Is this position still in blueprint?
Is the job description updated?
Has the role changed which may require re-banding?
You should not consider anything
All vacancies Band 5 and below, unless an exception is approved by the People Director Sales or Supply
All vacancies Band 5 and below without exception
For vacancies decided by People Director Sales or Supply
All internal candidates that applied
All candidates that were identified during the OPR process (from inside and outside the function)
All external candidates
Candidates identified in OPR who are inside the function only
"Hiring Manager VP, Function People Manager"
"Hiring Manager People Manager & Director VP, Function VP, People BU President"
"Hiring Manager People Manager & Director VP, People"
It doesn't matter as long as they are good
To pay 80% compa-ratio of the Market Reference Salary
To pay between 80%-100% of the compa-ratio of the Market Reference Salary, depending on their experience
To pay between 70% - 80% compa-ratio of the Market Reference Salary
To pay a salary that is aligned with their previous salary, as long as it does not exceed 100% of the Market Reference Salary
Alignment with AB InBev culture
All of the A's mentioned are used to recognize potential in candidates
To check the candidate's past experiences and knowledge
Past behaviour is the best predictor for future behaviour
To check how the candidate reacts in specific situations
None of the previous answers is correct
Rephrase or restate the question
Suggest how to answer
Move onto the next question immediately
Situation, Task, Action, Result
Situation, Technique, Answer, Response
Story, Task, Answer, Result
Stamina, Task, Action, Response
Putting the candidate out of their comfort zone as of the start of the interview
Explaining the job at the start of the interview
Selecting the candidate whose personality is most aligned with the current team to ensure the best fit
Asking professional questions that are not immediately related to the job description to put the candidate of their comfort zone
Director's Covenant Form
Pub Policy Sign Off Form
Fact sheet on Labatt
All of the above are components of our onboarding process
To make sure we can fill our business critical roles as quickly as possible
To make sure we have external candidates available for all positions in all levels
To constantly upgrade our talent
To help decrease our Time to Fill
All of the above are reasons for having a strong external pipeline