Category: Information sessions (page 1 of 5)

Exclusive Insights Live from our 2022 #TEAwards Surveys

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.

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.

CPA Ontario’s Success with Campus and Student Engagement

April 13, 2022 / Irene Chan / 0 Comments

The team at CPA Ontario are made up of the brightest educators, thought leaders, regulators, advocates and providers. They go the extra mile and often take measures to protect the public interest by ensuring their CPA members meet the highest standards of integrity and expertise. Additionally, CPA Ontario provides pathways to the profession for aspiring accountants from around the world, and engage in their community as responsible corporate citizens.

However, when it comes to the accounting profession and specifically the CPA designation with regards to the kinds of careers it can lead to, there are still many misconceptions regarding the industry. CPA Ontario has many resources that dispel these myths about CPAs working with excel all day or being stuck in a cubicle, and host their biweekly information sessions where students can learn more about how the CPA can lead to a successful career in business.

Anyone can register here: https://www.cpaontario.ca/become-a-cpa/post-secondary-student/events to attend an information session and learn more about the future of accounting, finance, general business, and how the CPA can help anyone reach for their dreams.

Keep reading to learn more about how CPA Ontario solidifies their initiatives in campus engagement, diversity, equity and inclusivity, and how they successfully navigate connecting with students during the COVID-19 pandemic.

CPA Ontario’s Support for Student Community Engagement

At CPA Ontario, they hold a lot of pride in their Post-Secondary Ambassador Program (PSAP) and Board of Ambassadors Program, especially regarding the strong community of students they have fostered. The CPA Ontario community has explored careers in business, built relevant skills that employers are looking for in successful candidates, and have connected with key employer stakeholders.

Their Post-Secondary Ambassador Program and Board of Ambassador Program have been successful ways for us to engage student voices in their space. Additionally, their Board of Ambassador representatives act as an advocacy and advisory group for their recruitment team, which ensures they keep their pulse on student needs. In terms of creative ways to get CPA Ontario’s message out, they try to meet students where they are at; whether it’s through a new series of Instagram lives and takeovers, or by hosting their Live @ the Drive-In movie night (with lots of popcorn of course). As CPA Ontario moves towards a hybrid of in-person and virtual, some of these tactics may change, and so now CPA Ontario is asking themselves new sets of questions on how to continue to support student career paths.

Diversity, Equity, and Inclusion Initiatives in the Accounting Industry

At any organization, DEI and related initiatives should mean that all people should have a seat at a table, and that their voices are heard. It was important to the CPA Ontario team last year that their online programming continued to drive inclusivity, making their events accessible to wider audiences geographically and representationally.

At CPA Ontario, events are frequently hosted throughout the year. To name a few initiatives, they partner with agencies to reach new audiences, hold events specific to niche groups, and ensure all their participants are made aware that accommodations will be supported.

3 Key Insights Into Campus Recruitment and Student Engagement with CPA Ontario

Trend 1: Students have no shortage of aspiration, for themselves or for the world. Yet, they are easily discouraged by the realities and threats of post-academic life.

So, they ensure that they don’t ever shy away from the tough conversations whether it be in a recruiter’s presentation or panel discussion with CPAs. The CPA Ontario team addresses the fears students’ have about the future of AI, work-life balance, and others in open discussions, so students feel equipped when they begin their careers.

Trend 2: The next generation of students will be going to be looking for more flexibility and the ability to have influence/make an impact in their future careers.

So, they highlight the many diverse career paths that their current CPAs are in so students can envision themselves in similar paths. Through their programming, they also share how CPAs reimagined their careers to create their own unique paths, to inspire students who aspire to do the same. They also provide forums of discussions and facilitate opportunities for students to connect with these professionals to form their own relationships.

Trend 3: Employers are finding there are human skills gaps when hiring new grads.

So, they provide training in important human skills like leadership, responsibility, personal management, and emotional intelligence to name a few. As CPA Ontario is also a regulator, it is important to the recruitment team that they are equipping future CPAs to be valuable leaders, employees, and entrepreneurs.

The COVID-19 Pandemic’s Effect on Campus Engagement

The pandemic resulted in the CPA Ontario team doing things differently. They had to reimagine their offerings to provide enhanced online experiences. For example, their Employment Connections Career Fair which was once limited because it was held in Toronto and in-person, can now have any number of students across Ontario attend.

