Motivation is the internal force that drives us to action. It’s crucial to discover what motivates the candidate, because you and the candidate must be convinced that the proposed job is for him the perfect match-fit between what he can do and what he wants to do.
Motivation at work depends on many factors. One factor is however always key. Professionals must have the opportunity to use their strengths, to do where they’re best in and what they like to do. With this article we would like to give some more insights in a strength-based interview, what are strengths, how to do strengths spotting during the interview.
Strength based interview
Just like the competency-based interview seek to assess the extent to which candidates have particular competencies that are required for the role, so are strengths-based interviews based to asses if candidates have the particular strengths that are required for the role.
There are however some important distinctions and differentiations between the two approaches. Whereas competency-based interviews are very much grounded in past experience, strengths based interviews are not constrained by the search of evidence that someone has done before the particular thing in question.
In contrast, strengths based interview draw from people’s natural talents and preferences for particular ways of thinking, feeling or behaving, and these natural aptitudes, recurring over the time, are indicative of what it is the person is most likely to continuing doing – with energy and engagement- into the future.
A strength based interview enlarges the focus now on getting people who can do the job to recruiting people who can do the job, but would also love to do so.
How we define a strength.
A strength is a pre-existing capacity for a particular way of behaving, thinking, or feeling that is authentic and energising to the user, and enables optimal functioning, development and performance.