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

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October 2019
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volume recruitment

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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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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Launching our New Situational Strengths Test

Posted by: Celine Jacques & Alex Linley

 

Capp has always been a thought-leader in strengths-based recruitment. We see selection as a really critical process for our clients; the point at which the future make up of an organisation is decided.

 

Your brand, your performance, your very survival is dependent on those appointments and we feel privileged to be able to help our clients make effective, predictive and legally defensible decisions.

 

We understand the challenges facing recruiters and this year we have harnessed our innovation and thought leadership to bring you the latest in strengths-based recruitment, with a solution for online volume sifting for candidates based on their strengths – the Capp Situational Strengths Test.

 

This week sees the formal launch of the Situational Strengths Test, which is already being used by Ernst & Young and a major UK-based FMCG company as part of their strengths-based graduate recruitment processes, supported by Capp.

 

Over the next three weeks we will be posting a series of blogs all about the challenges of recruitment and how strengths-based recruitment, and the Situational Strengths Test in particular, are addressing these challenges.

 

Through these blogs, we will share our latest thinking around:

 

  • The current challenges faced by those attracting, assessing and selecting talent

 

  • The impact of our economic climate, and the changing profile of high volume roles

 

  • The need for innovation combined with exceptional science and rigour

 

  • The specific challenge of high volume applications, and the market and place for online sifting tools

 

  • The organisational outcomes and candidate benefits delivered by the Situational Strengths Test, our strengths-based sifting tool

 

  • The link between attraction, online sifting, further assessment and on-boarding

 

  • A look to the future in relation to what we all need to do better in order to spot talent more effectively and efficiently.

 

We hope you enjoy exploring this new frontier in strengths-based recruitment, and that you will be as excited and inspired as we are by the possibilities that this offers.

 

And by all means, if you can’t wait for the blog series, please check out the Situational Strengths Test website, which should answer many of the questions you may have.

 

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