Giving young people a fair chance in an interview can be extremely difficult. Because they are young they have a limited amount of experience, so it can be hard to know what to ask them. I’ve heard recruiters say that they struggle to eke the interview out beyond five or ten minutes for that reason.
The other thing that companies struggle with when they are using a competency approach is that answers can be Googled and practised. So, it then becomes tough to distinguish one person from another let alone see the ‘real’ person when what they are doing is trotting out rehearsed answers!
A strengths approach changes all that.
“We wanted to be able to identify that in our potential Apprentices (traditionally school leavers or people applying for one of their first jobs), even when they don’t yet have a lot of work experience. We wanted an approach that would enable the individual’s natural passion to come through. And, we wanted a fair process that would give us concrete evidence to back up our recruitment decisions for the new Apprenticeship Programme, even when these inexperienced candidates weren’t able to give many (or any) examples of when they had displayed different competencies in a work environment.” Paul Dilley – Early Talent Manager, Lloyd’s Register
Find out what happened. Read the full interview with Paul, here.