Strength-based recruitment builds grad diversity, says Capp
19 June 2013
A strength-based approach to recruitment is having a positive impact on the diversity of those entering the workforce at graduate level, a Chartered Institute of Personnel and Development (CIPD) conference has heard.
Thu, 20 Jun 2013
A strength-based approach to recruitment is having a positive impact on the diversity of those entering the workforce at graduate level, a Chartered Institute of Personnel and Development (CIPD) conference has heard.
Competency-based approaches tend to favour a graduate candidate who has enjoyed a more privileged or fulfilling childhood and had had weekend jobs, or, in effect, had “richer experiences to draw on”, according to Nicky Garcea, director at Capp, which provides strength-based people management solutions.
On the other hand, strength-based recruitment, focusing on candidates’ energy levels, motivation and potential, is allowing candidates to shine who lack the more advantaged backgrounds. Garcea said the latter approach was having a “remarkable” effect on social mobility.
Her comments came during the first day of the CIPD Recruitment and Resourcing Conference yesterday (19 June).
Garcea said that since insurance firm Aviva had adopted their strength-based approach the male-female split in its graduate intake had improved to 50:50. Another client, accountants Ernst & Young, now took on more female than male graduates, she added.
Fiona Miller, academy manager at FMCG firm Nestle, which began using Capp’s strength-based approach in June 2012 said the company had seen the proportion of its female graduate intake across its technical functions rise from 22% to 57%.
While it was too early to say whether the strength based approach was the reason “we are seeing early positive signs”, said Miller.
Another Capp client is Tesco-backed coffee shop Harris + Hoole, which told recruiter.co.uk in March that using such an approach to recruitment meant it would not close down “our opportunities to have a really colourful, diverse and rich workforce”.
The CIPD's recruitment event continues today. Check back on recruiter.co.uk for more.
A strength-based approach to recruitment is having a positive impact on the diversity of those entering the workforce at graduate level, a Chartered Institute of Personnel and Development (CIPD) conference has heard.
Competency-based approaches tend to favour a graduate candidate who has enjoyed a more privileged or fulfilling childhood and had had weekend jobs, or, in effect, had “richer experiences to draw on”, according to Nicky Garcea, director at Capp, which provides strength-based people management solutions.
On the other hand, strength-based recruitment, focusing on candidates’ energy levels, motivation and potential, is allowing candidates to shine who lack the more advantaged backgrounds. Garcea said the latter approach was having a “remarkable” effect on social mobility.
Her comments came during the first day of the CIPD Recruitment and Resourcing Conference yesterday (19 June).
Garcea said that since insurance firm Aviva had adopted their strength-based approach the male-female split in its graduate intake had improved to 50:50. Another client, accountants Ernst & Young, now took on more female than male graduates, she added.
Fiona Miller, academy manager at FMCG firm Nestle, which began using Capp’s strength-based approach in June 2012 said the company had seen the proportion of its female graduate intake across its technical functions rise from 22% to 57%.
While it was too early to say whether the strength based approach was the reason “we are seeing early positive signs”, said Miller.
Another Capp client is Tesco-backed coffee shop Harris + Hoole, which told recruiter.co.uk in March that using such an approach to recruitment meant it would not close down “our opportunities to have a really colourful, diverse and rich workforce”.
The CIPD's recruitment event continues today. Check back on recruiter.co.uk for more.
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