TalentEgg Trends

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Category: Advice from a Recruiter (page 1 of 2)

Exclusive Insights Live from our 2022 #TEAwards Surveys

July 20, 2022 / / 0 Comments

Over 80 recruiters and industry professionals attended our 2022 TalentEgg Awards and Conference to celebrate the best recruitment practices among students and recent grads. During the virtual event, we conducted several surveys to uncover exclusive insights into the future of recruitment and the workplace.

EMPLOYEES ARE HAPPY WITH HYBRID AND REMOTE WORKPLACES

We asked recruiters and industry professionals questions: “What kind of workplace do you have?” and “What is the best part of your new workplace model?” 5% responded “In Office”, 36% responded “Remote”, while 59% responded “Hybrid”. Regarding the best part of their new workplace model, most respondents are happy about the comfort of working from home while still being able to connect with colleagues. In the post-pandemic aftermath, hybrid workplaces are the newest trend that will become the new normal.

Insights

SOFT SKILLS ARE THE NEW CRITICAL SKILLS

In our Guide to Recruitment 2022, we empathize the importance of soft skills for the career success of students and new graduates. We asked our awards and conference attendees to tell us if they think “soft skills are critical for young talents in the workplace?” All respondents said “Yes.” When we asked them if they believe their company should invest in Soft Skills Training, all respondents said “Yes” too.

Students’ hard skills are learned in the classroom, whereas soft skills come from experiences, group projects, and daily interactions, which people must go out of their way to develop. Soft skills make for a healthy working environment, drive positive change, help solve problems more efficiently, increase sales and help improve employee retention.

Before the pandemic, students and grads expressed their need for additional training before entering the workforce and continued learning opportunities. Therefore at TalentEgg, we are egg-cited to excited to announce the launch of our E-Learning Platform. TalentEgg’s eLearning Academy offers courses that teach introductory workplace soft skills for students and grads and intermediate soft skills to advance careers. These courses support Canada’s top talent’s school-to-work transition and early career development. To learn more about our eLearning Academy and Soft Skills, download our Guide to Recruitment 2022.

THE DEMAND FOR TAKING ACTION ON DIVERSITY, EQUITY, AND INCLUSION IN THE WORKPLACE

It is now a habit for students, recent graduates, and working professionals to research each company’s diversity, equity, and inclusion policies before applying. We asked attendees, “What is the most important DEI initiative in your workplace?” Among the answers were “having appropriate hiring practices in place,” “accessible website,” “ERG,” and “inclusive recruitment strategies,” to name a few. If you are a recruiter or HR professional, sit down with your company leaders and discuss practical ways to integrate diversity and inclusion into the workplace.

Social media, blogs, and websites are great for promoting your DEI initiatives, but it can sometimes be hard to target those initiatives to the audience you intend to promote. That’s why coming soon to TalentEgg; we will be offering DEI eblasts. These eblasts will be targeted and sent to DEI clubs in over 30+ universities and colleges across Canada.

If you’re unsure of what implementing diversity and inclusion initiatives or training in the workplace may look like, we at TalentEgg are here to help you take that first step. We have a whole chapter on Diversity, Equity, and Inclusion in the workplace, in our Guide to Recruitment 2022. 

NEW TRENDS FOR THE FUTURE OF CAMPUS RECRUITMENT

Due to the many options for recruiters, it can be challenging to choose where to put your campus recruitment efforts. When we asked attendees: “Do you think your campus recruitment strategies were up to date and effective in attracting young talent?” 57% of respondents answered with a “Yes” while 43% answered with a “No.” When we asked them, “Do you think your company should invest in new strategies to attract young talent?” all respondents agreed that their organizations should implement new strategies.

For many employers, a meaningful way to showcase their employer brand and capture students and recent grad’s attention is through events. Workplaces increasingly shifted to digital events during the pandemic, and this is a trend we believe is here to stay. Having your employer brand online is also critical to capture the attention of students and new grads.

