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Career Connections: Young Talent, DEI, Measuring Success

An industry leader in the recruiting space, Career Connections knows the insurance marketplace inside and out. They serve as an external recruitment partner for companies. Career Connections assist in everything from discovering hidden talent to helping candidates prepare with resume reviews and mock interviews and learn more about the different career paths within the insurance industry.  

TalentEgg was granted a wonderful opportunity to speak with Carolyn Seward and Beverly Lewis-Hunte from Career Connections, who graciously disclosed in-depth details relating to all things Insurance, events and growth in the sector. They also touch on opportunities for young talent, DEI, work models and measuring success within an ever changing industry.

Experience with Career Connections

Career Connections

Carolyn Seward, Manager & Beverly Lewis-Hunte, Senior Program Officer

We asked Carolyn and Beverly to share their experience working at Career Connections with us. They mention it is an exciting and unique workplace for various reasons. “Career Connections is an interesting program because we are recruiting for the property and casualty insurance industry as a whole, not just for a single employer! This involves creating awareness of the different career pathways that can vary quite a bit,” they stated.

They both touched on how the insurance industry has a lot of variety to offer, so there is something for everyone. Carolyn and Beverly say they face a challenge to connect this sentiment with young talent. They express the limitless room to grow in the industry, “insurance isn’t as well known of a career path so we have unlimited opportunity for growth and the insurance industry is very supportive of our work.”

Initiatives for Young Talent in the Industry

We spoke about the initiatives that Career Connections is implementing for students and new grads. While they have lots on the go, Carolyn and Beverly shared that their “Industry Days” are the most popular. “These are online career fairs we host four times a year, students may submit their resumes in advance for employers to review and select for a coffee chat or mini-informational interview,” they explain. The students get the opportunity to meet with several industry professionals and learn more about their companies and the industry as a whole. Carolyn and Beverly add that many of these employers end up hiring students they meet at these fairs, which is something they both are happy to see. 

These are not the only events Career Connections run; Other events include a career building series that comprises of resume workshops, interview prep, job search techniques, coffee chats with industry professionals and “ask a recruiter” sessions. Not to mention a new “job shadowing program” where “students who have no insurance experience get a chance to see what a career path could look like and bust some of the myths about working in the industry,” they add.

Beverly states, “Our ultimate goal is to showcase the variety and opportunities of working in the insurance industry to those who haven’t considered it as a career path before.”

DEI at Career Connections

Diversity, equity and inclusion have gained paramount importance in the workplace. We asked Carolyn and Beverly what role DEI holds within the company. “Equity, Diversity and Inclusion are one of the strategic pillars of the Career Connections program. We look to foster an environment of inclusion and belonging across the property & casualty insurance industry and the industry strives to look like the communities it services across Canada.” 

They both add how important it is to highlight diversity within the industry. Career Connections does this with its “voices of inclusion” series, connecting with equity-seeking student groups and offering coffee chats with professionals from specific equity-seeking groups. Carolyn and Beverly share their delight relating to their partners taking strides for the better, “our recent demographic research saw an increase in BIPOC professionals by 9% over the past five years putting the industry in line with the Canadian average.”

Fostering Fruitful Opportunities for New Grads with Career Connections

Since Career Connections is partnered with many companies, we were curious as to how new grads and students can find opportunities with these partnering companies. “Career Connection’s role is to keep the curiosity burning in students in order to learn more about the insurance industry. To do this we continue to innovate new events and initiatives to connect students to employers,” Carolyn and Beverly proclaim.

They add, “for our partners we continue to source interested potential student talent so we help with recruitment and retention.” Additionally, both of them note that their partners have observed a lack of essential soft skills among the young talent entering the post-pandemic workforce. But Career Connections wants to help, “We look to assist students in developing their competencies and professionalism through workshops and events so they can make a great first impression with employers.”

Lingering Impact of the Pandemic

On the topic of a post-pandemic workplace, we spoke about how the pandemic has affected the insurance industry. Firstly, they share how the industry as a whole has mainly moved into a hybrid work model in the wake of the pandemic. “This allows for the flexibility required to keep employees happy with recruitment and retention rates and still offers opportunities for in-person onboarding, training and collaboration.” 

