are you a recruiter or talent acquisition specialist? sue ivay, director of recruiting, calian
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TRANSCRIPT
Talent Acquisition at Calian
Why It Isn’t So Easy
We can get anyone we want in this market Candidates will wait as long as necessary to hear
about an offer/will take any offer Unemployed candidates are bargains We are flooded with high-quality applicants We don’t need search firms anymore Candidates are desperate to find jobs
Why It Isn’t So Easy
EVP Sourcing Strategies Candidate Assessment & Selection Onboard New Employees Recruiting Function Strategy
Process
Hiring Managers
Tools
Candidates
People
$
This is....
Problem Statement
Disjointed group of recruiters reacting to various hire requests. Viewed as administrative in nature; checking boxes, posting and praying.
How do we establish a recruiting function that is recognized as a critical partner to our Hiring Managers?
Stakeholders
Candidates
Hiring Managers
The
Recruiting
Team
Guiding Principles
Calian's Vision To be the most desirable Canadian company to work
for, buy from and invest in.
Calian's Mission To be our customers' program delivery partner, by
providing value added systems and services in order to assist them in achieving their business objectives.
Calian's Values Integrity, Commitment, Teamwork, Initiative and
Quality
Calian Service LinesHealth
• Clinics – Walk-in and Family Physician Services• Healthcare Services
Training• Simulation Centre• E-learning
Information Technology Professional Services• Lab Management• Project Management to Testing Support
Operations and Maintenance• Fleet Maintenance • Facilities Management
Recruiting Framework
People
Process and Tools
Customers
• Structure• On-boarding and on-
goingTraining• Job Descriptions• Performance Management
• Documented processes• IT Support (ATS, website)• Outside Service Providers• Metrics
• Candidates• Hiring Managers
Customers
Candidates• Segregated by various characteristics• EVP per grouping• General and targeted marketing approaches
Hiring Managers• Workforce Planning• Education
HOLD THIS THOUGHT
Processes and Tools
Documentation• Process flow diagrams• Step by step details of process• Various tools
Metrics Outside Services
• Database access• Background checks and security
IT Support• Website support• ATS
People Structure
• Financial and candidate market realities• Seat at the management table
Job Descriptions & Performance Management• Process expertise, talent pipeline management &
strategic advisory capabilities Training
• On-boarding• On-going!
Structure
Recruitin
g Manager
•Business Partner to Service Line Leader
•Manages Recruiting Team
•Ensures Adherence to Process
•Owns EVP for Candidate Pool
Recruitin
g
•Works with Individual Hiring Managers to execute on each Hiring Action
•Manages Candidate Relationships
•Executes Recruiting Processes
Talent
Acquisition
•Works with Recruiting Managers and Service Line Leaders to Understand Upcoming Requriements
•Proactively works to understand Labour Markets
Recruiter
CandidateExperts
Closers
Specialist AssessorHunter Labour Market Knowledge
Negotiator Metrics Driven Results Driven
The Recruiter Profile
Talent Acquisition Advisor
CandidateExperts
BusinessInfluencer
Closers
Specialist AssessorHunter Labour Market Knowledge
Process Driver Problem SolverCustomer Focused Business Knowledge
Negotiator Metrics Driven Results Driven
SOURCING
Major Phases of the Recruiting Process
QUALIFYING
CLOSING
Clarity Is Key
There is complete clarity around who is responsible for each piece of the recruiting process
Recruiting owns the candidate
until the Letter of Offer is signed.
On-Boarding
It’s important
Hiring Managers – educate them!• Walk them through the recruiting process - show them
how to leverage Recruiting.
What Have We Learned
Understanding is not built on one conversation.
Message must be consistent.
Metrics speak to a broad audience.