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Announcing the Finalists of the 2020 TalentEgg National Recruitment Excellence Awards and Conference!

Congratulations to the finalists of the 2020 TalentEgg National Recruitment Excellence Awards and Conference! We are so egg-cited to celebrate you and announce the winners at our first ever VIRTUAL Awards and Conference on July 8, 2020. 

The TalentEgg Awards applications are evaluated by a team of top student judges from across Canada, who give a student perspective and first-hand feedback on career development programs and employer branding and recruitment strategies. Our panel of student judges had their work cut out for them this year. With so many amazing applications, it was a close race!

Please join us at this year’s Awards and Conference to celebrate the winners, and tune-in to insightful panels with our egg-cellent lineup of expert speakers from the recruitment and career development space. We will be sharing critical insights from our COVID-19 Student, New Grad and Early Career Survey conducted this spring to understand how the pandemic is impacting Canada’s young job seekers and influencing employers’ future recruitment strategies. We will explore virtual tools and practices to help employers continue to engage and attract top candidates in the “new normal” of remote recruiting. We will also share best practices and new solutions for welcoming back employees to the workplace and students to campus — safely — in the months to come!  

Don’t miss out! Registration is open until July 7th, 2020 at 11:59 pm EST. 

Now, what you’ve really been waiting for: your 2020 Finalists!

2020 TalentEgg National Recruitment Excellence Awards Finalists

Please note: Finalists are listed in no particular order.

EMPLOYER AWARDS FINALISTS

BEST GRAD PROGRAM

BEST CAREER WEBSITE

BEST INTERNSHIP/CO-OP PROGRAM

CAMPUS RECRUITING PROGRAM OF THE YEAR

  • CIBC
  • PwC
  • Abbott
  • Blackberry Limited
  • Bell Canada
  • First Capital
  • Ontario Teachers’ Pension Plan

RECRUITING PROGRAM OF THE YEAR FOR A NONPROFIT [NEW]

CAMPUS RECRUITER OF THE YEAR (INDIVIDUAL)

  • Gaby Patenaude – Campus Recruitment Program Lead (EDC)
  • Trevor Buttrum – Manager, Career Connections (Insurance Institute)
  • Griffith Dias – Recruiter, Early Talent Acquisition, Corporate Functions (RBC)
  • Chelsea Assimes – Campus Program Manager (Visier)
  • Jennifer Brownhill – Campus Talent Acquisition Partner (CIBC)

BEST EMPLOYER BRANDING AND OUTREACH

BEST SOCIAL MEDIA PRESENCE

SPECIAL AWARD FOR DIVERSITY AND INCLUSION IN RECRUITING [NEW]

SPECIAL AWARD FOR CORPORATE SOCIAL RESPONSIBILITY IN RECRUITING

BEST CONTRIBUTION TO STUDENT CAREER DEVELOPMENT

BEST USE OF STUDENT COMPETITIONS FOR RECRUITMENT [NEW]

  • Visier
  • CIBC -GLDP/TLAP All-Comers Thought Forum
  • Bell Canada
  • Abbott

BEST RECRUITMENT BRANDING STRATEGY BY A PROFESSIONAL OR INDUSTRY ASSOCIATION [NEW] 

EDUCATIONAL INSTITUTION AWARD FINALISTS

SPECIAL AWARD FOR INNOVATION BY A CAREER CENTRE

  • Ryerson University, Ted Rogers School of Management  WINNER!

CAREER COACH OF THE YEAR (INDIVIDUAL)

  • MomentswithBren
  • Luki Danukarjanto – FOCUS Inspired
  • Jen Coombs – Dalhousie University – Rowe School of Business
  • Jennifer Morozowich – Humber College
  • Ibiyemi Balogun – Ryerson University, Ted Rogers School of Management

Thank you to all of the employers, career centres and educational institutions who participated this year. We look forward to connecting with you at our conference to celebrate all the finalists and announce the winners of the 2020 TalentEgg National Recruitment Excellence Awards. Get your tickets here!

How Workplace Culture and Recruiting Top Talent Go Hand-in-Hand. An Interview with Gaby Patenaude from Export Development Canada

Workplace culture is an important aspect of any happy and productive working environment. There’s something to be said, though, about organizations that go above and beyond to showcase what the culture in their workplace actually looks like. Students, new grads, and early career professionals are digitally savvy and do their research to find the best fit for them. Even if your workplace culture is out-of-this-world-amazing, are you telling your story effectively? Are young candidates seeing it, hearing about it, watching it? If they aren’t, there’s a chance that you’re losing top candidates to other employers who are taking the extra steps to highlight the quality of their teams, culture and why they are the best place to work.

Export Development Canada (EDC) is one of those employers who strongly supports employee culture while also showing it in an authentic and engaging way. We had the chance to speak with Gaby Patenaude from EDC who shares how their organization lives and breathes culture, community, personal growth, professional development and so much more to ensure that candidates know that they are working for one of the best employers in the country. Read the full interview below.

