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

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September 2019
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Strengths Assessment Centre

Strengths-based Selection in Summary

Posted by: Alex Linley & Nicky Garcea

 

We’ve celebrated the launch of our new Strengths Selector website with a series of blogs that address each of the five steps of strengths-based recruitment.

 

Here’s an easy-reference summary of all the best bits:

 

Attraction – it’s where it all begins. Jamie Betts and Celine Jacques started us off with a look at the missing link between attraction and assessment, before Jamie turned his attention to the talent that lies waiting to be discovered by graduate recruiters going off-piste - a message that applies to any recruiter who’s trying to fish from a busy recruitment pond.

 

The Situational Strengths Test is the perfect solution for sifting large volumes of candidates and solving some of the challenges of modern recruitment, ensuring that your assessment methodologies are recruiting the right people for the right roles, as Celine Jacques and I explored in two of our blogs on this topic.

 

How do you prepare for a strengths-based interview? This was the topic of one of our very popular blogs from Celine Jacques, who concluded that ultimately you need to ‘ just be yourself’. Then, bringing his own unique brand of personal insight to the discussion, Jamie Betts shared his journey from competencies to strengths, and Nicky Garcea reflected on why competency-based interviews miss talented graduates.

 

With the assessment centre our next focus, Jamie Betts questioned why bespoke assessment centres always feel the same, concluding that it’s because the same 4 or 5 generic competencies are assessed time and again. Time for something different with the Strengths Assessment Centre.

 

Welcome on-board is the message that every potential candidate hopes to hear. Emma Trenier dreamed a dream on what it would take in getting on-boarding right, while Jamie Betts shared how ineffective on-boarding harms business performance.

 

Across each of these five steps of strengths-based recruitment, we’ve sought to share our experiences and deliver our insights.

 

We wanted to show you why strengths-based selection is being adopted as the best way to get the right people into the right roles. We hope we’ve succeeded – and thanks for reading.

 

To learn more about how Capp can help your organisation in each of these areas, visit our Strengths Selector website.

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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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Why Do ‘Bespoke’ Assessment Centres Always Feel the Same?

Posted by: Jamie Betts

 

In this third blog introducing Capp’s Strengths Selector, Jamie Betts explores how the Strengths Assessment Centre, the fourth step of Strengths Selector, serves to differentiate the Assessment Centre experience for candidates, helping organisations identify and select the right talent

 

It’s perplexing. Assessment and development experts will all agree about the importance of bespoke assessment centres, which measure the unique behaviours required for success in a given role. And yet, as any graduate doing the assessment centres ’rounds’ will tell you, most assessment centres tend to feel the same.

 

One of the reasons for this homogeneity seems to be rooted in the weaknesses of the competency-based approach. For all the talk of organisations having unique cultures, the same 4 or 5 generic competencies are measured again and again: customer focus, collaboration/teamwork, results orientation, and planning/organising almost always crop up in one form or another.

 

And yet, despite the striking similarities between these assessment centres, design consultancies sell these competency-based assessment centres as entirely ‘bespoke’. This is not entirely untrue, since each assessment centre will often be designed from scratch.

 

But given how similar the assessment centres feel, and what they measure, it could also be regarded as intellectually dishonest.

 

This is just one reason why at Capp we have moved away from competency-based assessment centres, and instead are innovating in the field of strength-based assessment. Not only does strengths assessment allow for a greater range behaviours to be measured, it also provides a more natural and positive environment for candidates to express their natural behavioural preferences.

 

Strengths-based assessment helps break the cycle of overly similar assessment centres for volume and graduate recruitment/development, moving away from the tendency of measuring the same narrow range of core behaviours.

 

Not only is this good news for candidates, it’s great news for organisations looking to measure an individual’s true behavioural potential and to spot who has the talent to succeed.

 

Strengths Assessment Centres are the fourth step in Strengths Selector, Capp’s five step approach to strengths-based recruitment. Read more about Strengths Selector  and Strengths Assessment Centres here.

 

Jamie Betts is a Principal Consultant at Capp.

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