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

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September 2019
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Strengths Attraction

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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Attraction and Assessment: What’s the Missing Link?

Posted by: Jamie Betts & Celine Jacques

 

In the first of four blog posts this week that preview Strengths Selector, Capp’s five-step approach to strengths-based recruitment, Jamie Betts and Celine Jacques look at Strengths Attraction, the first step in the candidate funnel.

 

Expectations. They matter – and as anyone who has lost a new starter due to mismatched expectations will tell you, there is a genuine business cost associated with not meeting them.

 

It’s interesting, then, that many organisations don’t link their attraction and assessment strategies. This applies even in cases where organisations use a sophisticated and integrated direct hiring model (e.g., for graduate or volume campaigns).

 

In addition, for experienced hires, many organisations effectively outsource their attraction message to recruitment agencies. This will be the case for any organisation that has at least a partial reliance on agencies for their experienced hire recruitment.

 

This is perhaps unintended cause-and-effect. Organisations are not intentionally failing to link attraction and assessment, it’s just that the advertising agencies who develop the attraction message rarely link this to the requirements and realities of the job itself.

 

Further to this, recruitment agencies who engage with experienced hires on LinkedIn, and advertise on job boards, have their own message to ‘hook’ candidates. This means you lose control, and any attempt to effectively link attraction and assessment would be lost too.

 

When it comes to attracting the best possible talent, this matters. Even organisations with a robust direct hiring model, who are firmly in control of their employer brand and external positioning, only rarely link this message to the behaviours, or strengths, which will drive success in the role.

 

This is the missing link between attraction and assessment – an attraction strategy informed not only by your employer brand, but a message which is more likely to speak to those who will genuinely excel at the job.

 

Linking attraction with assessment is a logical step forward. Think of it as a head start in your screening process – and an opportunity to define a truly differential message to the marketplace. This is what the Strengths Attraction step of Strengths Selector is designed to do.

 

Find out more about Strengths Selector, Capp’s five-step approach to strengths-based recruitment, here.

 

Jamie Betts is a Principal Consultant, and Celine Jacques is a Managing Psychologist, both at Capp.

 

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