6. Parallel Processes Orientation/ On-Boarding Bias-Free Recruitment Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development
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8. Components to a Strategy Establish Team Assess Support Plan Implement Commit
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11. Components to a Strategy Establish Team Support Commit Plan Implement Assess
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13. Components to a Strategy Establish Team Assess Commit Plan Implement Support
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15. Components to a Strategy Establish Team Commit Support Assess Plan Implement
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17. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Employee Development Retention Strategy Development Bias-Free Recruitment
25. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Employee Development Strategy Development Bias-Free Recruitment Retention
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27. Orientation/ On-Boarding Recruitment/ Appointment Keeping Motivated Career Development Retention Strategy Development Bias-Free Recruitment Employee Development
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Hinweis der Redaktion
A strategy is a road map. You might get to a destination without it, but certainly not in the most efficient and timely manner.
Demographics: SK Aboriginal % - ~15%, 141,890 Aboriginal people 47.02% of SK Aboriginal people were 0-19 yrs of age compared to 24.12% among non-Ab ppl
Qualifications alone are not always reflective of the best candidate. There is a myth among hiring managers that the higher the education for a position the better they will be. So we end up with janitors with PhD’s.
1. Specific – Objectives should specify what they want to achieve. 2. Measurable – You should be able to measure whether you are meeting the objectives or not. 3. Achievable – Are the objectives you set, achievable and attainable? 4. Realistic – Can you realistically achieve the objectives with the resources you have? 5. Time – When do you want to achieve the set objectives?
These are steps involved in advertised processes. Although there are many other staffing options, they typically use some combination of these steps.
Situational factors: Testing format, time given for the test, personality of the examiner. Aboriginal people have historically suffered broken trust by harsh educators (such as the residential school system) and could be very adversely affected by a stern examiner Tips: Ensure the invitation to the test includes a notice that individuals may request accommodation for the testing phase (ie. Disabilities, test anxiety, etc.) Prepare and train examiners on how to be accommodating, on what they can be flexible with, and on how they can, with their personality, help put test takers at ease Give test takers time to set up their “area” before the test time begins Examiner could, in light conversational tones, use humour to break the ice Examiner should ensure that all necessary information is supplied to the test takers (test process, location of washrooms, etc.) and invite test takers to use the washroom before starting Inform test takers that they may feel free to ask questions by raising their hand (or whatever the accepted procedure is).
Some interview best practices to consider are: - Providing 30 minutes before the interview for candidates to review the interview questions and prepare their thoughts - Using the first 10 minutes of the interview to establish rapport through conversation – no writing, no notes, no interview questions, just simple friendly conversation - For interviews involving Aboriginal people, arrange the chairs in a circle
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