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Ace Employer Tips Li Mar 2010
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Ace Employer Tips Li Mar 2010

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  • A strategy is a road map. You might get to a destination without it, but certainly not in the most efficient and timely manner.
  • Demographics: SK Aboriginal % - ~15%, 141,890 Aboriginal people 47.02% of SK Aboriginal people were 0-19 yrs of age compared to 24.12% among non-Ab ppl
  • Qualifications alone are not always reflective of the best candidate. There is a myth among hiring managers that the higher the education for a position the better they will be. So we end up with janitors with PhD’s.
  • 1. Specific – Objectives should specify what they want to achieve. 2. Measurable – You should be able to measure whether you are meeting the objectives or not. 3. Achievable – Are the objectives you set, achievable and attainable? 4. Realistic – Can you realistically achieve the objectives with the resources you have? 5. Time – When do you want to achieve the set objectives?
  • These are steps involved in advertised processes. Although there are many other staffing options, they typically use some combination of these steps.
  • Situational factors: Testing format, time given for the test, personality of the examiner. Aboriginal people have historically suffered broken trust by harsh educators (such as the residential school system) and could be very adversely affected by a stern examiner Tips: Ensure the invitation to the test includes a notice that individuals may request accommodation for the testing phase (ie. Disabilities, test anxiety, etc.) Prepare and train examiners on how to be accommodating, on what they can be flexible with, and on how they can, with their personality, help put test takers at ease Give test takers time to set up their “area” before the test time begins Examiner could, in light conversational tones, use humour to break the ice Examiner should ensure that all necessary information is supplied to the test takers (test process, location of washrooms, etc.) and invite test takers to use the washroom before starting Inform test takers that they may feel free to ask questions by raising their hand (or whatever the accepted procedure is).
  • Some interview best practices to consider are: - Providing 30 minutes before the interview for candidates to review the interview questions and prepare their thoughts - Using the first 10 minutes of the interview to establish rapport through conversation – no writing, no notes, no interview questions, just simple friendly conversation - For interviews involving Aboriginal people, arrange the chairs in a circle
  • Transcript

    • 1. ABORIGINAL CENTRE OF EXCELLENCE: LinkedIn Version March 11, 2010
    • 2. Agenda
      • Role of ACE
      • Employer preparation/Employee development
      • Strategy Development
      • Bias Free Recruitment
      • Retention
      • Employee Development
    • 3. Role of ACE
      • The role of ACE is to provide key support to the PSC in the area of Aboriginal recruitment
      • This is accomplished by sharing expertise, research and providing functional guidance
      • ACE is a national program and is a hub for research and expertise in the area of Aboriginal recruitment
      Unofficial logo of ACE
    • 4. Employer Preparation Bias-Free Recruitment Strategy Development Employee Development Retention
    • 5. Employee Development Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development
    • 6. Parallel Processes Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
    • 7. 1. Strategy Development
      • Why a strategy?
      • Cluff Lake, SK – drive without a roadmap?
      • Reasons for a strategy:
        • Focus
        • Clarity
        • Resources
        • Progress
      • Resource: SAHO RW Guide
        • www.saho.org  Services  Representative Workforce
        • Program
      • Resource: AWPI Employment Strategy Guide
        • http://www.ainc-inac.gc.ca/emp/ae/awp/etk/index-eng.asp
    • 8. Components to a Strategy Establish Team Assess Support Plan Implement Commit
    • 9. Components to a Strategy
      • Commitment
        • Management and leadership
          • Support
          • Endorsement
        • Business Case
          • Government priorities
          • Demographics – Stats Can
    • 10. Components to a Strategy
      • Commitment – Business Case continued…
        • Social/moral rationale – inequitable employment access, EE vs. RW
        • Employment Equity legislation
        • Comprehensive land claims and treaties – NU, YK, etc.
        • Good business sense – performance
    • 11. Components to a Strategy Establish Team Support Commit Plan Implement Assess
    • 12. Components to a Strategy
      • Assessment
        • Policies
        • Procedures
        • Qualifications
        • Current representation
        • Turnover, etc.
