2010 allies learning exchange: widening the talent pool

New Realities. New Opportunities.

Widening the Talent PoolWidening the Talent Pool

Navpreet Singh, MBAManager, Training and Workshop Development, TRIEC

JoAnne Trotter, CHRP, SHRP

Friday, May 7, 2010


• Introduction – Nav, JoAnne

• Background on TRIEC’s How‐to HR Workshops

• Business Case for Considering Skilled Immigrants

• Cultural Sensitivity vs. Cultural Competence

• Workshop Modules:

– Sourcing Channels

– Resume Screening

– Telephone Screening

– Interviewing

Background: TRIEC HowBackground: TRIEC How--to HR Workshopsto HR Workshops



• What and Why:– TRIEC’s How‐to HR workshop designed to:

• Educate ERs on benefits and importance of considering qualified skilled immigrants to address recruitment gaps

• Equip ERs with practical techniques, strategies, resources andtools to recruit, select and integrate skilled immigrants into Canadian workplace

– At no cost to qualified registrants– Funding: Government of Ontario (MCI)– Theme: develop cultural competence on individual and organizational levels



• Who:

– HR professionals (with hiring responsibilities) and individuals in hiring capacity (e.g. line managers)

– Max. of 25 participants can attend to ensure workshop interactive and participatory‐based



• How:– Full‐day– Facilitated by experienced diversity/HR consultant– Include use of:

• simulation‐based learning• case studies• peer knowledge exchange• role play exercises• cultural competence videos (e.g. Finding Talent)• online tools and resources (www.hireimmigrants.ca)


• Results since Jan 2008 to Present:

– 14 “Recruitment and Selection of Skilled Immigrants How‐to HR Workshop” delivered to employers in GTA

– Attracted 340+ attendees, mainly HR professionals, from various organizational levels

– 150+ different organizations or 31 industrial sectors

– TRIEC successfully partnered with industry associations (e.g. HRPA, YTA, TFSA, CGA Ontario); municipalities; and boards of trade/chambers of commerce to promote workshop to its members




• Delivery of future workshops – “What’s Next?”

– “Recruitment and Selection of Skilled Immigrants HowRecruitment and Selection of Skilled Immigrants How‐‐to to HR WorkshopHR Workshop”• Conducted by CONNECT from May 2010 to Feb 2011 through 15 participating Ontario colleges

• Target audience: SMEs (primarily), large organizations

• No cost to qualified registrants, same curriculum

– “Integration of Skilled Immigrant Employees HowIntegration of Skilled Immigrant Employees How‐‐to HR to HR WorkshopWorkshop”• Designed and then delivered by TRIEC in Q1 2011



Workshop Objectives:

• Establish common understanding of definition of culture

• Understand how assumptions of cultural differences can influence hiring decisions

• Identify difference between cultural sensitivity vs. cultural competence

• Identify potential barriers in recruitment process: Sourcing Channels, Telephone Screening, Resume Screening, Behavioural‐based Interviewing

• Develop action plan to articulate the business case and ROI for considering skilled immigrants as part of an organization’s diversity strategy


Workshop SamplingWorkshop Sampling


Business Case for Considering Business Case for Considering Skilled Immigrants?Skilled Immigrants?

• Companies not finding qualified candidates to fill recruitment gaps

• Shrinking local talent pool due to:

– Retiring baby boomers

– Attrition

– Low birth rates

– Brain drain

– Outmigration

– Globalization

Result = Increased dependence on skilled immigrants


Business Drivers to Consider Skilled ImmigrantsBusiness Drivers to Consider Skilled Immigrants

Benefits for Employers:

• Increased access to global markets

• International language capabilities

• Innovative / diverse ways of thinking and doing business

• Better understanding of consumer needs of ethnic markets

• Higher levels of education (Masters, PhD) in specific skills areas

• Overseas work experience


What Have Companies Done to Be What Have Companies Done to Be Culturally Sensitive?Culturally Sensitive?

• Publish / Post diversity calendar

• Flexible work arrangements to accommodate religious observances

• Religious accommodation– Prayer / Quiet / Reflection Room

• Potluck lunches

• “Holiday Dinner” vs. Xmas Parties

• Culturally‐neutral greetings – e.g. “Happy Holidays” vs. “Merry Xmas”

• More?


But But …… we need to do more!we need to do more!


Cultural Competence: DefinitionCultural Competence: Definition

• Developmental process that evolves over an extended period

• Both individuals and organizations are at various levels of knowledge, skills and attitude or awareness along the cultural competence continuum

• Set of congruent behaviours, attitudes, and policies that come together in a system, agency or among professionals and enable that system, agency or those professions to work effectively in cross‐cultural situations

• Both individual and organizational competence


Cultural DimensionsCultural Dimensions~~Geert HofstedeGeert Hofstede~~

Individualism Collectivism

Egalitarianism Power Distance

Tolerance Uncertainty Avoidance

Competitiveness Harmony

Masculinity Femininity

Sources: Geert Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw‐Hill (2004)


Module: Sourcing Channels Module: Sourcing Channels ‐‐ ListList

• Has anyone used any of these sourcing channels to recruit skilled immigrant job candidates?

• Which ones?

• What has been your experience?

• Do you have any others that we can add to the list?


1. Screen Tarek Khan’s resume.2. How would you sell this candidate to a hiring manager?

Module:Module: Resume Screening Resume Screening

Finding Talent, Scene 6:

Screening Resumes of Skilled Immigrant

Job Candidates


Module:Module: Telephone ScreeningTelephone Screening

1. Listen to the 3 audio files of the Cross‐Cultural Interviewing Tool.2. Score each candidate.


Module:Module: InterviewingInterviewing

Finding Talent, Scenes 7, 8, 9, 11, 13, 15, 17,

18

• Play each scene

• Reactions after each scene

• Refer to Hofstede Cultural Dimensions where applicable

2010 allies learning exchange: widening the talent pool

Business

new opportunities

workshopsampling new

triec joannetrotter

tools torecruit

governmentofontariomci

sourcing channels

linemanagers max

mba manager