Strengths-based Recruitment

because recruitment is an art, not a science

We're in the business of transforming people so they can contribute their whole selves to life and work

"The biggest gains businesses will see in the next 10 years will lie within hiring the right managers and maximising the strengths of every single employee"

Jim Clifton, GALLUP Chairman and CEO

We want to encourage you to see your staff differently

Historically, organisations have motivated their people through extrinsic incentives such as financial rewards, bonuses, and promotions. While these approaches can boost short-term performance, they rarely unlock the full potential of individual talent or sustain long-term engagement. This thinking viewed employees as primarily driven by economic gain. Today, leading organisations recognise that true performance and engagement thrives through a focus on intrinsic talents and motivation, cultivating purpose, autonomy, and meaning in life, inspiring individuals to bring their best selves to work—driving innovation, collaboration, and sustainable lasting success.

At WITH-Humanity we do this through a mutually inclusive understanding of both their unique set of intrinsic talents and 'interdependent rules of engagement©' - bringing this to Strengths-based Recruitment.

What is Strengths-based Recruitment?

We believe in placing individuals in roles & environments based on their Strengths. This doesn’t mean we discount the candidate’s qualifications, knowledge, and experience. Instead this adds to the process to ensure value congruency within the environment and the organisation, as well as looking at how a person is naturally energised and inclined towards their role -their passion.

Bringing intrinsic motivation through a strength-based recruitment approach means focusing on what energises and naturally drives each individual, rather than simply what they can do. Traditional recruitment often centres on experience, qualifications, or competencies — the what. Strength-based recruitment goes deeper, exploring the why: what motivates people, what gives them a sense of purpose, and where their natural talents truly lie.

By identifying candidates whose intrinsic motivations align with the organisation’s values and mission, employers can attract people who are not only capable but also genuinely engaged and fulfilled in their roles. This alignment of strengths and purpose leads to higher performance, stronger retention, and a more inspired workforce.

In essence, strength-based recruitment transforms hiring from a transactional process into a meaningful partnership between individual talent and organisational purpose.

Why are Interdependent Rules of Engagement Important?

Interdependent Rules of Engagement help us understand who we are, what we need, and how to bring our whole selves to a team. Yet its not just about ourselves. This way of being helps us foster a win–win mindset, where everyone’s unique strengths are recognised and valued.

In practice, this means creating intentional ways of collaborating, navigating differences constructively, and knowing when someone may not be the right fit — even in recruitment. By embedding interdependence into your processes, we build trust, transparency, and shared purpose from the start, preventing conflict before it arises.

Understanding interdependence alongside the other three rules of engagement—dependency, independence, and co-dependence—helps teams and organisations thrive together.

Dependent Rules of Engagement would see your staff waiting around to be 'told' what to do and how to do it.
Co-dependent Rules of Engagement would see a group of staff members coming together because they have to, not because they want to, in a transactional relationship where they engage simply to get their own needs met, creating addictive toxic relationships.
Independent Rules of Engagement is all about 'me' and getting my needs met with no regard for anyone else.

"Disengaged employees have 37% higher absenteeism, 18% lower productivity and 15% lower profitability" - Gallup

"Interdependent Rules of Engagement© within our human systems defines how individuals consciously collaborate, balancing their own needs with others’ contributions to achieve collective outcomes that are mutually beneficial, not only at work, but in life, which has beautiful systemic consequences on our world as a whole." Samantha McDonald

What is the alternative?

Strengths-Based Recruitment: The Smarter Way to Hire

Stop hiring solely for experience or qualifications

Our Strengths-Based Recruitment approach reveals how candidates are intrinsically motivated, helping you hire people who are energised, engaged, and ready to thrive.

After narrowing your shortlist to 2–3 candidates, they're invited to complete a Strengths Assessment. A qualified Strength Coach then joins your interview — in person or online — bringing insights into each candidate’s natural motivators, talent patterns, and authentic strengths.

This process isn’t about fitting someone into a role — it’s about understanding who they truly are and how they’ll flourish in your organisation.

The result? High performers who are motivated, energised, and ready to deliver extraordinary results.

"Improved Performance and Profitability: Organisations that focus on strengths experience an 8%–18% increase in performance and a 14%–29% rise in profit" Gallup

Recruitment Fees

Recruitment Commission is based on a 1.5%- 3.5% of total cost to company, dependent on the type of organisation, along with a once off fee, per recruitee. Included in our fee are 3 x 30 minute Candidate Coaching Sessions, one per month, once placed, to ensure integration into the new working environment, and to allow space for feedback regarding expectations and to raise any potential issues that need to be addressed accordingly, bringing space to express how an organisation is adopting a Strength-based approach or not.

Research shows creating an environment for great application of strengths, companies can experience these benefits:

6X higher engagement
36% higher performance
43% higher productivity
35-50% higher financial return
83% more likely to be part of a high performing team

"Teams that emphasise strengths see a 29% higher likelihood of employees staying with the company for the next year and a 42% higher chance of employees remaining with the company for their entire career" Gallup

If you like what you've heard and would like to bring a Strength-based Approach to your organisation, designed with effectiveness, optimisation and affordability in mind we'd like to hear from you GET IN TOUCH

Are you ready to employ differently? Get in Touch

Are you ready to find work you love? Candidates Get in Touch

I want to take my Strengths Assessment Now

Testimony

Read what others have to say about unlocking their Potential ...

Rehan Christians July 2019 South Africa

I first met Sam in January 2018. The company I was working for was looking for an Accounts Assistant but I was in the final stages of interviewing for a lecturer position, which I mentioned to Sam. She decided to interview me anyway to find out more about what I wanted to do with my life. In the end I turned down the opportunity she was offering and decided to try the lecturer position.

I thought that would be the end of it when in November 2018 Sam called again out of the blue and asked if I would be interested in a junior Implementation Consultant Position which had come up. Sam had remembered I was searching for new challenges and had applied for the lecturer position because I wanted something different from the Book-keeping.

I’d also been getting no responses from organisations relating to what I had studied towards, being Information Systems. No one was prepared to take a chance on me. I was a mature student and had my degree in Information Systems, but it took someone with a completely different outlook to take a chance and look at what I had to offer in a new way.

Sam put me forward again for the available position and after some interviews and tests, including my Strengths Assessment, I was offered a position doing ERP Implementations. This is also the first time I am actually utilising my Strengths and the many skills I obtained throughout my degree, at the same time.

I think it was the way Sam chose to look at me as a candidate, as well as what my needs were as an employee, together with the requirement of the organisation. Her approach was holistic and just plain refreshing. This is just not something one encounters in most organisations. I am finally using such a broad skill set.

I have always known my strengths, but the Coaching Sessions, which are part of the recruitment process, have made me aware of how I use my Strengths, and not to let these overpower someone else’s, but rather to become intentional about trying to be interdependent.

Also, not to be over reliant on only my dominant Strengths but to recognise and develop my secondary talents. I feel developing these will make me more complete as an individual and employee and as a partner and father. I feel the benefits could be far reaching beyond just being successful in my current position. All things are interconnected after all, as nothing acts in isolation.

Through the Strengths Awareness I have stopped only concentrating on my own Strengths and now look to others to bring their Strengths too, to assist me in tasks and/or to compliment my own Strengths. I am still relatively new at this, but I do feel I am moving in the right direction.

I would definitely recommend Strengths Recruitment and Coaching to my network.

Become a Strengths Recruitment Candidate