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How-to HR Workshop: Recruitment and Selection of Skilled Immigrants Advanced Workshop. How-to HR Workshop. Advanced Workshop Sponsored by: Alberta Employment and Immigration. Welcome. How-to HR Workshop. Presented by:
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How-to HR Workshop: Recruitment and Selection of Skilled Immigrants Advanced Workshop
How-to HR Workshop Advanced Workshop Sponsored by: Alberta Employment and Immigration
How-to HR Workshop Presented by: [Insert Catalyst Solutions Group Logo; Facilitator’s Name, Information]
How-to HR Workshop - Format Advanced Workshop (PM): The aim of this advanced workshop is to focus on strategic and tactical approaches to finding and effectively evaluating the qualifications of skilled immigrant candidates. It will include sourcing, screening and interviewing techniques and examine these to ensure that selection bias doesn’t occur due to cultural differences.
Advanced: Our Learning Outcomes Understand the importance of competency-based job descriptions to attract the most qualified job candidates while minimizing possibilities for selection bias. Identify sourcing channels to attract skilled immigrant job candidates. Identify resume and telephone screening techniques that will assist them in selecting the best candidate for the job while ensuring cultural awareness in the recruitment process.
Advanced: Our Learning Outcomes Identify behavioural interviewing techniques that will assist in selecting the best candidate for the job while ensuring cultural awareness in the recruitment process. Describe various techniques for a strategic HR approach to create an action plan.
Ground Rules Participate – everyone’s ideas and experience counts Patience – with yourself and others Consideration – for different views Respect – for one another and for differing views Consultative vs. Confrontational Embrace – ambiguity and change Learn and have fun!
Re-cap of Foundation Workshop:Learning Objectives Describe impending labour market challenges and demographic realities globally, nationally and regionally and how strategic workforce planning is a business imperative. Recognize the importance of using cultural competence as a key to employing skilled immigrants and leveraging cultural differences to improve organizational effectiveness. Recognize the value of recruiting from the skilled immigrant talent pool to drive innovation, influence creativity, boost revenue and growth and meet their labour market needs. Describe various techniques for a strategic HR approach to create an action plan.
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Full Movie
Competency-based Job Descriptions What are competency based job descriptions? Job descriptions are important in the hiring process, but the question “What duties, tasks, and responsibilities are involved in this job?” has become “What competencies are required to succeed on the job?”.
Competency-based Job Descriptions You need a competency-based job description that will provide greater flexibility in assigning work, allow you to group jobs that require similar competencies under a single job description, and lengthen the life cycle of your job descriptions.
Competency-based Job Descriptions A competency-based job description includes the job title, relevance of the position, major responsibilities, critical criteria, preferred criteria. Identify critical competencies by conducting a competency analysis, a process by which you determine the Knowledge, Skills, Abilities, motivations, and other requirements necessary to perform a job successfully. Source: Klinvex, O’Connell and Klinvex. Hiring Great People. McGraw-Hill (1998)
Cultural Dimensions (Geert Hofstede) Individualism / Collectivism Egalitarianism / Power-Distance Tolerance / Uncertainty Avoidance Competitiveness / Harmony Masculinity / Feminism Source:Geert Hofstede. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill U.S.A (2004)
How-to HR Workshop – BFOR What does BFOR stand for? A bona fide occupational requirement (or BFOR, for short) is a standard or rule that is integral to carrying out the functions of a specific position. For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship.
Process for Determining a BFOR a) Step one: Establish a rational connection Was the rule adopted for a purpose rationally connected to the performance of the job? b) Step two: Establish good faith Did the employer adopt the rule in an honest and good faith belief that it was necessary to the fulfillment of a legitimate work-related purpose? c) Step three: Establish reasonable necessity Is the rule reasonably necessary to the accomplishment of that legitimate work-related purpose?
BFOR Examples of Job Specific Tests Examine an existing example of a BFOR
BFOR Examples Give us some examples of BFORs that would work in your environment using the following guides. Step one: Establish a rational connection Step two: Establish good faith Step three: Establish reasonable necessity
Competency-based Job Descriptions DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 1: Essential vs. Non-Essential Skills
Sourcing Practices What sourcing channels does your organization use to recruit talent? Describe how your traditional sources may not be reaching out to the wider pool of hidden talent?
Sourcing Practices Strengths and Limitations of Existing Sourcing Practices What could be the strengths and limitations of the sourcing channels you currently use to attract diverse talent?
