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

2. CappFounded2005Working with200+ Organisations800 Accredited test usersProducts and Solutions used70,000in 120+ countriesCapp test users30,000 30,000 SST2013 = completions in 2012 candidates screened for strengths 3. Capp Clients1. 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 =PerformanceEnergyUse 8. What is Being Assessed?www.realise2.com 9. How is it different?Weaknesses: Anxious Drained Agitated In authentic FabricatedStrengths: Passionate Focused Animated Holistic Relaxed 10. How to Recruit for Success CorestrengthsFunction strengthsCapabilitiesRecruiting for Success Cognitive skillTechnicalValues 11. The ProcessAttractionApplication FormSituational Strengths Test (SST)Numerical screeningTelephone / Video ScreenAssessment CentreOnboarding 12. Strengths on Campuswww.realise2.com 13. Attraction the ResultsFewer applicants but of a higher qualityIncreased brand perceptionIncreasing ranking of brand on campusImproved diversity & social mobilityAwards winning campaigns 14. SST the Results Predicting performance at ACIncreased realistic job previewImproved process efficiencyExceptional candidate feedbackPredicting exam performance 15. Strengths-based Interview the ResultsImproved assessor consistencyIncreased assessor engagementBetter able to differentiate excellent & averageCandidates showcase more of themselvesGreater predicative validity 16. Strengths-based Interview 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.Overall very impressed with the ability to assess candidates fairly and really focus on their strengths.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. Im actually looking forward to the next one! Quick-fire questions meant candidates have to think on their feet, which really shows the strong candidates and how their thinking processes work. 17. 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 Nestl stands out compared to other graduate recruiters Female recruits up from 22% to 67% Increase in social mobility 18. The next innovationFind your best job nicky.garcea@capp.co www.capp.co uk.linkedin.com/in/nickygarcea