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

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October 2019
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strengths-based graduate recruitment

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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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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Nestlé HRD Matt Stripe in HR Magazine on Using Strengths to Recruit Graduate Talent

Posted by: Alex Linley

 

I’m delighted to share with you this link to HR Magazine, featuring an article by Nestlé HR Director Matt Stripe. In the article, Matt describes how Nestlé are working with Capp in using strengths-based graduate recruitment to select and recruit the best young graduate talent.

 

He also makes a series of great points about how strengths-based recruitment critically improves upon competency-based recruitment for graduates, who often might not have the work experience to provide the “When did you do this…” past examples that competency-based recruitment so often depends upon.

 

Enjoy reading!

 

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Student Strengths Insights and Strengths-based Graduate Recruitment

Posted by: Alex Linley

 

I was speaking earlier today at an Ernst & Young event for university careers advisers, where we showcased some of the early results from the Ernst & Young-Capp Student Strengths Survey.

 

This is a survey of 1,085 undergraduate students, randomly sampled and balanced across gender, faculty and university, drawing from the 87 universities that comprise the top three quartiles of UK universities.

 

Here is a snapshot of our findings as we shared them today – the full report will be released in the next few weeks:

 

1. Just under half (48.8%) of the students said that they knew what their strengths were.

 

2. 9 out of 10 students agreed that using your strengths was important because it would help you to be happier, more engaged at work, to achieve your goals, and to realise your potential.

 

3. As a result, 97% of students thought it was important to use their strengths at work in their future career.

 

4. So much so, it transpires, that two-thirds of students would choose an average graduate salary and the opportunity to use their strengths at work, over and above a job with a higher than average graduate salary but little opportunity to use their strengths.

 

5. And taking this further, over 85% of students wanted a premium of 30% or more above the average graduate salary, in order to induce them to take a job that would not allow them to use their strengths at work.

 

Clearly, strengths matter – both to graduates and to their prospective employers.

 

With an increasing weight of evidence showing the benefits of strengths-based recruitment, for both candidates and organisations alike, it’s hardly surprising that more and more organisations are choosing to make the move to put strengths at the heart of their selection processes.

 

In future blogs, we’ll explore more of what this means and how you can make the change.

 

We’ll also be showcasing some of the many successes Capp has achieved so far with our market-leading and award-winning strengths-based recruitment and selection processes.

 

In the meantime, if you have comments or questions about strengths-based recruitment, let us know using the Comment function below and we’ll be pleased to respond.

 

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