Strength
It is not easy to interpret strength. Some HR executive might not know how to evaluate this section. However, it is very important and probably the most important at the screening for interview step or before final hiring decision. For example; if you have 60 candidates applying for the offered position. They all come from the same university and the same major. How do you screen the candidates? You cannot talk to all of them. And you know it is not accurate to just screen from the GPA. Strengths can probably give you a clearer picture. It is the key talent that candidates perceive themselves why/how they think they make themselves successful. Therefore, it will be easier to screen the candidates' talent especially when some jobs require specific strength from the candidate such as presentation skill for a salesperson position, or analytical mind for marketing research position, or accuracy for accounting position etc. This concept can also be applied to the selection of the highly experienced executives. It tells HR executives in-depth
 

about the real talent of the candidates.
This is the section that HR executives should take into careful consideration. When it combines with many other parts of information such as education or working experience, it explains clearly how the candidates achieve their success. And please also note that the strengths that the candidate chooses are usually in-line with their personality, interest and hobbies.
There are 74 choices of strengths and only 5 will be chosen. Emphasis is also placed on the strengths that were not chosen. Those unselected strengths may give a hint of a weakness. However, if employers are uncertain about a candidate's potential because of the missing strength(s) that the employer finds desirable, the employer can cover and assess this problem during the interview.

The chosen top 5 are just enough to describe accurately the candidates' personality. For example; if candidate A chooses;
1) Friendly,
2) Good looking,
3) Good interpersonal skills,
4) Good presentation skills,
5) Helpful/Concerned.
He/she tends to be a good sales-person.

If candidate B chooses;
1) Initiative/Creative,
2) Articulate/Communicative,
3) Positive Attitude/Optimistic,
4) Contemporary,
5) Independent.
He/she can be a good creative in the advertising agency.

If candidate C chooses;
1) Able to set priority,
2) Able to work under pressure,
3) Action oriented,
4) Organized/Systematic,
5) Good leadership skills,
He/she can be a good manager.

If you try our strength list with your co-workers, you will be surprised that the chosen top 5 strengths of your friends can clearly explain their talent and personality.
In our Individual Development Program, we also use the strength list in the Super Resume to find our employees' strengths and weakness for future individual training and development. Some of the strengths are derived from our seminar course " Romance Of The Three Kingdoms At Work", where we learn to describe people's talents. We encourage every HR personnel to make use of these top 5 strengths so that we can learn more about candidates' true personality.
HR executives also have to be careful; sometimes different people may choose the same strengths, but with different meanings. For example, if a CEO chooses his top 5 strengths;
1) Able to commit,
2) Innovator/Pioneer,
3) Loyal,
4) Positive Attitude/Optimistic,
5) Pleasant personality.
HR executive will know that he is really a good CEO. But if the strengths are chosen by a candidate who has just started working, it will be interpreted differently. Most of the time, the beginner level's job requires a more active type of strength.

The priority of the strength is also important because it can help understand the candidate's management style. So, by reading it carefully. HR executives can trace the perception of the candidates and understand their management style that they lead their life to success. HR executives can also learn the attitude; what the candidates put first in their rank, and why.
 
 

 


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