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Tag: inclusion

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 who is the senior manager for talent acquisition. We had the chance to hear how the recruitment team is passionate about welcoming students to Bell, helping them find their fit, eliminating bias and seeing their potential to contribute meaningfully straight out of school. Finding one’s path after school can be daunting and it makes them proud to see the way that their recruiters show up for students. They 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. There is so much opportunity in student hiring to bring fresh ideas and skills into a company and to invest in future generations. With the strong support from their executive team, they have both the passion and the commitment to make great things happen in the campus recruitment space!

The best way to help students and new graduates get involved with Bell opportunities is for them to speak to recruiters directly! They publish their events calendar on their career site  https://jobs.bell.ca/ca/en/c/students-graduates-jobs and on their TalentEgg page https://talentegg.ca/employer/bell/events. Their virtual career fair is one of the highlights of the recruitment calendar. Not only will you get to meet some current grads, hiring leaders, and recruiters, but you can also hear from executives, participate in speed interviews and access exclusive webinars and resources from the recruitment team.

Keep reading to learn more about how Bell welcomes new grads and students into the telecommunications, media, and retail industries via their award-winning internship and new graduate leadership programs!

 

Bell’s main initiative for students and new graduates 

At Bell, they welcome students and new graduates into the telecommunications, media, and retail industries via their award-winning internship and new graduate leadership programs. Whether they are looking for their first summer position between semesters at school, or ready to kick-start their career with a full-time role, Bell knows exactly how important the transition from school to work is and they have over ten years of experience successfully launching grads into leadership positions.

 

Commitment to mental health in the workplace

On campus, Bell Let’s Talk partners with schools across the country 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 too. 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, we enhanced our psychological care benefit to provide unlimited coverage for mental-health services! 

 

Diversity, Equity & Inclusion Initiatives

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

#TeamBell is also passionately committed to DE&I, they currently have three Employee Resource Groups, which are run entirely by employees to support their members and allies. These include Women at Bell, Pride at Bell, and Black Professionals at Bell.

 

3 major hiring trends for the future

  • Transferrable skills – knowing how to showcase the transferability of skillsets between roles or industries will be important as candidates look to pivot between industries or make key career changes. It’s also important for hiring leaders to be able to see the value that a different background can bring to a role and the way that skillsets can be developed through non-traditional experiences.
  • Diversity, Equity, and Inclusion – continued focus and momentum on diverse, equitable, and inclusive hiring practices. Diverse lived experiences are often intersectional, and there is room in this space for deeper conversation around the nuances that can exist in diverse experiences and ways to make the workplace more equitable and inclusive.
  • Technical solutions – Personal connection is an important part of the candidate experience; however, there are also opportunities in recruitment to leverage technical solutions more effectively to optimize the hiring process (giving recruiters more time to build professional relationships with candidates in their networks!). 

 

Taking steps to eliminating bias in the hiring process

Bell has a number of steps in place to reduce and eliminate bias in their hiring process. These include conscious inclusion training to help employees and people leaders to develop a better understanding of unconscious bias and the critical role they have in fostering and inclusive workplace. Alongside diverse interview panels to show candidates a realistic glimpse into Bell while also ensuring that hiring decisions are made with diverse thoughts and inputs to make sure Bell continues to be one of the best companies to work for in Canada. 

 

 

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!

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!

360 poll results: Top campus recruitment priorities for 2013-2014

The summer is a busy time for campus recruitment professionals across Canada as you prepare to launch new on-campus and online campus recruitment campaigns for the 2013-2014 school year.

Due to labour shortages and skills gaps, competition for talent continues to heat up in many industries, including natural resources (mining, oil and gas, forest products, etc.), financial services and technology. Continue reading