Strength based recruitment? Sounds like a bad idea.
Matthew SmithProject Management Consultant| Risk and Project ManagementQueanbeyan, Australia
Earlier today a colleague emailed me a link to an article about strength based recruitment. The concept is that job candidates are questioned about their strengths. The candidate that is able to convince the interview panel their strength claims in relation to a role are greatest is awarded the role. Recruitment and selection research suggest that many candidates intentionally misrepresent the truth in order to secure a role. Strength based recruitment relies on candidate's being honest AND self aware. A lot to ask, or just a bad idea. Whats do you think? Saving Changes...
There are always questions asked by ones Strengths and Weaknesses, but to base the whole recruitment process on Strengths its a No No. Easily rehearsed, easily made up. The most successful interviews are the ones with an open question where the candidate needs to talk and demonstrate competence which is relevant to the job role on offer. Saving Changes...
Elizabeth HarrinDirector| RebelsGuideToPM.comLondon, England, United Kingdom
Strength based recruitment as you have described it sounds like a terrible idea. There are plenty of ways to recruit effectively, and while asking someone what they consider their strengths is a good technique, I wouldn't use it exclusively. Saving Changes...
Matthew SmithProject Management Consultant| Risk and Project ManagementQueanbeyan, Australia
Thank you for your responses. I agree entirely. I have conducted another Internet based search and no further interest has been shown in strength based recruitment, which is probably a good idea. The key promoter of strength based recruitment seems to be a UK based company called Norwich Union. The company claims to be achieving good results, but it is difficult to verfiy the validity and reliability of the processes they have used.
Strength based questioning would be a useful part of a selection process. However I think its bias and reliability based weaknesses mean it should be a small part of the process. Saving Changes...
Jiju NairSenior Manager| Fannie MaeReston, Va, United States
Great topic. I have no issues in matching a candidate's strength with the role that they are expected to play. A good interview panel can easily weed out unsuitable candidates even if they project their strength to match the requirements.
In reality, an Organization who is seeking quality candidates will not merely look at how the candidates project their strengths. Scenario analysis evaluation, communication, education and background checks with references all play a major part in an interview process. Saving Changes...
