Strengths-based job interviews: what are they and how do they work?

Sunday, 18 January 2015

If you've been for an interview recently, you may have been asked a few curve-ball questions like "are there enough hours in the day?" or "do you prefer starting or finishing things?" These might look like random questions to test your quick-wittedness, but there's more to it.
Traditional competency-based questions, such as "can you describe a time when you've successfully used communication skills?", are being ousted by a wave of strengths-based queries. While it's not a completely new approach, it's being used more and more, and benefits candidates just as much as employers.
Strengths-based recruitment (SBR) has a very simple goal: to find out a candidate's interests. It's still about finding someone who can do the job, but also who will enjoy the role and organisation, and therefore perform better and be more likely to stay in the job. This is a win-win situation for your job satisfaction and saves the employer time, while getting better results.
Companies have recognised they are seeing a more genuine insight into candidates with strength-based interviews. When an individual uses their strengths they perform at their best and learn new information quicker.
The process can also be very revealing for the person being interviewed, and help you to work out whether you want the job if offered it.
We have found time and time again that the people who don't get offered the job;
 a) understand why and realise that they wouldn't be happy in the role because it's just not them, and b) don't feel like they've failed as they often do if they don't get through a competency-based interview.

Strengths is particularly useful when recruiting individuals who don't have a lot of experience – such as graduates. It allows us to identify potential and individuals who have the same passion about our industry as we do. It also generates fewer fake, pre-prepared answers, and gives a genuine insight into candidates.

Since SBR focuses on what you like instead of what you can do, you might be tempted to jump for joy and throw your interview preparations out the window; it's easier to identify what you enjoy doing, over where your skills lie.
But like all aspects of interviews, these types of questions still need preparation and careful thought. While you can't change the fundamentals of what you enjoy for a recruiter, thinking about how your preferences fit with the organisation's culture and the job requirements is still important.

The preparation is about mental state, ie be relaxed, be prepared to be open, think about what you love doing (in life, not just work) and don't try to be something you're not. The feedback we get from the thousands of people who our clients have interviewed for a range of roles is that they enjoyed the interview and the interviewers learned a lot about them as people.
Strengths-based questions will also inevitably show your dislikes, so be honest with yourself and the interviewer about what tasks you don't enjoy.

It's equally important to understand your weaknesses as interviewers are just as likely to ask questions that aim to uncover these too. A classic question is: 'What part of your job do you enjoy the least?' It's likely that those parts of your job you like least are the areas where you lack natural aptitude or skill."
So as long as you're prepared for both competency and strengths-based questions, this trend seems to be a good thing for potential candidates.

I'm very pleased that companies are recognising that strength-based interviews are giving them much more valuable insights into candidates and how those individuals can add value to organisations. I think it will expand the talent pool and enable organisations to align staff in a more structured and strategic way that will benefit companies."

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5 things to consider before applying for Charity jobs

The charity sector has been coined a vibrant, exhilarating place to work full of opportunities and the flexibility to shape your organisation and career. It is therefore no surprise that graduates and experienced professionals alike are eager to start or move their careers into the world of charity.
However, despite hearing that charities are keen for cross-sector collaboration and in need of external expertise, many are finding it tough to get a foothold in the sector.

1. Specific skills are not essential

For entry level jobs you don't need specific skills
Employers look for people with the right core competences – the right level of cognitive abilities, analytical and critical reasoning, personal organisation skills, self-directed learning and development and most importantly the ability to mange your emotions and positive relations with others.
At senior level, cross-sector skills are the most valuable
Candidates must demonstrate an awareness of the issues facing charities, but also have the expertise to drive the organisation forward.
There are a handful of essential, key skills
I think there are some classic competencies all organisations would look for regardless of sector – team work, good communication, problem solving and self awareness.
Charities want you to demonstrate your skills – not your CV writing
Most charities will expect you to do more than submit a CV – you need to demonstrate either on an application form or in a structured covering letter how your previous experience and achievements match each of the criteria the job advert specifies.

2. Graduate schemes are a great introduction to the sector

Large charities often have graduate schemes
Graduate schemes can be a fantastic introduction to the sector. It is worth thinking about what charities you would like to work for and keeping an eye out on their jobs pages. You'll be able to see what sort of roles are out there and what skills and experience are required.
Graduate schemes are a great starting point
Schemes like Charityworks are great if you can get a place – and many larger organisations including housing associations run graduate training programmes.

3. Small organisations vs. large organisations

There are pros and cons for each
In a small charity employees tend to cover a multitude of different roles and tasks as there are no specialists. In larger charities there is far more segregation of roles so you would need to know which area you want to get into – for example, service delivery, fundraising, finance or development. If you know what area you want to go into – you will need to show this on your application and demonstrate your potential in this area.
Think about transferable skills between the two
Working for a smaller charity provides you with the chance to develop a broader range of skills – my advice would be to think about your transferable skills and experience for a move into a larger organisation.

4. There are opportunities outside of the Big Smoke

When it comes to the right candidate, location is irrelevant
All charities are aware of the importance of getting the right people on board and location will become less of an issue.
Local charities have a lot to offer
Look for local charities or find a charity where you can work remotely – there are a few out there.
Micro-volunteering is an increasingly valuable asset
If remote working and micro-volunteering is going to be a way in which a candidate is looking to develop career links within the sector then I would strongly suggest targeting one organisation you would like to work with.

5. Immerse yourself in the charity sector

Contact charities directly
However, make sure you have done your research about the cause – we often get emails saying how much someone would like to work for us and I can see they've copied and pasted standard text or even mentioned campaigns that were not ours. Be specific and cater your applications to each organisation.
Approach an insider
Find someone who is in the job you want or think you might want and ask them to go for a coffee. You could find out how they got the job and about their career path.
Become a trustee first
For graduates and professionals with less experience look out for small charities – the latter often find it hard to recruit trustees. Even if you only have a few years experience in another sector, you will be in demand.
For senior professionals I'd suggest applying for a trustee role on one of the bigger charities who are always looking for people from outside the sector.

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