Are you a Recruiter or Talent Acquisition Specialist? Sue Ivay, Director of Recruiting, Calian
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Are you a Recruiter or Talent Acquisition Specialist? Sue Ivay, Director of Recruiting, Calian

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Are you a Recruiter or Talent Acquisition Specialist? Sue Ivay, Director of Recruiting, Calian Are you a Recruiter or Talent Acquisition Specialist? Sue Ivay, Director of Recruiting, Calian Presentation Transcript

  • 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 $
  • 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 Lines Health • 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 Recruiting Manager • Business Partner to Service Line Leader • Manages Recruiting Team • Ensures Adherence to Process • Owns EVP for Candidate Pool Recruiting • 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 Candidate Experts Closers Specialist Assessor Hunter Labour Market Knowledge Negotiator Metrics Driven Results Driven
  • The Recruiter Profile
  • Talent Acquisition Advisor Candidate Experts Business Influencer Closers Specialist Assessor Hunter Labour Market Knowledge Process Driver Problem Solver Customer 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.