2010 ALLIES Learning Exchange: Widening the Talent Pool

Widening the Talent Pool Navpreet Singh, MBA Manager, Training and Workshop Development, TRIEC JoAnne Trotter, CHRP, SHRP Friday, May 7, 2010 New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops • 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 New Realities. New Opportunities.

Background: TRIEC How-to 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 and tools 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 New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops • 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 New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops • 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) New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops • 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 New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops • Delivery of future workshops – “What’s Next?” – “Recruitment and Selection of Skilled Immigrants How‐to HR Workshop” HR 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 How‐to HR Workshop” Workshop • Designed and then delivered by TRIEC in Q1 2011 New Realities. New Opportunities.

Background: TRIEC How-to HR Workshops 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 New Realities. New Opportunities.

Workshop Sampling New Realities. New Opportunities.

Business Case for Considering 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 New Realities. New Opportunities.

Business 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 New Realities. New Opportunities.

What Have Companies Done to Be 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? New Realities. New Opportunities.

But … we need to do more! New Realities. New Opportunities.

Cultural 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 New Realities. New Opportunities.

Cultural Dimensions ~Geert 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) New Realities. New Opportunities.

Module: Sourcing Channels ‐ List • 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? New Realities. New Opportunities.

Module: Resume Screening 1. Screen Tarek Khan’s resume. 2. How would you sell this candidate to a hiring manager? Finding Talent, Scene 6: Screening Resumes of Skilled Immigrant Job Candidates New Realities. New Opportunities.

Module: Telephone Screening 1. Listen to the 3 audio files of the Cross‐Cultural Interviewing Tool. 2. Score each candidate. New Realities. New Opportunities.

Module: Interviewing • Play each scene • Reactions after each scene Finding Talent, Scenes 7, 8, 9, 11, 13, 15, 17, 18 • Refer to Hofstede Cultural Dimensions where applicable New Realities. New Opportunities.

New Realities. New Opportunities.

2010 ALLIES Learning Exchange: Widening the Talent Pool

by Maytree on Jun 11, 2010

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2010 ALLIES Learning Exchange: Widening the Talent Pool — Presentation Transcript