Presentation by CAPP on benefits of strengths-based recruitment for candidates and employers.

2. Social Mobility &
Strengths-based
Recruitment
By
18-May-16
Sarah Beaumont

3. Aims for today’s session
• Introduction to strengths
• Strengths-based recruitment
• Preparing for strengths-based recruitment
• Social mobility
• Q&A

4. Discovering Strengths
Volunteer - share
something you find
draining for 2 mins
Observers - take notes on
everything that you hear
and see

5. Discovering Strengths
Volunteer - share
something you enjoy and
do well for 2 mins
Observers take notes on
everything that you hear
and see

6. Signs of a Strength
Strengths
Relaxed
Focused/energised
Tone
Terminology
Authentic
Passionate
Visualise
Childhood memories
Weaknesses
Anxious
Drained
Agitated
Inauthentic
Shorter response
No examples

7. What are strengths?
A strength is something you do regularly, that you do well and energises you when doing it.

8. Strengths-based recruitment (SBR)
• Focuses on what individuals could do AND what they love to do
• Emphasis on fit for the role
• Online Assessments
• Interviewing
• Assessment Centres

9. Benefits of SBR
Employee
• Engaged
• Happy
• Confident
• Resilient
• Less stress
• Goal
attainment
Both
• Difficult to fake
• Less biased
• Diversity &
equality
• Social Mobility
Employer
• Profitability
• Productivity
• Client
satisfaction
• Absenteeism
• Staff turnover

10. Have a guess…
• What % of students would choose a job with higher strengths use but an
average salary?
• What % of students think it is “very important” to use their strengths at
work?
• What % of students said strengths influenced their choice of career path?
• What % of students are confident they know what their strengths are?

11. The answers…
• 65.3% would choose a job with higher strengths use but an average salary
• 73.0% think it is “very important” to use their strengths at work
– Plus 23.7% think it is slightly important
• 45.6% said strengths influenced their choice of career path
• 48.8% of students are confident they know what their strengths are

12. Preparing for strengths-based recruitment
• Know your own strengths
• What your friends and family know you for
• What you enjoy doing, and what you are
like at your best
• What a ‘great’ day looks like for you
• Activities that you do not particularly enjoy,
and why
• Practice talking about your strengths
– what are you great at doing?
– do you love to do?

13. What to expect
• Wide range of questions
• Little or no probing
• More questions delivered more quickly
• The chance to express how you feel in relation to a task or activity
• A request to provide several short examples
– Examples from all aspects of life
– Academic, employment, volunteering, sports, social
• Try to enjoy it! And if you don’t… is it the right job for you?

14. Social Mobility
• What is social mobility?
“Social background does not define an
individual’s future opportunities, but instead
the individual defines them”
• How do we measure social mobility?
– Did your parents go to university?
– Did your household receive income
support?
– Did you receive free school meals?
– What type of school did you attend?

15. Social Mobility
• Barriers to social mobility
– Screening criteria
– Assessment methodology
– Bias
• Changes to support social mobility
– Join the debate
– Measure social mobility
– Evaluate
– Influence policy change
– Monitor outcomes

16. Q & A
Sarah Beaumont, Senior Assessment Consultant
M: +44 (0) 7730 130 616
T: +44 (0) 247 632 3363
sarah.beaumont@capp.co
uk.linkedin.com/in/sarahcbeaumont

17. Sarah Beaumont, Senior Assessment Consultant
M: +44 (0) 7730 130 616
T: +44 (0) 247 632 3363
sarah.beaumont@capp.co
uk.linkedin.com/in/sarahcbeaumont