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

4

Recruiting & SelectionSection 1

Understanding the roles ofmanager and recruiter

5

Section 1

Contacts

CBI Recruiters

AB & SK Cassandra Cey ccey@cbi.ca (403) 463-8784

ON Carolyn Miller cmiller@cbi.ca (416) 807-7749Atl. Canada Derek Schriver dschriver@cbi.ca (506) 461-9700

BC Sheila Fitz-Gerald sfitzgerald@cbi.ca (778) 386-3969

6

Section 1

A) Sourcing candidates

Sourcing channels utilized by recruiters

Need for consistent messaging

Active role for managers

7

Section 1

B) Screening resumes

Resumes sent to recruiter

Resumes sent directly to manager

Recruiter-candidate communication

Prompt communication

8

Section 1

C) People-in-play

Follow-up communication between recruiter and manager

Avoid delays

Contract advice/approval

9

Section 1

D) Additional information about recruiters and a summary of their activities

Following up with candidates

Vacancy management

Promotion/activities

10

Recruiting & SelectionSection 2

Manager’s role in recruiting

11

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

12

Section 2

B) Making connections

Potential candidates as customers

Target groups

• Settled loyalists• Poised loyalists• Poised opportunists

13

Section 2

Segmentation and differentiation

Functional and emotional benefits

Danger of using salary as a differentiating factor

Talking to candidates

14

Section 2

C) Features & Benefits

Features

Benefits

15

Recruiting & SelectionSection 3

Preparing for the interview

16

Section 3

A) Laying the foundation

Scheduling the time and place

Identifying key job requirements beforehand

17

Section 3

B) Theoretical Concepts

Understanding the differences between skills, knowledge, talents, and strengths

• Skill• Knowledge• Talents• Strength

18

Section 3

C) Identifying critical needs

Skills/knowledge requirements

Relatively fixed nature of talents in adults

Study top performers

19

Section 3

D) Behavioural interview questions and key talents

Preparing behavioural interview questions

20

Section 3

Six key talents

1. Results Orientation2. Social Sensitivity3. Maturity4. Assertiveness5. Energy6. Intellectual Ability

21

Section 3

Building your own questions

Reviewing the candidate’s resume and developing additional candidate-specific questions

22

Recruiting & SelectionSection 4

Conducting the interview

23

Section 4

A) Objectives

1. Evaluate candidate

2. Market CBI

24

Section 4

B) Providing overview of CBI

Introduction

Marketing CBI

Customizing a unique message

25

Section 4

Marketing, not selling

Linking their position with the overall picture

Making use of your staff

26

Section 4

C) Interviewing the candidate

Importance of listening

Empathizing

Observing behaviour

Taking notes

27

Section 4

D) Concluding the interview

Questions about CBI

Explain the next steps

28

Recruiting & SelectionSection 5

Post-interview follow-up

29

Section 5

A) Assessing the candidate

Interview assessment form

Know your biases

30

Section 5

Consult your staff

Do not hire out of desperation

References

31

Section 5

B) Post-assessment dealings

Informing the candidate

Negotiating the contract

Keeping track of how you are hiring

32

Section 5

C) Transition from successful candidate to staff member

Onboarding

33

Recruiting & Selection

Action Plan