Not many things about people can be proven. From how the brain works, to how our personalities are formed, really what we are doing is guessing when we come up with theories. However, there is one thing that we can confirm for sure: we are all different. No two people on planet earth are the same. Yes, we may have elements of our parents, siblings, or friends- but both physically and psychologically, we are all entirely unique.
With this in mind, it is a universal truth that we all have different strengths and weaknesses. Your partner might be the best chef known to man, whilst you may be the world’s best singer. Whatever it is, we are all blessed with a concoction of attributes, all of which contribute to the way in which we live our lives, both in a personal and work context.
In this blog, we will be discussing the phenomenon of strength-based hiring. After all, if we are all so different, strengths should be a fundamental element in the hiring process. It seems nonsensical and wrong not to understand what candidates are naturally good at, or what they perhaps struggle with, in order to best assess whether they are a natural fit for the role they are applying for. If a person is placed in a role in which their weaknesses are required and strengths are neglected, a company may experience both a lack of efficiency and satisfaction amongst their employees. This is even backed up by science- according to a study done by Gallup, employees who work using their strengths are six times more likely to be engaged at work.
Understanding Strength-Based Hiring:
Strength-based hiring is defined as an approach to recruitment which is focused on a candidate’s natural talents and motivations, rather than their competencies. It differs from traditional hiring processes in the sense that instead of looking at what people can do well, it looks at where an individual’s natural skills and strengths lie.
There are countless advantages to this. From the perspective of an employer, if an employee is using their strengths, and working hard, they are far more likely to be producing better quality work, than if they were working in a role that required them to use attributes they are not naturally inclined to. For an employee, they are likely both to experience a higher level of satisfaction in their work, as they will feel more confident in the role in which they are given the opportunity to shine as themselves. From company and economic perspectives, strength-based hiring is shown to improve performance. 97% of trained interviewers from companies that have introduced this strategy say that they are more inclined to find the right people for the right job, enhance their brand and have increased their output.
The Importance of Individuality:
Everyone deserves to live in a world where they are celebrated and recognised for their individuality. This should be no different in the workplace. It should be the role and responsibility of everyone within a business to promote an environment where employees feel they can be authentically themselves. There is nothing worse than a situation where everyone is adapting and changing themselves based on how they think they should be, creating a sense of unease and a complete lack of belonging.
There are no set strengths that are better than others. If your strength is your strategic mind, then that is just as powerful as if your strength is your emotional control. From empathy to creativity and every strength in between, each one brings a valuable impact to a team. For example, although many may value compassion as a quality rather than a strength, it is most definitely a competitive advantage to possess within a business. Compassionate people within a workplace generate more commitment, satisfaction and retention, illustrating that strengths can bring about a large impact to a company as a whole. Companies like Google and Facebook have successfully implemented strength-based hiring as part of their recruitment process and have seen higher employee satisfaction and retention.
The Future of Strength-Based Hiring:
The landscape of recruitment is constantly changing, shifting and shaping in order to keep up with the ever-changing world. The word on everyone’s lips is AI- what is it, what can we do with it, is it a force for evil or good, and how can it fit into the hiring process? Another up and coming trend in the HR space is that of skills-based hiring, where candidates are given opportunities based on their ability to take on the role, regardless of experience or qualifications. How does skills-based hiring fit into all of this?
In terms of AI, the technology could aid the implementation of this process. With almost no limitations to what this tool can do, AI will surely be integral in assessing exactly what a candidate’s potential skills are. Combined with skills-based hiring, strength-based hiring has the potential to completely alter the way people are hired, ensuring that they are hired based only on what they can do, and the attributes they can bring to the table. If everyone is educated and understands the benefits of this process, the world of HR can change for the better.
Conclusion:
It seems as if hiring people based on where their natural strengths lie, is something we should seriously consider as a way forwards. As mentioned, the benefits for the employee, the company and even the economy as a whole are quantifiable and impressive. If everyone feels recognised and empowered to play to their strengths, the effect will be tangible.
At Day One, we have partnered with Strengthscope to allow candidates to discover their own personal strengths, and to allow employers to see where potential employees’ natural inclinations lie. Click here to join us in the journey to revolutionise the hiring process.
