7 Responses

1. More info and Tips
   Hi Marilyn

   If you can clarify what you mean by strength based interviewing I will be happy to help.

   Successful interviewing is about finding out if the person has the right competencies to fulfil whichever tasks are required for the job. (I am assuming here that this is a job interview)

   This is based upon setting up a job profile and questioning on each of the areas.
   This questioning should follow the interview funnel technique, which is best described over the telephone.

   You should always be looking for actual examples of competence and not “what would you do if?”

   Contact me offline if you wish to discuss further.

   Best regards
   Steve
   [email protected]

2. Solutions Focus
   Hi Marilyn,

   If you’re not talking about selection interviewing but rather strengths-based questioning in general (such as performance management conversations, coaching etc), you might take a look at some of the Solutions Focus material. The book “The Solutions Focus” by Jackson and McKergow provides a good introduction to the subject.

3. Interviewing
   Hi Marilyn,
   Specialising in the teaching of investigative interviewing, I am unsure exactly what you mean by the expression ‘strenth based’ interviewing. I am sure that I will have some material that will be of use to you, but need to know more of your requirements. Feel free to email me at [email protected] and I will see what I can do. Kind regards, Paul.

4. Competency Based Interviews
   Hi Marilyn,
   I’d be happy to share a workshop I have written about Competency Based Interviews – although I’m not sure (as other respondents aren’t below) What you mean by Strength Based Interviews?
   kindest regards
   Buffy Sparks
   http://www.rippleeffect.eu

5. read “first break all the rules”
   i am responding your request for info on “strength-based” interviewing as described on page 215 of “first break all the rules” ISBN 0-7432-1987-2
   i have developed a checklist based upon these principles which i will happily send you
   i have found in practice however it is better to coach line managers to understand these principles and let them adapt them to their own style when interviwing
   there are many methods which can be used to support “strength based” interviewing – but all need to be calibrated against an understnding of the “strengths” needed for the specific role
   hope this helps
   ricky

6. Strengths-based selection
   Hi Marilyn

   I’ve just come across your question today, but notice that you posted it some time ago. Have you already resolved your question?

   If not, then I would be happy to speak to you. We’re currently working with a client of ours to develop a strengths-based selection process. Let me know if it would still be helpful to speak. Equally, I’d be interested to hear how you got on with your research / subsequent work in the area.

   Best wishes,

   Martin

7. Strengths-based interviewing
   Dear Marilyn

   I recommend using behavioral-based interviewing for strengths. Google it and you will find a lot of interesting information. There are also some books with lots of behavioral-based interview questions.

   Indeed, the strengths-based interview recommendations given in the book “First Break All The Rules” my Marcus Buckingham are very similar to the concepts of behavioral-based interviewing. And I know from own experience that Gallup works with similar concepts.

   The key is to focus on strengths, not on talents. According to the definitions of Gallup/Clifton, talents are just “recurring patterns of thoughts, feelings and behavior”, not necessarily yet of great use for a company. Strengths are what matters.

   I am also in the process of learning more about how to create strengths based interviews. Therefore, I have created a blog where professionals can share experience:

   http://www.strengthsblogger.blogspot.com

   If you are interested, I can send you a strengths based interview guide that I have developed for an Account Manager position.

   Regards
   Matthias