Join Farrah Beveridge, RSM UK to hear how adopting a strengths-based approach to assessment & selection can benefit both candidates and employers. It is increasingly evident that some of the more traditional assessment approaches can sometimes provide insufficient insight into the applicants suitability for the role and often deliver an uninspiring experience for both the employer and the candidate. In this session, Capp will share some of the benefits of leveraging a strengths-based assessment model and making use of the latest talent technology: • How to enable companies to discover and measure what matters most • How to provide applicants with an authentic insight into the role and working environment • How to identify candidates who will not just be able to do the job, but will love doing it • How to empower candidates at any stage of their career and the organisations they work for to really thrive

1. Strengths-based Recruitment
Now and in the Future

2. OUR LIVES ARE AWASH WITH CHOICE AND WITH
TECHNOLOGY AT OUR FINGERTIPS
NOW, MORE SO, THAN EVER BEFORE

3. IF YOU WANT TO
MEET
SOMEONE
DATING SITES
IF YOU WANT TO
NETWORK
WITH PEOPLE
LINKEDIN
IF YOU WANT TO
PURCHASE
SOMETHING
AMAZON
IF YOU WANT TO
GO
SOMEWHERE
TRIPADVISOR
49MUSERS
154MMEMBERS
90MSUBSCRIBERS
702MREVIEWS

4. WE SPEND MOST OF OUR
LIVES AT WORK
WHAT IS THE
COMPARABLE
OFFER?
HOURS

5. PEOPLE WANT A JOB THEY LOVE
And people who love their work are what make good companies.
It’s not just about those that can do – it’s about those that love to!

6. Standard testing
governed by
competency
based
approaches
Emergence of
behavioural
based
assessment
Migration of
paper-based
tests to online
solutions
Situational
Judgement
Tests

7. Innovating alongside
the increasing rise and
momentum of
automation and
technology
A CONTINUOUS DRIVE TO ENHANCE THE TEST TAKING EXPERIENCE
Seeing the inclusion of
relevant narratives,
being educational,
informative and
insightful
More than ever
starting to measure
what matters whilst
providing relevant and
realistic insight

8. Energy
How energised you are
by using these strengths
Performance
How well you perform
when using these strengths
Use
How often you use
these strengths
Over 120 clients using strengths
500k candidates per year screened
on the basis of their strengths
All of Capp’s Strengths-based
assessments are measuring strengths
in this way:
Capability alongside Engagement
#CANDOLOVETO
STRENGTHS – UNIQUELY CHARACTERISED BY CAPP

9. WHY STRENGTHS?
CANDIDATE EXPERIENCE
96%
of candidates reported that
the assessments were
engaging
99%
of candidates described
the assessments as fresh
and current
94%
of the successful candidates felt
the process was challenging to
complete
“I found the assessment process
really original and for this reason
I want to join the organisation.”
“This is new, different and it’s likely to
stand out. You are testing us in ways
which are relevant to the role.”
“I liked the assessment centre
because it allowed me to be myself
and not be too scared.”
“The assessment centre has given me
greater insight into the organisation
and the role I have applied to.”

10. BUSINESS RESULTS
20%
Introducing a Strengths-based
recruitment process reduced
attrition by
15%
After implementing a
Strengths-based recruitment
process customer satisfaction
increased by
Using Strengths in organisations leads to
increased creativity
Strengths use at work can yield performance
benefits in terms of task performance and
discretionary helping
Using Strengths in organisations leads to
enhanced role clarity
People using their Strengths perform better4%
After implementing a
Strengths-based recruitment
process sickness absence
reduced by
WHY STRENGTHS?

11. WHAT OUR CANDIDATES ARE TELLING US
FEEDBACK
”The UI was fabulous… I highly appreciate the detailed feedback
report. I think it is a good idea to give candidates information
Regarding their strengths and where they can improve.”
AUTOMATION FOR ROI
FREEING RECRUITERS TO DELIVER
MORE
”Brilliant assessment process… I actually enjoyed the assessment and really
appreciate the fact that it was structure as a learning experience, meaning
my time was well invested regardless of the outcome…”
HI-TECH FOR HI-TOUCH
CANDIDATE EXPERIENCE
”As a dyslexic individual I have always struggled to get my foot in the door… I was unable
to showcase these skills under traditional testing conditions. This new testing platform has
allowed me to demonstrate both my analytical and soft skills in a way applicable to the
needs and requirements of the job. I’d like to thank Accenture and the recruitment team”
INCLUSION &
DIVERSITY

12. WHO ARE RSM UK?
• One of the world’s largest networks of audit, tax and consulting firms
• Global network that spans more than 120 countries
• 41,000 people, 750 offices, 116 countries
• Work across 40 service areas and a broad range of sectors – anything from premier league footballers and
leading charities to FTSE 300 companies and major multinationals
• Focus on supporting middle market organisations to thrive

13. RSM OBJECTIVES
Regaining sight of what
good looks like
Candidate
Experience
Diversity &
Inclusion

14. • A data-led, multi-method approach, incorporating qualitative and quantitative research methods was used to
create the Success Framework
SUCCESS ANALYSIS
An online survey completed by
RSM colleagues
Calls with business leaders
across RSM
A desk-based analysis of RSM
collateral across data points; including
Job Descriptions, Competency
Descriptions and company website data
• Data examined both as a single dataset individual datasets – taking into account geographical locations and
business area (E.g. Tax and Audit)
This allowed us to explore in detail whether there was a sufficient evidence to implement multiple Strengths
Frameworks within RSM
• Business Leaders were also given the opportunity during interviews to share their views on any shortcomings
of the current recruitment process

15. Dynamic Driver
Team Worker
Adaptive Communicator
Commercial Champion
Flexible Performer
Bounce-back
Learning Mindset
Data Interpreter
RSM STRENGTHS

16. Photobook Video Interview Face-to-Face Interview Assessment Centre
SOLUTION
ACHIEVE MAXIMUM BRAND IMPACT AND CANDIDATE ENGAGEMENT

17. candidates agreed they found
strengths-based questions to be more
engaging than competencies
55%
candidates agreed they felt challenged by
strengths-based questions
58%
64%
candidates agreed it gave greater
insight into the role they were
applying for
candidates stated it prompted them to
think with RSM was the right employer for
them
70%
candidates agreed they found the
strengths-based questions
engaging
66%
76%
candidates stated they enjoyed the
Online Assessment
IMPACT DATA
Implemented end to end strengths-based assessment process
Online Immersive Assessment
64%
candidates stated that it gave
accurate insight into life at RSM
65%79%
candidates agreed that the process
met their expectations
Overall Process
candidates agreed they found this
process more enjoyable than other
processes

18. Key Learnings
Success Analysis Communication Training Belief

19. THANK YOU