Can do, or love to do?

15 September 2017
by Aimee Carmichael

Ever stopped to think what it is about your role that you find truly engaging and absorbing?

About which elements leave you feeling energised and wondering how time has flown so quickly? The fact is, you’re far more likely to have focused on the parts that you can do well, but that leave you feeling low and de-energised.

Exactly the same can be said for recruiters. The vast majority invest most effort in assessing what an individual ‘can do’, since this forms the essence of the well established competency approach to assessment.

In this whitepaper, we begin with some basic definitions to achieve clarity around the difference between strengths and competencies. We describe the benefits of strengths assessment and what this can add to your recruitment processes. We share with you our model for where a strengths approach works best and where we consider competencies to be a better approach. Finally, we reveal the details of our methodology for situations in which pure strengths assessment is the best option for recruitment.