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October 2019
« Aug    

scenario test

Celebrating Capp’s Situational Strengths Test

Posted by: Caroline Mackinnon



Launched in 2012, we are celebrating the Situational Strengths Test (SST) one year on.


The SST is as an objective and reliable, high volume strengths-based sifting tool that has been taken tens of thousands of times by candidates for organisations in sectors such as the Emergency Services, FMCG, Retail and Professional Services.



We are proud of the SST for a number of reasons


First, the way it reliably and objectively assesses the strengths required for the role. Second, delivered through our secure and reliable technology platform, it never lets you down. Third, its unique and robust scoring mechanism ensures that you only select the best candidates.


But we are even more proud of the positive effect the SST has had on recruiters and candidates, helping organisations find the right people, and helping people find the right jobs.


We love data at Capp, and when it comes to the SST we are no different. We have been analysing our results consistently and some exciting findings have emerged.



Let’s start with recruiters

Why do they use the SST? Normally for one or both of two key reasons: they want to save time and money in an early screen and/or they want to better identify the talent in their high volume applications.


The SST consistently shows that the scenario for each strength differentiates between successful, unsuccessful and ‘to consider’ candidates – showing that it reliably and accurately sifts for talent, separating the best fit candidates for the role from the rest.


Using this super efficient tool, EY screened over 19,000 graduate applicants in 2012-13, taking only the very best-fit candidates through to the next stage.


“Being an online tool and providing applicants with an insight into the available role makes Capp’s Situation Strengths Test incredibly attractive and when combined with a strengths-based interview will help us identify the best graduates for the available opportunities.”


Stephen Isherwood, former Head of Graduate Recruitment UK and Ireland, Ernst & Young



Now for the candidates

Well we know that nearly 90% of candidates feel that the scenarios in the SST give a realistic insight into working life at an organisation.


Nearly two thirds feel it is more challenging than other SJTs and over 99% perceive the test as user friendly. We are pretty happy with those statistics, as are our clients!


We constantly make improvements and adjustments to the SST to stay ahead of the curve as thought leaders in the field of strengths assessment. We’re excited to see what next year holds and expect you are too.



To see a sample SST assessment click here


To find out more about how the Situational Strengths Test (SST) can help you find the right talent:


Call +44 (0) 2476 323 363




Or visit the Situational Strengths Test website






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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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