They mention how interviews have finally returned to in-person, and new trends have emerged in insurance recruitment post-pandemic.  “We also saw that very competitive salaries caused many staff to shift between companies and referral bonuses for current employees who recruited another to their company became a popular tactic.”

As for the future, the Career Connections team shared with us a few hiring trends that they believe will become common. The first is an increase in quality onboarding and training due to remote work and a heavier reliance on analytics as automation becomes more common for mental tasks in the recruiting space.

Perks and Success in the Insurance Industry

We wanted to know what new grads and students can expect from a career in the insurance industry and what it offers. “Insurance really is a hidden gem of an industry, it offers variety, flexibility and advancement. Our employers hire based on transferable skills and offer extensive training and professional development,” Carolyn shares. 

They state that most people who enter the insurance industry stay there. Furthermore, they highlight that the younger generation’s attraction to the sector is strongly influenced by the growing significance of climate change issues. “The industry has an interest in climate change research and is really all about helping people get back on their feet in some of their worst times of tragedy. We can look to the past few years of natural catastrophes in Canada such as the fires this year or flooding last year in the West as examples.”

We spoke about how Career Connections measures its success within the industry.  The most significant indicators they gauge are event attendance, impressions on social media/website, and how many employers hire candidates from their initiatives. They have noticed year over year growth, noting that many post-secondary institutions have been reaching out more and more to share insurance and risk programs with students, raising awareness of the industry.

“Looking forward, we hope to increase our outreach to newcomers and internationally educated professionals.”

Conclusion

Carolyn and Beverly’s insights are a great display of what Career Connections is and what the institute is doing for the future of the insurance industry. We asked if they had anything else they wished to share, to which Carolyn and Beverly stated, “Working with the next generation of talent is always so inspiring and we can’t wait to see the impact they make!” It is clear how much value they place on the next generation of insurance.

 


Visit talenteggtrends.ca for more up-to-date employer, school and career centre news, tips and information!

Career Coaching: Navigating Challenges and Inspiring Success

TalentEgg had the privilege of interviewing Shelly Elsliger, a seasoned Career Consultant/Coach. She has a rich background of 20 years in higher education career coaching at renowned university business schools like John Molson School of Business at Concordia University and Rotman Commerce at the University of Toronto. DEI is an integral part of all her endeavours. When working with students, she diligently prepares them for interviews and addresses DEI-related inquiries.

Shelly’s Career Inspiration

We were curious to know what inspired Shelly to pursue career education, to which she responded, “I think Career Coaching found me.” She states how she checked out a local Youth Employment Services Center in Montreal during her early twenties. She spoke to the director and felt an immediate connection, promptly asking for mentorship. Her wish was granted, and she shadowed the director for months, quickly realizing she had found her passion and never looked back.

Shelly told us, “I find it a rewarding career that constantly changes and challenges me. I am always looking for ways to challenge students, build their confidence, and help them explore and find ways to design their career development process. I never just settle and always believe that there is always more I can do as a Career Coach.”

Shelly’s Greatest Achievements

When asked about her most significant achievements in her career, Shelly answered, “My greatest achievement must be my ability to help students understand professional branding .” She explained how many students face imposter syndrome, self-doubt, and FOMO to the point where they feel they can’t progress in their careers.

She harnesses her extensive knowledge in this field, offering valuable guidance to students. Shelly enables them to grasp the mechanics of LinkedIn algorithms and effectively construct their narratives as practical tools for in-person and online networking. When she sees that her work helps students transform and achieve this (she calls it an Oprah Ah-ha moment), it makes her “heart and soul full.”

Diversity, Equity and Inclusion Among Students’ And New Grads’

As mentioned prior, DEI is a significant aspect of Shelly’s work. She touches on her qualifications and values, “I am certified in Leadership and Inclusion. When it comes to serving students, I place an important goal on making each coaching, workshop, or event experience as inclusive as I can. I have never been someone who treats students with a “buffet” style approach. I get to know students at a deeper level and always try to build their confidence and their sense of belonging.” Shelly adds that each student she interacts with is different from the last. She must wear a “different hat” for each student. 

