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

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October 2019
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Nicky Garcea

Managing Change: Resilience is Fertile (with apologies to The Borg)

Posted by: Vernon Bryce, Director, Capp

 

“We are the Borg.

Your biological and technological distinctiveness will be assimilated. Resistance is futile1

(Ascribed to The Borg, an alien race featured in Star Trek the Next Generation)*

 

One of my favourite lectures in my undergrad psych degree featured ‘double approach avoidance theory’ (DAAT) thanks to the genius of Kurt Lewin, in which he theorises that many decisions in life (like marriage, moving house, career planning perhaps) confront us with conflicts, In DAAT, both goals have advantages and disadvantages causing great conflict.

 

In lay terms, DAAT of course means everyone can win yet everyone can lose, very convenient I used to think , both positive and negative, similtaneous yin and yang, balance and counterbalance in each choice at the same time, everyone has their cake and eats it; or not, it seems. Brilliantly painful and yet pleasurable at the same time I thought, and so is managing change I since learned.

 

How so? Managing Change is probably up there in the one-time Top 10 of business imperatives, along with decision making in global versus local markets, make or buy manufacture, invest not invest, organic or acquisitional growth.  Even so, within the Top 10, change is vastly under-rated both in its complexity and dynamics. Change is both threat and opportunity, managing change is a conflict between sticking with the advantages of the known status quo and the potential advantages and disadvantages in the alternative. Hence, ‘double approach-avoidance theory’.

 

This has major implications for hiring promoting and positioning people in organisations. Do we choose people who embrace change or resist it? Do we decide for singularity or plurality? Those who will resist change when opportunity presents or risks the jump? The evidence is clear.

 

In managing change, opportunity and threat is ever-present, thus embracing yet resisting change is fertile, hence ‘resilience is fertile’. In recruiting for change we need the wise insight to recognise the options, their advantages and disadvantages, the courage to hold the double approach avoidance dilemma in our thoughts, yet lead our people to the vision which inspires and sustains.

 

To find out how Capp can help your organisation manage change, please contact me directly: vernon.bryce@capp.co, connect with me on LinkedIn uk.linkedin.com/in/vernonbryce or call +44 (0) 2476 323 363.

 

*Author’s note: The Borg are a fictitious alien race, unlike Star Trek which all of us know is not!

1Source: Wikipedia

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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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Recruiting Diverse Talent – Congratulations to Barclays

Posted By: Nicky Garcea, Director, Capp

 

On October 10th 2013 Barclays Bank received a commended award for Recruiting Diverse Talent by Business in the Community’s diversity initiative Race for Opportunity. This achievement comes after Barclays had traditionally been positioned lower down some diversity league tables.

Barclays have taken a multi-faceted approach in achieving recruiting diverse talent, this has included:

  • Greater integration and co-ordination with partner organisations
  • Lifecycle Mentoring; students gain business knowledge, develop interview skills and build social capital
  • Broadened Outreach; maximising outreach with mentoring programmes, targeting schools and continuing through every year of university
  • Mentors build unbreakable relationships with mentees ensuring talented BAME candidates select Barclays above competitors and guide candidates to their most suitable departments based on personality and aspirations
  • Improved size and variety of internships made available, with a focus on converting BAME candidates
  • Reviewing the selection process to eliminate barriers: no specific mention of UCAS criteria and degree qualification; Strengths-based Interviewing and Unconscious Bias Training introduced to Senior Leaders.

Capp has been a proud partner of Barclays since 2011 when we first implemented the Capp strengths-based telephone and face-to-face interview across early year recruitment in the Investment and Private Bank. Since Barclays implemented their diversity programme they have seen the following results:

  • Moved from the bottom of SEO and RARE’s League Tables to one of the leading BAME recruiters – with a 200% increase in intern offers accepted by SEO/RARE candidates within 2 years
  • The most challenging division, Investment Banking, has seen a 9 – 12% increase in BAME from total candidates for Spring/Summer programmes
  • A 36% increase in applications from black candidates and a 200% increase in offers accepted by black interns
  • Expanded apprenticeship talent pipeline for 2013 from 6 to 19
  • Initiated the 2.5 year Financial Apprenticeship with guaranteed roles for successful candidates, enlisting 12.

