TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Author: Lauren Friese (page 1 of 27)

Gen Y Recruitment Insider – November 15, Vancouver

Wow, what a night! TalentEgg’s Vancouver Gen Y Recruitment Insider was another fantastic success!

In partnership with the University of British Columbia’s Sauder School of Business Career Centre, we welcomed an enthusiastic crowd of human resources professionals from such diverse fields as retail, forestry, finance, and more.

The room was buzzing right from the beginning, as attendees gathered in booths and in the centre of the room to meet, catch up, and share common goals and challenges.

The conversation was only paused when the presentations began. First up was Denise Baker, the Assistant Dean of the Hari B. Varshney Business Career Centre at Sauder. Then I shared a bit of information about TalentEgg and unveiled our latest research about Gen Y and employers.

After another great networking break, Kirsti Stubbs, Starbucks’ Program Manager, Staffing, took the stage and provided an insightful case study outlining the activities that Starbucks has undertaken to succeed in campus recruitment with a very limited budget. The audience was hanging on to her every word.

After the presentations, the room erupted into a buzz of idea sharing once again, and everyone enjoyed the drinks and appetizers that were being served by 131 Water Kitchen & Bar staff.

Thank you to Kirsti for sharing her case study, and to everyone else who attended last night!

We will be publishing all the insider data we shared at the events very soon. In the meantime, check out these photos and tweets from last night’s event:

Continue reading

Gen Y Recruitment Insider – November 9, Calgary

Last night’s Gen Y Recruitment Insider in Calgary was a huge success! Employers from the oil and gas industry, as well as employers representing finance, hospitality, retail and many more, joined us for an evening of networking, peer-to-peer learning, and two egg-cellent presentations.

The first presentation, by TalentEgg, shared data collected from employers across the country and showed how that data compares with what students want and need in campus recruitment. Many of the attendees were also curious about TalentEgg, so we were happy to give an overview of our history and what we do for our clients, some of whom were in the audience!

Our featured speaker, Helen Rol (Team Lead – Early Talent at Suncor Energy), was fantastic! She gave attendees an overview of Suncor’s campus strategy and outlined her “Aha!” moments along the way in her more than 20-year recruitment career. Helen was so engaging that the audience kept her on stage with numerous questions after her presentation.

Thank you to Helen and everyone who attended for making our Calgary event so egg-citing!

If you are interested in attending our Vancouver event on Tuesday, November 15, featuring Starbucks’ Kirsti Stubbs, click here for more information!

As noted in our recap of the Toronto event, we will be sharing slides from all three of our Gen Y Recruitment Insider events after the Vancouver event, so stay tuned. In the meantime, here are some pictures and tweets from last night!

Continue reading

StatCan: Egg production increases in 2008

We always knew that there were a lot of good eggs out there looking for high quality internships, summer jobs, student jobs and entry level jobs, but it was great to come across this information on Statistics Canada this morning: Apparently, as we launched TalentEgg in 2008, Egg production increased!

Statistics Canada Chart 4: Production of eggs, Canada, 2000-2009

All yokes aside, our launch and subsequent re-launch toward the end of 2008 coincided with one of the toughest job hunting periods in history for Canadian youth, a situation from which the country still has not truly recovered. Lots of eggs, not a lot of cartons.

However, with new companies joining TalentEgg.ca every month and lots of employers creating internship and new grad programs behind the scenes, we know what a lot of young eggs still don’t know – the situation is improving.

Working so closely with employers, career centres, faculty, student leaders, and students themselves, we also have unique insight into the overriding problems in campus recruitment. Namely, the mismatch between what employers are looking for both superficially (grades, egg-citing resumes, egg-cellent interviews) and truly (top talent that can quickly make an impact in their organizations), and what students are offering to them in the recruitment process.

Over the past (almost!) 3 years, we’ve produced literally thousands of resources for students, and with each iteration of our site, aim to improve both the resources themselves and the way that students find them.

We’ve also done a fair bit of speaking and writing aimed at employers, with the goal of helping employers gain a deeper understanding into student life and student decision making. This is something we’ll be devoting more of our resources to in the coming months.

As a company that was born out of a real-life experience, and that is so organically and completely connected to student/recent grad life, we truly identify and represent the student voice in Canada. Stay tuned for (much, much) more.

