TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Category: Optimizing for Gen Y (page 2 of 24)

Why BMO Financial is Investing in Students and Early Talent Through Authentic Student Experiences That Leave a Lasting Impression 

Professional skills and soft skills are vital for new talent to have when entering the workforce. But what does that truly look like for students who are making their first school-to-work transition? Are they set up for success before getting their first full-time job, or do they still have more learning to do?

As Lisa Kramer, Director of Enterprise Campus Recruitment & Early Talent Programs at BMO Financial says, “In the years that I’ve been in the campus recruiting space I would say there is still a gap between what students are learning in their academic programs and the skills and capabilities necessary to work in a corporate environment. That’s why I think it’s important for us as employers to provide those types of experiences and learning opportunities to students when they’re coming in”. This is one of the reasons why BMO launched their new BMO Student Experience this past year. It focuses on investing in the future workforce, recognizing and providing opportunities for development to increase hiring conversions and foster a culture of authenticity, growth and development.

We had the chance to speak with Lisa to learn more about the BMO Student Experience and how BMO is positioning themselves as an employer of choice on campus and beyond.

A Return on Student Investment

Lisa started with BMO a year ago to transform the recruitment strategy for students and early talent and highlight what it’s actually like to work for BMO. “We’re trying to drive higher conversion rates – “recruit once, hire twice” type of mentality, so when we get students in the door, we show them how awesome it is to work here in hopes that they return for subsequent work terms or join us upon graduation”, Lisa says. Historically, BMO has had good programs and hired many students, but their team identified the need to offer more than just work experience and training. This is where the idea of the BMO Student Experience was developed. 

From TalentEgg’s most recent survey, 71% of post-secondary students and grads said that the most important thing they’re looking for in a career is gaining job experience, building their future career paths and development. So it’s important for organizations to showcase how they can offer these requirements to students as well as provide real, authentic examples. This is something that BMO has done very well through their presence not only on campus but online as well. 

“One of the big things for us was utilizing social media and making sure we could connect with students in a more authentic and engaging way. Moving away from the reliance of the “corporate speak” on the web page and start to tell stories about what it’s really like to work here”, Lisa comments. The BMO campus team has focused on telling real stories about students who work at BMO, as well as letting students and their recruitment team takeover the BMO Campus Recruitment Instagram account and host Instagram Live sessions where students across North America have access to their team. 

New Campus Influencer Program

One of the key components of the new strategy was introducing BMO’s Campus Influencer Program. While many organizations have an ambassador program, the BMO team wanted to do something different, something that would resonate with students and how they’re currently engaging with content, branding and goods. Enter: Influencers — the biggest wave of marketing to take over the laptop and cellphone screens of Gen Z and Millenials. “We’re seeing a lot of students and early talent that are heavily influenced by individuals on YouTube and Instagram, so it’s really a play on that. We took students who worked for us over the course of last summer and who were returning to campus to help us amplify our message”, Lisa says. BMO’s Student Influencers are communicating through their own personal social media accounts and using their own networks to spread the word about BMO. 

The benefits? BMO amplifies their employer brand through students who can authentically share their experiences with the company, point interested candidates to the right connection and provide feedback and invaluable information back to the BMO recruitment team about what students are interested in and how they want to connect with BMO as an employer. 

“It’s been fantastic to have that intel because obviously in a perfect world we’d love to be on campus every day, every campus, every program connecting with students but that’s not possible. So the influencer program has been a really great extension of our campus recruiting team.”

What Students can Expect

To continue investing in student development, a part of BMO’s strategy includes a Student Leadership Summit that will be held for returning students this year. Students will have the opportunity to spend three days at the BMO Institute for Learning with their peers to network, build leadership skills, hear from BMO leadership and more. “By investing in them and their skills, it’s our hope that this is just the start of a very successful career with BMO that will continue in the years to come”. 

Throughout their time with BMO, students are given the opportunity to gain professional skills through networking within the business and connecting with other students outside of work through the BMO Social Squad. They also learn practical nuanced skills such as using Excel or PowerPoint. In addition to what the campus team has created, all students have access to BMO U which is an online learning tool where students can complete thousands of courses for free during their work term. “We hope that by providing that experience they will, in turn, have a great work term and will want to come back and work for us again. This obviously helps drive conversion and it’s really our investment in our future workforce. We need to invest now to help identify the talent that we need in the long term.”