Shelly’s diverse “hat collection” enhances her readiness to support students from various cultures and backgrounds. “I hope to model an important lesson for students: an understanding that fostering inclusive behaviours will help them be better in terms of individual, team, and organizational contributions when they move from the world of school to the world of work,” she concludes.

Mental Health Among Students’ And New Grads’

We wondered how mental health factors into what Shelly does. “Everyone has a story we know nothing about. I always keep that in mind when working with students. Knowing the signs and doing something about it is so important in the work I do. I got certified in Mental Health CPR from the Mental Health Commission of Canada and LivingWorks Applied Suicide Intervention Skills Training (ASIST) so I can know the signs and lessen the barriers that exist,” she explains.

Shelly mentions that she provides a safe space for students, who can depend on her if they need help or just someone to talk to. She expands further, stating, “in some cases, a conversation and safe place to come is not enough. In some cases, students are experiencing thoughts of suicide, and it is part of my role to make sure they have the right resources available.”

Successfully Transitioning Students from School-to-Work

As a primary focus of her position, we asked Shelly how she helps students transition from school to the workplace, especially in the post-pandemic digital age. She responded, “There is still the catch-22 when it comes to experience, so incorporating different programs and offerings on campus to simulate real-world situations and build skills is important. I am a big believer that diverse experiences can help students grow in diverse ways. Students often lack confidence and confidence is key.” Shelly states it is important to stay outside the box when assisting in this area with services like workshops, guest speakers, coaching sessions, and more.

Students’ Biggest Pain Points

Shelly was kind enough to provide insights on the most considerable pain points her students often encounter in a job search in 2023. She highlighted eight:

  1. Branding and standing out for recruitment
  2. Interview tips and practice
  3. Job search and where to find diverse opportunities
  4. Navigating job search as an international student and what employers are open to hiring international students
  5. Lack of work experience
  6. The competitive and changing job market
  7. Knowing what jobs match their academic background
  8. Their approach to building relationships and approaching decision-makers

Shelly mentions that the prominence of technology has transformed the recruitment landscape, introducing ambiguity and a sense of unpreparedness due to constant change. This shift has heightened the need to anticipate the unexpected, creating a heightened sense of urgency. She adds that students perceive how technology poses new challenges. Previously, creating an attractive resume was difficult enough. Now, insecurity and frustration arise as they wonder if their resume will navigate the ATS pipeline and reach recruiters. “There is definitely an increased feeling of not ‘being enough’ or ‘having enough’ and this constant message and nagging of keeping up in terms of skill demands and expectations,” Shelly closes. 

How Employers Can Support Young Talent

Shelly shared her advice for employers on better supporting their student personnel. She advises employers to highlight expectations clearly; there should be no ambiguity. A thorough onboarding process is another suggestion, as well as ensuring students are accommodated for whatever they may need in their position. Furthermore, transparency, training, and collaboration are keywords she underscores as essential for employers to focus on when supporting students in the workplace.

How Employers Can Connect with Top Students

We were curious to know Shelly’s thoughts on the best ways for employers to connect with students. She mentions an on-campus presence is crucial. “This is a way to be involved in something unique and a way to stand out. My only suggestion is to put some thought and consideration into what you will do and how you will do it. Students want to show you what they have, and they want to know your ‘WHY,'” she explains. Employers must tap into what students are looking for and make themselves memorable. Info Sessions, workshops, and case competitions are all great ways to have a campus presence. She adds that free merch and food won’t cut it. Make your company feel meaningful, and do not waste the student’s time. Make a lasting impression.