Sourcing Channels DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 2: Attracting Qualified Skilled Immigrant Job Candidates
Sourcing Channels – Best Practices Several practices to connect with a more diverse set of qualified candidates are mentioned in the video such as: A statement that diversity is valued on all recruiting materials An understanding of the value of international experience A dedicated webpage entitled “International Professionals” to invite applications from skilled immigrants Attending job fairs, making connections with immigrant-serving agencies, government programs, and professional bridging programs
Resume Screening DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 6: Screening Resumes of Skilled Immigrant Job Candidates
Group Exercise Find someone you have not worked with. Review Tarek Khan’s resume together. Identify items that you would use to screen-out this candidate. Identify items that you would use to screen-in this candidate. What factors does your organization use to screen candidates?
Telephone Screening DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scenes 4 / 5: Telephone Screening Interview
Telephone Screening - Limitations Do you use telephone screening as a way to screen candidates? What limitations do you think telephone screening may have when interviewing skilled immigrants? Why is interviewing skilled immigrants over the phone sometimes challenging? What cultural differences are you able to identify when conducting a telephone screening interview with a skilled immigrant candidate?
Telephone Screening - Limitations Remember that skilled immigrants may have difficulty communicating via telephone since they cannot use gestures and facial expressions as cues. Remember that “foreign” accents and intonations tend to be amplified in a telephone conversation, so manage any biases and ensure this does not negatively affect interviewers’ perceptions of foreign-born candidates. Adapted from: Conference Board of Canada. Immigrant-Friendly Businesses Effective Practices for Attracting, Integrating, and Retaining Immigrants in Canadian Workplaces. (2009)
Telephone Screening – Best Practices Ensure your interviewing teams are trained in cross-cultural communication techniques. Ensure the skilled immigrant candidate is aware that telephone screening is the first stage of the interview process. You may chose to provide all candidates with the questions prior to the interview Inform all candidates at the start of the interview that they can ask to repeat the question and ask questions at the end of the interview. Adapted from: Conference Board of Canada. Immigrant-Friendly Businesses Effective Practices for Attracting, Integrating, and Retaining Immigrants in Canadian Workplaces. (2009)
Competency-based interview? What is a competency or behavioural-based interview? Competency-based or behavioural interviews focus on past performance as a predictor of future performance.
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 7: Interviewing Skilled Immigrants
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 8: Tell Me About Yourself
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 9: Social Activities
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 11 /12: Assertiveness
Interviewing Skilled Immigrants DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 13 /14: Past Accomplishments
Interviewing Questions 1. Tell me about a time when you had to make a quick decision. How did you handle it? Instead: “What decisions did you have to make in your most recent job? Tell me how you made those decisions.” 2. If you went to your boss for a raise, why would you be doing it? Instead: “What contributions did you make to the company in your previous position?”
Interviewing Skilled Immigrants Questions to consider: Will you please tell me about your background? Tell me about your work experience? How would you describe yourself? How do you get along with people?
Cross-Cultural Interviewing DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 10: Call of Duty
Exercise: Business Idioms Lone Wolf Bite Off More Than You Can Chew The Bubble Has Burst A Fat Cat Call Someone’s Bluff Burn Your Bridges Someone Means Business In a Tight Corner The Buck Stops Here Come Full Circle
Cross-Cultural Interviewing DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 15/16/17: Colloquialisms and Business Idioms
Tips for Addressing Cultural Barriers Speak clearly and listen attentively. Be patient during prolonged silence and avoid probing too early. Ask only one question at a time. Refrain from using acronyms, industry/company-specific jargon, slang or idioms. Slow down and ask the candidate if they understand and/or if they have any questions. Ask for clarification if you don’t understand a word or meaning. Advise the candidate that they can ask to repeat the interview question and ask questions at the end of the interview. Some don’t even know they can!
Know the Signs of Cultural Disconnect If the interviewee asks no questions. If the listener is perpetually nodding and smiling. When you ask, "Do you understand?" and the listener replies with something like, "Yes, I think I do," or, "I'm pretty sure I got it," then you can assume your message has been lost “in translation”. Statements sound like questions.
Interview Guides DVD: Finding Talent - Techniques for Recruiting and Selecting Skilled Immigrants Scene 18 /19: Interview Guides
Impact of Cross-Cultural Values on Communication Source: Adapted from hireimmigrants.ca
Cross-Cultural Skills for Future Leaders Source: HRPA
Action Plan Developing an Action Plan to work with Hiring Managers
Developing an Action Plan Think about strategies needed: To augment change on an individual level when it comes to sourcing, screening, interviewing and selecting skilled immigrant candidates. To help hiring managers mitigate cultural differences to make a good hiring decision. To understand what changes must occur in your organization for it to hire more skilled immigrants and to become a more inclusive and culturally competent organization.
