CBRE Group, Inc. (NYSE:CBRE) is headquartered in Los Angeles and is the largest commercial real estate investment and services firm. They have over 80,000 employees and serve investors through about 450 offices universally. CBRE empowers their employees with challenges which help them grow and work professionally with a supportive team. Whether applicants are working professionals, members of the military or a recently graduated college student, CBRE provides a variety of career opportunities for all.
Below are examples of how the hiring process at CBRE works:
Application: Candidates can apply directly online through CBRE’s Talent Network website. They can follow the instructions to fill out the form, upload their resume, and complete the application process accordingly. Another method can be done by emailing them directly or going through an employee referral.
Telephone Interview: When applicants have completed the first step, they may be contacted by a member of the CBRE hiring team to conduct a phone screening interview. Video interviews may also be held. Interviews give applicants the ability to show off their personality, skills, and previous work experience.
Interview: There are several different methods with which an in-person interview can be held. Candidates’ experiences may differ depending on the position they apply for. They can be invited for a one-on-one session with a hiring manager or have a panel/group interview.
Tests: Candidates may be invited to perform entrance exams so that their scores can be compared when employers seek out the best contenders. These assessment tests may be given online or as written tests.
Psychometric exams consist of several aptitude tests which may be given online beforehand or on-site. Such tests include the Kenexa tests, which are an IBM company provided exams, evaluating test-takers’ cognitive abilities and technical skills. Kenexa offers talent management results for many different organizations, assessing candidates’ compatibility for many positions. Kenexa offers three reasoning tests which assess mathematical, verbal, and logical skills. Kenexa personality and behavioral exams give recruiters an idea of candidate's temperament. The Kenexa numerical reasoning test measures how well one interprets numerical data and comprehends profit margins. The verbal reasoning test displays how candidates communicate, and the logical reasoning test shows their ability to make accurate conclusions by using the information provided in a sequence.
The Prove It Excel Power User Test allows employers to assess one’s Microsoft Excel skills, to determine whether they are qualified for the presented position. Kenexa’s behavioral and personality tests take applicants’ past actions into account to predict whether they are able to meet the demands of the career. Tests are given for various roles, such as managerial and professional positions. Statements are given which portray a challenging situation and candidates’ responses are assessed accordingly.
Some frequently asked questions which candidates may have are given below:
Question: How are aptitude tests scored?
Answer: Aptitude tests use a relative scoring method which doesn’t focus on the number of questions on a test answered correctly. They use a comparative method which assesses each applicant’s score to their opponents. If one’s score is generally high, they may still not have done as well as other candidates and may still not be hired.
Question: What should I take away from the interview?
Answer: Every interview should be viewed as an opportunity to showcase your strengths, expectations, and skills. You can learn more about the company and position, as well as discern what employers are looking for when preparing for following stages.
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