Final Advice for Students and Fellow Employers

Lisa provided some final pieces of advice to both students and fellow employers. For students, it’s so important to make connections. Of course, students should do their research and come out to see BMO when they’re on campus, but they should come prepared and reach out to recruiters. “We had a BMO Hangout at one school where the recruiter met with 10 students and hired 8 of them!”, Lisa highlights. As an example, Lisa suggests instead of saying “Hey, here’s my resume, do you have a job for me?”, students should come with personal and focused outcomes, like “Hey Lisa, I saw BMO on campus at this particular event, I heard [name] speak about XYZ and that’s an area I’m really interested in and was wondering if you could tell me more”. “Making that personal connection is key if you want to stand out”, she says. 

For fellow employers, Lisa comments on the importance of playing a key role in the development of future leaders. 

“Some schools and programs are certainly invested in the development of soft skills and we do certainly see in our campus recruiting efforts that students are better prepared. However, I think it’s important, if we’re truly looking for a diverse workforce, that we’re helping. We [as employers] play a part in this development and shouldn’t just rely on our school partners to prep students. It’s our role to help drive that forward. I do think it needs to be a partnership between employers and educators in terms of getting our early talent and future workforce ready for the roles of the future.”

“Once students have that first job, in order to truly build [their] career, it’s the soft skills and professional development that we really need to help students with. Things like how to write a proper email, how do you present to different levels within the organization, what level of detail do you provide in those communications? Those are all nuances that are important for students who are coming into organizations to learn, and it’s our role as an employer to help that with that.” 

Students entering the workforce value the opportunities to continue learning and developing skills that will help them in their career journey. 88% believe they need additional training to launch their career, according to our most recent Survey. Lisa and the BMO campus team are focused on doing just that. To learn more about BMO’s Reimagined Student Experience, see their student-focused article on TalentEgg here.


Lisa’s a disrupter…currently transforming the Enterprise Campus Recruitment and Early Talent Program at BMO!  Lisa began her career in student recruitment right after university, developing her talents at three universities (Laurier, Waterloo, and Ryerson), before taking her expertise to the corporate world, where she has taken student recruitment practices to a higher level. ATI Technologies, CGI, Siemens, Accenture, and RBC have all benefitted from Lisa’s expertise. Lisa was the inaugural winner of Talent Egg’s Campus Recruiter of the Year Award in 2013.  Lisa is known as an accomplished and flexible leader who leverages strong interpersonal skills and teamwork to achieve business objectives. By defining and implementing a shared vision, she’s driving results and excellence across her team. When she’s not at the office, she can most likely be found in an arena with mobile phone in hand, watching her two daughters and balancing life as a busy working hockey mom!

Coaching – New Paradigm for Effective Leadership

Leadership is critical in today’s evolving business environment. Leadership affects the culture, people, and the organization’s overall ability to succeed. But the age-old question remains the same – what makes a good leader? We spoke with Susan Pahl, Founder & CEO Shift Coaching Inc., to get her perspective on leadership and the role coaching plays in leading a successful team.

Name: Susan Pahl

Occupation: Founder & CEO Shift Coaching Inc.

Susan Pahl is the CEO and Founder of Shift Coaching, a leadership development and corporate coaching company. Shift Coaching develops leaders, teams and organizations to adapt change and grow. 

“To me, leadership is not a position, a title or a set of traits. It is the ability to get others to want to work together and even struggle to achieve a shared goal. The ultimate form of leadership is to enable each member of the group to bring their best self and best efforts to bear on the goal at hand,” says Susan.

Analyzing the Trends

Susan engaged in extensive research to understand the new trends in leadership development and get ahead of the curve.  She was particularly struck by the data that showed the impact of coaching on productivity, culture and employee engagement in business across a variety of industries.

“According to a study by Bersin & Associates, now a part of Deloitte, leaders that coach are 130% more likely to realize stronger business results. In addition, organizations with a culture of coaching achieve 21% higher business results. These are astounding numbers. When your leaders use coaching as an integral tool of management, the business grows.”

Research by Zenger Folkman found that “more than 60% of employees who report to managers who are not good coaches are thinking about quitting.” This is based on more than 500,000 360-degree assessments on 50,000 leaders. Coaching is a fundamental tool to not only bring out the best in people, but retain them too.”

