Scenario: CB&S Bank is considering implementing a management training program as part of an overall strategic succession and talent management plan. CB&S has identified salespeople as a key position in which there is a lack of talent ready to move into leadership positions. Therefore, the intent of the management training program is to produce candidates capable of developing into Branch Sales Leaders or Commercial Lenders. CB&S Bank is a community bank and expects its salespeople to be active in their communities. Sales Leaders also have management and leadership responsibilities within a retail branch. Generally speaking, CB&S has a culture of promoting candidates from within. Some leaders within the bank are leery of the proposal due to the inability of past programs to produce quality long-term bank leaders. Prior to final approval, the Executive Management team has asked you to developing a potential recruiting strategy by answering the following questions.

Be sure to explain your reasoning for each answer.

1. Would you recommend that the program be open to internal and/or external candidates? Explain your reasoning.

2. What competencies (knowledge, skills, abilities) need to be identified in order to identify quality candidates? List at least five.

3. What types of interview questions would you use to gauge whether potential candidates exhibit the desired KSAs? List at least two sample questions for each competency listed in your answer to question two. Be sure to include different types of interview questions (open-ended, situational, behavioral, etc.).

4. Who would be involved in conducting the interviews, and how would the interviews be evaluated?

5. Other than interviews, what other recruiting/selection tools would you utilize to identify the best candidates?