Students and new grads overwhelmingly look for jobs on job board websites. Centralizing your organization’s recruitment efforts on job boards like TalentEgg is essential to developing and growing your employer brand beyond your career website to meet job seekers where they are. TalentEgg is not just a job board; we are also an employer branding platform to help you build and amplify your brand with hundreds of thousands of new grads and students.

But besides job boards, social media is by far the best way to engage students and new grads. Due to the rise of TikTok as the new preeminent platform, the digital landscape has dramatically changed. Successfully reaching students and recent grads on social media platforms requires a lot of work and time. Therefore, TalentEgg has invested heavily in the past year on Instagram and TikTok to enable our clients to use our TalentEgg platforms to access a broad audience of students and recent grads.

We are happy to announce that TalentEgg now offers TikTok Takeovers. During these TikToks, your organization can access TalentEgg’s TikTok account for one week, helping showcase your employer brand.

In addition, we are also launching TalentEgg Shorts, a video series showcasing your employer brand to help you grab students’ and new grads’ attention. With the fast pace and engaging graphics and music of our TalentEgg Shorts, the videos will be jam-packed with information while keeping them tight, concise and compelling. To learn more about our TikTok Takeovers and TalentEgg Shorts, download our Guide to Recruitment 2022.

THE CONTINUING IMPORTANCE OF MENTAL HEALTH IN THE WORKPLACE

Finally, mental health initiatives and awareness have gone a long way in the past few years, but much work still needs to be done. We asked our awards and conference attendees to tell us, “Do you think your employer provides sufficient mental health and wellness support?” The most common answer was “Yes.” We asked them, “Do you think your leadership would benefit from more training in supporting mental health and wellness of their employees?” 100% of respondents said “Yes.”

Workplaces can play a crucial part in mandating positive mental health for their workers. Furthermore, students and graduates report that mental health support at work is an essential factor in deciding where they want to work.

Here at TalentEgg, we realize that mental health training is in high demand amongst students, new grads and working professionals. We also know that as employers, schools and career centers, you want to continue to grow your mental health initiatives and create a safe and welcoming environment for all students, new grads and working professionals.

That’s why we created our new Mental Health & Psychological Safety In The Workplace Master Certificate Program on our TalentEgg eLearning Academy site. With these courses designed for managers and team leaders, you can build a psychologically safe workplace where employee mental health is a high priority.

For more trends on recruitment, the new digital recruitment word, and a glimpse of the future of the post-pandemic workplace, check out our Guide to Recruitment 2022 package, brought to you by our team at TalentEgg.

Mining

A People First Approach At Evolution Mining

June 21, 2022 / / 0 Comments

Evolution Mining is leading the way with a hands-on approach to learning and success for the company’s graduate program. We at TalentEgg had the chance to hear from Bianca Baghdassar, an Advisor for Organisational Development at Evolution Mining. Bianca shared what trends the company believes are important moving into the future. She also explains how its graduate program prepares students and graduates for future success within the mining sector. Lastly, Bianca goes over how diversity, equity and inclusion (DEI) initiatives help create a more supportive workplace within the company and its new Inclusion Awareness Committee.

Keep reading to learn how Evolution Mining measures success in the industry and how they balance the company’s world-class graduate program in Canada and Australia!

People & Relationships at Evolution Mining

“My experience working as an Advisor at Evolution Mining has been extremely rewarding and positive. From the moment you step foot on an Evolution site, you get a sense of a people-centric and relationship-driven workplace that welcomes everybody, which (in my experience) you don’t just find at any company.” Bianca told us. The company is full of opportunities, especially for those who want to excel, push themselves out of their comfort zone and be agile, backed by Evolution Mining’s leadership team and fully supported. 

