TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Category: Workplace Culture (page 1 of 2)

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!

A People First Approach At Evolution Mining

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 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!

CIBC’s Strategies to Create Inclusive Career Paths

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!
Older posts