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RECRUITMENT AND ONBOARDING
IN A UNIONIZED WORKFORCE
November 9, 2017
© /N SPRO INC. 2017. All rights reserved. 2
DIONNE QUINTIN
Sr. Specialist, Workforce Planning &
Talent Acquisition at Came...
© /N SPRO INC. 2017. All rights reserved.
Agenda
Cameco Overview
Creative SolutionsEmployee Demographics
OpportunitiesSAP ...
© /N SPRO INC. 2017. All rights reserved.
Cameco Corporation
One of the world’s largest uranium
producers
17% of world’s p...
© /N SPRO INC. 2017. All rights reserved. 5
A FEW
FACTS
ABOUT
/N SPRO
© /N SPRO INC. 2017. All rights reserved.
Employee Demographics
RSN
25%
Non-RSN
75%
RESIDENT OF SK NORTH
0 500 1000 1500 2...
© /N SPRO INC. 2017. All rights reserved.
Recruiting & Talent Management
Recruiting
Onboarding
Workforce Analytics
Success...
© /N SPRO INC. 2017. All rights reserved.
• LMS
2013 2014
Summer
2015
Fall
2015
• Platform, Succession
& Calibration
• Rec...
© /N SPRO INC. 2017. All rights reserved.
Different processes between locations and unions
Lease agreements and collaborat...
© /N SPRO INC. 2017. All rights reserved. 10
Union bids do not require resumes
Limited deviation from current process allo...
© /N SPRO INC. 2017. All rights reserved. 11
Union bids do not require resumes
Template resume inserted into candidate pro...
© /N SPRO INC. 2017. All rights reserved. 12
Current Bidding done through paper
and voicemail
SK union bidding not specifi...
© /N SPRO INC. 2017. All rights reserved. 13
Current Bidding done through paper
and voicemail
Removed paper forms in SK
Al...
© /N SPRO INC. 2017. All rights reserved.
* Note that it’s also possible to re-direct standard SF login screen to a Compan...
© /N SPRO INC. 2017. All rights reserved. 15
Selection criteria for union roles
Paper union bids included employee data
Si...
© /N SPRO INC. 2017. All rights reserved. 16
Selection criteria for union roles
SAP data pull into SuccessFactors
» Union ...
© /N SPRO INC. 2017. All rights reserved.
Screenshot Custom Fields
17
© /N SPRO INC. 2017. All rights reserved.
Alternative: Auto or Semi Automated Selection
18
CUSTOM INTERFACE
External syste...
© /N SPRO INC. 2017. All rights reserved. 19
Auto or Semi Automated Selection: Example
© /N SPRO INC. 2017. All rights reserved. 20
Auto or Semi Automated Selection: Example
© /N SPRO INC. 2017. All rights reserved. 21
Union job posting requirements
Paper job postings on bulletin boards
Specific...
© /N SPRO INC. 2017. All rights reserved.
Union job posting requirements
22
Created job posting headers and footers
for ea...
© /N SPRO INC. 2017. All rights reserved.
Alternative: Leveraging Job Profile Builder
23
Used different Job Profile Templa...
© /N SPRO INC. 2017. All rights reserved. 24
Cannot post temporary union
CBA dictates temporary positions in union
filled ...
© /N SPRO INC. 2017. All rights reserved.
Cannot post temporary union
25
Created candidate pool requisition type
Removed a...
© /N SPRO INC. 2017. All rights reserved. 26
Early access to job specific documents
New hires received collective agreemen...
© /N SPRO INC. 2017. All rights reserved. 27
Early access to job specific documents
Used advanced conditions to show appli...
© /N SPRO INC. 2017. All rights reserved. 28
Better way to track layoff recalls
Mine entering care and maintenance
Employe...
© /N SPRO INC. 2017. All rights reserved.
Better way to track layoff recalls
29
Use tags in recruitment to identify
recall...
© /N SPRO INC. 2017. All rights reserved. 30
One year bidding rights
Separated union employees are guaranteed access to ap...
© /N SPRO INC. 2017. All rights reserved.
Customization to the SAP-SF Employee File
31
Custom BADI developed
Eligible unio...
© /N SPRO INC. 2017. All rights reserved. 32
Increase adoption of technology
Previous history of failed change increased
r...
© /N SPRO INC. 2017. All rights reserved. 33
Increase adoption of technology
Intuitive
user interface
Simple
home page
Cus...
© /N SPRO INC. 2017. All rights reserved.
Mobile Application Deployment
34
Thank you!
N SPRO Team
marketing@n-spro.com
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Recruitment and Onboarding in a Unionized Workforce | Webinar presentation | Cameco Corporation

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In this presentation, Cameco and /N SPRO review some of the issues and opportunities associated with recruitment and onboarding in a unionized workforce, including:

- Simplifying and digitizing the application process for union bids.
- Better defining selection criteria for union roles and meeting union job posting requirements.
- How to get early access to job-specific documentation.
- Tips and tricks for tracking layoff recalls and optimizing your SAP systems for unions.

