Recruitment
par Julie Laplante
1. Data & Metrics
1.1. Quality of Hires
1.2. Time to fill
1.3. Retention
1.4. Top Sources
1.5. Diversity & Inclusion
1.6. Employee performance (first year)
2. Effective Onboarding program
2.1. Integration touch base
2.2. First Day
2.3. Compentencies base Training
2.4. New Hire communication
3. Candidate Experience
3.1. Mentorship & Buddy program
3.2. Integration
3.3. Culture & Values
3.4. Building Brand Loyalty
3.5. Influences retention and attraction
3.6. Internal Referal Programs
3.7. Impacts our company Bottom line
3.8. Verbal Decline
3.9. Offboarding
4. Talent Attraction
5. Diversity & Inclusion
6. Building our Employer Brand
6.1. Active participation in Industry Events
6.2. Building & Maintaining an active Linkedin Career page
6.3. Promoting our Employer Value Proposition
6.4. Networking with College, University and Alumni
6.4.1. DNA Program Awarness
6.5. Becoming an ambassador
6.5.1. Telling the story
6.6. Marketing collaboration
6.7. Leverage social media
6.8. Calendar Events
7. HR Technology & System
7.1. TNCA Career website
7.2. TNCA Linkedin Career Site
7.3. Workday Adoption
7.4. Posting and Broadcasting Campaign medium
7.5. Google Campaign
8. Succesion Planning and Internal soucing
8.1. 9 box grid participation
8.2. Proactive Recruitment Strategies
8.3. Pulse Meeting
8.4. Workforce Planning
8.5. Key Stake Holders Collaboration
9. Budget
9.1. Marketing collateral
9.2. Additional headcount
9.3. Training
9.4. Events
10. Full Cycle
10.1. Job description review
10.2. PSM : Partnership Strategy Meeting
10.3. Compentencies & Value Base Interview (Pilars) guides
10.4. Phone screening
10.4.1. face to face
10.4.1.1. Virtual