![]() Microsoft Training Courses. Learn to administer Microsoft technologies across any organization. Being a Microsoft-certified professional can increase your chances of. Increasing diversity through improved recruitment and hiring practices | Diversity at Work | HR Toolkit. Home » Resource Centre » HR Toolkit » Diversity at Work » Increasing diversity through improved recruitment and hiring practices. Increasing diversity through improved recruitment and hiring practices. To ensure the selection of diverse talent, HR policies and practices should be reviewed carefully to identify barriers and opportunities for improvement. Working towards increased and enhanced workplace diversity is not difficult or complicated– it’s about having solid HR practices. For a guide to good recruitment, hiring and selection practices, please visit the Getting the Right People section of the HR Toolkit. Reviewing HR policies and practices with a diversity lens highlights good recruitment and selection practices that help organizations focus on building a diverse workplace. Areas of attention could include: Broader recruitment efforts. Proactive outreach and recruitment efforts that deliberately focus on increasing diversity can support an organization when engaging a new audience. Some helpful guidelines are listed below: Get the word out. Going through regular channels and contacting usual suspects may feel safer, easier or faster for busy managers, but it won’t bring new or increasingly diverse talent into organizations. ![]() Positions should be advertised in a wide variety of places, including community boards, settlement service agencies, employment service centres, cultural community groups, local community centres, local ethnic and community newsletters or newspapers, associations and organizations that serve ethnic communities and language schools. Efforts should extend beyond standard online and sector specific job boards. Build relationships with cultural groups and organizations that work with diverse communities. Contact local immigrant serving agencies that provide employment advice and services to learn more about their programs. This raises an organization’s profile amongst new Canadians and those working with new Canadians. In addition, organizations can take advantage of programs such as temporary foreign worker programs, post- graduation work permits for international students and hire immigrants programs. Hireimmigrants. ca provides a listing of local connections to immigrant talent and related programs, including immigrant employment councils. This definition explains human resources (HR) generalist, a person who handles a variety of evolving HR responsibilities.Promote the organization as a viable place to work. Individuals may not be considering a nonprofit as a possible employer. New Canadians may come from countries where there isn’t an established nonprofit sector, or where paid employment in the sector is not common or desirable. Partnering with other nonprofits to increase the sector's profile and attending job fairs and networking events increases an organization’s visibility in the community and challenges misperceptions about employment in the nonprofit sector. To support major strategic and cultural shifts at Microsoft, the HR Reimagined initiative helped the company deliver a seamless, engaging HR experience for over. ![]() Connect with the volunteer base. Individuals will volunteer as a way to gain experience, build networks and find work. Volunteers should be made aware of any positions an organization is advertising, as some may be interested in applying. The HR Council's Working in Nonprofits section provides information on why individuals should consider working in the nonprofit sector. Resources to facilitate the recruitment of Aboriginal Peoples. on this page. A listing of Aboriginal media, such as BC’s Raven’s Eye or Ontario Birchbark, can be found at AMMSA.A national job board devoted to Aboriginal hiring , the ‘Inclusion Network’ is available at inclusionnetwork.Aboriginal employment officers at local Friendship Centres.Employment officers are among the first to receive new job postings and can be of valuable help to locate candidates. Contact local Aboriginal Human Resource Development Agreement (AHRDA) holders. AHRDA holders work directly with Aboriginal Peoples seeking employment and can help find suitable candidates. A full list of the 7. AHRDA holders is available. The Turtle Island Native Network is a resource that provides a listing of Aboriginal groups and organizations by province Aboriginal Human Resource Council Inclusion Network allows for the posting of jobs and has the capability to search for candidates through a résumé database powered through the Workopolis Niche Network Assembly of First Nations - Job Board Nation Talk – Job Board delivers communications by and between Aboriginal Peoples as well as non- Aboriginal organizations and companies that participate regularly within the Aboriginal community and economy Métis Employment Services offers employers the opportunity to post company job openings on the MES job board and possible circulation to selected community agencies within the targeted area Resources to facilitate the recruitment of people with disabilitiesjobs. Canadian Abilities Foundation's web site for job seekers provides exposure to employers who are committed to diverse work places. It also serves as a place for employers to recruit and hire people with disabilities cross Canada. Work. Ink. com is an online career development and employment portal for Canadians with disabilities. It provides job search tools, career guidance and resources pertaining to education and employment. Resources to facilitate the recruitment of experienced workers. Helping Experienced Workers Make the Leap: A Value- added Proposition. In the spring of 2. Comité sectoriel de main- d’oeuvre de l’économie sociale et de l’action communautaire (CSMO- ÉSAC) conducted a study designed to determine whether experienced workers, managers, coordinators and younger employees in the sector were interested in keeping people over 5. CSMO- ÉSAC also documented the issue of returning to work and integrating experienced workers from the public and private employment sectors into the workforce. In the fall of 2. CSMO- ÉSAC organized a day- long session for workers from all age categories and backgrounds as a follow- up for those who had participated in the study. These reflections have guided us as we put together this handbook for managers in the sector. We hope that members of Boards of Directors will also think about issues raised here as they consider how to keep the 5. Back to top. Reduction of bias in the selection process. Job Descriptions. To create barrier- free job descriptions: Separate essential and non- essential qualifications. Focus on what needs to be achieved (not how it will achieved)Use plain language (rather than sector- specific or HR jargon) Techniques and examples: Specify the need, rather than how it’s achieved. Examples: Instead of requiring a valid driver’s license, ask for the ‘ability to travel and provide own transportation.’ Or instead of requiring that a candidate reside in a given location, ask for ‘the ability to report to work within 3. Ask for ability wherever possible. This enables candidates with transferable skills to compete. Ability means the candidate has the potential to do the job, but may not have had the opportunity to develop the potential. Candidates can demonstrate ability through past achievements, including volunteer experience. Example: Instead of requiring knowledge of a law or experience in implementation, ask for the ability to learn, interpret and apply a law. Ask for related work experience. Instead of specific Canadian work experience, a certain number of years of experience, recent experience or transferable experience may be adequate. Example: Instead of asking for ‘three years experience as a tax auditor, ask for ‘experience in tax auditing involving a variety of industries, including several complex audits.’ Or instead of ‘experience with Word XP,’ ask for ‘experience with Microsoft Word’ or ‘or similar application.’Focus on the qualitiesor knowledge needed to perform the work effectively. Avoid focus on a specific credential (a degree, diploma, certificate or license). Include a credential in a job advertisement only when required by law (i. Registered Nurse) or where it is the only means of obtaining the skills, knowledge and ability needed to perform the work effectively. Specify thekind of communication required. Example: Specify ‘listening and/or speaking on the telephone’, ‘writing’ and/or ‘negotiating agreements’ rather than asking for ‘an ability to communicate effectively.’ Specify the working conditions. Elaborate the number of hours of work per pay period for a part- time position and the expected duration of the term for short- term positions.
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