Susan also identified what many modern leaders struggle with. She describes how “command and control leaders rely on their own skills and abilities to solve problems and be the experts. This new world requires multiple people and multiple brains to be able to navigate this fast-paced increasingly complex world we live in.” Instead of taking an authoritative approach, Susan suggests that leaders need to know how to create “a collaborative work environment where people can think for themselves, solve problems and be innovative.”

Finding the Niche

The reality today is this: “There is no playbook or training program to address the complexity that people are facing today,” Susan comments. Constant adaptation to change, competition for attracting and retaining top talent as well as employee development are just some of the ongoing tasks that managers need to think about.

“The role of HR is changing. How do we prepare people to work, lead and learn effectively in the complex constantly changing world? To start we need to support HR professionals and career educators to become coaches and equip them with the skills to support others.”

Identifying the gap between employees’ expectations and managers’ ability to meet them, Susan came up with the idea for Shift Coaching. “I wanted to provide a program that covered all the essential elements of coaching in the context of the business environment with practice, reflection and feedback that would fit in with a business person’s busy schedule,” says Susan. She adds that “every leader needs A coach and that every leader needs TO coach.” So really, Susan teaches others to learn by doing. Those who participate in the program not only learn how to coach others, but they also get coached themselves.

Coaching Leaders

So how does The Shift Corporate Coach Program work? It is built for business leaders and it stands apart from other coaching programs because it incorporates the business context, is efficient and is integrated into the leaders’ workday. Unlike other programs that only provide a generic overview of coaching or require a significant time investment, Shift Coaching equips participants with practice, reflection and feedback that fits within a business person’s busy schedule.

Participants learn core coaching concepts through an experiential hands-on process. As a result of completing the program, according to Susan, leaders can:

  • Generate improved productivity
  • Reduce conflict across the organization
  • Increase the response to managing and implementing change
  • Use industry-leading leadership tools to grow staff and develop people 
  • Create a renewed vision and strength in their approach to developing the corporate culture
  • Create a greater focus on the art of relationship-building throughout the organization; with direct reports, peers, stakeholders and clients 
  • Explore the benefits of using coaching conversations in everyday applications as well as in formal protocols

Shift Corporate Coach Program recently opened up for new grads in an effort to shape the leaders of tomorrow early on.

“Becoming a coach early in a new grad’s career will prepare them to have healthy approaches to the people issues and have the ability to coach others, preparing them for positions of leadership. We have heard so many of our [more mature] participants say that they wished they had these skills 20-30 years ago and how their careers may have been very different. So we said: “Why wait?” – let’s bring this to new grads and help them get coaching skills early on.”

Constantly Evolving

It’s evident: the change is here. The massive challenge of adapting and evolving together with the industry is something that every business manager (current or aspiring) needs to embrace.

“Robert Keagan calls it “Constructive Destabilization” in his book “An Everyone Culture”. He says that, if you can perform your role to a high level, you are actually no longer in the right job. As soon as something is working perfectly, it is time to blow it up and move up to the next level. He suggests running into useful trouble and using this trouble to learn and grow. This is the opposite of “business as usual”. Pain + Reflection = Progress.”

Susan comments that HR professionals will only be able to grow by introducing desirable and purposeful challenges in their work lives. Learning and development programs are a safe way of practicing to combat these difficulties.

“Ongoing development must be woven into the daily fabric of working life and people’s limitations will be seen as their growing edge. Organizations need to aggressively seek opportunities for their leaders to practice, experiment and learn in this new changing environment. They also need to change how they evaluate and develop leaders,” says Susan. Her passion for better leaders of tomorrow is evident in everything she does.

If you’re ready for the next step in your leadership development, explore what Shift Coaching has to offer. Do you know a soon to be or a recent grad that might benefit from the Shift Corporate Coach Program™️?

TalentEgg is proud to partner with Shift Coaching to offer young professionals an exceptional leadership development opportunity give-away valued at $5,000! Find out more here!  

How Are You Helping to Build the Workplace Critical Skills Pipeline?

When describing what differentiates top talent amongst students and new graduate candidates, we often find ourselves referencing their ‘soft’ or workplace critical skills.  Things like creativity, teamwork, critical thinking, problem solving, and leadership.

