Would StrengthsFinder Make A Great Hiring Tool?
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In this episode, Lisa answers the question: Would StrengthsFinder make a great hiring tool? Although it might seem logical, once you dig a little deeper you realize it might not be a great idea. But don\\u2019t despair \\u2014 Lisa also gives you tips on how to use your team\\u2019s natural Strengths to compensate for the ones it is lacking.
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Would StrengthsFinder Make A Great Hiring Tool?
Today the question is about StrengthsFinder as a hiring tool.\\xa0This usually comes up when one of my StrengthsFinder training clients happens to also have an open position while we\\u2019re doing a team-building event. Or, this question comes up when a leader sees a visual map of their team\\u2019s natural talents. They spot holes. They want a well-rounded team. And the logical next thought is, \\u201cOooh, this would be the perfect tool to help me find new hires who have these talents we don\\u2019t naturally have on the team.\\u201d
I\\u2019m with you. That feels totally logical, yet there are at least 5 reasons that this idea is flawed. Yup, I\\u2019m telling you that StrengthsFinder isn\\u2019t a hiring tool. Whahhhn. Wahhhn. So hang on. If you\\u2019re thinking that you want to use it to vet your candidates, slow down juuuuuuust a sec while you consider the whole picture.
Reason 1: StrengthsFinder Shows A Stack Rank, Not An Intensity or Maturity
Take two candidates: Madison and Abraham. Madison\\u2019s #2 talent theme is Focus. You\\u2019re psyched because that\\u2019s the talent you\\u2019re missing on your team DNA charts. Abraham has Focus at #10. So on the surface, Madison wins because she has that elusive talent you\\u2019re looking for.
But wait! One thing you need to know about the tool is that it tells you each person\\u2019s top talents ... for them. But it doesn\\u2019t give you a measure of how well developed that talent is. And it doesn\\u2019t give you an intensity level for that talent theme. So Abraham\\u2019s #10 Focus could be stronger and better developed than Madison\\u2019s #2 Focus talent.\\xa0
Reason 2: CliftonStrengths Was Designed As Development Tool, Not A Hiring Tool
CliftonStrengths (or StrengthsFinder as many of us know it by), is a tool offered by Gallup. Gallup is well known for their research, and they take their tools seriously. They designed the assessment as a professional development tool, not as a hiring tool. They recommend offering it to new hires when they join your company on the first day.
Imagine what a cool change-up that would be: being a new hire, coming in for your first day, and spending your onboarding experience learning more about what will put you at your best. That sounds so much better than filling out paperwork all day!
Gallup does, in addition to CliftonStrengths, have a consulting practice around Analytics Based Hiring. They have a whole segment of their business focused on employment, predictive analytics for a role, and custom assessments for hiring.
Most listeners will be saying, \\u201cThanks Lisa, but I don\\u2019t have a five or six figure budget for that kind of consulting.\\u201d No worries. Of course, the main thing is to know how the research scientists designed the tool so that you don\\u2019t get yourself into liability hot water.
Reason 3: You Might Make Your Search Tougher Than It Already Is
Here\\u2019s a reaction I get constantly. It\\u2019s something like, \\u201cOh my gosh. Not a single person on the team has the Command talent theme. We need to add some bold, decisive people because we have tough client base, and we need people who can hang. The next new hire absolutely has to have Command.\\u201d
Here\\u2019s the thing. If you tried to act on that thought, you would be creating a search for a needle in a haystack. See, the Command theme is the least commonly seen talent in the entire database. A small percentage of people will have that theme. And once you find this elusive person, they may not be qualified for the job.
Imagine that Madison has Command at #1, and she has spent her entire career as an accountant. Abraham has Command at #19, and he has spent his entire career nerding out on rare coding languages. If you\\u2019re filling a role for a software developer \\u2014 and you need one of those critical and tough to find skills \\u2014 you would be absolutely silly to prioritize Madison\\u2019s Command talent over Abraham\\u2019s rare skills. Not to mention, you would be dipping into reasons #4 and #5 \\u2026 \\xa0
Reason 4: Searching By Strengths Might Distract You From Outcomes
When you look at a strengths DNA chart for your team and you see that your team has no one with Focus or Discipline, you might think, \\u201cOh no, we\\u2019re doomed. We\\u2019ll never be able to make a plan and follow it to completion.\\u201d
You could take this deficit mentality and start obsessing over how your current team doesn\\u2019t do well with written plans. But don\\u2019t lose sight of the bigger goals. Ask yourself: What are the outcomes your team is responsible for? Do you currently meet them? If you do, you probably use the existing talents you have in a way that acts\\xa0like (or gets the same results of) a talent theme you\\u2019re missing.
So maybe you have a person on the team with Activator who gets projects off of the starting blocks. And another guy with Arranger and Adaptability who shuffles things around seamlessly during your mid-project madness. And another team member with Achiever drives you to get-it-done status by keeping an eye on the finish line for each milestone.
As long as you\\u2019re meeting the outcomes, it doesn\\u2019t matter which talent gets you there. And finally, here\\u2019s reason #5.
Reason 5: If You Prioritize Natural Talents, You Might Diminish Critical Hiring Factors
This one is, in my opinion, the most powerful of all. It\\u2019s that your hiring decisions take into account a lot of factors about a candidate. You interview someone to vet their Knowledge, Skills, Experiences, and Talents.
A lot of times, you have critical timing factors as well. So for example, say you landed a big contract with a client. Your marketing team is creating a piece of cutting edge geo-targeted advertising software. You need this person yesterday (isn\\u2019t that always what it feels like?).
If you hired by talent themes, Madison\\u2019s Command and Focus would tell you she\\u2019s the one. But if you consider Abraham\\u2019s specialized coding languages, his experience with the client\\u2019s specialized urban agriculture industry, and the knowledge and skills he built in the last 10 years in marketing, it sounds like a no-brainer that Abraham will be a top candidate.
So remember: even though talent is important, it\\u2019s one of many factors.
Leverage Strengths To Build The Team
With all of that, you\\u2019ll want a takeaway beyond a list of watch-outs.\\xa0What do you do if you are still thinking that your team is hurting because you\\u2019re missing a couple of talents? Three things:
1: On your existing team, have a conversation about how to partner up the talents you already have. In combination, they can act like the ones you\\u2019re missing.
2: On your existing team, remember to focus on your team\\u2019s strengths and easy buttons. Your talent gaps can stand out on a chart like a sore thumb and lead you to obsess over what you\\u2019re missing, yet if you\\u2019re building a strengths-based team, you\\u2019ll want to focus on leveraging what you do have.
3: For the role you\\u2019re hiring for, come up with questions that get to the thing you need. So, if you\\u2019re lamenting the lack of planning on the team, rather than only considering candidates with the Focus or Discipline talent, ask questions and open conversations that get to similar outcomes.
Things like:\\xa0
- Tell me about a time when you took a complicated project from start to finish.
- What\\u2019s your process for creating project timelines and communications? How do you keep yourself accountable to your\\xa0commitments?
- Tell me about a situation when you were given an unrealistic deadline for a product launch.
You get the idea here. Think of the things that you want from the talent theme you don\\u2019t have. And then ask about those things. You\\u2019ll find that people can get to those same outcomes through many different talent themes \\u2014 and the label doesn\\u2019t matter as much as the result.
Strengths Resources
To get more of these strengths-focused conversation starters, check out our resources page\\xa0\\u2014 there are a bunch of tools related to StrengthsFinder, strengths-focused leadership, and on noticing what works so you can get more of what works.
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