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

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April 2018
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Situational Strengths Test

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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Using Strengths to Recruit Talent on The Market Street: The Morrisons Journey

Posted by: Reena Jamnadas, Consulting Psychologist, Capp

 

 

In the current issue of The Graduate Recruiter, Carla Murray, Graduate Resourcing Manager at Morrisons wrote an article describing how in two years, Morrisons have gone from having minimal graduate presence to making it to The Times Top 100 Graduate Employers List  (if you missed the article, you can find it here - please note that the copyright is owned by AGR).

 

Capp have had the privilege of working closely with Morrisons to implement a strengths-based approach across their selection process, which has included a redesign of the sifting, interviewing and assessment methodology in 2013/14, resulting in a robust and consistent approach now being used across all of Morrisons’ 12 core business areas.

 

One of the most exciting shifts that Morrisons have made is to attract and recruit high performing graduates on the basis of their strengths. This includes an assessment of performance and energy/motivation for each of the strengths that candidates would need to use in order to deliver high performance as a Morrisons graduate.

 

So how exactly have we done this? Capp worked with Morrisons to deliver the following:

 

1. Strengths-based Campus Activities: Themed ‘The Market Street’, we designed innovative campus games for graduates through strengths cards enabling graduates to identify their strengths and how they might be useful across various business areas at Morrisons. It also featured an exercise enabling graduates to build their resilience in the face of setbacks, through identifying and using their strengths.

 

The aim of this was to create a differentiated, more individualised candidate attraction experience, enabling the Morrisons brand to stand out on campus. Research with previous clients show that 75% of candidates enjoyed the strengths-based process more than other recruitment processes, starting with strengths-based attraction.

 

2. Situational Strengths Test (SST): The SST is an online high volume strengths-based sifting tool that objectively and reliably assesses the strengths required for graduates at Morrisons. It presents candidates with typical scenarios that they would encounter as a Morrisons graduate and assesses how they would respond, enabling Morrisons to save time and resources by sifting only the highest quality candidates.

 

Morrisons have loved using the SST because it provides an early assessment of motivation and organisational fit, and also gives candidates a realistic job preview helping to encourage self-selection. We know that nearly 90% of candidates of previous clients also feel that the scenarios in an SST give a realistic insight into working life at an organisation. Nearly two thirds feel it is more challenging than other Situational Judgement Tests, and over 99% perceive the test as user friendly.

 

3. Strengths-based Video Interviews: Capp’s strengths-based interviews assess a candidate’s energy and motivation, as well their performance, resulting in the sifting of candidates that are likely to be highly engaged and productive at Morrisons if recruited. Through our partnership with Sonru, an asynchronous video-interviewing supplier, we designed a series of video interviews per business area for Morrisons to further screen candidates on the basis of their strengths.

 

Strengths-based video interviewing has provided Morrisons with a perfect platform for assessors to identify subtle emotional clues and body language, indicative of energy/motivation, which is reduced in a telephone interview. As well as this, Capp’s strengths-based interviews do not include probing questions that we often see in a competency interview. The strengths/video combination is therefore more naturally suited when used asynchronously. The beauty of strengths-based video interviewing is that candidates and assessors can conduct the interview at the time that suits them (within a stipulated time period).

 

4. Strengths-based Assessment Centre Interview: Capp designed a face-to-face strengths based interview for Morrisons to use at the final stage of the Assessment Centre.

 

One of the key benefits of strengths-based interviews is clear candidate differentiation of who has the strengths to succeed in the role and who doesn’t. Previous client research showed that 74% of assessors judged the strengths-based interview to better distinguish between low, average and high performers.

 

As well as strengths-based interviews being described as more enjoyable by both assessors and candidates, strengths-based interviews also elicit more honest candidate responses, delivering better assessment practice and improved selection decisions – 72% of interviewers judged the strengths-based interview to elicit less-rehearsed responses than other interview styles.

 

We simply cannot wait to see the results of Morrisons’ strengths-based graduate recruitment process this year! If you would like to keep up with ‘The Market Street’ and speak to Capp about using strengths-based assessment in your organisation, please contact me at reena.jamnadas@capp.co and uk.linkedin.com/in/reenajamnadas or call Capp on +44 (0)2476 323 363

 

 

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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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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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Recruiting the Best Baristas

Posted by: Alex Linley

 

We’ve been delivering strengths-based recruitment for exciting new coffee shop chain, Harris + Hoole. Here, you can see this project featured in The Recruiter.

 

When Harris + Hoole wanted to ensure they were recruiting the right people to deliver the right customer experience – as well as, of course, making great coffee – they knew that recruiting people for what they did well, and loved to do, was the best route to success.

 

As you can see in The Recruiter article, Harris + Hoole are recruiting the best baristas (and other roles, including team members, team leaders and shop managers) through Capp’s Situational Strengths Test and Strengths-based Interview, two of the five steps from Strengths Selector, our five steps to strengths-based recruitment.

 

We’re delighted to be working with Harris + Hoole in this way, delivering performance through strengths.

 

We wish them every future success, with happy customers enjoying great coffee, served by positive and high-performing people.

 

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Strengths Selector – Capp’s Five Steps to Strengths-based Recruitment

Posted by: Alex Linley & Nicky Garcea

 

We’re delighted to announce the launch today of the new Strengths Selector website, bringing together Capp’s long heritage and expertise in strengths-based recruitment.

 

Strengths Selector is Capp’s five steps to strengths-based recruitment. It’s all about getting the right people into the right roles, doing work they love to do.

