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

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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.