Date Workshop: Assessing the Recruiting Process 1

Workshop:

Assessing the Recruiting Process

Date Workshop: Assessing the Recruiting Process 2

Workshop Objectives

This working session has been developed to help us examine the way we as an organization source, assess, select, and hire our employees.

The principal objective is to identify some of the barriers that skilled immigrants may face when applying to us.

As a group, we will review our recruiting processes to understand where and how we may be screening out skilled immigrants and disqualifying candidates who could otherwise become valuable employees.

Participants in this discussion should be HR Executives, Recruiters and Hiring Managers who develop, influence or implement our recruiting processes. They will use hypothetical or real examples to document how we manage the key phases of recruitment.

With the involvement and input of all of these stakeholders, we will consider possible process changes that could help remove the barriers and create meaningful action plans.

Date Workshop: Assessing the Recruiting Process 3

Scenario Set Up

This assessment can be made real by using an actual position within your company, one currently open or recently filled, and actual resumes received.

– Select a job description and identify the key skill requirements of the job.

– Select 10 resumes relevant to the position.

– Select a hypothetical “Best” candidate for the position. For illustrative purposes, select a skilled immigrant (recognizing that the purpose of the exercise is to identify process barriers, not to argue for employment equity).

– Take all resumes through the recruiting process to illustrate how the order of questions (i.e. skill focus vs. Canadian experience/credential focus) impacts which candidates make it to the next step.

Date Workshop: Assessing the Recruiting Process 4

Skilled Immigrants May Be Excluded at Many Points in the Recruiting Cycle

Non-transparent posting; few skilled immigrants sourced

Best candidate excluded; not in community from

which referrals drawn

Screen for Canadian

experience or credentials

Best candidate excluded by

technology or junior recruiter

Phone screen with focus on accent

Best candidate excluded because interviewer cannot hear past accent

Interviewer not trained on cultural

aspects of interviewing

Best candidate excluded because s/he did not look

recruiter in the eye

1. Job Posting 2. CV Screen 3. Phone Screen 4. Interview

Best candidate not chosen

Excluded due to Community

Excluded due to Credentials/ Context

Excluded due to Communications

Excluded due to Culture

Canadian born Skilled immigrantBest performer with most relevant skills and highest potential ROI, but foreign accent, experience and credentialsLegend

Date Workshop: Assessing the Recruiting Process 5

A Bias-Free, Skills-Focused Process Might Identify Better Candidates

Canadian born Skilled immigrantBest performer with most relevant skills and highest potential ROI, but foreign accent, experience and credentialsLegend

Best candidate chosen

1. Job Posting 2. CV Screen 3. Phone Screen 4. Interview

Sourcing from a wide pool

Brings a wide range of

candidates

Resumes screened for skills

All candidates with requisite experience

and level of education are kept in

Phone Screen focused on skills

Phone interviews booked in advance with all candidates.

Phone screeners ignore accent

Interviewers trained on cultural aspects

of interviewing

Best candidate selected, despite not looking the recruiter

in the eye

Date Workshop: Assessing the Recruiting Process 6

Recruiting Process Mapping: How Do We Do It? What happens during the principal stages of our recruiting process? Describe how things happen today and who is involved.

Conducting Phone

Interviews

Conducting Face-to-Face

Interviews

Screening Resumes

Writing Job Description

Communicating Job Opening

Testing Candidates

Date Workshop: Assessing the Recruiting Process 7

At which steps do skilled immigrant candidates tend to not make it through to the next stage, and what are the possible reasons?

Point at which skilled immigrants tend to be screened out:

Possible reasons why skilled immigrants do not make it through this stage:

Recruitment Barrier Assessment: Points at Which Skilled Immigrants Risk Being Screened Out

Conducting Phone

Interviews

Conducting Face-to-Face

Interviews

Screening Resumes

Writing Job Description

Communicating Job Opening

Testing Candidates

Date Workshop: Assessing the Recruiting Process 8

How can we modify our recruiting process to avoid eliminating potentially qualified skilled immigrants, and what are the benefits of doing so?

Modification:

Benefit:

Change Planning

Conducting Phone

Interviews

Conducting Face-to-Face

Interviews

Screening Resumes

Writing Job Description

Communicating Job Opening

Testing Candidates

Date Workshop: Assessing the Recruiting Process 9

Next time I recruit, what are the three things I will do differently?