Recruitment and Onboarding in a Unionized Workforce | Webinar presentation | Cameco Corporation

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 Cameco
FABIAN HERNANDEZ
Practice Director, Talent Acquisition
at /N SPRO
Today’s Presenters

© /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

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

A FEW
FACTS
ABOUT
/N SPRO

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

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

• LMS
2013 2014
Summer
2015
Fall
2015
• Platform, Succession
& Calibration
• Recruitment
SuccessFactors Go Live Timeline
• Onboarding• Analytics
(two projects
simultaneously)
8

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

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

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

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

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

* 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

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

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

Screenshot Custom Fields
17

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

Auto or Semi Automated Selection: Example

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

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

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

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

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

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

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

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

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

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

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

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

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

Mobile Application Deployment
34

Thank you!
N SPRO Team
marketing@n-spro.com

Recruitment and Onboarding in a Unionized Workforce | Webinar presentation | Cameco Corporation

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