CASETiFY Talent Acquisition Playbook

TALENT ACQUISITION
PLAYBOOK



"Nothing we do is more important than
hiring and developing people.
At the end of the day,

you bet on people, not on strategies''.

Playbook for hiring teams

Finding the right talent for our company is one of the most important roles as leaders.

This Playbook is to provide you with an easy reference guide to understand the tools used during CASETiFY’s hiring
process.

Use this Playbook to refresh your own understanding and to explain the hiring process and tools to the managers at
your location. The following sections will help you and your managers to:

● Predict performance before you hire
● Not to waste time with the wrong candidates
● Interpret Assessment Results
● Understand Quality of Hire

TABLE OF CONTENTS

About the Playbook

Introduction
• What is Talent Acquisition (TA)
• Hiring Committee

Planning & Metrics
• Recruitment Channels & Standards
• Competencies

Talent Acquisition Process
1. Job Descriptions & Requirements
2. Hiring Brief
3. Resume Review
4. Phone Screen
5. In-house Interview
6. Written Evaluation
7. Debriefing – Hiring Meeting
8. Reference Checks
9. Offer Through Onboarding

ABOUT THE PLAYBOOK

As CASETiFY continues to expand globally,
we must have proactive strategies and
forward-thinking in how
we attract, recruit and retain talents.

The Talent Acquisition Strategy has
to move beyond our current reactive
roles, ensuring we have a sustainable,
scalable framework to deliver a world-class
candidate experience and recruit talent who
fit the CASETiFY culture.

TALENT
ACQUISITION

“If you think it's expensive to hire a professional,
wait until you hire an amateur.”

back to basics…

We want to use the best tools to find the best people for our company.
And we want to make the process as simple to follow for everybody: Hiring Managers, HR professionals, recruiters, and candidates.

The logic of our hiring process is straightforward:
At each stage, we use the right tools to
- filter candidates so we can focus our resources on those with the best skills and qualifications
- reduce costs associated with the hiring process
- result in high quality hiring decisions as rated by hiring managers

Assuming the process works, we would save time by only interviewing the best candidates and would save money by making sure the
people we hire are good fits for the job and our company. Lower turnover equals savings with regard to how we spend our time and
money.
Not following the process, by looking for shortcuts and workarounds, we lose these potential benefits and may even expose our company
to legal risks.

Business Strategy
Talent Strategy
Talent Acquisition
Talent Management
Business Result

More than
just a process...

• Advisory
• Planning & Strategies
• Employer Branding
• Talent Segmentation
• Recruitment
• Process Excellence & Compliance
• Tools & Technologies
• Metrics & Analytics

Principles

• A world-class candidate experience same as our
product excellence.

• Consistency and high standards are respected in
every hire.

• Hiring decisions backed by evidence
while minimizing bias.

• Success to us is consistent good hires across all
regions.

Without clear objectives in
your questions...

• Insufficient clarity
• Unintentional bias
• Unable to predict performance by

understanding past experience

The BAR RAISER Process

Hiring Committees

Hiring Manager
• The requester of the headcount
• Decision maker of hire

Recruiter
• Typically from the Talent Acquisition team

Bar Raiser
• Cannot be the Recruiter / Hiring Managers
• Granted the extraordinary power to veto

any hires and override the Hiring Manager
• Appointed by the CEO
• Receive special training in the process

Raise the Bar

• Interviewing skills
• Ability to access talent
• Adherence to high standards
• Credibility with peers & hiring leaders
• Leadership capability

Raise the Bar

GOAL

To create a scalable, repeatable, formal process for consistently making appropriate and
successful hiring decisions.

• Hold the quality bar on the process and decision making
• Does not depend on scarce resources (e.g., single individual)
• Has a feedback loop to ensure continual improvement
• Provide a framework to minimise the variability of ad hoc hiring process and improved result
• Only quality hires were made, not to penalise if the role went unfilled, decisions were unlikely to be influenced by urgency

biased

General Attributes Innovation Collaborative
and Partnerships
What it takes to thrive in CASETiFY
Creativity
Leadership and
Setting Direction Data-Driven

