Appreciative Inquiry is a Useful Tool

Want to write a new talent acquisition plan and not quite sure where to start? Appreciative Inquiry (AI) is a useful tool you can use to manage the process. AI focuses on identifying what is working well, analyzing why it is working well, and then doing more of it.

Identifying Strengths

The theory of Appreciative Inquiry was developed by David Cooperrider and Suresh Srivastva. The basic principle of AI is that people or organizations will move in the direction of their attention. If your organization focuses on problems, then identifying problems and dealing with them is what you will do best. If you are focused on strengths, however, then identifying strengths and building on those strengths is where you will excel.

Form a Team and then ask Four Key Questions

Forming a team is the first step—collaboration is crucial to the Appreciative Inquiry process. To achieve change people must feel excited, hopeful, inspired, and bonded with others. Once a team is formed, the Appreciative Inquiry process requires a particular way of asking guided questions that encourage positive thinking. The questions focus on four key areas: discover, dream, design, and deliver (DDDD).

We’ve included a case study below that illustrates how a city used the Appreciative Inquiry process to increase the effectiveness of its recruitment.

Case Study

Recreation sports supervisor David Baker* consistently had difficulty hiring staff to coach youth sports teams. An AI process team was formed that included Baker, two human resources recruitment specialists, and two youth sports coaches.

Discover Question: Which of our recent outreach/recruitment efforts has been most successful?

Answer: We received multiple applications for the coach position after city staff went to the local community college and made presentations to men’s and women’s sports teams.

Dream Question: Why did this work so well and how might we use this idea again or in a different setting?

Answer: We had a captive audience who were interested in sports and many wanted part-time jobs while they were in college or between sports seasons. It was easy to drop by team practices and pass out applications.  It didn’t take much time or cost any money.

Design Question: How could we incorporate going to the college/high schools into our recruitment plans?

Answer: We will plan a college/school outreach day each quarter and coordinate with head coaches of men’s and women’s sports teams at the school. Coaching staff will go to make presentations, pass out applications and talk about the benefits of working with the city.

Deliver Question: How will we know if this recruitment plan is working? How will we measure success?

Answer: We will ask on employment applications how the applicant heard about the job. If we hire at least one or two new coaches a quarter, this is a worthwhile recruitment tool. 

If you’ve used Appreciative Inquiry in your organization to build upon what you do best in a positive manner, we’d like to hear from you. Please email us at info@mynpsj.com.

* Names changed to protect client privacy.