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Jessica
Work Brighter
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Recruiting Internally
Recruiting For Strengths. Tips for recruiting for strengths. strength. FACT: When an organisation focuses on strengths, employee engagement can increase.


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Strengths Based Interview Questions

A competency-based interview will assess skills and experience. But it won’t get to the heart of whether a candidate will enjoy or is passionate about doing the role.
Welcome to the Strengths Based Interview.

By focusing on someone’s strengths and motivate them, employers can identify candidates with the potential to become peak performers in their business.
But how do you construct a Strengths Based Interview?
By following some steps it can be achieved:

 Competency to strengths – a shift in mindset:
It can be quite a lot for managers used to conducting strengths based interview to get their heads round. Competency-based interviews measure someone’s skills and experience, and provide a way to measure and score a candidate against the requirements of the job. The first step then in developing your strengths based interview is to help your interviewers and managers understand the principle and the thinking behind using strengths instead of (or as well as) competency-based interviews.

 What does the job involve?
The next step is to break down what’s involved in the job itself. Let’s take a call center role as our example. The job is likely to involve:

 Talking to customers on the phone
 Following a set procedure or script
 Having an eye for detail.

Looking at that list, it’s easy to see that some people will love it and some people will positively hate it. And it’s obvious really, that if you can attract someone who likes detail, enjoys talking to people even if those people are unhappy, and is energised by structure then they’ll be good at their job, easy to train and great ambassadors for the business.



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Business Psychologist
Deep-dive personality assessments including a personality questionnaire, 1 hour interview, a tailored report and follow up feedback session.

We can facilitate folks be higher at their job, developing their awareness and private capabilities; or amendment career and realize a replacement begin.
For More info:
#https://www.workbrighter.co.uk/products-services/
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Recruiting Internally
In recruitment, it can be difficult to accommodate this, as generally recruitment is based on a predefined set of criteria which candidates are then tested and assessed against in order to be successful.
For more info:
#https://www.workbrighter.co.uk/recruiting-for-strengths/

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4/17/17
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Recruitment Companies Stockport
We can help people be better at their job, developing their self-awareness and personal capabilities; or change career and find a new start.
For more info:
#https://www.workbrighter.co.uk/

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Competency Framework Design
We’ll design the right solution for you, drawing on our experience and a range of psychological tools at our disposal, including assessment,
team building, coaching, and psychometrics.

We can help people be better at their job, developing their self-awareness and personal capabilities; or change career and find a new start.

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Competency Framework Design
We’ll design the right solution for you, drawing on our experience and a range of psychological tools at our disposal, including assessment,
team building, coaching, and psychometrics.

We can help people be better at their job, developing their self-awareness and personal capabilities; or change career and find a new start.

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Competency Framework Design

The competency #framework is a hugely valuable tool, creating a shared understanding of desired behaviors. But these mistakes can scupper its success.
The competency framework is a hugely valuable tool. It sets out a common understanding of the behaviors an organization desires from its employees.
For more info:
#https://www.workbrighter.co.uk/competency-framework/


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Rebecca Stevens
Rebecca Stevens is a Business Psychologist specialising in selection assessment and employee engagement.

Rebecca helps organisations tackle problem roles looking at the end-to-end employee life cycle.
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