Strengths-based recruitment is a technique which has gained in popularity in recent years and below we have highlighted exactly why this is.

Perfecting the recruitment process takes time and effort. When you consider the costs involved with making a new hire however, it’s well worth trying to get it right the first time around.

Aside from asking the usual interview questions, there are a number of ways you can dig deeper to find out more about a candidate and how they might perform in the role. Strengths-based recruitment is a technique which has gained in popularity in recent years and below we have highlighted exactly why this is.

What is strengths-based recruitment?

Strengths-based recruitment (SBR) has a very simple goal - to find out a candidate's interests. As well as being able to asses who can do the job, it will also allow you to determine who will enjoy the role and organisation and therefore perform better and be more likely to stay in the job.

The theory behind strengths interviewing is based on positive psychology - by identifying people’s strengths and matching them to jobs, chances are they will enjoy them more and perform better than those who have to try hard too hard to carry out their role.

Some common strengths-based interview questions include:

  • What are you good at? 
  • What comes easily to you?
  • What do you learn quickly?
  • What did you find easiest to learn at school or university?
  • What subjects do you most enjoy studying?
  • What things give you energy?
  • Do you prefer to start tasks or to finish them?
  • What things are always left on your to-do list and not finished? These are probably weaknesses: things you dislike doing.
  • What do you enjoy doing the least? These are likely to be areas where you lack natural aptitude or skills.
  • What do you like to do in your spare time?
  • How would your close friends describe you?

There is growing evidence to suggest that there are huge benefits to organisations when their employees get to use their strengths in the workplace. Being able to do so increases engagement, creativity, meaning and overall job satisfaction. Unsurprisingly, the end result is lower staff turnover and general absenteeism which is far more cost-effective and means that you won’t have to go through the recruitment process as often as you may be doing now.

It therefore makes sense to test a candidate’s strengths before deciding whether or not to hire them.  After all, how many times has someone looked great on paper and excelled themselves during the interview process but when it came down to it, just didn’t work out?

There’s no denying that strengths-based interviews will be tricky to get the hang of at first and hiring managers may require training but in the long-run, this is a practice which can be hugely beneficial to you and your organisation.

If you would like to find out more information about strengths-based recruitment and how it can improve your recruitment process, please feel free to contact Alpha and we will be more than happy to help.