Supporting your students through strengths based recruitment
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Workshop presented by Jacqui Adams & Liz Holford Event: Employability & Enterprise Conference, .University of Portsmouth
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Supporting your students through strengths based recruitment
- 1. Jacqui Adams Liz Holford Supporting your students through strengths based recruitment
- 2. • Understanding SBI and the reasons why recruiters use this method of interviewing • How we can prepare students for SBIs • Which recruiters are using SBIs • How recruiters assess strengths during the recruitment process • Typical SBI questions • A chance to try out some of these Workshop outline
- 3. Exercise One: Strength Spotting Person A Person B Share something that you find challenging and de-energising at work Take notes on what you see and hear
- 4. Exercise Two: Strength Spotting Person A Person B Share something that you are good at and find energising Take notes on what you see and hear
- 5. Albert Mehrabian: 7%-38%-55% rule 55% 7% 38% Non Verbal Words Verbal Content
- 6. The ‘art’ of recruitment Subjective Recruitment “Do I know you?” “Does your face fit?” Strength-Based Recruitment “Do you have the right strengths and motivators?” “Are you right for the job?” Scientific Recruitment Competency based “Do you tick all the competency boxes?” 2000s 1950s 1980s Pendulum © 2013. engagingminds
- 7. “ A strength is something that a person: • Loves doing • Is good at • Is energised by People who play to their strengths tend to: • Be happy • Be satisfied with life • Be productive and successful • Have the greatest growth potential "Your unique strengths define you as a person. Using your strengths helps you to perform at your best in life.“ Alex Linley capp
- 8. When a candidate is using their strengths they: • demonstrate a real sense of energy and engagement • often lose a sense of time because they are engrossed in and enjoying the task • quickly learn new information and approaches • perform well and are drawn to do things that play to their strengths – even when tired, stressed or disengaged
- 9. Attraction 25% increase in applications for hard-to-fill positions Interviewee experience 85% of candidates said “the interviewer really got to know me” Interviewer experience 97% of trained interviewers say SBR will help them find the right people Attrition 50% drop in first three months Rates dropped from 48% to 20% in ten months Performance 20% increase in productivity after three months 6% drop in sickness absence after three months Customer satisfaction 12% increase in customer satisfaction 80% reduction in customer complaints The Impact of Strength based recruitment
- 10. • Reduction in number of applications from candidates that don’t fit the organisation’s needs • More targeted applications • Difficult for candidates to over-prepare for SBIs so the organisation gets to see the ‘real’ candidate Benefits for a company
- 11. Benefits for a candidate When you are being interviewed by someone in a strength based interview it doesn’t feel like an interview It feels more like a conversation I felt that the person interviewing me was generally interested in me as a person and not how well I did in tasks, how well I scored engagingminds
- 12. How to Prepare for a Strengths-based Interview The answer is simple, albeit something of a cliché: Just be yourself. Celine Jacques, Managing Psychologist, Capp
- 13. How to Prepare for a Strengths-based Interview • The best way to answer strengths questions is honestly. You can’t prepare for them as the questions don’t have a right or wrong response • When you are describing the things you enjoy doing and are good at, your enthusiasm will come through in your answers
- 14. How to Prepare for a Strengths-based Interview Think about: • How your friends and family would describe you to a stranger? • What you enjoy doing, and what you are like at your best • Your achievements • What a ‘great’ day looks like for you - when did you last go home energised, and why was that? • Activities that you do not particularly enjoy, and why • Free online Strengths profile can be created by registering with www.jobmi.com and selecting ‘your abilities and fit’
- 15. How can you prepare your students? Exercise Three: • In pairs or small groups create a list of activities that you could use with students to help them develop the self awareness they will need to deal with strength based interviews
- 16. So which recruiters use Strength Based Interviews?
