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Nicky Garcea, CAPP – ‘Innovations in Graduate Recruitment’ Hear how clients such as Nestlé, Barclays and EY have embedded strengths-based assessments throughout their graduate, intern and school leaver programmes. Know how strengths can be used robustly and efficiently as an on-line volume sift. Experience first-hand the difference between a strengths-based interview and a competency interview. Be able to justify the business case for strengths.
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Introducing ...
Innovations in Graduate Recruitment
The FIRM Winter Conference 15 November 2013
Capp
30,000 SST completions
in 2012
Founded
2005
Products and Solutions used
in 120+ countries
800Accredited test users
Working with
200+ Organisations
70,000Capp test
users
30,000 2013 =
candidates screened for strengths
Capp Clients
1. Culture Shaping
Today
What is strengths-based recruitment?
How does it work?Why does it work?
What is Driving Innovation?
Differentiation BrandRigour AlignmentQuality
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.
Strengths =
Performance Energy Use
www.realise2.com
What is Being Assessed?
How is it different?
Weaknesses:Anxious Drained Agitated
In authentic Fabricated
Strengths:Passionate
FocusedAnimated
HolisticRelaxed
How to Recruit for Success
Recruiting for Success
Core strengths
Function strengths
Technical
Values
Cognitive skill
Capabilities
The Process
Attraction Application Form
Situational Strengths Test (SST)
Numerical screening
Telephone / Video Screen
Assessment Centre
On-boarding
www.realise2.com
Strengths on Campus
Attraction the Results
Fewer applicant
s but of a higher quality
Improved diversity &
social mobility
Increasing
ranking of brand
on campus
Increased brand
perception
Awards winning
campaigns
SST the Results
Predicting performance
at AC
Exceptional candidate feedback
Improved process
efficiency
Increased realistic job
preview
Predicting exam
performance
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
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!”
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
Find your best job
The next innovation
uk.linkedin.com/in/nickygarcea