Communications Agility
&
Customer Focus
Adaptability

Business Acumen

Competency & Key Indicators

1 23456 78

Business Agility & Communication Collaborative Innovation & Customer Focus Data-Driven Leadership
Acumen Adaptability Relationship Creativity
Data Set
Organizational Growth Empathic Listening Align Common Market Intelligence Understand Sourcing Direction
Understanding Mindset Purpose & Goal Customer’s Need
Articulate Pioneer Product Data Lead and Engage
Professional Change Idea Understand & Solution Provide Analysis Team
Expertise Management Interpersonal Effective Solution
Clarify Uncertainty Effectiveness Aesthetic Data Drive Business
Commercial Sense Formulate Excellence Exceed Customer’s Storytelling Performance &
Alternative Professional Manage Expectation
Drive Business Demeanor Conflict Understanding of Generate Change
Result – Act Like a Manage Stress – Operation Create Seamless Insight
Tough Love Build Customer’s Develop &
Founder Partnership Experience Recognize Others

Business KEY INDICATORS
Acumen
• Organizational Understanding
• Professional Expertise
• Commercial Sense
• Drive Business Result – Act Like a Founder

WHAT IS IT?

Understand our company culture, structure, purpose and business
priorities. Develop professional expertise and nail it. Identify potential
commercial opportunities for the company. Act like a founder to drive
business result in an ethical way.

WHY IS IT IMPORTANT?

We have got an ambitious plan and vision – to be the #1 lifestyle brand
in the world. Business Acumen enables us to expand and grow and to
achieve our big plan.

Agility & Adaptability KEY INDICATORS

• Growth Mindset
• Change Management
• Formulate Alternative
• Manage Stress – Tough Love

WHAT IS IT?

Possess Growth Mindset and believe everything can be learnt.
Embrace ambiguity, changes and shifting priorities in this
ever-changing world. Restructure, plan and formulate alternatives
approaches to succeed. Manage self to work effectively under
pressure.

WHY IS IT IMPORTANT?

Plans usually do not go as planned in this competitive market. Agility
and adaptability are keys for us to respond swiftly to any unplanned
situations. It also enables us to thrive in challenges, making continuous
growth and improvement in business.

Communication KEY INDICATORS

• Empathic Listening
• Articulate Idea
• Clarify Uncertainty
• Professional Demeanor

WHAT IS IT?

Listen to others verbally and non-verbally. Strategically articulate ideas
by using a data-driven approach. When encountering confusion or
unclear information, ask tactful questions to clarify proactively.
Professional demeanor is shown in the whole communication process.

WHY IS IT IMPORTANT?

Communication acts as the foundation for all competencies. It affects
our connections with stakeholders, and impacts our success both
financially and non-financially (e.g. reputation).

Collaborative KEY INDICATORS
Relationship
• Align Common Purpose and Goal
• Understand Interpersonal Effectiveness
• Manage Conflict
• Build Partnership

WHAT IS IT?

When collaborating with others, align common purposes and goals to
ensure an agreed direction. Understand others’ work styles to achieve
interpersonal effectiveness. Manage conflicts with objectivity and
consideration to formulate solutions. Create trust by increasing mutual
understanding to build lasting relationships.

WHY IS IT IMPORTANT?

We believe in 1+1=∞. Collaboration means more than just working
together, but also growing and thriving through challenges as a team. It
strengthens our company’s ability to transform and evolve.

Innovation & Creativity KEY INDICATORS

• Market Intelligence
• Pioneer Product & Solution
• Aesthetic Excellence
• Understanding of Operation

WHAT IS IT?

Explore and acknowledge the latest market trends to create competitive
advantage to CASETiFY by pioneering creative products and solutions.
Demonstrate customer-centric approach when designing or solutioning.
Show understanding of operations to make feasible plans.

WHY IS IT IMPORTANT?

CASETiFY treasures creativity and innovation of every employee as it
differentiates us from our market competitors. It also provides
sustainability of our business as customers constantly look for new and
cool stuff to express themselves.

Customer KEY INDICATORS
Focus
• Understand Customer’s Need
• Provide Effective Solution
• Exceed Customer’s Expectation
• Create Seamless Customer’s Experience

WHAT IS IT?

Understand customers’ needs by questioning and showing empathy
before providing effective solutions. Be easy to deal with so that the
customers are willing to support us. Create impactful customer
experiences to win their hearts and businesses.

WHY IS IT IMPORTANT?

CASETiFY exists to create products and activations for customers to
show off their individualities and creativity. Therefore, customers should
be at the centre of everything we do here.