The most rewarding aspect has been the feedback from their post-secondary students who have thanked us for the online community of students they built, during a time that many of them felt very isolated at home. The CPA Ontario team gave students a space to connect with each other, gain new skills, and meet CPAs, all while having fun!

The most challenging aspect was probably at the beginning of the pandemic when the team would ask each other how they would do all that:

What platforms would they use?
What would the tone and cadence of their virtual spaces look like?

They had a lot more questions than they did answers, but they were quick to not get stuck in their questions and begin making moves. It was trial by fire, but the CPA Ontario team strongly believes they have come out victorious on the other side!

Nancy Sammon – A Champion for Students and EDI

February 25, 2022 / Irene Chan / 0 Comments

For many students and recent grads, job hunting can be stressful and sometimes even intimidating. From resume and interview preparation, engaging employers in a virtual world, to finding a company whose values align with your own, it is no easy task to find the right opportunity for you.

As a Relationship Manager at the Smith School of Business, Queen’s University, Nancy supports her corporate partners and is a trusted advisor in effectively engaging with both undergraduate and graduate students on campus. She also ensures students feel comfortable, confident, and to be their true authentic self throughout the on-campus recruitment (OCR) process.

Q. Tell us a bit about yourself!

A. With over 30 years of experience and a recognized leader in employer branding and campus recruitment, I would say my passion is helping students make the transition from school to work.

Prior to joining the team at Smith, I was the Director of University Relations at TD Bank Group. I also held other key HR and talent acquisition roles across the organization throughout my career at TD.

I have also had the privilege of being an active contributor to the community of career educators and employers focused on the school to work transition. As my career has unfolded, I have become a bit of a knowledge keeper of best practices in the campus space and am excited to share these any chance I get and with anyone who will listen.

I really see myself as a connector of people, skills, knowledge, and ideas.

Q. Why did you decide to go into Career Education?

A. I saw an opportunity to leverage my expertise in campus recruitment to support a broader base of employers in making connections to and engaging with top talent.

I also used to hold sessions called “#NancysInTheHouse” when I was recruiting on campus to support diverse students in demystifying the career search and finding the right opportunity for them.

So, my role as a Relationship Manager was a natural extension of what I love to do and a solid entry point for me into the Career Advancement Center (CAC) at Smith. I am also a proud Queen’s alumni, so it felt like a really good fit when the opportunity presented itself.

Q. What is one of your greatest achievements so far in your work with students?

A. My greatest achievement would have to be the creation of a unique opportunity for our corporate partners to engage with the Equity, Diversity, Inclusion, and Indigenization (EDII) focused Student Clubs at the Smith School of Business. Since 2020, The CAC facilitates an annual Diversity Fair for over 100 employer representatives to diversify their talent pipeline directly connecting with the executives of our EDII clubs via lightning talks and dedicated networking lounges. What was truly amazing for me about this event was for student leaders to have their voices heard by employers and to see the wonderful engagement that this event enabled across the board.

Overall, the fairs have been a huge success based on the positive feedback from both our student leaders and corporate partners in attendance. Following the launch of these initiatives, our Career Advancement Center was honored to receive a number of awards from organizations like CIBC and the Canadian Association of Career Educators and Employers (CACEE) in recognition of this important work.

Q. What do you think students and employers need to understand when it comes to EDII?

A. From an Employer vantage point, they need to be really strategic in their EDII initiatives .It cannot be a once and done or a cookie cutter approach, they need to be thinking about how each community wants to be engaged. A big part of my role is supporting initiatives which help employers connect with diverse talent. A prime example would be our work in creating a best practices guide for employers in engaging with students from an EDII lens.

And, in supporting students, our work is about helping them to understand what EDII actually looks like in the workplace and providing resources such as mentoring, alumni connections, events, and other opportunities to do their research and find organizations that will embrace their authentic selves throughout their career.

Advice and Insights

Q. What do you think is the best way for employers to connect with and attract top students right now?

A. From my viewpoint, year-round engagement is critical. Whether it is info sessions, 1:1 coffee chats, alumni panels, attending industry nights, roundtables or the like, employers need to make their presence and opportunities known to students and recent grads. Their engagement needs to include diverse representation and perspectives, so students can see themselves reflected in their organizations.

