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What Strength-Based Recruitment Is

What is the term “strong-based” recruitment?”

A method of recruiting based on strengths is one to hiring that is based on intrinsic talents and motivators in contrast to the candidate’s abilities. Instead of focusing solely on the candidate’s capabilities and behaviours it focuses on the motivators which drives the behavior.

So, what do your candidates love to do? What sort of work do they really want to do? Your business can greatly profit by focusing on each employee’s particular strengths and incorporating their strengths into your hiring selections. It doesn’t mean that you have to overlook relevant soft or hard capabilities. However, the most important thing is to go beyond that and look at each candidate in a holistic way.

7 best practices in recruitment based on strengths

1. Find a new scope of

It all starts by thinking about the bigger perspective. If you’re thinking of changing to a strength-based approach to recruitment it is important to think beyond the standard job requirements and discover how strengths are connected to them. You’ll then need to define these strengths according to the role(s) of the job. Also, you should think about how the qualities you’re seeking align with the values that your company is based on and how you can incorporate these into your hiring process.

2. Take a look at your goals for the future.

Before starting you must consider the desired outcomes you want to achieve What are you hoping to achieve from this method of recruitment? Do you intend to create total cultural change or increase the performance of certain important performance metrics (KPIs)? Most important what can you do to make use of strength-based recruitment to aid you in achieving these outcomes?

The definition of what a positive outcome will aid in determining your plan and increase your chances of achieving the outcomes you’re seeking through strength-based recruitment. It is then possible to apply your goals to identify the skills your company needs to be able to reach they.

3. Assess best performers

When you have a clear idea of your goals then take a look back at your top performers in each job and see the commonalities they share. What is it that drives them to do their best? Are their talents and their passions and how can they use them in their job? In terms of their work-related duties what are the things they enjoy and excel at?

The strengths of the top employers will allow you to gain an understanding of the reasons they excel in their field and why they enjoy the work so very much! The information you gather will be your guideline when creating job descriptions and strengths-based interview questions.

4. Select the right tools to help you

Once you’ve determined the desired outcomes you want to achieve and what strengths will allow you to achieve these, you must choose the right tools to help you through the process. Different kinds of technology for recruitment can assist your efforts as you make the shift from competency-based to strength-based recruiting. Technology and recruitment automation can free you from tedious, lengthy tasks, and allow you to better meet the most talented candidates that you interview by automatizing manual tasks and boosting your efficiency.

In this case, for instance, you could require a personality test as part of your pre-employment tests to get to understand your candidates better and discover their strengths. Then, you can discuss the results in the interview process that is based on strengths to find out more about the factors that motivate applicants.

5. Create job advertisements that emphasize strengths.

Be sure to include the qualities you’re seeking into your job descriptions. It’s crucial to write strengths-based description of the job in a manner that will allow the best applicants to see that they’re a great match. If the candidates can relate to the strengths mentioned in the job descriptions and are more likely to think they’re a good match and will be able to take on the position.

For a strong-focused job description that is appealing to potential applicants, begin by listing the qualities and strengths you gained from meeting the best performers at your workplace. Also, be sure to include these strengths in your job description to boost the number of qualified candidates that apply.

6. Conduct interviews based on strength.

Interviews based on strength are focused on finding out what the strengths of an individual are, their ability to make use of them effectively, and how motivated and engaged they are. Here’s the way Elizabeth Bacchus, director of the Successful CV Company, described the change towards strength-based interviews: “Companies have recognized they have a deeper understanding of candidates through strength-based interviews. When a person plays to their strengths, they perform their highest and can absorb more quickly about new knowledge.”

Effectively Conduct interviews based on strengths that are distinct from normal interviews, which focus on the fundamental skills and abilities and to understand the motivations of each candidate. Make sure you ask strong-based interview questions to your applicants to better know their interests and motivations.

Here are a few of our most favorite examples of great strength-based interview questions to ask during the time you interview job applicants:

  • What do you like to do during your spare time?
  • Are you skilled in?
  • What kinds of skills can you master quickly?
  • What are you putting off on your to-do-list?
  • What are you most interested in (and do you not like) working on?
  • What was the last time you achieved something that you are proud of?
  • What subjects do you like studying the most?
  • Would you rather begin projects or complete them?
  • When do you feel most inspired?
  • What role will play in your favor?

7. Continue to work on strengthening-based development

Once you have made your selection, it is essential to be sure to keep in touch with the new employees and enhance their strengths. In a study of developing your strengths based on their strengths, Gallup found that teams who focused on it had significantly in six areas of focus including profit, sales customers’ engagement, turnover employees’ engagement, safety. Overall, the development of a person’s strengths will result in happier employees who are willing to go further.

In order to bring development based on strength to your business, find out what tasks your employees love most during their workday. By collecting feedback and understanding what aspects of each employee’s work enables the employees, it is possible to boost engagement and boost the effectiveness of the career development initiatives within your company.