Data- KEY INDICATORS
Driven
• Data Sourcing
• Data Analysis
• Data Storytelling
• Generate Insight

WHAT IS IT?

Identify issues that can be solved by data. Collect data and make in
both quantitative and qualitative approach. Analyze data to understand
meaning and insights. Make decision based on data instead of
perception.

WHY IS IT IMPORTANT?

In order to achieve our vision – to be the #1 lifestyle brand in the world,
accurate business decisions are required. The data-driven approach
helps us to make effective decisions based on a rational and objective
manner.

Leadership KEY INDICATORS

• Set Direction
• Lead & Engage Team
• Drive Business Performance & Change
• Develop & Recognize Others

WHAT IS IT?

Set direction to teams to achieve business goals. Lead and engage
teams by role-modeling desired behaviors and values. Manage outputs
against clear and stretching standards and implement necessary
changes. Provide constructive feedback and identify growth
opportunities for team.

WHY IS IT IMPORTANT?

The development of individual capabilities is crucial to the continuity of
business success. Through developing and recognizing employees,
they are more likely to achieve their full potential which supports the
company to grow continuously.

Hiring Process

What is a good hiring process?
Systematic
Deliberate
Evidence based

Hiring Process

By following a logical, pragmatic process, we can improve our chance of selecting the best person for
any positions. However, before embarking on a timely recruitment exercise, we need to take a step
back and ask the question - Why do we hire for this role?

Why?
Reviewing the need to hire

What?
What does the role entail?
Who does the role report to and oversee? What are the key deliverables and responsibilities?

How?
Is there an internal staff who can take up the role? What are the key channels to seek candidates?

When?
Prioritize the recruitment

CASETiFY Hiring Process

Job Resume In-house Written Reference
Description Review Interview Feedback Check

drafted by Hiring Manager by Hiring Manager & TA by Hiring Manager & TA by Hiring Manager & TA by TA
reviewed by Department head / BP

Hiring Phone Take home Debrief Offer Through
Brief Screen assignment Hiring Meeting* Onboarding

by Hiring Manager & TA & BP by TA (if necessary) by Hiring Manager & TA by Bar raiser / TA by TA → BP

Well begun is half done

JOB
DESCRIPTION

Job Description

Defining Job Description is the vital part to success. It allows both employer and candidates a clear
understanding of the role expectation.

An ideal Job Description paints a clear picture of
• Why the role is needed
• What the role will be doing
• What is required to do a great job in the role.

Basic elements of a Job Description should include:
• Department, Position
• Relations of the Role
• Purpose, Objective, Scope
• Duties, Responsibilities
• Mandatory and desirable qualifications
• Attributes, Key Competencies (highlight 4 key ones as questions during phone screening process)
• Outline the key responsibilities with importance, and not more than 10 key points.

HIRING BRIEF

Hiring committee will receive a guided template & interview ‘cheat sheet’

standard flow : opening > intro > run through achievement > technical questions > competency based questions > motivations > wrap up

Hiring committee will receive a guided template & interview ‘cheat sheet’

standard flow : opening > intro > run through achievement > technical questions > competency based questions > motivations > wrap up

Hiring committee will receive a guided template & interview ‘cheat sheet’

suggested competency based questions bank

REVIEW
RESUME

If the applications you received are off target, you
may want to rewrite your Job Description.

PHONE
SCREEN

Phone Screen (if applicable)

Process Framework

Objectives :
1. Filter out the obvious ‘no’

discuss with hiring manager and list the ‘must-have’ requirements (or input as screening questions in ATS)

2. High level checks on culture fit
understand the candidate’s passion and motivation

3. Identify red flags
eg: jumpy work history

4. Gather all key information
job search status, notice period, current and expected compensation packages

Phone Screen (if applicable)

Process Framework

Scenarios
• TA approaches candidates via active search (social media platforms, job boards)
• Referrals
• Candidate is a better fit for another position

Time
Typically, 15-30 minutes, by Talent Acquisition Team

Opening
• Introduce yourself, the purpose of the call

Content
• Brief summary and highlights of the candidate’s work experience
• Must-haves requirements (e.g. BI tools, softwares, qualifications)
• Their interest level to join CASETiFY
• Expected salary package (include detailed breakdown), notice period
• Set agenda for next recruitment activity

Phone Screen (if applicable)

Process Framework

Competency-based
• Ask 1 or 2 competency-based questions as screening questions
• The competencies should be discussed with hiring managers in advance, selected top 4 competencies for this role

Example
Competency 1: Data-Driven
“Tell me a time that you had a navigate decision-making in the absence of quantitative data?”