Meet Gaby

Gaby is the Campus Recruitment Program Lead at EDC and has been with the company for three and a half years. Starting as a new grad, Gaby knows first hand what it’s like to make that school-to-work transition. She also understands how important it is for employers to step up and showcase what it’s like to work at a particular organization. Gaby manages the whole student-employee lifecycle – from campus events, partnerships with schools and interviewing candidates, to providing programming, onboarding and support once students are in the door and on the payroll.

Go, Grow and Succeed’ at EDC

EDC’s culture is unique with a variety of inclusive employee-led committees, community giving programs, professional development workshops, and a “state-of-the-art gym” to support their employees — both in work and in personal growth. “As someone who was really actively involved in my university community, I really value the giving nature of EDC,” Gaby comments.

“Community involvement is embedded in everything we do, whether…when EDC employees worldwide take a day to do volunteer work with over 40 organizations or to our stellar CSR practices embedded into the business transactions we make every day. I think that kind of purpose is really what younger generations seek in an employer. Somewhere where their values can come to life at work.”

Having initiatives like employee-led committees also allows employees to connect with so many more peers and leaders that they otherwise wouldn’t have access to. “It lets employees feel like they have a wide variety of what I like to call ‘work extracurriculars’ because there are so many ways for people to get involved at work outside of what is listed on their job description.”

“Through these committees and their events, I have met so many new people and flexed new muscles as I took on side projects totally unrelated to my role. That is so rewarding and definitely lends to an inclusive workplace culture. No matter where people are in the hierarchy, they can really make a difference.”

Shouting Out Your Culture To Top Talent

All of these amazing initiatives and activities that are ingrained in the culture at EDC would be lost on new candidates if their team wasn’t active both on-campus and online to spread the word. Gaby cautions employers not to completely limit themselves to one strategy or the other, but to really look for a balance. “It’s a balancing act of that digital side to reach broad audiences, but [also] creating a space for highly specialized, in-person interactions.” EDC has found that dedicating specific and targeted strategies to both digital and in-person experiences has been enormously beneficial in their overall recruitment and employer branding strategy.

“TalentEgg has been instrumental in us reaching broad audiences with country-wide digital campaigns with hot new tools like Instagram takeovers. The nice thing about digital content is that in most cases it is there to stay and you keep referring back to it if candidates want to do any self-led research. I think it’s important to have digital brand awareness about your employer.”

Striking that balance, Gaby found that the most success they’ve had is with smaller scale, highly specialized events.

“For instance, partnering with campus clubs and associations to host case competitions in topics where we want some fresh insight, or hosting career spotlight events where students come and experience what it’s like to work in a certain role or career.”

Tell Your Story Authentically 

While it’s vital to tell your employer story both in-person and online, Gaby stresses that it’s important to have authentic and transparent content.

“I think the more transparent the better! We’ve found the best success in our recruitment campaigns when we really connect with students. For example, during our Instagram takeover with TalentEgg, we let a student a day take over TalentEgg’s account and take us through a day in their life: from their walk to our downtown office, to their 1:1 with their leader, to their gym session at lunch, or lunch on our rooftop patio. This was a way better indication of their impact and life at EDC than any thoughtfully worded job poster.”

Gaby also stresses the importance of showing candidates that you truly care about them as a potential hire, that they aren’t just another number. EDC did this by hosting a TalentEgg Talks Live where students and grads asked Gaby live questions. She was able to give the audience across Canada a deep-dive 30-minute session about EDC instead of a quick 1-minute conversation at a career fair.

“Recruitment is all about allowing the candidate to really be able to picture themselves in a role and envisioning their happiness and success in that role. TalentEgg has been great in shining light on the new and upcoming strategies for things like social media recruitment marketing, mobile marketing, and others. This has also been proven in bringing students into our office and introducing them to employees. It allows them to put a face to a job and see what someone’s career path was to get to where they are.”

Advice for Fellow Employers and Final Thoughts

“It’s important as an employer to show that you are developing people and not just employees. It’s a two-way street – employees will invest more in their jobs if they know their employer is investing in them. The reality is that if you as a company aren’t staying up on trends, or putting in a caring approach to employees, those employees will go to the next employer down the street that is doing a better job. So I think employers really have an obligation to take their employees seriously and give them the best caring culture to support their best work.”

That’s one of the reasons why Gaby started her career with EDC. She emphasizes why it’s so important for young people to know that their employer will be there for them in the best of times to push them forward, but also on those not so great days.

It’s important to not only rely on being present online and on-campus, but also to tell your employer brand story, bringing it to life and helping future candidates see what their future could be like at your organization.

