cbi health group manager development series module 2 recruiting & selection
TRANSCRIPT
CBI Health Group Manager Development Series
Module 2
Recruiting &
Selection
2
Objectives Understand the roles expected of recruiters and
managers in the recruiting and selection process
Develop an awareness of the various opportunities to find candidates
Distinguish between CBI features and benefits when marketing CBI to candidates
Differentiate skills, knowledge, talents, and strengths
Identify key talents that the ideal candidate must possess
3
Objectives Build and select appropriate behavioural interview
questions
Be capable of conducting a selection interview
Skilled in candidate assessments and make a hiring decision
Be able to negotiate a contract
Gain insight into the practice of onboarding
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Recruiting & SelectionSection 1
Understanding the roles ofmanager and recruiter
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Section 1
Contacts
CBI Recruiters
AB & SK Cassandra Cey [email protected] (403) 463-8784
ON Carolyn Miller [email protected] (416) 807-7749Atl. Canada Derek Schriver [email protected] (506) 461-9700
BC Sheila Fitz-Gerald [email protected] (778) 386-3969
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Section 1
A) Sourcing candidates
Sourcing channels utilized by recruiters
Need for consistent messaging
Active role for managers
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Section 1
B) Screening resumes
Resumes sent to recruiter
Resumes sent directly to manager
Recruiter-candidate communication
Prompt communication
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Section 1
C) People-in-play
Follow-up communication between recruiter and manager
Avoid delays
Contract advice/approval
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Section 1
D) Additional information about recruiters and a summary of their activities
Following up with candidates
Vacancy management
Promotion/activities
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Recruiting & SelectionSection 2
Manager’s role in recruiting
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Section 2
A) Where to find candidates
Benefiting from pre-existing relationships
Opportunities:• Internship students• Education courses• Internal transfer of CBI personnel• Professional and social networks• Former employees• Job fairs• Public presence
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Section 2
B) Making connections
Potential candidates as customers
Target groups
• Settled loyalists• Poised loyalists• Poised opportunists
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Section 2
Segmentation and differentiation
Functional and emotional benefits
Danger of using salary as a differentiating factor
Talking to candidates
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Section 2
C) Features & Benefits
Features
Benefits
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Recruiting & SelectionSection 3
Preparing for the interview
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Section 3
A) Laying the foundation
Scheduling the time and place
Identifying key job requirements beforehand
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Section 3
B) Theoretical Concepts
Understanding the differences between skills, knowledge, talents, and strengths
• Skill• Knowledge• Talents• Strength
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Section 3
C) Identifying critical needs
Skills/knowledge requirements
Relatively fixed nature of talents in adults
Study top performers
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Section 3
D) Behavioural interview questions and key talents
Preparing behavioural interview questions
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Section 3
Six key talents
1. Results Orientation2. Social Sensitivity3. Maturity4. Assertiveness5. Energy6. Intellectual Ability
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Section 3
Building your own questions
Reviewing the candidate’s resume and developing additional candidate-specific questions
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Recruiting & SelectionSection 4
Conducting the interview
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Section 4
A) Objectives
1. Evaluate candidate
2. Market CBI
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Section 4
B) Providing overview of CBI
Introduction
Marketing CBI
Customizing a unique message
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Section 4
Marketing, not selling
Linking their position with the overall picture
Making use of your staff
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Section 4
C) Interviewing the candidate
Importance of listening
Empathizing
Observing behaviour
Taking notes
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Section 4
D) Concluding the interview
Questions about CBI
Explain the next steps
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Recruiting & SelectionSection 5
Post-interview follow-up
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Section 5
A) Assessing the candidate
Interview assessment form
Know your biases
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Section 5
Consult your staff
Do not hire out of desperation
References
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Section 5
B) Post-assessment dealings
Informing the candidate
Negotiating the contract
Keeping track of how you are hiring
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Section 5
C) Transition from successful candidate to staff member
Onboarding
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Recruiting & Selection
Action Plan