Philippine Christian University

Sally Bibb explains convincingly that traditional recruitment based on technical competence too often produces square pegs in round holes. Her advocacy of strengths-based recruitment, identifying what recruits actually want to do and how to liberate their strengths, is supported by evidence which I found compelling." * Vince Cable, former Secretary of State for Business, Innovation and Skills * "Successful people are good at what they do. So why not build the talent in your organisation by putting your people in positions they enjoy doing? Strengths-Based Recruitment and Development shows you how to do just this.... A must-read for business leaders, HR professionals and academics alike." * David Buckley, Company Director and Former CEO of Morgan Stanley Bank International Limited * "This book is a must read for anyone involved in talent management.... Making sure that we identify the personality of the candidate and of the role and ensuring a good fit, is a strength-based approach, but rarely done. This book highlights the how and why...excellent read." * Professor Sir Cary Cooper, Manchester Business School, University of Manchester * "Great careers and great performance result from playing to strengths and ensuring you have "round pegs in round holes". Sally Bibb explains what strength based talent management is all about, offers guidance on how to do it, and provides plenty of ammunition for leaders needing to persuade sceptical colleagues of the case for change." * Tom Hayhoe, Chairman of West London Mental Health NHS Trust * "Strengths-based recruitment is rightly here to stay and any serious recruiter can no longer ignore the benefits. Sally Bibb is the preeminent expert and has given us an interesting, practical and inspiring guide to everything we need to know." * James Darley, Executive Director, Graduate Recruitment Division, Teach First * "If you want to make a profound change to the performance and wellbeing of your staff and organisation, then this book is for you." * Professor Dame Jill Macleod Clark, RGN, FRCN, Emeritus Professor and former Dean of the Faculty of Health Sciences, University of Southampton * "Sally Bibb...demonstrates successful strengths-based talent selection, development and management for the 21st century. Her advice is holistic, systematic, and both rational and practical. It's hard to imagine leaders not following her approach and integrating it into their agendas." * John Hofmeister, former President, Shell Oil Company, and former HR Director, Royal Dutch Shell * "This is the most refreshing book I have read about recruiting and retaining talent.... If I could get every hiring manager in our matrixed organisation to read and apply just three or four things from this book our business would see remarkable outputs." * Emy Rumble-Mettle, Director of Talent and Development, GroupM, a WPP Company * "Whether you're looking to improve the efficiency and profitability of your business or you're an ambitious graduate looking for a job that's the right fit, Bibb's book makes compelling reading." * Susan Debnam, Visiting Lecturer, CASS Business School, City University London * "I found this book extremely interesting and more importantly, useful and practical. Strengths-based talent management... makes for a truly high performing and motivated team!" * Ian Carter, President, Global Development, Hilton Worldwide * "I'm always looking for more effective ways of enhancing performance and improving productivity. This book provides compelling evidence as to why using a strengths based approach to recruitment and development helps to achieve this." * Jo Kelly, Head of Executive Progression, John Lewis Partnership.

Chapter - 00: Introduction 1Section - ONE: A practical guide to implementing strengths-based recruitment and development 5Chapter - 01: An introduction to strengths-based recruitment 7Chapter - 02: Why do organizations implement strengths-based recruitment? 30Chapter - 03: How does strengths-based recruitment work in practice? 54Chapter - 04: Successfully implementing strengths-based recruitment 71Chapter - 05: Strengths-based development and performance management 95Chapter - 06: Putting strengths at the heart of your talent management strategy 120Chapter - 07: Well-being and happiness 138Chapter - 08: The future of strengths 149Section - TWO: Real-life insights and stories 161Chapter - 09: Interviews with senior leaders 163Chapter - 10: Interviews with managers and recruiters 198Chapter - 11: Interviews with people who transitioned from the wrong job to the right job 216

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.