Graduate Success In The Mining Industry

The company’s graduate program aims to support the growth and development of the future workforce of Evolution Mining, in addition to addressing hard-to-fill and hard-to-retain roles. Graduates have the opportunity to develop personal, technical and commercial skills throughout a two-year program. The graduate program has been in full swing since 2013, and they still have representation in their business from every cohort, which is a massive achievement for Evolution Mining. In addition to their grad program, the company offers students opportunities for summer vacation work while completing their studies. This benefit is to give students a taste of what the mining industry looks like and hopefully gives them an experience which will persuade them to apply for the graduate program when they’re ready to do so.

Success in the mining industry is tough to narrow down. Still, success at Evolution means a high-performing culture where people are clear about the types of behaviours that we want to see and hear, in line with the company’s values. As part of its strategy, Evolution Mining aims to be a business that prospers through the cycle by generating superior returns from the company assets. It also is building a reputation for sustainability, reliability and transparency, embedding financial discipline across the business, maintaining an active pipeline of quality exploration and development projects and being open to all quality gold, silver and copper-gold investments.

Connected Across Borders

We at TalentEgg asked if there was a difference between The Canadian and Australian Graduate programs and how they are run. “The Red Lake Alberta and Australian Graduate programs are the same. We bring our graduates in for a structured two-year development program with opportunities for regular coaching, mentoring and support from leaders at our sites. The only real difference is one time, meaning we’re dialling in pretty early in the morning from Australia to connect with our Red Lake colleagues. Still, it’s all worth interacting with such awesome grads!” Bianca told us enthusiastically! 

Career Path With Evolution

Evolution Mining operates off a very successful 70:20:10 model of learning, recognizing that about 70% of a graduate’s learning is done daily by providing the graduate with meaningful and value-adding project work. 20% of learning is done through other people in a formal and informal mentoring and coaching capacity. The final 10% of learning is done through formal learning by offering opportunities for graduates performing well to complete certifications or attend external conferences, in addition to their quarterly internal workshops hosted by Evolution to develop their soft skills.

Post Pandemic Recruiiting

Evolution Mining saw the post-pandemic lifestyle as an opportunity to leverage technology in more innovative and interactive ways while recruiting new graduates. Although they had to shift to a virtual approach, the company could work with external providers to launch video interviews, psychometric assessments and host assessment centres using breakout room functions on MS Teams. Even though the process was virtual, Evolution still found ways to increase its levels of interactivity and provide candidates with an approach which was not only fun but efficient.

Future Hiring Trends & Workplace Bias

With an industry as large and expansive as mining, Bianca shared what the team at Evolution Mining believes to be at the forefront of the company’s hiring process’ moving forward.

  • Increased female representation within the industry
  • Larger graduate cohorts entering the business to further build on its approach to hiring the future leaders of Evolution
  • Increased use of virtual recruitment tools
  • Candidates looking for a workplace that will offer flexibility
  • Candidates who are open to international secondments and opportunities across all our operations

Evolution works diligently to ensure its hiring process is fair for all applicants by providing multiple data points to assess candidates and their suitability for the role. This process includes resumes and cover letters, video interviews, psychometric assessments, and face-to-face interviews with a diverse panel of hiring staff.

Diversity, Equity & Inclusion at Evolution Mining

Evolution is passionate about creating a workplace that’s inclusive and supportive, a place where everyone can indeed be themselves. In 2021, the company’s Inclusion Awareness committee was formed to play an essential role in connecting, informing and educating their employees about inclusion and diversity, including the benefits, barriers, mindsets, and conscious and unconscious biases. It is vital for Evolution Mining to constantly improve Inclusion and Diversity as they’re committed to creating more accountability and ownership as a business and from their employees. This improvement is to support the company goals for greater collaboration, more innovation and ideas, greater productivity, more revenue, more profit, and greater shareholder returns. A diverse and inclusive company is a stronger, more successful company.