On Campus Recruitment: Identifying the Superstars

This is a guest post by Claire Westgate who is the Events & Employer Services Coordinator at the University of Toronto Mississauga Career Centre. Claire came to the UTM Career Centre after working both at the St. George campus and in corporate recruitment.

There is always a flurry of activity in the Career Centre in September, with students submitting applications, employers posting jobs, and the Career Centre is packed with students and their concerned faces – “is my application good enough?” “who else applied?” “If I don’t get a job now, what will I do?  Will I have to go to Grad School?”.  We spend countless hours encouraging students to apply to campus recruitment jobs, helping them with their applications, and assuring them that one way or another, they’ll be successful in the workplace.

Despite this, from the hundreds of students who apply, it’s often the same small group that are interviewed for each and every company.  Clearly, a decision has been made that in order to “narrow the pool”, students need to meet a certain level of criteria to make the cut – and this means the same group of Commerce students with 4.0 GPAs are interviewed.

Career ServicesNot that these few students aren’t brilliant, but considering that our campus is close to 11,500 students, I’d suggest the odds of missing out on some spectacular candidates are pretty high, and would like to take this opportunity to offer you some ideas on reaching the rest of the talent, and encourage you to consider branching out.

Case StudyMissing the Mark

Natalie graduated in 2010 from the Communications program.  Her degree was a BBA – not a BComm, which many organizations had requested during on-campus recruitment season.  She wasn’t selected for any interviews, despite having some great experience and a serious passion for communications.  Natalie had worked retail, volunteered, and spent countless hours building her own website and blog – but to no avail.  In the end, Natalie was hired (by networking) for a new marketing coordinator position at a mid-sized company.  Single handedly, in the first four months, Natalie has revitalized the website, created new branding materials, boosted social media use, and shot video and photo for materials – company sales are up 38%.  Think this has something to do with this amazing candidate?  Imagine what she could have done for the organizations that passed her by in recruitment season.

Tip! Look beyond the degree.  Arts, Science, and other degree students have far more to offer than you might assume from their discipline.  Look for “fit” factors – are they passionate about your field?  You can teach them the technicalities – but you can’t teach them to have drive and enthusiasm for their work.

Case Study: The Company that got it Right!

Jasper was a non-traditional student.  He’d never normally have considered participating in campus recruitment, because he figured he didn’t “fit” the mould.  He wasn’t on the campus club executive, and he didn’t stand out in his classes in the same way the “squeaky wheels” did. He was a good student, though, and got respectable grades.  He applied for one job anyway in September – and believe it or not, he was hired.  His peers were dumfounded – students who thought for sure they were a “shoo in” couldn’t believe they’d been passed over. Here’s the thing, though – on Jasper’s resume, the recruiter had noticed that he’d had some experience in another country.  Turns out, Jasper was the youngest of a large family and the first in his entire family to go to University.  Upon arriving in Canada, he’d identified a need to help developing nations – and helped start a scholarship fund, which has become extremely successful.  He didn’t brag about this – and fortunately, the recruiter took the time to look a little closer and invite him for an interview on a hunch – resulting in an amazing fit and a great hire.

Tip! Look outside the obvious.  We realize that it’s more efficient to “narrow” the pack by cutting off the applications at a certain GPA or with a certain degree, but there are thousands – literally – of amazing candidates that might not fit the “textbook” mould but would do a lot for your organization in terms of diversity, creativity and broadening your workforce.  You could have the 10 “traditional” students, or, you could branch out and find a slightly different type of superstar who’ll bring a whole new set of skills to your organization.

Most Importantly….

Look at what students are doing, and ask yourself: why? Rebecca Markey, Career Counselor, advises “look for the students that are doing activities because they are personally invested and interested in doing them.  A student with an innate sense of leadership and community engagement is a far, far better fit for your company than someone who is only volunteering because they’re trying to catch a recruiter’s eye”.

Visit campuses.  Engage with students OUTSIDE recruitment, such as at networking events and career panels.  These are the real chances to identify the superstars – those with real passion and drive, who’ll be a great fit for your company.

Older posts

© 2021 TalentEgg Trends

Theme by Anders NorenUp ↑