Strengths finder in the recruitment process

1. STRENGTHS FINDER
in the recruitment process

2. HOW DO WE INCORPORATE STRENGTHS
FINDER INTO OUR RECRUITMENT PROCESS
• 5-7 strengths that are key to the role being recruited
are chosen by the recruiting manager/panel.
• 5 questions are created for each strength. The
questions formed are based on testing whether the
candidate encompasses these strengths and the
behaviour we are looking for.
• Through a series of fast paced, short answered
questions the candidate is assessed and their answers
scored.

3. THE AIM OF THE
STRENGTHS FINDER
• Recruiting the right people for the position
by assessing their personal strengths.
• Discover whether the candidates recurring
patterns of thought, feeling or behaviour
match the job.
• More structured than a regular interview,
less “banter”- the candidates first response.

4. THE TALENTS
There are 3 areas of talents:
• Relating Talents (such as empathy and developer)
• Striving Talents (such as achiever and maximiser)
• Thinking Talents (such as focus and discipline)
Someone in a non-managerial position usually needs less talents than
someone who is applying for a manger position
EG. To test Stamina in a Porter’s position:
A: What are your hobbies and interests when not working?
Q: Looking for “active sports, walking etc.”

5. HOW TO ASSESS USING
THE STRENGTHS FINDER
5-7 talents per role, with
4-5 questions randomly
asked throughout the
interview
Explain to the candidate
that this is a test designed
to learn about their
talents
Be clear to the candidate
that they should not
explain or add on to their
initial response

6. SCORING
• We are looking for specific answers – and it is crucial that this is followed for the
technique to work. We want to see how people behave when having to answer on
the top of their head, and not after deliberation.
• Although you might not agree with the answers there is a thought behind it – so
stick with the sheet!
• Allow the respondent a limited amount of time to respond, and only take the
initial response in to account when scoring the candidate.

7. FOLLOW UP
• Once the test is complete the results are
collated and reported back to the recruiting
panel.
• Any key areas should be discussed with the
panel and the assessment used as part of the
decision making process.
Thankyou for your time