    • 13. Components to a Strategy Establish Team Assess Commit Plan Implement Support
    • 14. Components to a Strategy
      • Supports
        • Stakeholders, Partners, Programs and service providers
          • Aboriginal Centre of Excellence
          • Aboriginal Human Resource Development Agreement holders
          • Aboriginal Human Resource Council
          • Friendship Centres
          • Communities
          • Aboriginal student centres
    • 15. Components to a Strategy Establish Team Commit Support Assess Plan Implement
    • 16. Components to a Strategy
      • Planning
        • Goals, SMART objectives
        • Indicators, metrics
        • Progress tracking
        • Resourcing the plan
      • Implementation
        • Keeping momentum
        • Ensuring continued support
      • Evaluation and Improvement
        • Assessing where things are at
        • Revamping the plan and cycling through again
    • 17. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development Bias-Free Recruitment
    • 18. 2. Bias Free Recruitment
    • 19. Bias Free Recruitment
      • Assessment Board
        • Representation
        • Training
      • Merit Criteria
        • Minimums
        • Additional criteria
      • Posting and Advertising
        • Jargon
        • Acronyms
        • Language
        • Distribution and market penetration
    • 20. Sample Jargon
      • Actionable
      • Assessment
      • Attract
      • Bandwidth
      • Benchmark
      • Best practices
      • Bottle neck
      • Champion
      • Change
      • Coach
      • Compensation actions
      • Competitive advantage
      • Conflict resolution
      • Constraints
      • Core competencies
      • Core values
      • Cracker jack
      • Critical thinker
      • Cutting edge practices
      • Dashboard
      • Deliver
      • Deliverables
      • Diagnosis
      • Dialogue
      • Downsize
      • Emerge
      • Enhance
      • Enterprise
      • Even playing field
      • Evolve
      • Execute
      • Excellence
      • Facilitate
      • Flavour of the month
      • Fire fighter
      • Forge
      • Game theory
      • Gatekeeper
      • Generate
      • Geographically dispersed
      • Golden handshake
      • Grow
      • Headhunter
      • Highlight
      • Implement
      • Income pressures
      • Individual contributor
      • Integrate
      • Leadership
      • Learning experience
      • Leverage
      • Manage
      • Mastery
      • Matrix organization
      • Metrics Milestones
      • Momentum
      • Moving target
      • Outcomes
      • Partnership
      • Positive Momentum
      • Practical application
      • Process
      • Silo
      • Synergy
    • 21. Sample Acronyms
      • AAFC
      • AAPCI
      • ABE
      • ACIS
      • AEXDP
      • AGMET
      • CANARIE
      • CASE
      • CBSCS
      • ERAP
      • FDMS
      • FINTRAC
      • FTAA
      • GEDIS
      • GTIS
      • HACCP
      • HRDC
      • IHAC
      • LIMS
      • NAAEC
      • NAICS
      • NEXPRO
      • NOC
      • OAS
      • PCO
      • PMO
      • PWGSC
      • PLRP
      • OSFI
      • NSS
      • NCR
      • MTP
      • RAN
      • RRAP
      • RRIF
      • RRSP
      • RSC
      • SARA
      • SARC
      • SBLA
      • SBPS
      • SC
      • SCC
      • SDDS
      • SIMA
      • SIN
      • SITT
      • SPEC
      • SSHRC
      • StatsCan
      • SWC
      • TAGS
      • TCCCS
      • TIP
      • TIPS
      • TTAI
      • UCCB
      • EI
      • WD
      • WGTA
      • WIN
      • YEA
      • YCJA
      • YOA
    • 22. Bias Free Recruitment
      • Applications
        • Submission methods
        • Bias considerations in reviewing applications
          • Names
          • Educational institutions
          • Geography
          • Commonalities
          • Application style vs. content
      • Testing
        • Content or design
        • Application of test
        • Situational or incidental factors
    • 23. Bias Free Recruitment
      • Interviewing
        • Response styles
          • Self-promotion
          • Silence
          • Directness
          • Minimal answer
        • Language styles
          • Stress/Intonation
          • Vocabulary
        • Non-verbal Differences
          • Eye Contact
          • Hand and head shakes
    • 24. Bias Free Recruitment
      • Interviewing continued…
        • Bias Pitfalls
          • Stereotyping
          • Similarity
          • Intuition
          • Misunderstandings/misinterpretations
      • Reference Checking
        • Same considerations apply to referees as applicants
      • Right Fit Selection / Appointment
        • Review all tips and considerations
    • 25. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Employee Development Strategy Development Bias-Free Recruitment Retention
    • 26. 3. Retention
      • Managing Cultural Diversity
        • The members of each culture or group is as diverse as the diversity of the world
        • Manage the individual – personal culture vs. group culture
      • Cultural Awareness
          • Cross-cultural – both ways
      • Orientation / Next Generation
          • Orientation package / plan
          • Detailed file summaries and tips
      • One-on-ones
        • Regular short meetings
        • Get to know individual employees
    • 27. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Retention Strategy Development Bias-Free Recruitment Employee Development
    • 28. 4. Employee Development
      • Feedback
        • Knowing the employees
        • Culture and values
        • Recognition
      • Development opportunities
        • Special projects
        • Presentations, lunch & learns, committees, volunteers opportunities
      • Development programs
      • Training
        • E-courses, CSPS, etc.
    • 29. Questions?
      • Contact Information:
        • Ken Sanderson
        • Senior Project Lead
        • Aboriginal Centre of Excellence
        • 1 st Floor, 320 Donald Street
        • Winnipeg, MB R3B 2H3
        • Phone: (204) 984-0234
        • Email: [email_address]