Sometimes potential clients ask about the amount of time and effort it’s going to take to implement our strengths-based approach to recruitment and selection. Given that many of the organisations we work with are in the throes of big organisational changes, it’s understandable that they might be concerned about adding another ‘initiative’ to their workload. As it turns out, they realise they needn’t worry, for these three reasons:
- Managers embrace the strengths approach because it solves real problems they suffer every day, such as having to manage under-performance, trying to recruit the right people and being confident enough in their hiring decisions. They can rest assured that they are selecting the right people – all that anxiety about whether performance is good enough will be gone, and all that time managing people who are not in the right job will be saved.
- Employee’s experience of the approach is extremely positive and people quickly come onboard. They find it is a breath of fresh air and very ‘human’. This means it usually significantly advances the organisational change and makes people feel valued.
- It makes HR’s life easier because they are presiding over something successful and positive, from which the business experiences quantitative benefits, fast.
These three reasons alone explain why we work with organisations in all sorts of sectors including government, healthcare, professional services, travel, retail and social care. Great performance matters to them all, and their people are always their biggest competitive advantage.
A strengths approach is the way to both select the right people and quickly enjoy great performance from them. What’s not to like?
To learn more about the benefits of the Engaging Minds strengths approach download this free Thought Leadership Paper The innovation that is putting millions on the bottom line. Or get a copy of Sally Bibb’s book Strengths-Based Recruitment and Development – half ‘how-to’ and half interviews with senior stakeholders and managers from well-known organisations that have successfully implemented strengths-based recruitment and selection.
Our Thought Leadership Paper details the proven business benefits of the strengths approach to recruitment.
It quotes case studies from top companies like Starbucks, the AA, Saga and Standard Chartered Bank where strengths-based recruitment is transforming the bottom line by reducing costs and improving performance, leading to extraordinary results for business leaders.