Advice for Fellow Career Educators

We asked Shelly for advice she has for other career educators who are getting started in the field, as well as some guidance for the post-pandemic era. She provided five tips for career educators who are starting out:

  1. Take a coaching certificate; it will change the way you interact with students, support dialogue, and build trust
  2. Take time to figure out the lay of the land and set up times to meet people to gather perspective. Make sure to meet people beyond who you will directly be working with daily but the important folk involved in the student journey
  3. Be open to collaboration. Great things happen when diverse stakeholders work to create learning experiences
  4. Ensure that diversity, equity, and inclusion are the foundation of all you do so that every student feels like they belong
  5. Build your resource library so you always have more to offer

She adds five tips for career educators in the post-pandemic landscape:

  1. Understand that things are different and accept that adapting will take time. 
  2. Prepare to see some new graduates or even older alums return for career help due to layoffs, especially in tech
  3. Commit to understanding the new way of doing things and be up to date on trends like; recruitment strategies, the gig economy, the importance of networking, applicant tracking systems and resume development, virtual interviewing and virtual recruitment, micro-certifications, and ChatGPT to name a few
  4. Make sure you know where students can go for the right resources in case they need additional support in other areas, for example, mental health resources on campus
  5. Give students the opportunity and the space to explore and “develop many possible career selves” and provide support and insight into new career options

Conclusion

Shelly concluded our discussion by sharing her “quote of the day.” She mentioned that she has an “inspiration board” that always includes inspirational quotes for students. She stated that students had told her that her quotes had provided affirmation for them when they needed it most. She shared her quote with us from Thomas Edison, who stated, “If we all did the things we are capable of, we would literally astound ourselves.”


Shelly Elsliger has been a Career Coach for more than 20 years. She has worked at both John Molson School of Business (Concordia University) and Rotman Commerce (University of Toronto). Currently, Shelly is a Consultant who now operates her own business, Linked-Express and is also a Senior Career, Leadership, and Inclusion Coach for CareerJoy.

How Workplace Culture and Recruiting Top Talent Go Hand-in-Hand. An Interview with Gaby Patenaude from Export Development Canada

Workplace culture is an important aspect of any happy and productive working environment. There’s something to be said, though, about organizations that go above and beyond to showcase what the culture in their workplace actually looks like. Students, new grads, and early career professionals are digitally savvy and do their research to find the best fit for them. Even if your workplace culture is out-of-this-world-amazing, are you telling your story effectively? Are young candidates seeing it, hearing about it, watching it? If they aren’t, there’s a chance that you’re losing top candidates to other employers who are taking the extra steps to highlight the quality of their teams, culture and why they are the best place to work.

Export Development Canada (EDC) is one of those employers who strongly supports employee culture while also showing it in an authentic and engaging way. We had the chance to speak with Gaby Patenaude from EDC who shares how their organization lives and breathes culture, community, personal growth, professional development and so much more to ensure that candidates know that they are working for one of the best employers in the country. Read the full interview below.

Meet Gaby

Gaby is the Campus Recruitment Program Lead at EDC and has been with the company for three and a half years. Starting as a new grad, Gaby knows first hand what it’s like to make that school-to-work transition. She also understands how important it is for employers to step up and showcase what it’s like to work at a particular organization. Gaby manages the whole student-employee lifecycle – from campus events, partnerships with schools and interviewing candidates, to providing programming, onboarding and support once students are in the door and on the payroll.

Go, Grow and Succeed’ at EDC

EDC’s culture is unique with a variety of inclusive employee-led committees, community giving programs, professional development workshops, and a “state-of-the-art gym” to support their employees — both in work and in personal growth. “As someone who was really actively involved in my university community, I really value the giving nature of EDC,” Gaby comments.

“Community involvement is embedded in everything we do, whether…when EDC employees worldwide take a day to do volunteer work with over 40 organizations or to our stellar CSR practices embedded into the business transactions we make every day. I think that kind of purpose is really what younger generations seek in an employer. Somewhere where their values can come to life at work.”

Having initiatives like employee-led committees also allows employees to connect with so many more peers and leaders that they otherwise wouldn’t have access to. “It lets employees feel like they have a wide variety of what I like to call ‘work extracurriculars’ because there are so many ways for people to get involved at work outside of what is listed on their job description.”

“Through these committees and their events, I have met so many new people and flexed new muscles as I took on side projects totally unrelated to my role. That is so rewarding and definitely lends to an inclusive workplace culture. No matter where people are in the hierarchy, they can really make a difference.”

