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

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September 2019
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Strengths On-boarding

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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Getting On-boarding Right

Posted by: Emma Trenier, Consulting Psychologist, Capp

 

With BA recruiting 2, 500 new employees last year, it was a prime time for them to discover what makes on-boarding a success. Their research discovered that 90% of employees make a decision to stay with an organisation in the first 6 months, the failure of a successful transition costs between 1.5 and 5 times annual salary, and Generation Y expect to make 5-7 career changes in their life, compared to Baby Boomers who only wanted to make 2-3 career changes.

 

Clearly, with the coming trend for more frequent career changes and the high cost of getting it wrong, it’s getting more and more important for companies to get on-boarding right.

 

I’m prone to a little day dreaming, so let me describe how I would like to be welcomed ‘on board’ in an ideal world…

 

Before I arrive on my first day I am already excited. I have shared the freebies I received with my friends and family who already think this company is phenomenal and I am the luckiest woman they know.

 

On day 1, my manager meets me and gives me a tour of the building, introduces me to a number of my colleagues and gives me my laptop and phone, already sorted. I spend time speaking 1:1 to one with a handful of colleagues, finding out what they do and who I can go to for what. I am tasked to discover my strengths overnight with an online questionnaire and bring the results back in the morning.

 

On day 2, my manager and I talk through my Realise2 strengths profile – what makes me tick and what I find draining. This is enjoyable and insightful as I discover she is as keen as I am for me to be my best self at work.  I spend the day satiating my curiosity about the company’s culture through conversation, watching (non-cheesy) videos online and meeting one of the senior leaders for a thought-provoking and honest Q&A. By the end of the day I LIKE this company and I feel as if they LIKE me.

 

On day 3, my manager gives me my first assignment that plays to my strengths. I am delighted to be given a chance to show what I can do as I prepare to get started. I’m now excited to be working here, knowing that they want me to bring my best self to work, and that they want me to succeed through using my strengths. This company’s culture is all about helping me to do what I do best and love to do each day. It’s the perfect match!

 

I’ll end my dream here, although ‘on-boarding’ will continue for the next six months as I develop my skills in new areas, work closely with partners who show me the ropes and receive feedback from colleagues as I venture into new terrain.

 

It doesn’t sound so difficult, so why is this not every new employee’s experience?

 

For a start, companies don’t recognise the financial impact of getting on-boarding right.  As a result, managers are not given the right resources and don’t realise that it is they themselves who can make or break each new employee’s spirit and resolve to stay.

 

The sad result, when they get it wrong, is that talented people prepare to leave within the first 6 months and everyone’s a loser.

 

In contrast, get on-boarding right, and everyone is well on the way to being a winner.

 

Strengths On-boarding is a key way to achieve this, by celebrating the best of why you recruited someone, then putting them to work by doing what they do best and love to do every day. That’s the way to love Mondays!

 

Strengths On-boarding is part of Strengths Selector, Capp’s five steps to strengths-based recruitment. Find out more about Strengths On-boarding here.

 

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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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Beyond Induction: How Ineffective On-boarding Harms Business Performance

Posted by: Jamie Betts

 

In this final blog introducing Capp’s Strengths Selector, Jamie Betts explores how Strengths On-boarding, the fifth and final step of Strengths Selector, ensures that new joiners are more productive in their new organisation from day one, week one and month one

 

Many of us have been there. We start a new job, we’re excited, we’re ready to perform, and we want to deliver great results. Then reality hits – the organisation has no idea how to harness our potential, and we feel a sense of low-level frustration. Stagnation follows. And a resignation follows some time after that.

 

Perhaps the worst thing about this cycle of events is how rarely it’s picked up. People don’t want to burn bridges, and it’s not like their organisation is… bad. It’s just not for them. They’ll do their job, meander along, cause no problems, and then move onto pastures new. It happens all the time, as any organisation with a robust exit survey process can attest.

 

This isn’t how businesses will achieve optimum performance. By failing to understand their individual behavioural preferences and potential, we greatly reduce the chances of people attaining peak performance. Multiply this by several key hires, and you’re left with an organisation which won’t realise it’s own potential.

 

This impacts quickly on organisational performance – service delivery, profit, reputation… all can be damaged.

 

It needn’t be like this. Though straightforward interventions, such as identifying an individual’s strengths prior to them joining, we’re able to help them map out their pathway to optimal performance.

 

Effective on-boarding isn’t just about an induction and a mobile phone, but also the harnessing of an individual’s true potential, helping them align their strengths to how they will deliver success in role.

 

After all, their strengths are what you recruited them for – and it is these strengths which will lead to engaged, motivated employees, and an organisation primed for peak performance.

 

Strengths On-boarding is the fifth step in Strengths Selector, Capp’s five-step approach to strengths-based recruitment. Read more about Strengths Selector and Strengths On-boarding here.

 

Jamie Betts is a Principal Consultant at Capp.

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