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

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October 2019
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realistic job preview

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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Recruiting the Right People for the Right Roles

Posted by: Alex Linley & Celine Jacques

 

In our blogs last week, we looked at The Ten Challenges of Modern Recruitment, and Solving the Challenges of Modern Recruitment with the Situational Strengths Test.

 

In this blog, we turn our attention to how the Situational Strengths Test works in helping organisations to attract, select and recruit the talent they need for the future.

 

Imagine an assessment methodology that:

 

  • Gives candidates a realistic insight into what it is like to work at your organisation
  • Helps candidates understand the situations they will face and the decisions they will need to make
  • Assesses the strengths of candidates that will deliver success in role – both now and in the future
  • Sorts the best candidates from the rest, by identifying the talent that is best suited to the role.

 

Too good to be true? Certainly not – this is what we designed the Situational Strengths Test to do.

 

The Situational Strengths Test works by presenting candidates with a series of scenarios that showcase different situations and circumstances in which they might find themselves. Candidates then select their response to what they would do, and/or how they would feel – either by choosing one option, or by ranking their choices from best to worst.

 

Each scenario response not only tells a recruiter whether the candidate is likely to make the right choice in that situation, but equally as important, whether they have the strengths that will consistently help them to do so.

 

Every scenario in the Situational Strengths Test includes a strengths core and a scenario context. It’s through this combination of Capp’s strengths assessment expertise, embedded within the right example context for the organisation, that we ensure we get the right people into the right roles.

 

If, as a candidate, you find that you are making the right decisions about what to do and when, and you’re enjoying the scenarios being presented to you, then there is every chance that you are a good fit for the role. If you’re not, the chances are this isn’t the job for you.

 

The Situational Strengths Test helps candidates make more informed choices about their job decisions, as well as providing organisations with the data and information to decide who will fit best as they strive to get the right people into the right roles.

 

This is just what the Big Four professional services firm Ernst & Young is finding (as reported in The Recruiter), as they use the Situational Strengths Test as part of their strengths-based graduate recruitment process.

 

Find out more about how the Situational Strengths Test could help transform your recruitment, by visiting the Situational Strengths Test website.

 

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