This document introduces strengths-based recruitment and discusses how it works. Strengths-based recruitment focuses on identifying candidates' strengths rather than weaknesses. It uses a situational strengths test and strengths-based interviews to assess things like core strengths, functional strengths, values and capabilities. Companies see benefits like improved candidate quality, diversity, and brand perception on campus. The process also predicts job performance better. Client results include reduced attrition, higher customer satisfaction, and an increased number of female and socially mobile recruits. The next steps discussed are finding the best job fit and continued innovation in the field.

1. Introducing ...
Innovations in Graduate
Recruitment
The FIRM Winter Conference
15 November 2013

2. Capp
30,000 SST
completions in
2012
Founded
2005
Products and
Solutions used
in 120+
countries
800
Accredited
test users
Working
with
200+
Organisations
70,000
Capp test
users
30,000
2013 =
candidates
screened for
strengths

3. Capp Clients
1. Culture Shaping

4. Today
What is strengths-based recruitment?
How does it work?
Why does it work?

5. What is Driving Innovation?
Differentiation
Brand
Rigour
Alignment
Quality

6. What are Strengths ?
A strength is something that you
do well and enjoy doing. When
using a strength, people feel
authentic and energised as they
deliver successful performance.

7. Strengths =
Performance Energy Use

8. www.realise2.com
What is Being Assessed?

9. How is it different?
Weaknesses:
Anxious
Drained
Agitated
In authentic
Fabricated
Strengths:
Passionate
Focused
Animated
Holistic
Relaxed

10. How to Recruit for Success
Recruiting
for Success
Core
strengths
Function
strengths
Technical
Values
Cognitive
skill
Capabilities

11. The Process
Attraction
Application
Form
Situational
Strengths
Test (SST)
Numerical
screening
Telephone
/ Video
Screen
Assessment
Centre
On-
boarding

13. www.realise2.com
Strengths on Campus

15. Attraction the Results
Fewer
applicants
but of a
higher
quality
Improved
diversity &
social
mobility
Increasing
ranking of
brand on
campus
Increased
brand
perception
Awards
winning
campaigns

17. SST the Results
Predicting
performance
at AC
Exceptional
candidate
feedback
Improved
process
efficiency
Increased
realistic job
preview
Predicting
exam
performance

18. Strengths-based Interview the Results
Improved
assessor
consistency
Candidates
showcase
more of
themselves
Better
able to
differentiate
excellent &
average
Increased
assessor
engagement
Greater
predicative
validity

19. Strengths-based Interview
“Quick-fire questions meant
candidates have to think on their
feet, which really shows the strong
candidates and how their thinking
processes work.”
“Overall very impressed with
the ability to assess candidates
fairly and really focus on their
strengths.”
“This technique is excellent for candidates
with minimal or no work experience. It also
prohibits the interviewer from guiding the
interviewee into the answer. This style
appears to relax candidates in a timelier
manner than that of traditional techniques.”
“I liked it a lot. It was visibly tougher
on the candidates and it made it
more difficult for them to serve up
past answers. The consequence was
that the interviews were more
enjoyable for the interviewer.
I’m actually looking forward to the
next one!”

20. Overall Return
• Attrition reduced by 50%
• Customer satisfaction and quality up by 14.5%
• 33% increase in candidate perception
• 50:50 gender split
• Capp process predicting exam success
• 96% of candidates think Nestlé stands out compared to
other graduate recruiters
• Female recruits up from 22% to 67%
• Increase in social mobility

21. Find your best job
The next innovation
nicky.garcea@capp.co
www.capp.co
uk.linkedin.com/in/nickygarcea