Having the right people in the right positions to perform at their peak is critical to the success of Capital City Bank. Managers should fill vacancies on their team with the applicant who will be the most successful in the role. Your Human Resources Consultant (HRC) and Hiring Coordinator are your partners in hiring the new associates for your team.
When you need to hire for a position on your team, do the following:
- Contact your HRC to coordinate posting the position (internal and external).
- If it is a new position or it has been a while since there was a vacancy, your HRC will work with you to review and update the job description to accurately reflect the expectations and requirements of the role.
- Your HRC will work with the Hiring Coordinator to post the opening on ccbg.com and external sites.
- Most positions are first posted internally for 5 business day. If an internal candidate is not selected, the posting will be extended externally for an additional 5 business days or until 30 applications have been received, whichever comes first.
- Contact your HRC to extend the application posting window beyond the 5 day or 30 applicant standard.
- If you do not anticipate internal interest and would like the position posted externally now, contact your HRC.
- Determine the knowledge, skills, abilities, and other Traits (KSAs) that will be a good addition to your team.
Once the position is posted and open to applicants, you will receive a "Opportunity" e-mail from your Hiring Coordinator with detailed information about your next steps for selecting and interviewing candidates.
The Capital City Bank hiring process consists of these key areas:
Step 1: Review Applications in StarAccess (UKG)
As a hiring manager, you may receive applications from both external and internal candidates. View applications and identify the candidates to interview using the Recruiting Gateway in StarAccess (UKG). It is critical that you notify the Hiring Coordinator of the candidates you would like to interview. This will prompt the Hiring Coordinator to send the preliminary credit report authorization required for external applicants. A credit report must be run before an assessment can be sent to the applicant. Candidates that choose not to participate in the credit screening are not eligible for hire. No credit or background screening is required for internal candidates, however, you must receive approval from the HRC before scheduling an interview.
See Navigating StarAccess (UKG) Applicants for Open Positions and Request Applicant Credit Screenings for detailed instructions.
Step 2: Select & Interview Candidates
Skills and experience (what is on the resume) are only a fraction of what an applicant brings to the table. We conduct behavior-based interviews that ask applicants to describe specific experiences in order to illustrate their ability to perform the essential functions for the job. You may begin interviewing applicants when you have the following:
- Confirmation from the Hiring Coordinator to proceed with the interview
- Acceptable external and/or approved internal applications
- A list of behavior-based interview questions to ask each applicant
- Your Hiring Coordinator will provide you with a list of standard questions for the position and you will use the same list of questions for each interview.
- If you have additional questions you would like to ask your candidates, these questions must first be reviewed and approved by your HRC to ensure they meet legal standards.
See Illegal Interview Questions
See Conducting Effective Interviews for more guidance.
Take detailed notes that list only the candidate's responses that correspond with the required skills, behaviors, and experience needed for the role. Do not include remarks about marital status, religious or political preferences, or other personal information the candidate may have voluntarily shared. Please be sure to send all interview notes to your Hiring Coordinator.
Assessments
Some positions require a pre-employment assessment for the top 2 candidates, particularly those in retail delivery. These assessments are simply additional information about how a candidate might behave, communicate, and perform in the position. The HRC will notify you if an assessment is included in the hiring process for your position.
When interviews are complete, the hiring manager will notify the Hiring Coordinator to schedule assessments for their top candidate(s). Note: if the credit report authorization form has not been received an assessment cannot be run. When the assessment has been completed, the Hiring Coordinator sends the results to the hiring manager and HRC for review. You will use the results to prepare a list of follow-up interview questions.
See Assessments for Retail Positions for additional information and instructions for requesting an assessment.
Conducting Follow-up Interviews
You may find it advantageous to bring back top candidates for a second, or even third round of interviews. This will help you determine which candidate has the specific qualities needed to succeed in the role and within our culture. Follow-up interviews are also an opportunity for the candidates to learn additional information to decide if we're the company they would like to join.
Step 3: Prepare a Job Offer
When you have identified the top applicant for an opening, contact your HRC to determine a salary offer for your selected candidate. Retail/Delivery Managers complete the Retail Compensation Request process. Salary offers are evaluated by the HR Compensation Analyst and the HRC and approved offers are communicated to the Hiring Manager. Unapproved salary offers will not be honored.
All offers are contingent upon the applicant clearing the pre-employment screenings. If applicable, a motor vehicle screening will be done.
Immediately after a candidate accepts an offer, e-mail your HRC and Hiring Coordinator. Providing this notification will prompt the Hiring Coordinator to launch the candidate's pre-employment screening.
Note: It may take 5-7 business days or longer to receive the reference and criminal background reports. The Hiring Coordinator will schedule fingerprinting and will send instructions to the candidate. In addition, there are time when drug screenings have to be sent for further testing which can take up to an additional 10 days to receive results.
You may coordinate a start date once the candidate has cleared all necessary pre-employment screening.
Step 4: Hiring & Preparing for the New Associates First Day
An incredible first impression is imperative to making every associate immediately feel part of the Capital City Bank family. Being adequately prepared for their first day demonstrates how to provide a great experience for our clients (both external and internal). There are several details to coordinate and confirm to ensure your new associate is set up for success on Day 1. You will complete a detailed onboarding process for each new associate to provide them with a consistent, thorough, and exceptional introduction to the team, their role, and the Bank's culture.
Onboarding a new associate can differ greatly by job function, department, and location, but every manager can still offer a positive, consistent experience - especially in the first few days. To help you create a seamless first week for new members of your team, use the Onboarding Plan - Manager Guide.
Step 5: Wrap up the Hiring Process and Begin New Associate Onboarding
You are expected to communicate with all remaining applicants that were interviewed in-person (or virtually) to let them know that the position has been filled. It is recommended that applicants who participated in only 1 round of interviews receive an e-mail and applicants who participated in 2 rounds or more should receive a personal phone call. See Contacting Applicants Not Selected for additional guidance.
Dispositioning Candidates for detailed instructions.