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2010 ALLIES Learning Exchange: Widening the Talent Pool

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  • 1. 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.
  • 2. 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.
  • 3. 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.
  • 4. 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.
  • 5. 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.
  • 6. 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.
  • 7. 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.
  • 8. 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.
  • 9. Workshop Sampling New Realities. New Opportunities.
  • 10. 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.
  • 11. 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.
  • 12. 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.
  • 13. But … we need to do more! New Realities. New Opportunities.
  • 14. 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.
  • 15. 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.
  • 16. 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.
  • 17. 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.
  • 18. Module: Telephone Screening 1. Listen to the 3 audio files of the Cross‐Cultural Interviewing Tool. 2. Score each candidate. New Realities. New Opportunities.
  • 19. 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.
  • 20. New Realities. New Opportunities.

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