Our approach to strengths-based recruitment
High staff turnover (and resultant cost), inefficient operations, inadequate customer service or poor performance. These are the typical problems we tackle with our approach to strengths-based recruitment and selection. Having the right talent means you can be a high performing organisation.
That’s why we start by strengths profiling your top performers in a given role. We discover what strengths, values and motivations your exemplars have in common. In other words, we work out what ‘great’ looks like. This insight is essential if you are to attract and select the right people.
Then we use our approach, tailored to your context, so that you attract more of the right candidates (and fewer of the wrong ones), conduct rigorous and motivating strengths-based interviews, select the right people and onboard them so they perform well and stay.
At Engaging Minds we have different strengths-based assessment methodologies for different challenges and contexts. Some of our clients want to introduce strengths-based recruitment into their entire organisation. Some want to start with the most important roles. Some have a problem with a high volume of applicants. Others have created a new role and want to know how to go about finding the right people. Others are in a fast changing situation and need to future-proof their recruitment. And many of our clients see that strengths-based recruitment results in a more diverse workforce.
There is no one-size fits all. That’s why we tailor our approach to fit your requirements.