1. Talent Acquisition at Calian

3. Why It Isn’t So Easy
We can get anyone we want in this market
Candidates will wait as long as necessary to hear
about an offer/will take any offer
Unemployed candidates are bargains
We are flooded with high-quality applicants
We don’t need search firms anymore
Candidates are desperate to find jobs

4. Why It Isn’t So Easy
EVP
Sourcing Strategies
Candidate Assessment & Selection
Onboard New Employees
Recruiting Function Strategy

5. Process
Hiring
Managers
Tools
Candidates
People
$

6. This is....

7. Problem Statement
Disjointed group of recruiters reacting to various hire
requests. Viewed as administrative in nature;
checking boxes, posting and praying.
How do we establish a recruiting function that is
recognized as a critical partner to our Hiring
Managers?

8. Stakeholders
Candidates
Hiring
Managers
The
Recruiting
Team

9. Guiding Principles
Calian's Vision
To be the most desirable Canadian company to work
for, buy from and invest in.
Calian's Mission
To be our customers' program delivery partner, by
providing value added systems and services in order
to assist them in achieving their business objectives.
Calian's Values
Integrity, Commitment, Teamwork, Initiative and
Quality

10. Calian Service Lines
Health
• Clinics – Walk-in and Family Physician Services
• Healthcare Services
Training
• Simulation Centre
• E-learning
Information Technology Professional Services
• Lab Management
• Project Management to Testing Support
Operations and Maintenance
• Fleet Maintenance
• Facilities Management

11. Recruiting Framework
People
Process
and Tools
Customers
• Structure
• On-boarding and on-
goingTraining
• Job Descriptions
• Performance Management
• Documented processes
• IT Support (ATS, website)
• Outside Service Providers
• Metrics
• Candidates
• Hiring Managers

12. Customers
Candidates
• Segregated by various characteristics
• EVP per grouping
• General and targeted marketing approaches
Hiring Managers
• Workforce Planning
• Education
HOLD THIS THOUGHT

13. Processes and Tools
Documentation
• Process flow diagrams
• Step by step details of process
• Various tools
Metrics
Outside Services
• Database access
• Background checks and security
IT Support
• Website support
• ATS

15. People
Structure
• Financial and candidate market realities
• Seat at the management table
Job Descriptions & Performance Management
• Process expertise, talent pipeline management &
strategic advisory capabilities
Training
• On-boarding
• On-going!

16. Structure
Recruiting
Manager
• Business Partner to Service Line Leader
• Manages Recruiting Team
• Ensures Adherence to Process
• Owns EVP for Candidate Pool
Recruiting
• Works with Individual Hiring Managers to execute on each Hiring
Action
• Manages Candidate Relationships
• Executes Recruiting Processes
Talent
Acquisition
• Works with Recruiting Managers and Service Line Leaders to
Understand Upcoming Requriements
• Proactively works to understand Labour Markets

17. Recruiter
Candidate
Experts
Closers
Specialist Assessor
Hunter Labour Market Knowledge
Negotiator
Metrics Driven Results Driven

18. The Recruiter Profile

19. Talent Acquisition Advisor
Candidate
Experts
Business
Influencer
Closers
Specialist Assessor
Hunter Labour Market Knowledge
Process Driver Problem Solver
Customer Focused Business Knowledge
Negotiator
Metrics Driven Results Driven

20. SOURCING
Major Phases of the Recruiting Process
QUALIFYING
CLOSING

21. Clarity Is Key
There is complete clarity around who is responsible
for each piece of the recruiting process
Recruiting owns the candidate
until the Letter of Offer is signed.

22. On-Boarding
It’s important
Hiring Managers – educate them!
• Walk them through the recruiting process - show them
how to leverage Recruiting.

23. What Have We Learned
Understanding is not built on one
conversation.
Message must be consistent.
Metrics speak to a broad audience.