst during the Situational Strengths Test they were put in situations reflecting some of the real challenges they will face, helping to gain greater clarity on whether they are a good fit with the business.

 

Overall the strengths-based video interviewing approach has produced very positive results for the company. There has been a cost saving of £41,000 and a great improvement in the likelihood of assessment centre success, resulting in 98% of the assessors believing that the people recruited in this way will be an asset to the business – and 96% of the assessment centre attendees said the process helped Nestlé stand out from their competitors!

 

Two further major benefits have been an improvement in social mobility, and also a large increase in female recruits for technical disciplines – up from 22% to 67%.

 

The session closed with a Q&A where some fascinating questions were raised by a live audience, answered articulately by the three hosts.

 

To find out more about how Nestlé have successfully incorporated this industry leading approach and to gain a greater insight in to strengths-based assessment and video interviewing, please get in touch, you are also able to request a copy of the webinar.

 

Please contact Capp on +44 (0) 2476 323 363, email capp@capp.co or contact Helen directly on helen.dovey@capp.co or link in at: uk.linkedin.com/in/helendovey

 

 

 

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2013: The Year of ‘I Love Strengths’

Posted by: Alex Linley, Director, Capp

 

With this final Capp blog of 2013, we wanted to thank you for your readership and support throughout the year and also take the opportunity to look back over an exceptional 12 months.

 

As we reflect on 2013, it’s very clear that this really was the year of ‘I Love Strengths’. Here’s why:

 

1. We launched the ‘I Love Strengths’ campaign through our sponsorship of the AGR Annual Conference, where Nicky Garcea of Capp and Charlotte Hart of Barclays brought the house down with their presentation on strengths-based recruitment.

 

2. We started tremors that are still reverberating through the world of HR when Nicky Garcea of Capp and Fiona Miller of Nestlé presented at the CIPD Recruitment Conference.

 

3. We gave in house recruiters lots of food for thought when Nicky Garcea of Capp inspired the audience with her presentation on strengths-based recruitment at The FIRM Winter Conference.

 

Throughout all of this, the Capp team has continued to expand, our client base has continued to grow, and our reach and positive impact on the world – as measured by our PR coverage and client feedback – has also extended. Thank you for the part you have played in enabling our continued success.

 

With the festive season upon us, we also turn our attention to how we can support those less fortunate than ourselves. As well as a lot of activity we have undertaken to support local charities, we are again supporting Birmingham Children’s Hospital by being a Super Santa. To this end, we will donate all proceeds from Realise2 sales on Christmas Eve to the BCH Super Santa appeal. We’ll let you know the results in January!

 

We look forward with excitement to 2014 and what it may hold. In closing, may I take this opportunity on behalf of everyone at Capp to wish you all a very peaceful festive period and a prosperous and fulfilling New Year.

 

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A Battle of Wills – Strengths vs. Competencies

To find out why Nestlé prefer to use Capp’s strengths-based selection methodology, read pages 26-28 of the latest AGR Graduate Recruiter Magazine.

 

When it comes to selecting your selection methodology, the two main heavyweights in contention are competencies and strengths. While competencies have a reputation for being a tried-and-tested method that has been in use for a number of years, increasingly, a number of high profile organisations have ditched competencies in favour of a strengths-based approach. We asked a range of AGR members to explain their methodology of choice, and why their approach works for them…

 

Tom Banham, Nestlé Academy Recruitment Manager, shares his five reasons how Nestlé has benefitted from a strengths-based process… Read Pages 26-28

 

To find out how Capp can help you deliver results through strengths-based recruitment, contact Gurpal Minhas, Senior Business Psychologist, on +44 (0) 2476 323 363 or connect on LinkedIn: uk.linkedin.com/in/gurpalminhas

 

A strength is something that you do well and enjoy doing.
When using a strength, people feel authentic and energised as they deliver successful performance.

 

www.capp.co
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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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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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Nestlé HRD Matt Stripe in HR Magazine on Using Strengths to Recruit Graduate Talent

Posted by: Alex Linley

 

I’m delighted to share with you this link to HR Magazine, featuring an article by Nestlé HR Director Matt Stripe. In the article, Matt describes how Nestlé are working with Capp in using strengths-based graduate recruitment to select and recruit the best young graduate talent.

 

He also makes a series of great points about how strengths-based recruitment critically improves upon competency-based recruitment for graduates, who often might not have the work experience to provide the “When did you do this…” past examples that competency-based recruitment so often depends upon.

 

Enjoy reading!

 

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