Shouting Out Your Culture To Top Talent

All of these amazing initiatives and activities that are ingrained in the culture at EDC would be lost on new candidates if their team wasn’t active both on-campus and online to spread the word. Gaby cautions employers not to completely limit themselves to one strategy or the other, but to really look for a balance. “It’s a balancing act of that digital side to reach broad audiences, but [also] creating a space for highly specialized, in-person interactions.” EDC has found that dedicating specific and targeted strategies to both digital and in-person experiences has been enormously beneficial in their overall recruitment and employer branding strategy.

“TalentEgg has been instrumental in us reaching broad audiences with country-wide digital campaigns with hot new tools like Instagram takeovers. The nice thing about digital content is that in most cases it is there to stay and you keep referring back to it if candidates want to do any self-led research. I think it’s important to have digital brand awareness about your employer.”

Striking that balance, Gaby found that the most success they’ve had is with smaller scale, highly specialized events.

“For instance, partnering with campus clubs and associations to host case competitions in topics where we want some fresh insight, or hosting career spotlight events where students come and experience what it’s like to work in a certain role or career.”

Tell Your Story Authentically 

While it’s vital to tell your employer story both in-person and online, Gaby stresses that it’s important to have authentic and transparent content.

“I think the more transparent the better! We’ve found the best success in our recruitment campaigns when we really connect with students. For example, during our Instagram takeover with TalentEgg, we let a student a day take over TalentEgg’s account and take us through a day in their life: from their walk to our downtown office, to their 1:1 with their leader, to their gym session at lunch, or lunch on our rooftop patio. This was a way better indication of their impact and life at EDC than any thoughtfully worded job poster.”

Gaby also stresses the importance of showing candidates that you truly care about them as a potential hire, that they aren’t just another number. EDC did this by hosting a TalentEgg Talks Live where students and grads asked Gaby live questions. She was able to give the audience across Canada a deep-dive 30-minute session about EDC instead of a quick 1-minute conversation at a career fair.

“Recruitment is all about allowing the candidate to really be able to picture themselves in a role and envisioning their happiness and success in that role. TalentEgg has been great in shining light on the new and upcoming strategies for things like social media recruitment marketing, mobile marketing, and others. This has also been proven in bringing students into our office and introducing them to employees. It allows them to put a face to a job and see what someone’s career path was to get to where they are.”

Advice for Fellow Employers and Final Thoughts

“It’s important as an employer to show that you are developing people and not just employees. It’s a two-way street – employees will invest more in their jobs if they know their employer is investing in them. The reality is that if you as a company aren’t staying up on trends, or putting in a caring approach to employees, those employees will go to the next employer down the street that is doing a better job. So I think employers really have an obligation to take their employees seriously and give them the best caring culture to support their best work.”

That’s one of the reasons why Gaby started her career with EDC. She emphasizes why it’s so important for young people to know that their employer will be there for them in the best of times to push them forward, but also on those not so great days.

It’s important to not only rely on being present online and on-campus, but also to tell your employer brand story, bringing it to life and helping future candidates see what their future could be like at your organization.

How Employers Can Support Students in Their School-to-Work Transition. An Interview with Jesse Sahota, Career Development and Relationship Manager

Career educators and coaches play a vital part in the success of developing future talent. This support doesn’t end once students finish their degrees – career educators continue to assist students in their school-to-work transition, and this benefits not only students but also employers. Though, it’s important for employers to be involved in career planning as well. From employer branding, showcasing workplace culture, holding events, managing campus ambassadors to connecting with students before they even start their first day can have a great impact.  We explored this topic with Jesse Sahota, Career Development Relationship Manager in the Engineering Co-op and Career Services office at McMaster University, who also won Career Educator of the Year at the 2019 TalentEgg Awards. Read on to learn how Jesse supports his students, fosters relationships with employers and his advice on ways employers can connect with students to assist in their school-to-work transition.

