2010 allies learning exchange: widening the talent pool

Download 2010 ALLIES Learning Exchange: Widening the Talent Pool

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  1. 1. WideningtheTalentPool NavpreetSingh,MBA Manager,TrainingandWorkshopDevelopment,TRIEC JoAnneTrotter,CHRP,SHRP Friday,May7,2010New Realities. New Opportunities.
  2. 2. Background: TRIEC How-to HR Workshops Introduction Nav,JoAnne BackgroundonTRIECsHowtoHRWorkshops BusinessCaseforConsideringSkilledImmigrants CulturalSensitivityvs.CulturalCompetence WorkshopModules: SourcingChannels ResumeScreening TelephoneScreening InterviewingNew Realities. New Opportunities.
  3. 3. Background: TRIEC How-to HR Workshops WhatandWhy: TRIECsHowtoHRworkshopdesignedto: EducateERsonbenefitsandimportanceofconsidering qualifiedskilledimmigrantstoaddressrecruitmentgaps EquipERswithpracticaltechniques,strategies,resources and tools torecruit,selectandintegrateskilledimmigrantsinto Canadianworkplace Atnocost toqualifiedregistrants Funding:GovernmentofOntario(MCI) Theme:developculturalcompetenceonindividualandorganizationallevelsNew Realities. New Opportunities.
  4. 4. Background: TRIEC How-to HR Workshops Who: HRprofessionals(withhiringresponsibilities)and individualsinhiringcapacity(e.g.linemanagers) Max.of25participantscanattendtoensureworkshop interactiveandparticipatorybasedNew Realities. New Opportunities.
  5. 5. Background: TRIEC How-to HR Workshops How: Fullday Facilitatedbyexperienceddiversity/HRconsultant Includeuseof: simulationbasedlearning casestudies peerknowledgeexchange roleplayexercises culturalcompetencevideos(e.g.FindingTalent) onlinetoolsandresources(www.hireimmigrants.ca) New Realities. New Opportunities.
  6. 6. Background: TRIEC How-to HR Workshops ResultssinceJan2008toPresent: 14RecruitmentandSelectionofSkilledImmigrantsHowtoHRWorkshop deliveredtoemployersinGTA Attracted340+attendees,mainlyHRprofessionals,fromvariousorganizationallevels 150+differentorganizationsor31industrialsectors TRIECsuccessfully partneredwithindustryassociations(e.g.HRPA,YTA,TFSA,CGAOntario);municipalities;andboardsoftrade/chambersofcommerce topromoteworkshoptoitsmembers New Realities. New Opportunities.
  7. 7. Background: TRIEC How-to HR Workshops Deliveryoffutureworkshops WhatsNext? RecruitmentandSelectionofSkilledImmigrantsHowtoHRWorkshopHRWorkshop ConductedbyCONNECTfromMay2010toFeb2011through15participatingOntariocolleges Targetaudience:SMEs(primarily),largeorganizations Nocosttoqualifiedregistrants,samecurriculum IntegrationofSkilledImmigrantEmployeesHowtoHRWorkshopWorkshop DesignedandthendeliveredbyTRIECinQ12011New Realities. New Opportunities.
  8. 8. Background: TRIEC How-to HR Workshops WorkshopObjectives: Establishcommonunderstandingofdefinitionofculture Understandhowassumptionsofculturaldifferencescan influencehiringdecisions Identifydifferencebetweenculturalsensitivityvs.cultural competence Identifypotentialbarriersinrecruitmentprocess:Sourcing Channels,TelephoneScreening,ResumeScreening, BehaviouralbasedInterviewing DevelopactionplantoarticulatethebusinesscaseandROI forconsideringskilledimmigrantsaspartofanorganizations diversitystrategy New Realities. New Opportunities.
  9. 9. WorkshopSampling New Realities. New Opportunities.
  10. 10. BusinessCaseforConsidering SkilledImmigrants? Companiesnotfindingqualifiedcandidatestofillrecruitment gaps Shrinkinglocaltalentpooldueto: Retiringbabyboomers Attrition Lowbirthrates Braindrain Outmigration Globalization Result=Increaseddependenceonskilledimmigrants New Realities. New Opportunities.
  11. 11. BusinessDriverstoConsiderSkilledImmigrants BenefitsforEmployers: Increasedaccesstoglobalmarkets Internationallanguagecapabilities Innovative/diversewaysofthinkinganddoingbusiness Betterunderstandingofconsumerneedsofethnicmarkets Higherlevelsofeducation(Masters,PhD)inspecificskills areas Overseasworkexperience New Realities. New Opportunities.
  12. 12. WhatHaveCompaniesDonetoBeCulturallySensitive? Publish/Postdiversitycalendar Flexibleworkarrangementstoaccommodatereligious observances Religiousaccommodation Prayer/Quiet/ReflectionRoom Potlucklunches HolidayDinner vs.XmasParties Culturallyneutralgreetings e.g.HappyHolidays vs. MerryXmas More? New Realities. New Opportunities.
  13. 13. But weneedtodomore! New Realities. New Opportunities.
  14. 14. CulturalCompetence:Definition Developmentalprocessthatevolvesoveranextendedperiod Bothindividualsandorganizationsareatvariouslevelsof knowledge,skillsandattitudeorawarenessalongthecultural competencecontinuum Setofcongruentbehaviours,attitudes,andpoliciesthatcome togetherinasystem,agencyoramongprofessionalsand enablethatsystem,agencyorthoseprofessionstowork effectivelyincrossculturalsituations Bothindividual andorganizational competenceNew Realities. New Opportunities.
  15. 15. CulturalDimensions ~GeertHofstede~IndividualismCollectivismEgalitarianismPowerDistanceToleranceUncertaintyAvoidanceCompetitiveness HarmonyMasculinity FemininitySources:GeertHofstede.CulturesandOrganizations:Software oftheMind.NewYork:McGrawHill (2004)New Realities. New Opportunities.
  16. 16. Module:SourcingChannels List Hasanyoneusedanyofthesesourcingchannelstorecruitskilledimmigrantjobcandidates? Whichones? Whathasbeenyourexperience? Doyouhaveanyothersthatwecanaddtothelist?New Realities. New Opportunities.
  17. 17. Module: ResumeScreening 1. ScreenTarekKhansresume. 2. Howwouldyousellthiscandidatetoahiringmanager?FindingTalent,Scene6: ScreeningResumes ofSkilledImmigrantJobCandidates New Realities. New Opportunities.
  18. 18. Module: TelephoneScreening 1. Listentothe3audiofilesoftheCrossCulturalInterviewingTool. 2. Scoreeachcandidate. New Realities. New Opportunities.
  19. 19. Module: Interviewing Playeachscene Reactionsaftereachscene FindingTalent, Scenes7,8,9, 11,13,15,17, 18 RefertoHofstedeCulturalDimensionswhereapplicable New Realities. New Opportunities.
  20. 20. New Realities. New Opportunities.