Check out Evolution Mining’s profile on TalentEgg! You’ll be able to watch an overview video of the Red Lake site and learn about the company culture at Evolution and the company’s graduate program here in Canada and Australia!
Eliminating Recruitment Bias

Eliminating Recruitment Bias Through Diversity

May 24, 2022 / / 0 Comments

Bell is packed full of superstar recruiters who find and hire hundreds of high potential students every year, including Minami Alguire, Senior Manager for Talent Acquisition. TalentEgg had the chance to hear how the Bell recruitment team is passionate about welcoming students, helping students find their fit, eliminating bias and seeing students’ potential to contribute meaningfully straight out of school. Finding one’s path after school can be daunting, and it makes Bell proud to know how the company’s recruiters show up for students. Recruiters make connections and share their expertise with students at recruitment events and work with hiring leaders to make matches between students and teams that are great for business and key post-graduation milestones for the student hires. 

Bell is a space where recruitment and development merge. The company recognizes that there is so much opportunity for student hiring to bring fresh ideas and skills into the organization and invest in future generations. With solid support from its executive team, Bell has the passion and the commitment to make great things happen in the campus recruitment space!

Please keep reading to learn more about how Bell welcomes new grads and students and what opportunities are available after joining the company. As well as Bell’s commitment to mental health & what steps are being taken to create an inclusive workplace.

Bell’s Main Initiative for Students and New Graduates 

Bell welcomes students and new graduates into the telecommunications, media, and retail industries via the company’s award-winning internship and recent graduate leadership programs. Bell knows precisely how important the transition from school to work is and has over ten years of experience successfully launching new grads into leadership positions.

Commitment to Mental Health in the Workplace

Bell Let’s Talk partners with schools across Canada to equip post-secondary schools with digital tool kits to engage students in conversation around awareness and self-care. Last year, Bell announced the launch of the $3.1M Bell Let’s Talk Post-Secondary Fund to support Canadian colleges and universities in implementing the National Standard of Canada for Mental Health and Well-Being for Post-Secondary Students.

One of the four pillars of the Bell Let’s Talk campaign is workplace leadership, and Bell is proudly committed to leading by example in this space. Since 2010, more than 18,000 Bell employees and 13,000 Bell leaders have completed mental health training. Bell’s initiatives to improve mental health awareness, training and benefits have reduced short-term disability claims related to mental health by over 20% and reduced relapse and recurrence by more than 50%. Earlier this year, Bell has enhanced its psychological care benefit to provide unlimited coverage for mental-health services! 

Essential Aspects of the Career Path

Bell is a leader in taking care of its employees, and it shows through the mentorship and experience provided.

  • Executive Mentorship –  Bell helps students and recent grads gain exposure to exceptional leaders throughout the company. Minami’s executive mentor was paired with her during her time in the graduate leadership program, and they still meet regularly! 
  • Real experience – Whether a student joins Bell for the summer or a full-time role after graduating, they can expect to work on real projects that impact how Canadians communicate with each other and the world. 
  • A sense of community – Bell’s cohorts have many opportunities to bond during onboarding and stay connected as they move through their careers. For new hires, this means joining a company with a built-in network of over 1500 alumni that finished the program before them!

Diversity, Equity & Inclusion Initiatives

For Bell, diversity, equity and inclusion are more than a seat at the table; it’s the key to the skills and innovation that make the whole more significant than the sum of its parts. Everyone benefits from a diverse, equitable, and inclusive environment! Sometimes DE&I shows up at work in meaningful ways – like Bell’s 2020 announcement to hire a minimum of 40% BIPOC talent in its new grad and intern programs – sometimes it shows up in the little things, like colleagues eagerly learning how to pronounce someone’s name. At Bell, they don’t just accept difference – they celebrate it!

#TeamBell is also passionately committed to DE&I. Bell currently has three employee resource groups run entirely by employees to support its members and allies. These include Women at Bell, Pride at Bell, and Black Professionals at Bell.

Taking Steps to Eliminate Bias in the Hiring Process

Bell has several steps to reduce and eliminate bias in its hiring process. These include conscious inclusion training to help employees and leaders better understand unconscious bias and their critical role in fostering an inclusive workplace. Bell also ensures hiring decisions are made with various thoughts and inputs to guarantee that Bell continues to be one of the best companies to work for in Canada. 

