Strengths-Based Recruitment – Now and in the Future
We spend 77,000 hours at work, throughout our lifetime. So when candidates decide to join a company, they shouldn’t just consider the professional implications but also the wellbeing and general satisfaction they can get from the new job. Capp Co-founder, Nicky Garcea, shares how a shift in our assessment approach can help us make more informed hiring decisions, placing candidates in jobs they will love and excel in:
- Standard candidate assessments, governed by competency-based approaches and situational judgement tests, can be very informative and deliver an uninspiring recruitment experience.
- We must give candidates a realistic insight into the job from the moment they read the ad all the way to the assessment centre, to enhance their test taking experience.
- Strength-based assessments can give us authentic insights into how well candidates perform when using their strengths, how often they use their strengths, and how energised and motivated they feel by it.
- When assessing for early careers, or for jobs with no past history, the candidate’s engagement with the job will be more important than their capability for it. Engagement is a sign of potential that can be developed.
- Use technology to measure exactly what matters. Online immersive assessments will give candidates an authentic view of the organisation and help them learn more about the role through job simulations. These exercises will show the candidate’s natural instincts and test their potential for the role.
Strength-based assessments will leave the candidates feeling engaged and stimulated by the experience, with a clear understanding of the role they’re about to take on. By hiring people with high capability and engagement, the employer will benefit from lower attrition rates and better team productivity.