StrengthsFinder 2.0 has long been a tool used to understand what inherent strengths and talents you have to offer. Typically, it’s used within a place of employment to help team members understand themselves and each other and capitalize on strengths for a more efficient and effective working environment.
Increasingly, employers are using tools such as StrengthsFinder as an integral part of the hiring process. You can expect to be asked to complete assessments—or offer your results from those you’ve previously taken—when applying for a new position. And, if your company is a fan of talent, strength or personality assessments, be prepared to have them taken into consideration when you apply for an internal change of position, too.
Longmont, Colorado-based Left Hand Brewing utilizes StrengthsFinder 2.0 to understand individual strengths and how they contribute to overall team dynamics for its 120-employee workforce. With a strong focus on hiring from within where possible, Vanessa Haas, Director of Human Resources has seen significant benefit from StrengthsFinder in the hiring process. She shared a recent example where two internal candidates were finalists for a manager position:
“Both came with great skill sets, but one leaned heavy on the people team-building strength and the other was strong in data and input. For this position this person needed to excel in the team-building aspect, love what they do not only in the privacy of their office, but in public and company meetings as well.
I wanted the candidate that worked well with teams and people, I [knew] we [could] teach the data entry part. My colleague on the hiring panel felt strongly about the other candidate. The reasoning was loyalty to Left Hand, staying in a dead-end job in the hopes that this one would become available and this person was, without a doubt really good with spreadsheets. I was concerned about the people skills this candidate lacked. Alas, we were at an impasse. We pulled the top five strengths of each candidate and it was a clear decision in the end.”
Employers seek candidates who understand their own strengths and can speak to them giving specific examples of how they put those strengths to work. As you enter the job market, revisit your StrengthsFinder results and consider how you can use them to well-position yourself in your written materials (cover letter, resume, LinkedIn profile, etc.) and during the interview process.
And, of course, if you haven’t taken the StrengthsFinder 2.0 assessment yet, now’s the time*. It’s the best $20-ish you’ll spend on understanding what makes you stand out from the crowd.
Click here to buy your copy today and get to work!