The best way to help students and new graduates get involved with Bell opportunities is for them to speak to recruiters directly! Bell publishes its events calendar on its career site and its TalentEgg page throughout the year. The company’s virtual career fair is one of the highlights of the recruitment calendar. Students will meet some current grads, hiring leaders, and recruiters, hear from executives, participate in speed interviews, and access exclusive webinars and resources from the recruitment team. In the meantime, you can read more about Bell HERE!

Employer Newsletter Editorial Graphic - CIBC

CIBC’s Strategies to Create Inclusive Career Paths

March 1, 2022 / / 0 Comments

Having received diversity and inclusion awards for over a decade, CIBC is internationally recognized as a global leader for its initiatives. To get an understanding of how CIBC’s strategies create meaningful and inclusive career paths for students and new grads we spoke with Shalise Goffe, a Senior Manager of Campus Strategy and Recruitment at CIBC. 

Shalise Goffe Headshot

Shalise joined CIBC because of the great things she heard about the culture and people. After seven months with CIBC, she can say that it is all true! 

“The people are open, inviting and supportive. The culture is one of transparency, empowerment, and growth and it really does feel like a family because everyone wants to see you win!”

Student and New Graduate Initiatives

As one of Canada’s largest banks, CIBC knows the importance of bridging the gap between post-secondary education and the workforce. That is why they have set up dedicated initiatives for students and new grads to successfully hatch their careers

We asked Shalise how CIBC’s Student Leadership Academy (SLA) enables students to succeed in the workplace. “It allows students the chance to grow both professionally and personally by pursuing their interests and passions in addition to their work term. Our students have access to workshops that help them gain new skills or simply refine their existing set. Through our workshops, leadership connections, and other SLA activities our students get to explore life at CIBC and their future careers. Providing them with a supportive environment, learning opportunities and the ability to showcase their leadership skills enable them to succeed in the workplace.”

CIBC also runs a co-op program for students and new grads. This program “encourages our co-op students to bring new, creative, and innovative ideas to CIBC. Selected summer students are challenged to work on a real CIBC business problem in a team with other students, along with the support of an Executive Sponsor and Project Lead. It’s an opportunity for them to push themselves by thinking outside the box and collaborating with others to come up with solutions.”

“It’s important to be a student of life and that means the learning doesn’t stop once you’ve left school.”

Diversity, Equity, and Inclusion Strategies at CIBC

Diversity, equity, and inclusion have come to the forefront of recruitment and internal dialogue over the last few years as their necessity has risen to attention. With 10 groups throughout CIBC focussing on like-minded individuals coming together with shared interests or backgrounds, there is a place for everyone at CIBC.

We wanted to dive deeper into CIBC’s initiatives, so we asked Shalise to describe why diversity, equity, and inclusion are important at CIBC. “At CIBC we want you to feel a sense of belonging. We want you to come into work each and every day truly believing that you can be your authentic self without hiding or covering who you truly are and that you will be accepted for it. Only then will you feel like it’s a safe space that’s open for you to bring your whole self to work.”

When it comes to the CIBC’s internal strategies and the future of recruitment, Shalise had this to say: “Candidates are interested in a company’s diversity and inclusion strategy and how they fit into it. Going back to the belonging piece, people want to join a company that they feel safe in, that they feel cares about them and that are making commitments to be inclusive and equitable. It’s important that we are hiring diverse candidates so we can be reflective of the communities we serve.”

Final Thoughts

CIBC has built an array of initiatives to foster an inclusive and diverse workplace for students, new grads, and experienced professionals alike. It is a workplace where everyone is welcome and CIBC is constantly evolving to stay at the forefront of critical initiatives. 

“We want you to grow both personally and professionally and there are a number of ways to do that at CIBC.”

To learn more about CIBC’s student and new graduate programs check out their employer profile on TalentEgg!
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