Competency 2: Collaborative Partnership
”Tell me a time that you had a major disagreement with a key stakeholder? What was the project / issue that you were working
on?”

Phone Screen (if applicable)

Sample Scripts

Hello XXX, this is XXX calling from CASETiFY.
I received your application for the position of ____ in the ____ Department at CASETiFY. I’d like to do a phone call to
briefly go through your work experience. Would it be a good time for a quick chat for 15-30 minutes?

1. “Why are you interested in this position and in working for ____department?”
2. “Please describe your current organization and its size. How large is the unit in which you are currently working?”
reporting line (report to whom, and the structure of your team?)
3. “Please describe your key job duties (KPI / OKR)”
4. Check if the candidate has all the mandatory required qualitficaitons or certifications listed on Job Ad (eg: CPA, etc)

In addition, we suggest you ask a minimum of three (3) critical, position specific questions that will identify whether
the applicant meets your minimum qualifications.
5. Always ask if the candidate is our Customer! if yes “How was the experience with the service and products?” if not
“ask Why not?”
6. Check notice period and expected package.

Phone Screen (if applicable)

Process Framework

Closing
• Thank the candidate for their time
• Q&A session
• Share next step and timeline
• Always leave a contact method, whether it’s email / duty phone number

Example
”XXX, thanks for your time today! It has been pleasurable talking to you and sharing more information with you regarding the
Project Manager role. I think I have covered all my questions today. So before I share with you on the next steps, do you have
any further questions for me?”

”Our standard recruitment process takes around 2 weeks. After this initial conversation, the shortlisted
candidates will meet the Talent Acquistion representatives and Hiring Managers. You will also be invited to complete a take
home assignment, followed by a final meeting with cross-function leaders of the company. This is our Company’s standard
process as we believe that by talking to our People is the best way to understand about the Company Culture. How does it
sound to you?”

IN-HOUSE
INTERVIEW

All interviewers should...

• Follow guidelines and process of this Playbook
• Should shadow another interview at least once before an actual interview
• Not to loop participant more than 1 level below the level of the position the candidate will hold
• Nor should there be an interviewer who would become a direct report of a candidate.
• The hiring committee should be pre-discussed and try not to bring in ad-hoc interviewers into the process

to impact candidate experience

Recruiter Hiring Core Function Bar Raiser
Manager Department Head (Cross Function)

Hiring Metrics

Level Recruiter Hiring Core Function Cross Bar CEO, MD,
Manager Department Head Function Head of HR
(Opening, Facilitator of process) Raiser

(not in interview)

General

Manager+

Director+

Before the Interview

• Review candidate’s CV, prepare specific questions on areas you need additional clarification
• Familiarize yourself with the interview assessment form (Hiring Brief)
• Ensure the interview room is tidy, temperature is right and candidate is offered with water

Start the Interview

• Welcome the candidate and put them at ease
• Do not jump in to interview questions
• Small talks

o “How was your weekend?”
o “How did you get here today?”
• Always introduce ourselves first
• Explain the format and length of interview
o “Today’s meeting has 3 parts, a) it will begin with your introduction then you will be asked some follow-up questions on your

background and experience, b) I will share more on the team structure and culture, c) followed by a Q&A session.”
• Explain that you’ll be taking notes and that they will have the opportunity to ask questions at the end

During the Interview

Role Specific
• Seek the following key information: Structure, key roles & responsibilities
• Get information listed on Job Description
• The recruiter will introduce CASETiFY as a whole & describe the role to the candidate in details which includes

team structure and key stakeholders

• Recommend candidate to talk about ‘Achievements’ first
• Ask the same set of questions to all candidates for the same role so you can make a fair comparison
• All questions should be tied with a Competency
• Take notes of the candidate’s response, avoid subjective comments
• If the candidate misunderstood the question, we should clarity with them by saying “To clarify my question…” or

“Going back to my question, what I meant was…”
• Ask candidate “How would your ex-manager describe you?”

End the Interview

• Always ask if candidates have any further questions
• Recruiter please check if the candidate has other active applications for other roles
• Share with candidate on standard recruitment process, advise timeline / next step