- 17. • What are you good at? • What do you learn quickly? • When did you achieve something you were really proud of? • Do you find you have enough hours in the day to complete all the things you want to do? • What things are always left on your to-do list and not finished? • What have been some of your achievements and how have you made them happen? • Do you think this role will play to your strengths? • Are you a starter or a finisher? • What do you love to do in your spare time? • How would a close friend describe you? • What qualities would you bring to this team? • Are you a big picture or a detail person? • What activities give you an energy buzz? • Give me an example of a weakness? Typical questions
- 18. • Interviewers are looking for evidence that a candidate has the strengths needed for the role they are being interviewed for • Interviewers are trained to gain insight into each candidate and to take notice of how each candidate answers the questions not just what they say • Candidates aren’t marked on how quickly and expressively they answer but whether they have the strengths sought • Draws on aspects of Neuro Linguistic Programming Training to deliver SBIs
- 19. Strength based interview scoring
- 20. Different kinds of strength based recruitment methodologies The Profiling Approach: • uses workplace observation and structured interviews to elicit the strengths that all great performers in a role have The Dictionary/Database approach: • involves interviews or focus groups with high performers where they are asked about what they find engaging, what they are good at and what they enjoy
- 21. In pairs/small groups try these questions out! Exercise Four:
- 22. Useful resources engagingminds The Shelford Group - Recruiting the right ward sister capp - the strengths experts Alex Linley The Positive Encourager Purple Door
- 23. Purple Door • Careers Appointments • Purple Door Jobs Board • Graduate Recruitment Consultancy • nest • Supports graduate for up to 5 years after graduation
Editor's Notes
- JA to introduce us
- JA to go over outline
- JA to facilitate exercise one
- JA to facilitate exercise two
- JA to do – should be about 10 minutes in at this point How you come across is as important as what you say In strength based interviews there is greater emphasis on observing the non verbal and vocal
- LH Changing patterns of recruitment from a subjective process in the 1950s to a more scientific way of recruitment based on looking at past behaviour to identify if a person has developed a particular type of skill to strength based recruitment which is gaining more popularity esp with large graduate recruiters
- LH According to the Alex Linley Professor Alex Linley from the Strengths experts Capp, defines strengths as the things we are good at and energise us. "Your unique strengths define you as a person. Using your strengths helps you to perform at your best in life.“ This is one of Alex Linley’s diagrams and highlights the potential of strengths and helps to explain what SBI is trying to identify and shows difference between realised and unrealised strengths compared with learned behaviours (competencies)
- LH Recruiters like SBIs for these reasons but the other reason they like SBI is because this method of recruitment means there is more guarantee that the right person will be recruited …
- LH this data outlines why organisations find the method appealing According to the Shelford Group: Attraction 25% increase in applications for hard-to-fill positions Interviewee experience 85% of candidates said “the interviewer really got to know me” One interviewee in the you tube clips from Engaging Minds said that she lost all sense of time because she was so busy chatting about herself and that it didn’t feel like an interview Interviewer experience 97% of trained interviewers say SBR will help them find the right people Attrition 50% drop in first three months Rates dropped from 48% to 20% in ten months Performance 20% increase in productivity after three months 6% drop in sickness absence after three months Customer satisfaction 12% increase in customer satisfaction 80% reduction in customer complaints
- LH Candidate attraction of the best people suited to the role – 33% increase in positive candidate perceptions. Realistic job previews for potential applicants – helping them make an informed decision about where to apply, reducing applications from people who do not fit. More targeted applications from people who are more likely to succeed in the role – reducing the administrative load on your recruitment process.
- LH Candidates enjoy the strengths-based process more than other recruitment processes The opportunity to showcase the strengths and experiences they would bring to the role An insight into the role and organisation A fairer selection experience ONE recruiter said we rejected a person on the competency based interview because they didn’t do well. We then interviewed them on a strength based interview and they shone!
- JA Many job candidates ask, ‘How can I prepare for a strengths-based interview?’ They want to know: What is a strengths-based interview? What will I be asked? How can I make sure I do well?
- JA The best way to answer strengths questions is honestly. You can’t prepare for these. Questions don’t have a right or wrong response, so if you attempt to reply in the way you think the recruiter wants rather than what you actually think or feel, it’s likely that inconsistencies in your body language, a lack of genuine enthusiasm and expression may give you away. When you are describing the things you enjoy doing and are good at, your enthusiasm will come through in your answers. You’re likely to become more animated and your motivation will become apparent to the interviewer, which can only be a good thing. Anecdote Jacqui asks students ‘ Tell me something about yourself I don’t know’ Often the reply is ‘I am a good time keeper.. I get all my work delivered on time’. The reply is because the student thinks that’s is what is expected. However if pushed and asked ‘ Tell something surprising about you?’ Answers can range from – ‘ I once did a parachute jump to raise money’ ‘ I am a lay preacher’ I lived in three different countries before arriving in the UK’ ‘I am a belly dancer’ ‘I teach street dance and have entered competitions’ AND when asked follow on questions revealed all sort of other interesting things
- JA What your friends and family know you for - how would they describe you to a stranger? What you enjoy doing, and what you are like at your best The achievements you have made and how you made them What a ‘great’ day looks like for you - when did you last go home energised, and why was that? Activities that you do not particularly enjoy, and why Free online Strengths profile can be created by registering with www.jobmi.com and selecting ‘your abilities and fit’
- JA Remember to hand round the handout 35 mins
- JA Not an exhaustive list but an indicator – interesting that all sectors are using the approach as well as public sector – Fire Service also use SBI
- LH 5 clicks to expose all questions – explain that this is a list
- LH Intense training course to become a Strengths Based interviewer - remember back to the opening activity that featured the significance of body language – so an answer is interpreted in relation to what the candidate says but also how they act when they are speaking – do they appear energised for instance?
- LH Interesting to note how the responses are scored – the system refers to providing a detailed example – so the STAR formula could be used ironically 2 clicks to remove scoring information on 3rd click the STAR formula appears
- LH uses workplace observation and structured interviews to elicit the strengths that all great performers in a role have involves interviews or focus groups with high performers where they are asked about what they find engaging, what they are good at and what they enjoy How training providers make their money!!!
- LH Passing round some curve ball questions the kind you often read about in articles about tough interview questions Think how you could answer these from a strengths perspective
- JA Some resources if you wish to know more about SBI
- JA Thank you for participating!!