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

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October 2019
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situational judgement 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

 

Email capp@cappeu.com

 

Or visit the Situational Strengths Test website

 

 

 

 

 

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Solving the Challenges of Modern Recruitment: The Situational Strengths Test

Posted by: Alex Linley & Celine Jacques

 

In our blog on Tuesday, we shared the 10 major challenges facing the modern recruiter. In this blog, we turn our attention to how our work in developing the Situational Strengths Test has been designed to address and solve many of these challenges.

 

The most resource-intensive challenge for the recruiter is often at the front-end of the funnel, with hundreds or thousands of candidates applying for only a handful of roles. How do you sort the talent from the also-rans, and ensure you attract the right people to apply, knowing they will have a better chance than most of succeeding in the role?

 

I once spoke to a retired recruiter (who will remain totally anonymous) and asked how he/she handled this problem in his/her day – this would have been in the 1980’s.

 

His/her response was strikingly simple: “We receive two mail sacks of applicants. I take one and give it to my secretary, instructing her to tell all those applicants that they have been unsuccessful. I take the other sack myself and work through the letters of application and CVs.”

 

Thankfully – for recruiters and applicants alike –  this “mail sack method” has now been replaced. New assessment methodologies and technology solutions – such as the situational judgement test and strengths-based recruitment, which we combined in developing the Capp Situational Strengths Test – have allowed us to move beyond this crudest of initial sift methodologies.

 

One of the best assessment methodologies is often considered to be the situational judgement test (SJT), since there is strong academic evidence showing that situational judgement tests demonstrate lower adverse impact and greater predictive validity than other assessment methodologies for recruitment.

 

Add in the fact that SJTs can be readily delivered online, and this becomes an attractive proposition. Combine this solution with the advances made by the strengths-based assessment and recruitment methods that we have pioneered at Capp over recent years, and you have a compelling solution to the modern recruiter’s most pressing challenges.

 

The assessment of strengths identifies the performance and energy that will differentiate a high performer in role. Strengths assessments are about finding out not just who can do the job (what a competency-based approach might show), but who can do and will love to do the job (the distinctive essence of strengths-based recruitment).

 

It is this combination of doing something well and loving doing it that delivers the many benefits we see for individuals and organisations from strengths-based recruitment.

 

By taking the best of SJTs and strengths assessment, and marrying them in the Capp Situational Strengths Test, we have solved many of the most pressing problems for recruiters. The Situational Strengths Test delivers a compelling online volume sift solution that differentiates the best talent from the rest, at the same time as helping candidates to really understand what the role is about and whether they are suited to it and the organisation.

 

In future blogs, we will explore in more detail how the Situational Strengths Test works, as well as delving deeper into the benefits that it delivers for candidate experience, together with the business-critical outcomes for organisations.

 

In the meantime, visit our Situational Strengths Test site to learn more about the Situational Strengths Test and how it could help you solve your recruitment problems.

 

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