Relevant Audiences:
- Unionized Environments
- Mining
- Public Sector
- Companies with complex talent acquisition processes

Published in: Recruiting & HR
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Recruitment and Onboarding in a Unionized Workforce | Webinar presentation | Cameco Corporation

  1. 1. RECRUITMENT AND ONBOARDING IN A UNIONIZED WORKFORCE November 9, 2017
  2. 2. © /N SPRO INC. 2017. All rights reserved. 2 DIONNE QUINTIN Sr. Specialist, Workforce Planning & Talent Acquisition at Cameco FABIAN HERNANDEZ Practice Director, Talent Acquisition at /N SPRO Today’s Presenters
  3. 3. © /N SPRO INC. 2017. All rights reserved. Agenda Cameco Overview Creative SolutionsEmployee Demographics OpportunitiesSAP Landscape Go-Live Timelines Issues Identified Key Factors and Goals Questions 3
  4. 4. © /N SPRO INC. 2017. All rights reserved. Cameco Corporation One of the world’s largest uranium producers 17% of world’s production Exploration, mining, milling, refining, conversion and fuel manufacturing Operating in Canada, United States, Australia and Kazakhstan Based in Saskatoon, Saskatchewan 2,700 employees 4
  5. 5. © /N SPRO INC. 2017. All rights reserved. 5 A FEW FACTS ABOUT /N SPRO
  6. 6. © /N SPRO INC. 2017. All rights reserved. Employee Demographics RSN 25% Non-RSN 75% RESIDENT OF SK NORTH 0 500 1000 1500 2000 Employees by Union CFM 14193 PHC 8562 PHC 13173 SK 8914 Non-union 200 400 600 800 1000 1200 Silents (1925 - 1945) Early Boomers (1946 - 1954) Late Boomers (1955 - 1963) Generation X (1964 - 1978) Generation Y (1979 - 1994) Generation Z (From 1995) Generational Distribution 6 Canada 2612 USA Australia 7 EMPLOYEES BY COUNTRY
  7. 7. © /N SPRO INC. 2017. All rights reserved. Recruiting & Talent Management Recruiting Onboarding Workforce Analytics Succession LMS Mobile 7 SAP Landscape Core HR & Payroll Personnel Administration Organizational Management Payroll, Time Management Benefits, Compensation Performance Management ESS/MSS
  8. 8. © /N SPRO INC. 2017. All rights reserved. • LMS 2013 2014 Summer 2015 Fall 2015 • Platform, Succession & Calibration • Recruitment SuccessFactors Go Live Timeline • Onboarding• Analytics (two projects simultaneously) 8
  9. 9. © /N SPRO INC. 2017. All rights reserved. Different processes between locations and unions Lease agreements and collaboration agreements with northerners Union and non-union through single system Focus on user experience Key Factors and Goals Utilize SAP data Achievable by all ages, technological abilities and education levels 9
  10. 10. © /N SPRO INC. 2017. All rights reserved. 10 Union bids do not require resumes Limited deviation from current process allowed Resumes not required to bid within the union Many employees did not have resumes Application process must be simple ISSUEX
  11. 11. © /N SPRO INC. 2017. All rights reserved. 11 Union bids do not require resumes Template resume inserted into candidate profile » Populate template » Replace template » Apply with blank template Candidate conversion activated No resume parsing Application less than 2 minutes Also available: One-time resume load via ODATA API’s for cases in which manual load is not feasible. Terminated Employment External Profile Created Hired on Requisition Internal Profile Created SOLUTION
  12. 12. © /N SPRO INC. 2017. All rights reserved. 12 Current Bidding done through paper and voicemail SK union bidding not specified in collective agreement Port Hope union authorized voicemail and paper bids High risk of missed or lost bids Union permission required to make changes ISSUEX
  13. 13. © /N SPRO INC. 2017. All rights reserved. 13 Current Bidding done through paper and voicemail Removed paper forms in SK Allow recruiters to forward internal candidates without application Provide work instructions to union employees on application process Table further discussions for next negotiation SOLUTION
  14. 14. © /N SPRO INC. 2017. All rights reserved. * Note that it’s also possible to re-direct standard SF login screen to a Company specific URL (Intranet login) if allowed by their current security policy/design. Alternative: Allow Non-SSO access to union employees 14 Link to apply for internal jobs placed on External Website along with login instructions. This would bring them to the SF instance login page. Employees were previously identified and loaded them as “password” employees (not SSO). Passwords were loaded by the company Admin and they were communicated through the pay-stub or requested via HR Service Center. Dummy emails loaded at first, then allow employees to enter personal email directly in their profile. SOLUTION
  15. 15. © /N SPRO INC. 2017. All rights reserved. 15 Selection criteria for union roles Paper union bids included employee data Site HR look up each employee in SAP to determine seniority Resident of Saskatchewan’s North (RSN) status, home community, work contract and certifications also impacted bid Multiple employees with the same name ISSUEX
  16. 16. © /N SPRO INC. 2017. All rights reserved. 16 Selection criteria for union roles SAP data pull into SuccessFactors » Union seniority date » Work contract » SAP employee number Populate internal profile with data Viewed in Candidate profile Adhoc report exported to Excel for large files » Home Community » Band affiliation Sync employee profile with candidate profile SOLUTION
  17. 17. © /N SPRO INC. 2017. All rights reserved. Screenshot Custom Fields 17
