A Battle of Wills
…a candidate can answer ‘yes’ or ‘no’ to a closed question but we do not believe a good candidate will just stop there.
easy to observe candidates who are demonstrating the strengths we are assessing online as we can pick up more non-verbal cues than over the phone. It also helps us to involve the line managers within the assessment process as review short lists of video candidates.
4. Consistent Approach – The Capp strengths-based interview and assessment methodology ensures that we are scoring all recruits against validated exercises that have been validated on successful performers within Nestlé. This consistent approach to assessment and marking means that we reduce unconscious bias within our process and all managers and recruiters understand exactly the strengths we are seeking to recruit. 83.9% of our assessors state that they are better able to score strengths-based interviews more accurately than our previous approach.
…we know that we are providing all applicants with insights to our sector…
5. Positive brand perception – The strengths-based approach has led us to innovate more and differentiate ourselves as a recruiter and brand. We are also committed to raising the profile of the food and drink industry and the culture at Nestlé. Not all school leavers or graduates know the career path that they want to follow and many do not know anything about our roles. Through introducing strengths-based adverts, motivational application form questions and the Situational Strengths Test, we know that we are providing all applicants with insights to our sector and Nestlé in a way we
never have before. 94.9% of our
applicants surveyed state they have a positive view of our brand and 95.9% think Nestlé stands out compared to other graduate recruiters. n
A Combined Approach − dunnhumby
The graduate recruitment team at dunnhumby uses a combined approach that incorporates elements of both competencies and strengths. Machar Smith, Graduate Talent Consultant explains how this works: “At dunnhumby, as with a number of organisations, we have traditionally used competency based questions to interview our graduates and interns. The interview is one of four stages at our assessment centre days. The questions we use are based around the core values and beliefs of our organisation so we gain some real insight from the answers as to the suitability of the candidate in front of us.
“However, there are limitations in competency questions. Candidates can give very good and well-rehearsed answers to a point that it reduces the value of the interview. Probing and funnelling by an interviewer will help candidates improve on what may start out as an average answer with the work coming from the Interviewer rather than the candidate, to a degree. So how can we gain greater insight into the individual in front of us and reduce the self-report aspect of the competency based interview?
“Following the AGR Conference this year and an excellent presentation by CAPP, we have started to think about integrating strength based questions alongside the competency based questions in interview.
“We see the strength based questions offering us the chance to use a variety of question styles and provide the candidates with natural flair and spark a platform to shine. Of course, a candidate can answer ‘yes’ or ‘no’ to a closed question but we do not believe a good candidate will just stop there. We also have an opportunity to understand what candidates enjoy doing rather than simply what they are able to do.
“Passion is a core value for our organisation and we want to give the applicants the chance to show how passionate they are on a subject of their choosing during interview with no pre-requisite to choose questions around work experience. With no requirement for the interviewer to probe, the onus and focus is placed firmly on the candidate and responses can come to a more natural conclusion.
“We feel this dual approach of competency and strength based assessment will level the playing field for candidates, offer us a more balanced and detailed picture of the individuals we see whilst allowing us to continue assessing fairly and consistently.”
28 Graduate Recruiter |
www.agr.org.uk
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