Barclays are not alone in finding that Capp’s strengths-based products and solutions improve the diversity of their recruits. In a recent evaluation completed by Capp for Nestlé, the results of the first year of introducing the Capp strengths-based methodology across their early careers recruitment process highlighted that more school leavers from socially diverse backgrounds applied and 50% were the first in their family to attend University. In 2012 the number of women recruited into graduate technical roles rose from 22% to 66%.

In our experience it is a combination of the following six steps that will help ensure a reduction in bias in the application process and secure diverse and socially mobile recruits:

  1. Develop a balance of strengths that are gender and diversity neutral
  2. Ensure that all adverts and candidate communication is attractive to diverse groups
  3. Design candidate screening tools that are free from adverse impact
  4. Create interviews that are validated and scripted ensuring greater assessor consistency and reduction in unconscious bias
  5. Train all assessors thoroughly in how to mark accurately and differentiate high, average and low performance. On average 84% of assessors believe the Capp interviews and exercises are easier to score than competency interviews and exercises
  6. Evaluate continually and always be prepared to learn from every cohort and potential outlier.

We would love to know your thoughts on how you are improving the diversity or social mobility of your recruitment process, please join the conversation and connect with us on Twitter #RecruitingDiverseTalent @NickyGarcea @CappMarketing or to find out how Capp can help you improve ‘recruiting diverse talent’ across your organisation contact me directly on nicky.garcea@capp.co or uk.linkedin.com/in/nickygarcea

 

 

 

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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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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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Insourcing – Power to in-house recruiters

Posted by: Nicky Garcea, Director, Capp

 

 

Last Friday, I had the fortunate experience of being a speaker at the Innovations in Recruitment event, hosted by The FIRM (The Forum for In-house Recruitment Managers) in Manchester.  This was my first experience of The Firm, who prides itself as a leading membership for in-house recruiters run by in-house recruiters (set up by Gary Franklin).

 

The striking appeal of this event is the practical nature of the presentations. This is a truly ‘recruiter enabling’ membership. It also provides recruiters with the space and time to benchmark and learn from fellow professionals.

 

Listening to the delegates and learning from the overall themes, it is clear that many recruiters are offering their businesses exceptional, innovative and client-led solutions.

 

My five top tips from the day are:

 

  • Take pride in insourcing – several of the delegates in the room highlighted that they had taken recruitment back in-house after poor retention rates were reached through recruiting via agencies and RPO solutions. Drivers for insourcing included the in-house recruiters’ ability to understand the business needs, knowing their stakeholders and being able to translate this into good attraction and selection practice. Businesses with newly insourced recruitment teams were reporting increases in quality of hire and improvements in retention.
  • Have a video identity!Barnaby Cook from Casual Films showcased the difference that hosting video on websites, YouTube and TV commercials had on application numbers and brand perception. Successful case studies showcased at the event included Teachfirst and SGOSS. One of my favourite parts of the day was the film on how to make a film.
  • Be an informed buyerLisa Scales from TribePad and her client Rebecca Palmer from Speedy provided an enlightening presentation for all recruiters considering purchasing an ATS system. Lisa and Rebecca offered delegates key pointers on how to select an ATS provider. Tips included knowing functional priorities, being clear on non-negotiable requirements seeking live demonstrations in a pitch and asking sales people to perform irregular tasks.
  • Manage your communitySerges Sergiou from SMRS highlighted that despite still being a minority activity, community management needs to become a priority for the informed recruiter. Serges’ tips to recruiters to ensure strong community management included: being a connector, having rules, knowing how to protect your herd, being multi-modal and always having something interesting to say.
  • Improve assessment quality – I presented on Capp’s work highlighting the importance of improving assessment quality to aid performance predictors. I demonstrated how strengths-based assessments implemented across adverts, facebook games, situational judgement tests, video screening, and assessment centres can have cumulative effect of improving: retention, brand perception, diversity and on the job performance.

 

It was an enlightening day to hear from so many passionate individuals and how in-house recruiters are reclaiming their power and demonstrating the difference their skills and expertise can bring to their business. This was my first experience of The Firm and I would urge any in-house recruiter not affiliated with them to sign up!

 

If you would like to see how strengths-based assessments can improve the quality and predictive nature of your recruitment process then contact me on nicky.garcea@cappeu.com or get in touch on 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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