As employers, we seemingly all want these skills to be a part of the candidate profile for our new graduate programs, summer internships, or open positions on campus.  And, if the expectation is that students come prepared with these skills when they arrive in the workplace, I wonder how can we as career educators and campus recruiters help students to identify, acquire, and nurture them before they land their first job?

For me, the approach is two-fold:

I think it starts with helping students to become fluent in the art of articulation, reflection, and offering up evidence.

Let’s work an example – communication skills. We know that having a student simply state they are a good communicator is not enough.  Rather, it’s how they demonstrate they are a good communicator through examples or description that sets them apart.

Fellow campus recruiters, I am offering up a challenge to you here.  Let’s commit to trying to better articulate our needs. Continuing with the ‘good communication skills’ example, what if we said something like this in our postings:

‘Persuasive business writing, active listening, comfort delivering critical or difficult messages, and strong presentation skills are essential for successful communication in our organization’.

The more specific or articulate we are, the more a student has got to work with and reflect on.  They can start to assess whether they have demonstrated these skills and attributes in their studies or work to date, come up with evidence to support it, and if a gap exists, have a clearer goal to work towards.  If  Year 1 students knew what you were truly looking for in terms of workplace critical skills when they embarked on their program, think about where they might be by the time they graduate.  Perhaps ‘top talent’ would be more plentiful?

While these notions are by no means new, it stands to reason that by providing students with ample opportunity to reflect on and to talk about their skills in meaningful ways (whether it is a part of their experiential learning, course work, co-op, or even workshops) the more comfortable and confident they will become in talking about their workplace critical skills as potential candidates.

The second piece is all about providing additional opportunities to develop and nurture workplace critical skills while in school.  Case competitions, challenges, portfolios or workplace critical skills passports, skills badging, and experiential learning are all great ways to achieve this.  Think about how you can get more involved in these types of initiatives.  While yes, the time investment does need to be there to make it most effective, you will be doing wonders for your credibility, brand, and building up of the pipeline of the skills you’re ultimately wanting students to have in their toolkit.

Challenge yourself.  In your next round of engaging students – how will you help them to get really good at articulating, reflecting, and evidencing their workplace critical skills?  What opportunities will you provide to develop and nurture them?  Happy skill building!

 


Trevor Buttrum is an award-winning career education and campus recruitment leader with 15+ years of experience in the space.  He is currently the manager of a national program focused on building the talent pipeline for the next generation of the property and casualty insurance workforce.

 

Your Complete Guide to Canadian Campus Recruitment

The eighth annual TalentEgg National Campus Recruitment Excellence Awards and Conference took place on Wednesday, June 19th, 2019 and we are happy to say that it was an egg-cellent day of learning and collaborating on best practices in student, new graduate and early career recruitment. The TalentEgg Awards and Conference marks a moment when employers, nonprofits, campus recruitment professionals, and career educators come together for a day to discuss different approaches to support youth employment and professional development. We would like to sincerely thank everyone who joined us for the event, and we can't wait to see you next year!

All Awards and Conference attendees got to take home our 2019 Guide to Canadian Campus Recruitment. This valuable resource gives employers and HR professionals crucial insights into recruiting Gen-Y and Gen-Z job candidates, including best practices, tips on how to use social media effectively, and what matters most to students, new graduates and early career professionals when it comes to starting their careers.

If you missed out on the conference, you can still access TalentEgg's key findings from our Gen-Y and Gen-Z research and recruitment insights gained from our work with the Student Judges of the TalentEgg Awards! We’re offering a free digital download of the 2019 Guide to Canadian Campus Recruitment right here!

Here’s a sneak peek of what you’ll find in the 2019 Guide:

  • Candidates' recruitment pet peeves
  • Why your employer brand needs CSR
  • Unique experiences to develop your future talent pipeline
  • Connecting with early-career professionals
  • Why and how to connect online with potential candidates
  • How your recruitment efforts can be everywhere, all at once
  • The importance of continuous learning and incorporating it into your onboarding
  • …and more!

Get your free copy of this essential resource!


2019 Guide to Canadian Campus Recruitment

Please complete the following for access to the free download.

Your Name (required)

Your Email (required)

Company

Older posts Newer posts

© 2020 TalentEgg Trends

Theme by Anders NorenUp ↑