Strengths Testing: Unveiling the Superpowers Hiding Within Your Team

Remember that childhood game where you’d run around the playground with a cape, convinced you possessed some hidden superpower? Well, guess what? Turns out, we all do have unique strengths – and strengths testing can help you identify them in your team. It’s like having a superhero decoder ring, revealing the incredible abilities lurking beneath the surface of your seemingly ordinary colleagues.

Now, hold on a minute, before you picture everyone leaping tall buildings in a single bound (although a stellar sales pitch might feel that way!), strengths testing isn’t about finding the next Superman. It’s about understanding what makes each member of your team tick, what they excel at, and how to leverage those strengths to create a dream team that accomplishes amazing things.

Why Strengths Testing Matters: More Than Just a Buzzword

Strengths testing might sound like the latest HR fad, but here’s why it’s more than just a passing trend:

  • Unleashing Potential: We all have a natural inclination towards certain tasks and activities. Strengths testing helps you identify those areas where individuals shine – their “sweet spots” where they can truly excel and feel energized.
  • Building a Well-Rounded Team: Imagine a team where everyone possesses the same strengths – it would be like a band with only tuba players! Strengths testing allows you to build a team with a diverse range of strengths, ensuring everyone contributes something unique and valuable.
  • Boosting Engagement: When people feel their strengths are valued and utilized, they’re more engaged, motivated, and productive. Strengths testing helps you create an environment where everyone can play to their natural advantages.

Finding the Right Strengths Testing: Not a One-Size-Fits-All Approach

There’s no single “best” strengths test. The key is finding one that aligns with your company culture and the specific roles within your team. Think of it like choosing the right superhero sidekick – it needs to be a good fit!

Here are some things to consider:

  • Focus on Strengths, Not Weaknesses: Strengths testing should be about identifying what people do well, not dwelling on their weaknesses. There’s a reason they call them “weaknesses” – let’s focus on amplifying the strengths!
  • Alignment with Company Culture: Choose a test that resonates with your company values. For example, if collaboration is a cornerstone of your culture, a test that identifies team-oriented strengths might be ideal.
  • Accessibility and Cost: Consider factors like time commitment for candidates and the overall cost of implementing the test. You want a strengths test that’s efficient, user-friendly, and fits within your budget.

Beyond the Strengths Testing Scores: It’s All About Application

Strengths testing is a valuable tool, but the real magic happens when you translate those results into action:

  • Tailored Development Plans: Use strengths insights to develop personalized learning and development plans for each team member. This helps them hone their existing strengths and unlock their full potential.
  • Strategic Delegation: Knowing your team’s strengths allows you to delegate tasks strategically. Assign projects that align with individuals’ natural inclinations, setting them up for success and boosting overall team efficiency.
  • Building a Culture of Appreciation: Strengths testing fosters a culture of appreciation within your team. By recognizing and celebrating each other’s unique strengths, you create a more positive and collaborative work environment.

It’s Not About Copying Kryptonite (Unless It’s Procrastination)

Remember, strengths testing isn’t about identifying people’s weaknesses and exploiting them (unless their weakness is procrastination, in which case, maybe a little Kryptonite-like intervention is warranted!).

It’s about understanding what makes each member of your team unique, how their strengths complement each other, and fostering an environment where everyone feels empowered to use those strengths to achieve remarkable things together. So, ditch the capes and masks (although themed team-building exercises are always fun!), embrace strengths testing, and watch your team soar!

Screening Candidates for Strengths

Strengths testing prior to hiring them is a powerful technique that involves identifying and evaluating the skills, abilities and personal qualities that are most important for success in a particular job. This is a key part of the shortlisting process.

This can help employers make more optimal hiring decisions. It also helps in hiring the most suitable candidates. Moreover, has the potential to make the biggest contribution to the continued success of the company. 

Most Common Strengths Testing

There are many ways that employers can screen for strengths. One of the most common approaches is through the use of assessment tools and tests. The most common tests include: 

  • Personality tests.
  • Aptitude tests.
  • Skills assessments.

These tools help employers quickly identify candidates who have the skills, abilities and personal qualities most relevant for the job. Therefore they are likely to be a good fit for the company. Additionally, this approach also helps to reduce bias by generating objective scores for each aspect of the candidate. 

In addition to assessment tools and job interview questions, employers can also review their resume, work history and by talking to their references. By looking at a candidate’s past achievements and how they have applied their strengths in previous roles companies can get a good indication of how they will perform in the future. 

Challenges in Strengths Testing

As good as it sounds to screen candidates for strengths there are several challenges that employers will face. They will include the following: 

  1. Assessing soft skills: such as communication, problem-solving, and teamwork, can be difficult to assess and measure in an interview environment. Employers may have a harder time evaluating these skills through traditional methods, such as resumes and interviews. Thus, they resort to more creative approaches, such as work simulations.
  2. Bias and subjectivity: Assessing candidates’ strengths can be subjective, and employers can be prone to bias. This can be especially true if the employer is basing their assessment on their own personal preferences or preconceived ideas about what makes a good candidate. Employers should be aware of their own biases and try to avoid them when evaluating candidates.
  3. Legal considerations: There are legal considerations that employers need to be aware of when screening for strengths. Certain assessment tools and tests may be considered discriminatory if they disproportionately exclude certain groups of candidates. Employers should be familiar with relevant laws and regulations to make sure a fair and compliant hiring process. As the last thing you want is a legal challenge. 
  4. Time and cost: Screening candidates for strengths can be time-consuming and costly, especially if the employer is using multiple assessment tools and tests. Employers need to balance the time and resources invested in the screening process with the potential benefits of hiring a strong candidate.

In summary, screening candidates for strengths can be a challenging process, but it is an extremely valuable step in the hiring process. Employers should be aware of the potential challenges and take steps to overcome them in order to make the best hiring decisions for their company.

Serand takes care of all of the hassles and provides a convenient service to help you screen for strengths culture and much more. Click the button below to find out more. 

Unlocking the Ideal Employee with Serand

Comprehensive Candidate Profiling

 “Serand doesn’t simply check skills off a list. Our assessments generate in-depth personality profiles, measuring crucial traits like integrity, attention to detail, and adaptability. This provides insights no traditional interview can match.”

Situational Judgement for Real-World Success

“Technical knowledge is only part of the equation. Serand’s job-specific situational judgement questions put candidates into realistic accounting scenarios. Their responses reveal how they think, prioritise, and handle challenges – critical for long-term success.”

Cutting Through Social Desirability Bias

“Serand’s assessments incorporate subtle measures of social desirability, helping pinpoint candidates who are genuinely trustworthy and ethical. This adds a layer of security to your hiring process, vital when handling sensitive financial data.”

Identifying Hidden Potential

Serand’s personality profiling might uncover high-potential candidates whose resumes don’t reflect their full capabilities.

Beyond the Resume

Assessments reveal how candidates think under pressure, their communication style, and their ethical compass. These intangibles are impossible to gauge from a resume alone.

Ready to find employees with not just the right skills, but the right mindset? Discover how Serand’s assessments unlock a deeper understanding of candidates. Ask us a question.