In a virtual world, employers also need to be thinking about how they can support students to have their voices heard and in standing out as candidates. Consider smaller and more niche events as a part of your recruitment strategy versus solely focussing on large events. Now, more than ever, it is important to engage partners like Career Centres and TalentEgg in your campus strategy to help build your brand amongst students and reach the top talent you need to drive your organization forward!

About Nancy

Nancy is a Relationship Manager and Career Connector who has over 30 years of experience in the campus recruitment space. She is passionate about bridging the gap between school-to-work for students, as well as helping maintain a strong connection between employers and diversity clubs on campus. Connect with Nancy on LinkedIn https://www.linkedin.com/in/nancymoulday/ and visit https://smith.queensu.ca/recruiting/index.php to learn more about the Smith School of Business, Queen’s University and services of the Career Advancement Centre.

Exclusive Insights Live from our 2021 #TEAwards Surveys

June 17, 2021 / Irene Chan / 0 Comments

At our 2021 TalentEgg Awards and Conference, over 80 recruiters and industry professionals attended to join us in celebrating the best in student and new grad recruitment. Throughout the conference, we conducted some surveys to uncover some exclusive insights for the future of recruitment and the workplace in our ever-changing world.

Virtual Recruitment is Here to Stay

One of the questions we asked recruiters and industry professionals was, “Will your organization continue to incorporate virtual campus events as part of their overall campus recruitment strategy?” Out of 35 respondents, 77% answered “yes,” while 23% answered, “I’m not sure yet.” Thus, it is clear that an overwhelming majority of participants are going to continue incorporating virtual initiatives to engage and provide students with opportunities, while the minority are, at the very least, open to the idea.

Employees Want to Return to a Hybrid Workplace

Regarding the future of the workplace, an overwhelming 79% of respondents answered “hybrid (a combo of remote & in-person) when we asked them, “What type of workplace would you like your employer to adopt?” Meanwhile, the remaining 21% of respondents answered “completely remote/virtual.” Regarding the ever-changing workplace, results are indicating that the future of the workplace is going to change. For the most part, say goodbye to long commutes and face-to-face interactions in the office. The pandemic has allowed companies to adapt and overcome obstacles to remote work, and as a result, hybrid workplaces are the newest trend that is here to stay.

Soft Skills are Critical for Career Development

As highlighted in our Guide to Recruitment 2021, soft skills are crucial to students’ and new grads’ development and career success. But, what kind of soft skills, in particular, are recruiters and industry professionals looking for in the workplace? We asked our awards and conference attendees to tell us, “What soft skill do you think is the most important for young professionals to develop?” The most common answers were communication, curiosity, adaptability, leadership and resilience. Other responses included time management, flexibility, empathy and critical thinking.

Exclusive Ways to Connect Virtually with Students

Whether you’re a career educator or a campus recruiter looking for the most effective ways to engage with or hire students and grads or you’re a job seeker wanting to network with employers, we’ve got you covered. We asked attendees, “what has been the most effective VIRTUAL way you engaged with students this past year?” and the answers varied across all respondents. For instance, 26% of respondents stated: “coffee chats” as their top pick, while 22% of respondents stated, “social media” and “networking sessions,” both tied as the second most popular answer.

Something worth noting is that none of the options were left unanswered! Although coffee chats, networking sessions, and social media were the most popular answers, there is still value in investing time and effort into other initiatives such as information sessions and case competitions.

The Demand for Diversity, Equity and Inclusion in Recruitment and Employee Engagement

Finally, attendees acknowledged the heightened need for employers to commit to and embrace DEI initiatives in their recruitment and employee engagement strategies. When we asked attendees “What do you see as the most transformative changes in recruitment and employer engagement around diversity, equity and inclusion in the future?” Among the answers were “top-down approach to attracting, finding and hiring diverse talent,” “partnering with EDI students clubs,” “open-mindedness,” and “providing scholarships and support to the community.” As a recruiter or HR professional, take the time to sit down with your company leaders and carefully discuss meaningful and impactful ways to embed diversity and inclusion initiatives into the workplace effectively.

For more trends on recruitment, the trends in demand from students and new grads, and a glimpse of the future of the ever-changing workplace, check out our Guide to Recruitment 2021 package, brought to you by our team at TalentEgg.

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