3. Candidate Pool
• Increase the candidate pool =
better chance of finding the right
candidate
• We don’t want the quality of
programs at risk
4. When we use the word
recruitment, what do
we mean?
5. Recruitment is the process of searching for
prospective employees and stimulating them
to apply for jobs in organizations
6. The process of hiring entails…
Recruitment
Recruitment is the process of searching for prospective employees and stimulating them to apply for
jobs in organizations; we want a large Candidate Pool
Evaluating the Candidate Pool
This step begins where Recruitment ends. You want to ensure you are collecting valid and
sufficient information
The Selection Decision
7. When we speak of
Evaluating the
Candidate Pool,
what are we doing?
8. Evaluating the Candidate Pool
Once we increase the candidate pool, we
need to focus on collecting valid and
sufficient information to make the right
selection decision
9. Collecting Valid and Sufficient
Information
Reviewing application
information
Remember to
compare all the
Collect information gathered
Conducting
information
to the established
interview
from other
criteria.
sources
Checking references
13. Recruitment in Changing Times
Shifting realities
Labour market
Economic conditions
Labour force
14. Economic
Conditions
Labour
Labour
Market Force
Informs our
Recruitment
practices
15. Why are we talking about this?
Isn’t there a recession?
Won’t the unemployed and recently laid-off
just come to us for a job?
16. The reality is…
There continues to be skill shortages in our
sector
Skill shortages are both short and long term
challenge
17. Difficult to fill positions?
Speech Language Pathologists
Psychologists
French Immersion teachers
HVAC
Bus drivers
18. We need to remain competitive with other
public and private employers
We need to brand and market Public
Education to attract great candidates
We don’t want to be left behind!
19. What types of
Recruitment Strategies do we use?
We want to use cost-effective strategies
that targets the labour force segments
we are attempting to attract
20. Labour Force
We need to know our target audience:
Demographics
Behaviours
Values
Interests
Goals
25. Where did you find your first job?
What types of things did you do to apply?
26. The Evolution of Human Resources
Practises
HR HR HR And
beyond?
1.0 2.0 3.0
27. Before the Internet
People looked for work through
Newspapers
Friends and family / networking
Job placement centres
28. HR 1.0 - 1990’s
The internet!
Employers started to notice it and realize that
they might use it in recruitment
Mainly static
Posting jobs and information
Still needed to send in applications, etc.
30. HR 2.0 – the new millennium!
Enter the job search engines!
– Monster.com
– Working.com
– Workopolis.com
Applying online & emailing applications
Information began to be exchanged both ways
31. HR 3.0
Third generation of HR using the internet
Employers are going where people socially
connect
32. HR 3.0
Employers are going to
the candidates
Employers aren’t
waiting for candidates
to come to them
33. HR 3.0
Strategies used are conversational
Spread and reach is instantaneous
Turning visitors into candidates by nature of
the way you connect with them
34. Job postings Social media
Collection of Conversation
words that is authentic
Candidates want to get a feel for what it
would really be like to work there
35. Social Media Frenzy!
It can be cost-effective and reach many candidates
You can target exactly who you want through
research and knowing the social media landscape
38. • New York City Case….
– Reaching candidates through Facebook
– Reaching candidates through Twitter
– Reaching candidates through You Tube
39.
40. Converse & Connect with
Candidates
http://www.linkedin.com/companies/make-a-future---
careers-in-bc-education
41.
42. What will be next?
More use of video to share what it’s like to
work in specific towns, cities and workplaces
Find more ways to provide authentic
information about the look and feel of
working in a particular place
43. What should we do now?
Research where you should be in the virtual
world
Gear your recruitment to your generation
Be aware of the varieties of opportunities
available to reach applicants
46. How Can SDs & Make a Future – Careers in
BC Education Do Together?
Data
Tracking trends to inform practise
How many applicants are looking for what?
Are they finding your jobs?
Are we getting the right skill sets?
47. Janet Stewart, Director
Make a Future – Careers in BC Education
www.makeafuture.ca
www.twitter.com/makeafuture
www.linkedin.com/in/janetstewart
contactus@makeafuture.ca