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.