  18. 18. © /N SPRO INC. 2017. All rights reserved. Alternative: Auto or Semi Automated Selection 18 CUSTOM INTERFACE External system makes API calls to SF to obtain list of candidates to sort. Candidates are sorted in an external system (e.g. SAP custom program). The business rules on how to rank/select candidates are hosted in this external program. Results are sent back to SF: Each candidate application is updated via API: Status / Ranking number. Additional data can be sent back to SF and stored in custom fields and display in candidate workbench. SOLUTION
  19. 19. © /N SPRO INC. 2017. All rights reserved. 19 Auto or Semi Automated Selection: Example
  20. 20. © /N SPRO INC. 2017. All rights reserved. 20 Auto or Semi Automated Selection: Example
  21. 21. © /N SPRO INC. 2017. All rights reserved. 21 Union job posting requirements Paper job postings on bulletin boards Specific instructions and templates for each union Different content for internal and external candidates Union employees had limited to no Cameco network access No email inboxes for union staff ISSUEX
  22. 22. © /N SPRO INC. 2017. All rights reserved. Union job posting requirements 22 Created job posting headers and footers for each union and out-of-scope Emailed link to posting to print for bulletin board at site Customized notifications and messaging for internal and external candidate views Link on website directing employees to SuccessFactors internal site SOLUTION
  23. 23. © /N SPRO INC. 2017. All rights reserved. Alternative: Leveraging Job Profile Builder 23 Used different Job Profile Templates. This allows to structure job descriptions differently according to each union requirement. Families & Roles allows managers to select the appropriate job and the job description will be automatically populated. Editing can be restricted if needed to ensure compliance. For environments where a large number of job descriptions (families & roles) are used, the use of Job Role Tags is recommended (standard functionality). SOLUTION
  24. 24. © /N SPRO INC. 2017. All rights reserved. 24 Cannot post temporary union CBA dictates temporary positions in union filled by sourcing not posting Need a way to collect interested candidates Pre-screen and sort candidates by skill RSN candidate tracking ISSUEX
  25. 25. © /N SPRO INC. 2017. All rights reserved. Cannot post temporary union 25 Created candidate pool requisition type Removed approval requirements Pipeline stages: New, Screened, Interview complete Post for all northern sites and forward to requisitions Proactive sourcing strategy Removed from vacancy reports SOLUTION
  26. 26. © /N SPRO INC. 2017. All rights reserved. 26 Early access to job specific documents New hires received collective agreement and benefits information on first day Emailed multiple attachments in offers Easy to forget an attachment or lose an email Content overload in orientation OPPORTUNITY
  27. 27. © /N SPRO INC. 2017. All rights reserved. 27 Early access to job specific documents Used advanced conditions to show applicable documents in onboarding portal Issued parking passes based off flight information collected in post hire verification step Booked flights and substance tests through onboarding Portal access available prior to day 1 and up to 3 months after SOLUTION
  28. 28. © /N SPRO INC. 2017. All rights reserved. 28 Better way to track layoff recalls Mine entering care and maintenance Employees put on recall list until end of year Tracking in spreadsheets that were being updated daily and emailed to large recipient list Multiple versions of spreadsheets No detail in skill or qualification OPPORTUNITY
  29. 29. © /N SPRO INC. 2017. All rights reserved. Better way to track layoff recalls 29 Use tags in recruitment to identify recall employees Additional tags for skill categories Candidate search by tags to see who was available Maintenance by one person instead of everyone checking spreadsheets Remember to delete tag when employee returned or terminated SOLUTION
  30. 30. © /N SPRO INC. 2017. All rights reserved. 30 One year bidding rights Separated union employees are guaranteed access to apply for any internal job postings Required access to SF internal career site for 365 days after termination date Needed to be shown as internal candidates for fair hiring, audit and compliance purposes ISSUEX
  31. 31. © /N SPRO INC. 2017. All rights reserved. Customization to the SAP-SF Employee File 31 Custom BADI developed Eligible union employees converted to “active” during transport to SF Bidding-rights flag triggered RBP to grant visibility for SF Careers only SOLUTION
  32. 32. © /N SPRO INC. 2017. All rights reserved. 32 Increase adoption of technology Previous history of failed change increased resistance First introduction to SuccessFactors suite Increase self-service model to employees and managers Heavy reliance on paper processes and multiple copies of records OPPORTUNITY
  33. 33. © /N SPRO INC. 2017. All rights reserved. 33 Increase adoption of technology Intuitive user interface Simple home page Custom support tile Managed deployment and activation of mobile app System access on non-Cameco devices Single sign-on for employees SOLUTION
  34. 34. © /N SPRO INC. 2017. All rights reserved. Mobile Application Deployment 34
  35. 35. Thank you! N SPRO Team marketing@n-spro.com

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