Our hiring process has evolved from 10 years of CPG market experience.

It isn’t rocket science, but starts with a great list of people to call. Our industry specialization allows us to create that list with knowledge and speed.

It all starts with a mutual trust and understanding – we get to know our clients as much as possible and love walking their manufacturing facilities and offices. This gives us the starting point for our technical and culture based questions that help build our scorecard assessment.

Looking for more info?

Let’s talk!

Call or email Ed (416) 943-6266 ed (at) cpgexec.com or Justin (416) 943-6277 justin (at) cpgexec.com now to discuss.

Step one: Client Discovery

25%

Step Two: Build Scorecard & set Project Timeline

35%

Step Three: Research & Create Candidate Target List

50%

Step Four: Sourcing and Headhunting

65%

Step Five: Interviewing & Assessment

85%

Step Six: References, Candidate Presentation, Offer & Negotiation

100%

Step One: Client Discovery

The more insight you can give us the better. We want to know about you, your management style, your leadership team and how things run day and night from A-Z in your facility. More importantly where you’re going, your goals and the outcomes you need achieved to get there.

Step Two: Build Scorecard & set Project Timeline

Our capability scorecard covers the following:

  • Key Outcomes — What will be accomplished and how can it be measured?
  • Behavioural Competencies — What behaviours will be exhibited to accomplish outcomes?
  • Cultural Competencies — How will the candidate contribute to the culture of their workplace?

Step Three: Research & Create Candidate Target List

Research means going beyond posting a job ad. Based on the ideal candidate profile we cast a wide net and develop a target list of 40-80 candidates, derived from multiple sources:

  • LinkedIn – recruiter, groups, connections
  • Industry specific databases and associations (FPHRC, CIFST, BAC, OFPA)
  • Our salesforce / job science database
  • Our pipelines, built out by industry, function and rating
  • Networking, tradeshows and events
  • Referrals

Step Four: Sourcing and Headhunting

This is where the art and skill of recruiting come into play. The human element of recruitment that cannot be replaced by technology.
We call, connect, and engage with high performers. The ones too busy working vs. looking for work. We do this through proper
research, speaking their language, being accommodating to their schedules and respectful of their time. As well as staying transparent and communicative throughout the entire process.

Step Five: Interviewing & Assessment

Qualified candidates move to a phone-screen which addresses all technical experience and must-haves while gauging initial fit. Successful candidates then participate in full-length interviews to assess competencies, work history performance and accomplishments, and to better overall gauge their potential fit within the role client company.

Step Six: References, Candidate Presentation, Offer & Negotiation

After satisfied references and backchecking, including verifying any testimonials and speaking to previous managers we submit the top 1-3 candidates. We guide you through the entire offer, negotiation, and acceptance process to ensure a smooth and amicable start to the new relationship.