Starting His Career with Purpose

When Jesse first envisioned his career, he believed he was going to work in the advertising industry one day, “designing commercials for Audi or working for Kellogg’s redesigning their Fruit Loops cereal boxes,” he says. During his final year at university, he landed a job in a wealth management firm as a recruiter, which eventually led him to his passion for helping others find their careers. And what a long and meaningful career it has been for Jesse so far! With over 15 years of experience in Career Coaching and Education, Jesse’s current role is comprised of three pillars that facilitate student success. He works to pursue new business development leads while maintaining existing partnerships in the engineering and business communities. The second pillar is coaching students using personalized strategies. “Pain points differ depending on where the student is at in their recruitment life cycle,” Jesse says. Whether students come with generic resumes and cover letters, or are looking to get more involved on campus, Jesse helps them on their career journey. Finally, the third pillar to Jesse’s role is collaborating with employers who are looking to create a stronger brand on campus.

“Our department’s “Employer of the Week” series brings employers to campus where I assist in orchestrating events, such as employers in the lobby, resume roasts, bus trips, Instagram takeovers and lunch and learn workshops.”

Supporting Students on their Career Journey

Jesse’s department supports students through a variety of workshops and individual appointments to prep them before the start of their co-op work term. “In Engineering Co-op and Career Services at McMaster University, the transition from the classroom to the shop floor or boardroom is exceptionally smooth,” he comments.

“Having been in this industry and in my current role for so long, I’ve had the opportunity to meet many of our employer partners on-site. These meetings give me the opportunity to provide a unique perspective and “inside scoop” when coaching students on what to expect at their new job.”

One of the most memorable career highlights was taking five students to Silicon Valley in San Francisco for their Big Ideas Contest. Students were given the opportunity to learn from top innovators and develop their professional skills. Five students, management staff and the Dean of Engineering visited Tesla, Apple, Google, Facebook, Corning and several start-ups during their trip. This is a great example of how Career Educators are creating experiences for their students to showcase their innovative engineering solutions, build invaluable networking opportunities and learn about the possibilities. While Jesse and his team created this opportunity for students to learn, he ended up taking away a lot for himself too.

“It was an eye-opening experience for me as it provided the opportunity to connect with McMaster Engineering alumni and further solidified my understanding that our graduates are changing the world.”

What Can Employers Do for Students?

While career educators help to set students up for success in launching their careers, Jesse shares some ways in which employers can make students feel welcome and valued before they even start working. Jesse comments that not only will this showcase the organizations’ culture, but it will also prepare students for the road ahead. Reaching out to students after they’ve accepted their offer, even if it’s well in advance of their start date, can have a positive impact.

“A welcome email with details regarding what to expect on their first day is a great way to get the student excited about their new adventure by winning their heart and mind. Many organizations are taking onboarding seriously by allocating a personal mentor to each new hire – a strategy that I find highly effective.”

Another way Jesse suggests employers get involved in students’ transition is during the offer stage.

“When employers present an offer to a student, I would suggest that they invite the student to their site, provide them with a tour of their facility, introduce the student to a mentor, connect them with the current student(s) that are working there, and take them out for lunch or coffee. This approach is an excellent way to strengthen the student’s commitment to the employer’s brand. It’s a win-win strategy.”

Build Your Brand Recognition – Get on Campus!

Providing the opportunity for students to connect with employers in-person is always a great strategy when it comes to recruiting the right talent and finding the best candidates to fill your talent pipeline.

“Employers are encouraged to come to campus and meet our students, run workshops, attend hackathons, partner with student groups and, ultimately, connect with career offices on campus. Getting in front of students and answering their questions in-person establishes a connection, builds stronger brand recognition, and these students can then become brand ambassadors for employers by telling their friends what they’ve learned.”

Whether you’re an employer looking to connect with and hire students or you’re a fellow Career Educator, you can learn from Jesse’s unique approach. “My career is something that I truly enjoy and I love knowing that I have had a hand in helping someone else find their dream job or career.”

Get in Touch

jsahota@mcmaster.ca

905-525-9140 ext 24432

https://www.linkedin.com/in/jesse-sahota/

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