The link below leads you to the recent Gallup article on using Strengths Based Cultures to attract recruits.
An employment brand that conveys an organization’s strengths-based culture goes a long way in attracting top talent. A strengths-based brand draws job seekers who are motivated to use and develop their innate abilities — people who are dedicated to performance and thrive in a highly driven work environment.
Connecting strengths to a company’s brand and employee value proposition (EVP) not only attracts world-class candidates, but also intensifies the myriad performance outcomes of a strengths-based work environment. Gallup recently completed global research on companies that implemented strengths-based management practices. We found that 90% of the groups studied had performance increases at or above the following ranges:
- 10% to 19% increase in sales
- 14% to 29% increase in profit
- 3% to 7% higher customer engagement
- 6% to 16% lower turnover (in low-turnover organizations)
- 26% to 72% lower turnover (in high-turnover organizations)
- 9% to 15% increase in engaged employees
- 22% to 59% fewer safety incidents
Highlight strengths-based development practices. Talented people — especially millennials — want to work for a company that recognizes their abilities and proactively invests in their development. In a study of 6,600 employees in both U.S.-based and non-U.S.-based organizations, Gallup found that people who joined an organization because “it presented a good opportunity to fully leverage my skills” or “it matched who I am and what I believe in” were far more likely to be highly qualified for the role. In contrast, people who joined for benefits, work hours, or personal and family needs were much less likely to be highly qualified.