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5.4.1

Develop and implement actions to support the effective recruitment of employees to the Region.

greenstatusFinal update (September 2014)
The Recruitment Strategy involves developing and implementing a series of actions designed to support the effective recruitment of Regional employees. Several activities have been completed including the piloting of recruitment through Facebook in the fall of 2011 for Engineering positions. The pilot substantially increased the total resumes received over previous recruitments for these positions. A process for identifying hard-to fill positions across the organization was implemented and as a result, Human Resources has partnered with client departments to develop and implement strategies for recruiting for identified hard-to-fill positions. An Apprenticeship Program was developed as well as processes and research to support the hiring of foreign trained professionals. Currently, Human Resources are conducting research to identify venues to advertise Regional job vacancies for diverse population groups. The Region has also:

  1. Identified advertising venues to reach diverse groups (this is part of the consolidation of advertising proposal);
  2. Developed a recruitment strategy for Registered Nurses at Sunnyside; and
  3. Exploring how to leverage survey results in recruitment.

Outstanding items still in development include the development of formalized internship programs or the creation of junior level positions, and the development of targeted advertising for vacancies to diverse groups.

Progress Update (September 2013)

1. Identified advertising venues to reach diverse groups (this is part of the consolidation of advertising proposal);
2. Developed a recruitment strategy for Registered Nurses at Sunnyside; and
3. Exploring how to leverage research results in recruitment.

Progress Update (January 2013)

In order to retain, recruit and develop skilled, motivated and citizen-centered employees, a number of actions have occurred.  Several activities have been completed to support the effective recruitment of Regional employees during the past year.  

The Region piloted recruitment through Facebook in the fall of 2011 for Engineering positions. The pilot substantially increased the total resumes received over previous recruitments for these positions. A process for identifying hard-to fill positions across the organization was implemented. As a result, Human Resources has developed and implemented strategies for recruiting identified hard-to-fill positions (e.g. the creation of a Junior Engineering position).

In addition, human resources processes to support the hiring of foreign trained professionals have been researched and documented. Currently, Human Resources is conducting research to identify diverse venues to advertise Regional job vacancies.

Progress Indicators

  • Apprenticeship Programs implemented
  • Pilot completed
  • Survey implemented
  • Employer of Choice strategies researched & developed
  • Actions implemented for "hard to fill" positions

 

greenindicator   Strong progress achieved   2011-2014 Strategic Plan (PDF)
yellowindicator   Moderate progress achieved   2011-2014 Strategic Plan (RTF)
redindicator   Progress needed   2011-2014 Strategic Plan (Flash)