Strengths-Based Recruitment and Development

A Practical Guide to Transforming Talent Management Strategy for Business Results

by Sally Bibb

Kogan Page

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Kogan Page

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Traditionally, organizations have hired employees based on what they can do and have done in the past (competency-based recruiting), rather than what they are naturally good at and love doing, or Strengths-Based Recruitment (SBR). Companies, such as Starbucks and Gap, have adopted SBR and have reported increases in productivity and customer satisfaction and decreases in sick days.

Through case studies and interviews with executive board level leaders, Strengths-Based Recruitment and Development takes a more strategic look at developing SBR and provides valuable insight into how SBR has been successfully implemented in organizations to improve performance and the bottom line. It goes beyond simply recruiting the right people, to keeping employees working at their best through development and performance management, and creating a culture that brings out their strengths. Chapters explain the differences between SBR and competency-based recruiting, the benefits of using SBR, how SBR works in practice, how to implement an SBR strategy while avoiding pitfalls, the financial and human impact of an effective strengths-based strategy, and finally, discuss strengths-based performance management and development.

Traditionally, organizations have hired employees based on what they can do and have done in the past (competency-based recruiting), rather than what they are naturally good at and love doing, or...

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EDITION	Other Format
ISBN	9780749476977
PRICE	US$39.95 (USD)

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Featured Reviews

Darren I, Reviewer

My Recommendation

This book takes a look at a different kind of recruitment, hiring employees on what they are good at and like doing instead of what they can do and have done in the past: strengths-based recruitment (SBR) in other words. It can be a bit of a specialist read if you are not immersed in the world of human resources, yet it was quite a fascinating one. If only more companies would use this method. Of course, employees need to be able to have some core competencies, yet SBR does appear very attractive.

According to the author, companies that have introduced SBR have reported increases in productivity and customer satisfaction, creating more engaged workers who have reduced sickness levels too. There must be a correlation there!

Within this book the author takes a hard look at SBR, mixing theory, case studies and practitioner interviews together and providing a fine overview on the subject that can be used as an implementation guide if required. For this reviewer, the mass of various interviews really brought the subject to light. Accepting that, of course, you would not be getting dissenting voices slating the concept of SBR, it still was capable of forming a compelling argument and it really was compelling reading. This helped transform it from being just a book for the HR-initiated and made it an ever greater read for a curious generalist. One can imagine that, in the right hands, this book could be a really great resource.

A short but sweet review about a great book that should be required reading for many who have yet to jump aboard the SBR-train!

Strengths-Based Recruitment and Development, written by Sally Bibb and published by Kogan Page. ISBN 9780749476977. YYYYY

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C P, Educator

My Recommendation

I liked the organization of the book, which included general overviews to inspire or reinforce folks to leverage strengths in the workplace, plus, included interviews from people who have undergone the transition at work and personally. My own organization is working to leverage strengths and I found this to be helpful. I wish there were tools and templates that I could've used to help me in the strengths implementation.

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