Recruitment
by Julie Laplante
1. Building our Employer Brand
1.1. Active participation in Industry Events
1.2. Building & Maintaining an active Linkedin Career page
1.3. Promoting our Employer Value Proposition
1.4. Networking with College, University and Alumni
1.4.1. DNA Program Awarness
1.5. Becoming an ambassador
1.5.1. Telling the story
1.6. Marketing collaboration
1.7. Leverage social media
1.8. Calendar Events
2. Data & Metrics
2.1. Quality of Hires
2.2. Time to fill
2.3. Retention
2.4. Top Sources
2.5. Diversity & Inclusion
2.6. Employee performance (first year)
3. Effective Onboarding program
3.1. Integration touch base
3.2. First Day
3.3. Compentencies base Training
3.4. New Hire communication
4. HR Technology & System
4.1. TNCA Career website
4.2. TNCA Linkedin Career Site
4.3. Workday Adoption
4.4. Posting and Broadcasting Campaign medium
4.5. Google Campaign
5. Succesion Planning and Internal soucing
5.1. 9 box grid participation
5.2. Proactive Recruitment Strategies
5.3. Pulse Meeting
5.4. Workforce Planning
5.5. Key Stake Holders Collaboration
6. Candidate Experience
6.1. Mentorship & Buddy program
6.2. Integration
6.3. Culture & Values
6.4. Building Brand Loyalty
6.5. Influences retention and attraction
6.6. Internal Referal Programs
6.7. Impacts our company Bottom line
6.8. Verbal Decline
6.9. Offboarding
7. Budget
7.1. Marketing collateral
7.2. Additional headcount
7.3. Training
7.4. Events
8. Talent Attraction
9. Full Cycle
9.1. Job description review
9.2. PSM : Partnership Strategy Meeting
9.3. Compentencies & Value Base Interview (Pilars) guides
9.4. Phone screening
9.4.1. face to face
9.4.1.1. Virtual