2. help@cbihome.com
• Our strategy
• Full-cycle recruitment service
• The Recruiting Guidebook:
Best Practices, Recruiting Workflow, Proven Process--Defining the Position,
Interviewing, etc.
• Performance-based, legally compliant interviewing
Talent Acquisition at CBI
3. help@cbihome.com
“Hiring good people is hard. Hiring great people is brutally hard. And yet nothing
matters more in winning than getting the right people on the field.”
--Jack Welch, Winning
• Attract and recruit top talent—game changers
• Hire to our core values first
• Be a place where great careers are built
• Be an Employer of Choice (EOC)
Talent Acquisition Strategy
5. help@cbihome.com
• The recruiter owns and drives the overall process and experience
• The recruiter sources, screens, presents, and schedules candidates, rolls up
notes, provides guidance, and extends offers
• The recruiter is a consulting partner
Full-cycle Recruitment
6. help@cbihome.com
Key components
• Guiding Principles
• Employer Brand
• Hiring Process Flow Chart
• Best Practices
• Defining a Career Position
• Performance Based Interviewing
• Legal Interview Questions
• The Candidate Experience
• Common Interviewing Mistakes
• Candidate Red Flags
The Recruiting Guidebook
7. help@cbihome.com
Guiding Principles
• Authenticity, integrity, trust, and respect
• Ethical, legal, and Equal Employee Opportunity (EEO) hiring practices
• Building strong teams is first the responsibility of the Hiring Manager
• Consideration to internal applicants
• It’s about identifying core values match and then defining great results and
potential
The Recruiting Guidebook
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Our Employer Brand
"The employer brand is not about spin, it's about the reality of every aspect of
being at work – it's about changing the way you manage people so that they get
the coherence, focus and involvement that a valued customer would expect...”
--Simon Barrow
IT Risk Management
Our EVP (Employer Value Proposition)
We each have a similar story to tell!
The Recruiting Guidebook
9. help@cbihome.com
The CBI Recruiting Process
Discover Assess Present Design | Build Manage
Assess
Position
Performance
Needs
Create
Performance
Profile—
Career
Description
Design
Recruiting
Strategy &
Plans per
position
Source,
Screen,
Present Best
Candidates
Prove
Manage
Process
Until
Position
Filled
Identify
Workforce
Need
11. help@cbihome.com
Performance Based Interviewing
The premise: Previous results are the best indicators of future success
The interview flow: Pg. 25
The most important interview question…
“What would you define as your most significant accomplishment?”
Anchor it…
Drill down
The Recruiting Guidebook
13. help@cbihome.com
“Accurate interviewing is about peeling the onion and digging deep into an
accomplishment, not asking a bunch of clever questions.”
“Turn generalities into specifics by getting examples of everything.”
--Lou Adler
The Recruiting Guidebook
15. help@cbihome.com
Are you a U.S. citizen?
Are you legally authorized to work in the U.S.?
What is your native tongue?
What languages do you speak or write fluently?
How much longer do you plan to work before you retire?
What year did you graduate high school/college?
What are your long-term career goals?
Can you get a babysitter on short notice for overtime or travel?
You'll be required to travel or work overtime on short notice. Is this a problem
for you?
The Recruiting Guidebook
16. help@cbihome.com
Do you smoke or drink?
In the past, have you been disciplined for violating company policies forbidding
the use of alcohol or tobacco products?
Do you have any disabilities?
Are you able to perform the specific duties of this position?
Are you a member of the National Guard or Reserves?
Do you have any upcoming events that would require extensive time away from
work?
Do you have kids?
How far is your commute?
Would there be anything that would prevent you from getting to work on time?
The Recruiting Guidebook
It starts with Talent Acquisition, but bringing great talent to an organization relies on so much more. Things like onboarding to get new employees engaged quickly with their managers and teams, setting expectations in line with company core values and rocks and consistently measuring against core value behavior and results. Also, policies that align to core values, protect the company, and make it a great place to work. Total Rewards—the same kind of alignment is needed with benefits, compensation. Learning and development programs are in place to increase our bench strength and keep our skills sharp, We have succession plans and career paths and use learning to bridge gaps to advance careers, all of which are anchored by our core values
…And key to helping the hiring manager build strong teams.
So let’s go over some of the key components of the guidebook.
In order to recruit effectively hiring managers and recruiters need to be on the same page about what it is we do.
The CBI Process
The candidate experience becomes the employee experience. As we recruit top talent, we will have a first class onboarding and employee ramp-up so new hire feel a part of the team and are engaged quickly. At CBI we are obsessed with results so it is important for us as managers to know how to manage to results, provide coaching, performance improvement, ongoing performance measurement that rolls up to an annual performance appraisal process. Policy alignment with attracting top talentCompensation, including benefits and recognition programs that support hiring and retaining top talentLearning and DevelopmentSuccession and career pathingAll for us to be known locally and nationally as an Employer of Choice.
G8 – General Thank you========== This is the LAST SLIDE – please put all slides before this one. ==============Thank everyone for their time and review next steps.======== Great Job on the Presentation! =============
