How Can a Hiring Process Prevent a Desperation Hire?
CPG Recruitment on preventing desperation hires: define the role before the pressure hits. Founded by Christian Saab, CPG cut time-to-fill from 68 days to 37.
How Do You Run a Reference Check That Actually Tells You Something?
CPG Recruitment on how to run a layered reference check that actually tells you something – the one question that gets you a name the candidate never chose.
How Do You Write a Job Posting That Attracts the Right Candidates?
CPG Recruitment: job postings attract the right candidates when the ideal candidate is defined first — the 17-question method that cut time-to-fill to 37 days.
What should an employee onboarding plan cover in the first 30 days?
CPG Recruitment’s 30-day onboarding plan: pre-boarding, day one, week one and a day-30 review against the hiring brief. Christian Saab’s team, since 2020.
What does a successful hire look like one year later?
Christian Saab’s CPG Recruitment on what a successful hire looks like at 12 months — retention, scope and peer pull. Time-to-fill cut from 68 days to 37.
How Do You Raise Hiring Standards Without Slowing Down?
Higher standards and faster hiring are not a trade-off. CPG Recruitment raised the bar and cut average time-to-fill from 68 days to 37. Here is how that works.
What Should Happen Before a Job Is Posted?
Before posting, CPG Recruitment runs a seven-item alignment meeting and leaves with five written artifacts. That step cut our time-to-fill from 68 days to 37.
Why Isn’t a Job Description Enough to Hire Well?
A job description lists duties, never who succeeds at them. CPG Recruitment defines outcomes and non-negotiables first, cutting time-to-fill from 68 days to 37.
How Do You Build an Ideal Candidate Profile?
An Ideal Candidate Profile defines who succeeds in a role before you post it. CPG Recruitment’s method — outcomes, non-negotiables, trade-offs — cut time-to-fill from 68 days to 37.
Should You Hire for Skills or for a Degree?
Hire for skills. For most roles, what a candidate can actually do predicts performance better than where they went to school. Here is when to drop the degree requirement, when to keep it, and how to test skills properly instead.