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Category: Recruiting Tips and Tricks (page 1 of 4)

Empowering Students with TTi’s Leadership Development Program

Techtronic Industries (TTi) is internationally recognized as a global leader in the design, manufacturing and marketing of power tools, outdoor power equipment, hand tools and floor care appliances worldwide. TTi is proud of its history and the vast legacy of tradition and excellence that they have inherited from the brands that make up its company today. If you’re passionate about empowering students, keep reading to learn how TTi achieves this goal through fostering strong values with their Leadership Development Program.

We spoke with Dave Dininio, the Director of Talent Acquisition at TTi, to learn more about how TTi continues to support students and new grads on their career journey.

The Leadership Development Program

We believe exceptional people drive exceptional results, which is why TTi launched the Leadership Development Program. The Leadership Development Program is a comprehensive training program to develop outstanding and extraordinary people for the long term. The Program provides employees with relevant sales and field marketing experience while learning about our customers from a fundamental perspective. Throughout the Program, students and grads will be able to hone different skills such as communication, product knowledge and business acumen. They will execute exciting weekly projects to gain hands-on relevant workplace experience. The Program provides them with all the resources to accelerate their career. At every step of their career, we provide them with a combination of support, guidance and freedom that brings out the best.

Diversity, Equity and Inclusion at TTi

Diversity, equity, and inclusion are essential to establishing and maintaining a thriving workplace. Diversity is the recognition, appreciation, and acceptance of individual differences inside and outside the organization. Equity is about ensuring fairness and impartiality for everyone, and TTi Canada strives to provide equitable access to opportunities for all candidates and employees. 

Collaborative, encouraging, respectful and polite are how I would describe our inclusive workplace. It is supported by policies that are intended to eliminate any barriers, bias and intolerance to encourage the involvement and contribution of all employees. Diversity, equity and inclusion are essential to TTi Canada because it helps attract top talent. Many students and new grads seek employment in a diverse, equitable, and inclusive organization where they are safe and supported. TTi Canada provides that kind of environment.

A Future After TTi’s Leadership Development Program

The Leadership Development Program provides new employees with various career advancement opportunities. An entry-level Field Sales Representative (FSR) or Brand Marketing Representative (BMR) can move into a position with more responsibilities, industry specialization and/or people management, such as Territory Manager, District Supervisor or Trades Site Specialist. The Leadership Development Program is a progressive training program that prepares them for the next level in their career and gives them the skills and knowledge to succeed at any level. The table below highlights potential career path options. 

  • Field Sales Representative
  • Brand Marketing Representative
  • Field Marketing Representative
  • Territory Manager
  • District Supervisor
  • Sales Coordinator
  • Trades Site Specialist
  • Field Sales Manager
  • Key Account Manager
  • Market Manager
  • Senior Trades Site Specialist
  • Regional Sales Manager 
  • Strategic Account Manager
  • District Manager
  • Program Manager
  • Marketing Manager
  • Divisional Sales Manager
  • Marketing Coordinator
  • Assistant Marketing Manager
  • Program Manager
  • Sales operations manager
  • Marketing Manager
  • Senior marketing manager
  • Group marketing manager

 

Opportunities for Students and New Grads at TTi

Career centres and schools, if your students or recent alumni are looking to grow their leadership skills, we are constantly recruiting for enthusiastic top talent year-round. We recommend that students and new grads regularly check our Career Site and LinkedIn page for new job postings and information about the company. Moreover, we encourage students and recent grads to join our LinkedIn Group, TTi Canada Careers for Students and New Grads and start a conversation or ask questions.

When students and new grads join TTi Canada, whether in a full-time role or Co-op capacity, we want them to stay with us for the long term. This long-term goal is why we invest a lot in our new employees, ensuring they have the best training, robust support and accessible resources to achieve their goals. Our Leadership Development Program is where it all starts.

Students and grads who join TTi Canada will get to enjoy a diverse set of roles and responsibilities that will allow them to acquire various skills that are valuable and transferrable throughout their careers. They will be allowed to collaborate on real-world projects and opportunities where they can contribute their ideas to gain relevant experience. As employees of TTi Canada, students and grads will have ample opportunity to advance their careers, move up within the company and explore different positions. We pride ourselves on developing people, recognizing talent and promoting from within – all part of our dynamic culture. 

How the Pandemic Has Affected Recruiting

We have to adjust our hiring practices to align with what is happening in the job market. The pandemic has caused a shift in candidate mentality, particularly in compensation and remote work. Candidates demand higher pay, and there are more requests for remote or hybrid work environments. TTi Canada offers an excellent package for our Field Sales Representatives and Brand Marketing Representatives, including an attractive base salary, a company vehicle, great benefits, and an annual performance bonus. We do not offer remote or hybrid work schedules. Our Field Sales Representatives and Brand Marketing Representatives work in our clients’ stores daily.   

Companies are replenishing their staff and ramping up hiring practices, increasing competition for talent. TTi Canada is positioning itself as a preferred employer at campuses by attending career events, partnering with student services departments and driving our employer brand at schools across the country. We openly discuss our great culture, career advancement opportunities and Leadership Development Program to stay ahead of our competition.

What are 5 major hiring trends you see in the future?

✓    Diversity Hiring – Inclusion and diversity offer TTi Canada many benefits, including improved employee happiness, productivity, retention, loyalty, and employer branding. We realize that diversity, equity and inclusion are not just feel-good initiatives but a must for our success.

✓     Speed of Hiring – With increased employer competition in the job market, our hiring processes must be efficient, optimized and technology-driven. We are focused on reducing the time it takes to fill positions. We know that other employers will hire the best talent if we aren’t fast enough.    

✓     Employer Branding and Positioning – Improving our employer brand image to show that we are a highly respected company with strong values and a great culture is key to being the best and being a preferred employer among students and new grads 

✓     Providing the best candidate experience – We ensure students and new grads can apply easily, there is transparency in our hiring process, and people know where they stand and the next step. We’re open to talking about compensation, the demands of the job and our company culture.

✓     Proactive hiring – It’s not enough to post a job these days. Our Recruiters are proactively potential sourcing candidates via LinkedIn and other channels. They hone recruitment efforts, actively search for talent and stay ahead of recruiting trends. These trends include being front and present at campuses by attending career events, conducting information sessions and connecting with students through various channels.

Enforcing Fairness and Equality During the Hiring Process

Fairness and equality during the hiring process are fundamental, so we give each candidate an equal opportunity to showcase their professional background and skill set. We ensure that every candidate is asked the same role-based questions during interviews for consistency and equality. We utilize a matrix system to score various competencies and skills exhibited during the hiring process to ensure a fair comparison of all candidates. Our Managers are provided with hiring training, which includes eliminating bias and stereotyping during the hiring process. Finally, we require the opinions of at least two people when making a hiring decision which mitigates the risk of bias or stereotyping when hiring. 

Final Thoughts

TTi Canada is an excellent place for any student or new graduate to start their career. TTi Canada is where culture meets opportunity, and students and recent grads have the chance to advance their careers and work with intelligent, progressive and like-minded people. It’s an opportunity to support some of the best product brands in the world (RYOBI, MILWAUKEE, RIDGID, HOOVER, DIRT DEVIL) while developing a long-term career and working in a dynamic, forward-thinking culture. 

To learn more about Techtronic Industries and their Leadership Development Program, check out their employer profile on TalentEgg!

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.

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.

Eliminating Recruitment Bias Through Diversity

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!

CPA Ontario’s Success with Campus and Student Engagement

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!

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