How Employers Can Support Students in Their School-to-Work Transition. An Interview with Jesse Sahota, Career Development and Relationship Manager

Career educators and coaches play a vital part in the success of developing future talent. This support doesn’t end once students finish their degrees – career educators continue to assist students in their school-to-work transition, and this benefits not only students but also employers. Though, it’s important for employers to be involved in career planning as well. From employer branding, showcasing workplace culture, holding events, managing campus ambassadors to connecting with students before they even start their first day can have a great impact.  We explored this topic with Jesse Sahota, Career Development Relationship Manager in the Engineering Co-op and Career Services office at McMaster University, who also won Career Educator of the Year at the 2019 TalentEgg Awards. Read on to learn how Jesse supports his students, fosters relationships with employers and his advice on ways employers can connect with students to assist in their school-to-work transition.

Starting His Career with Purpose

When Jesse first envisioned his career, he believed he was going to work in the advertising industry one day, “designing commercials for Audi or working for Kellogg’s redesigning their Fruit Loops cereal boxes,” he says. During his final year at university, he landed a job in a wealth management firm as a recruiter, which eventually led him to his passion for helping others find their careers. And what a long and meaningful career it has been for Jesse so far! With over 15 years of experience in Career Coaching and Education, Jesse’s current role is comprised of three pillars that facilitate student success. He works to pursue new business development leads while maintaining existing partnerships in the engineering and business communities. The second pillar is coaching students using personalized strategies. “Pain points differ depending on where the student is at in their recruitment life cycle,” Jesse says. Whether students come with generic resumes and cover letters, or are looking to get more involved on campus, Jesse helps them on their career journey. Finally, the third pillar to Jesse’s role is collaborating with employers who are looking to create a stronger brand on campus.

“Our department’s “Employer of the Week” series brings employers to campus where I assist in orchestrating events, such as employers in the lobby, resume roasts, bus trips, Instagram takeovers and lunch and learn workshops.”

Supporting Students on their Career Journey

Jesse’s department supports students through a variety of workshops and individual appointments to prep them before the start of their co-op work term. “In Engineering Co-op and Career Services at McMaster University, the transition from the classroom to the shop floor or boardroom is exceptionally smooth,” he comments.

“Having been in this industry and in my current role for so long, I’ve had the opportunity to meet many of our employer partners on-site. These meetings give me the opportunity to provide a unique perspective and “inside scoop” when coaching students on what to expect at their new job.”

One of the most memorable career highlights was taking five students to Silicon Valley in San Francisco for their Big Ideas Contest. Students were given the opportunity to learn from top innovators and develop their professional skills. Five students, management staff and the Dean of Engineering visited Tesla, Apple, Google, Facebook, Corning and several start-ups during their trip. This is a great example of how Career Educators are creating experiences for their students to showcase their innovative engineering solutions, build invaluable networking opportunities and learn about the possibilities. While Jesse and his team created this opportunity for students to learn, he ended up taking away a lot for himself too.

“It was an eye-opening experience for me as it provided the opportunity to connect with McMaster Engineering alumni and further solidified my understanding that our graduates are changing the world.”

What Can Employers Do for Students?

While career educators help to set students up for success in launching their careers, Jesse shares some ways in which employers can make students feel welcome and valued before they even start working. Jesse comments that not only will this showcase the organizations’ culture, but it will also prepare students for the road ahead. Reaching out to students after they’ve accepted their offer, even if it’s well in advance of their start date, can have a positive impact.

“A welcome email with details regarding what to expect on their first day is a great way to get the student excited about their new adventure by winning their heart and mind. Many organizations are taking onboarding seriously by allocating a personal mentor to each new hire – a strategy that I find highly effective.”

Another way Jesse suggests employers get involved in students’ transition is during the offer stage.

“When employers present an offer to a student, I would suggest that they invite the student to their site, provide them with a tour of their facility, introduce the student to a mentor, connect them with the current student(s) that are working there, and take them out for lunch or coffee. This approach is an excellent way to strengthen the student’s commitment to the employer’s brand. It’s a win-win strategy.”

Build Your Brand Recognition – Get on Campus!

Providing the opportunity for students to connect with employers in-person is always a great strategy when it comes to recruiting the right talent and finding the best candidates to fill your talent pipeline.

“Employers are encouraged to come to campus and meet our students, run workshops, attend hackathons, partner with student groups and, ultimately, connect with career offices on campus. Getting in front of students and answering their questions in-person establishes a connection, builds stronger brand recognition, and these students can then become brand ambassadors for employers by telling their friends what they’ve learned.”

Whether you’re an employer looking to connect with and hire students or you’re a fellow Career Educator, you can learn from Jesse’s unique approach. “My career is something that I truly enjoy and I love knowing that I have had a hand in helping someone else find their dream job or career.”

Get in Touch

jsahota@mcmaster.ca

905-525-9140 ext 24432

https://www.linkedin.com/in/jesse-sahota/

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!

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