Strength-based interviews target what an individual enjoys doing, instead of what they can do which is what competency-based interviews assess. However, strength-based interviews are not as easy as they may sound because as you are talking about what you like and dislike, the employer is forming an impression on what you are good/not good at.
Strength-based interviews has its origins from positive psychology, the basis is that through identifying a candidate’s strengths and allocating them to a role they will be happier, more likely to excel in the job and consequently they will stay in the company longer.
Unlike competency-based interviews, strength-based interviews are more personalised and give the recruiter leeway to a candidate’s personality, especially because strength-based interviews are not the easiest to prepare for; so, the candidate’s responses to the different questions will in fact come across more natural and real.
Why do companies use strength-based interviews?
Often, competency-based interviews are the most popular types of interests, however, strength-based interviews are becoming more widely used because of the underlying benefits. Strength-based interviews are beneficial to candidates with limited work experience for instance graduates without work experience, companies such as Aviva, Barclays, Cisco, and EY used strength-based interviews.
In addition, companies like strength-based interviews because candidates cannot “rehearse” their answers, this allows companies to have insight into a candidate’s intentions for wanting to work at such company. Also, we can understand people better when they are speaking about something that interests them. Hence why employers are starting to use strength-based interviews more.