CASETiFY Talent Acquisition Playbook

WRITTEN
EVALUATION

Importance of Written Evaluation

Making confident and unbiased hiring decisions
• Backing up your decision with evidence
• Training up your team on key insights valued
• Scaling your hiring effort, especially globally, no duplicate efforts
• Retrospective if the hire didn’t work out
• it’s not just writing about facts, but deriving insights from evidence and interpreting the facts

Example

Brand Strategy:
She initiated a multi-quarter rebranding project and had resulted in 20% lift in brand check metric. Her thought process on
brand positioning was also deeper than most other candidates.

Proven P&L Management:
She grew the business by 50% YOY for the last two years while the industry benchmark was just 15% growth.
She successfully turned around a money losing business to profitability of US$2M in 3 years.

Example of a Written Evaluation

Conclusion/Summary

• xxxx
• xxxx

Pros

• xxxx
• xxxx

Cons

• xxxx
• xxxx

Candidate Rating (Top 5%, Top 25%, Average, Below Average)
• How was the candidate compared to previous candidates in the role (or talents you know in general?

What is stopping you to give the candidate a higher rating?

Overall Recommendation

→ “Strong No, No, Yes, Strong Yes” to hire

Best Practice

• Use written evaluation instead of discussion in real time
• Do not discuss about the candidate before submitting a written evaluation
• Decouple interviewers and decision makers with a hiring committee

Best time to submit an evaluation

• Within 1 hour, maximum 24 hours

• Always record recruitment in our Application Tracking System (ATS)

DEBRIEFING
HIRING MEETING

Hiring Meeting

• Bar Raiser will lead the hiring meeting
• The hiring decision meeting should be conducted within the 1-5 days after the final interview
• All interviewers involved should send over their written feedback to Recruiter prior to the meeting
• The written feedback should cover specific information with detailed examples and should always refer back to key

leadership principles; as well as one of the following recommendations for hire: Strong Yes, Yes, No, Strong No.
• Bar raiser will initiate the meeting by asking “ now that everyone has had a chance to read all feedback, would

anyone like to change their vote? Remember: there’s no shame in changing your vote based on the presence of
additional data.”
• The meeting should be carried on via Socratic discussion and critical thinking process until arriving to the
same conclusion or at least majority.

Hiring Meeting Agenda

• Each member in the committee come prepared & read all evaluations
• Write down their hire or not decisions and reasons
• Every member makes their recommendation
• Change your decisions after reviewing other members evaluations if needed
• The hiring decision does not necessarily be unanimous, the hiring team will gain a better grasp of what the

company would require and clarify when required throughout the discussion

REFERENCE
CHECK

Reference Check

• All hires are required to submit referees for reference check to HR department
• Director+ hires should obtain at least 3 positive reference from previous employers / supervisors / direct team

members
• Reference checks are a crucial part of hiring process.
• Candidate’s past performance is a good indicator of their future performance.
• Reference checks should be conducted by HR team

o Can be conducted verbally or in written format
o Reference should cover the past 2 years of experience
o A min 2 out of 3 references should be taken irrespective of tenure of the most recent positions
o Avoid getting reference from a friend, relatives or non-direct working relationships

Casetify is committed to provide a safe environment to our staff and customers. It is recognized that for certain
locations and job roles, more stringent recruitment and selection would need to be in place.

In addition to standard reference checks and declarations from candidates, other background checks may also be
conducted if necessary.

Examples
Additional comprehensive background screening by 3rd party agency
1. Policy criminal record checks
2. Credit worthiness checks
3. Social media checks

Reference Check Template

1. How long did the candidate work for you? When and where?
2. What were the candidate’s role, major responsibilities / duties?
3. What can you tell me about the candidate’s overall performance?
4. What were the candidate’s major achievements / accomplishments?
5. What are the candidate’s main strengths and areas of improvement?
6. Can you describe the candidate’s relationship with you and the others, such as customers, subordinates, peers and

management?
7. How would you describe his / her management style? (For managerial and above positions only)
8. How would you characterize the candidate’s work ethic?
9. What motivates the candidate?
10. Based on your understanding, why did the candidate leave the company?
11. Would you work with this person again?
12. Any other additional information to share with us?

OFFER THROUGH
ONBOARDING

After the offer is made, a team member of the hiring committee should be checking in with the candidate at least
biweekly until the candidate is on board.
It could be as simple as dropping a message of how excited you are about the team member is joining the team.

“What matters is being sincere and personal”

WE ARE GLOBAL.WE ARE LOVED.

Other Recruitment Guidelines

Please refer to Staff Handbook & Talent Acquisition Policies

Internal applicants
● All internal applicants have to be made aware to their department heads, and HR/ hiring managers

should always prioritise opportunities for internal career growth.

Handling employment data
● Authorization of use of data - required during the recruitment process.
● Storage and transfer - all data are kept in the Recruitment system.
● Privacy - all recruitment information should be kept confidential, not to be shared with other third

parties out of the hiring committee.
● Points of contact - should always be the HR team.

●

THANK YOU!

Enjoy your adventure with us!
Any questions? Just ask!

Human Resources Department
[email protected]

Last Updated on 28 June, 2022