 

Strengths Selector provides an end-to-end solution for strengths-based recruitment. It can be implemented in full, or using different elements of its modular format:

 

  • Strengths Attraction
  • Situational Strengths Test
  • Strengths-based Interview
  • Strengths Assessment Centres
  • Strengths On-boarding

 

To celebrate the launch of the Strengths Selector website, over the course of the next month, we will be showcasing a series of blogs about strengths-based recruitment. These blogs will cover the journey from competencies to strengths, graduate attraction through strengths, and a practical guide to strengths-based interviewing.

 

If there’s a topic you would like us to cover, please let us know by using the Comment function below.

 

We look forward to being in touch and sharing more of our developments in strengths-based recruitment and Strengths Selector with you.

 

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Technology, Innovation and Your End-to-End Candidate Experience

Posted by: Celine Jacques

 

Earlier this week we shared more detail around the Situational Strengths Test, our new online volume sifting tool. So, here we are, combining our thought leadership in strengths with the eternal limit-pushing world of technology. How exciting!

 

On Tuesday evening, I attended a recruitment event in London, where practitioners discussed the likes of using LinkedIn for headhunting, and video interviewing. It was a fascinating session, and there was some great debate.

 

The combination and balance of technology, theoretical breakthroughs, rigour, fairness, legal defensibility, cost, and internal buy-in is what continues to make recruitment and selection an exciting and challenging area to work in.

 

Innovation and the use of technology is great for an early selection stage such as the volume sift of the Situational Strengths Test. It is important, though, for this to link with the rest of the candidate journey. So how does the Situational Strengths Test fit with our end-to-end process for strengths-based recruitment solutions? This is where the Strengths Selector comes in.

 

The Situational Strengths Test is the second step in Strengths Selector, Capp’s five steps to strengths-based recruitment, which also includes Strengths Attraction, Strengths Based Interview, Strengths Assessment Centres and Strengths On-boarding.

 

Recruitment is an end-to-end process, and your candidates experience some or all of this process with you, which is a direct experience of your organisation, brand and culture.

 

Ensuring that there is a consistent ‘feel’ and ‘message’ is key – recognising that each stage is great on its own is important, but really, the whole is a lot more than the sum of its parts. If a process feels disjointed, so will candidates’ experience of your organisation.

 

In next week’s blogs, we look at the broader recruitment journey through the lens of Capp’s Strengths Selector, incorporating the Situational Strengths Test, and share our latest insights.

 

We will discuss the challenges we see across different stages recruitment, and across different industry sectors, and show you how the five steps of strengths-based recruitment in the Strengths Selector are delivering value and making a difference to talent assessment and selection.

 

 

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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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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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The Ten Challenges of Modern Recruitment

Posted by: Alex Linley & Celine Jacques

 

Speak to almost any recruiter, and you’ll quickly gain a picture of the recurrent challenges they face in their role, and how difficult these challenges can make their job for them.

 

Across our many recruitment clients at Capp, we have identified the 10 recurrent challenges that recruiters face:

 

1. “Gis’ a job, mister, any job”: For almost any organisation, and for graduate recruiters in particular, unease around the prospects of the economy means that more and more people are applying for any role they see advertised, rather than being more targeted and specific in their approach. The result is a volume problem for selection.

 

2. Candidate volume: More candidates than ever seem to be applying for the reduced number of roles available. Differentiating the best from the rest becomes ever harder and more resource-intensive as a result.

 

3. The war for talent: You might think, given the state of the economy, that the war for talent was over, and organisations had won. You couldn’t be more wrong. The best candidates know their worth, and expect hiring managers to convince them of why they should join – starting right from the organisation’s attraction and selection campaigns.

 

4. Here today, there tomorrow: Where once organisations might have recruited for a specific role, increasingly now they have to recruit people who will be able to adapt as fast as they do. The result is that you no longer have to just be a fit for the role, but also fit for the future.

 

5. More global and more ‘future leader’: For many organisations, this fit for the future means more global and more ‘future leader’, adding yet another lens to what organisations want in their new people.

 

6. “A great example of that was when…”: One of the major drawbacks of the prevalence of competency-based approaches is that candidates are so often well-rehearsed rather than well-prepared, making it difficult for recruiters to see behind the polish to the person they would really be hiring.

 

7. The curse of WikiJobs: This challenge is made all the more virulent through the ubiquity of WikiJobs, especially in the graduate recruitment arena, where candidates have been known to share interview questions and model answers within minutes of them first being asked in a live interview or assessment centre.

 

8. “You’re all the same to me”: Not only do candidates look and sound alike, but so do the selection methods and approaches used to recruit them. Competency-based recruitment was a big step forward from the intelligence testing (if anything) that we had before, but after 30 years and almost every organisation using them, the differentiation of competency-based interviews has passed.

 

9. Employer brand and being a ‘good rejecter’: When you’re in the volume recruitment game – whether you intended to be or not (see #1 and #2 above) – it’s all the more important to be seen as a ‘good rejecter’, since by definition, you’ll be saying ‘no’ to a lot more people than you say ‘yes’ to. Depending on your business, some or all of these people could well be current or potential future clients.

 

10. Twice the value, half the price: On top of all of these, recruiters are being asked to do more with less. “Yes, we want the best possible candidates you can find. No, we can’t increase your resources to do this – in fact, we’re going to have to top-slice them in line with the rest of the organisation.”

 

With these 10 challenges keeping them awake at night, it’s hardly any wonder that recruiters can sometimes feel like they’re up against it.

 

That’s why at Capp we developed the Situational Strengths Test, as one element of Strengths Selector, our five steps to strengths-based recruitment, to help recruiters solve all of these problems and more.

 

Visit our Situational Strengths Test launch site to see how we can help you.

 

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