<p>Anyone who uses these to make fine distinctions betweeen candidates is fooling himself. It might help to weed truly clueless people, I suppose.</p>
<p>UCLAri, you said "Let's just say that this company prefers a more "get good people and find roles for them" approach rather than finding people for specific roles. However, it's in a field I'm interested in, so I'm willing to put up with some BS." </p>
<p>Was it Gallup Clifton StrengthFinder? Have to agree, it is BS-ish. I never heard of it until one of my employers decided that the interview process had to revamped. Scientists used to give presentations about their work during their interviews, now they are asked a bunch of really strange "behavioral" questions. We all had to fill out the survey and get a printout of our top "strengths".</p>
<p>I just googled it and it looks like they have this for kids, too!</p>
<p>Strengths-Based</a> Development</p>
<p>Good luck! I hope you do get to complete the second part! It is not that bad... :)</p>
<p>No, it wasn't Gallup, though I've heard stories about them too.</p>
<p>I took the Gallup strengths finder and it was very interesting. There's no way it belongs in the interview process.</p>
<p>Gallup sez it does ;)</p>
<p>Talent</a> Acquisition</p>
<p>Does not mean I agree with Gallup. There is also a spin-off started by a former Gallup employee:</p>
<p>Marcus</a> Buckingham | Now, Discover your Strengths</p>
<p>My understanding of his concept is that we are born with a set of "strengths", and instead of trying to fit a square peg into a round hole (working to eliminate our weaknesses), we have to focus on developing these strengths. Interesting concept. I wonder if my former poinyhaired boss heard about this :)</p>