STRENGTHS FINDERin the recruitment process

HOW DO WE INCORPORATE STRENGTHS FINDER INTO OUR RECRUITMENT PROCESS

• 5-7 strengths that are key to the role being recruited are chosen by the recruiting manager/panel.

• 5 questions are created for each strength. The questions formed are based on testing whether the candidate encompasses these strengths and the behaviour we are looking for.

• Through a series of fast paced, short answered questions the candidate is assessed and their answers scored.

THE AIM OF THE STRENGTHS FINDER

• Recruiting the right people for the position by assessing their personal strengths.

• Discover whether the candidates recurring patterns of thought, feeling or behaviour match the job.

• More structured than a regular interview, less “banter”- the candidates first response.

THE TALENTS

There are 3 areas of talents:• Relating Talents (such as empathy and developer) • Striving Talents (such as achiever and maximiser)• Thinking Talents (such as focus and discipline)

Someone in a non-managerial position usually needs less talents than someone who is applying for a manger position

EG. To test Stamina in a Porter’s position:

A: What are your hobbies and interests when not working?Q: Looking for “active sports, walking etc.”

HOW TO ASSESS USING THE STRENGTHS FINDER

5-7 talents per role, with 4-5 questions randomly asked throughout the

interview

Explain to the candidate that this is a test designed

to learn about their talents

Be clear to the candidate that they should not

explain or add on to their initial response

SCORING• We are looking for specific answers – and it is crucial that this is followed for the

technique to work. We want to see how people behave when having to answer on the top of their head, and not after deliberation.

• Although you might not agree with the answers there is a thought behind it – so stick with the sheet!

• Allow the respondent a limited amount of time to respond, and only take the initial response in to account when scoring the candidate.

FOLLOW UP

• Once the test is complete the results are collated and reported back to the recruiting panel.

• Any key areas should be discussed with the panel and the assessment used as part of the decision making process.

Thankyou for your time