TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Tag: recruiter (page 1 of 4)

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!  

Announcing the Finalists for the 2019 TalentEgg National Campus Recruitment Excellence Awards

Today’s the day! TalentEgg is egg-cited to announce the finalists for The 2019 TalentEgg National Campus Recruitment Excellence Awards! On June 19, 2019 at the Globe and Mail Centre in Toronto, we’ll be celebrating the winners of the TalentEgg Awards, exploring and sharing new trends in recruitment with our expert speakers and panelists!

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 campus recruitment strategies. Our panel of student judges had their work cut out for them with so many amazing applications. It was definitely a close race!

We invite you and your team to join us at this year’s Awards and Conference for this fun and informative day-long event! We’re currently offering discounted early-bird group and individual ticket rates until 5pm on Friday, May 17, 2019. Don’t miss the 2019 TalentEgg Awards and Conference and be sure to register now to take advantage of these reduced ticket rates!

Drum roll, please!  Without further adieu, here are your 2019 Finalists!

2019 TalentEgg National Campus Recruitment Excellence Awards Finalists

Please note: Finalists are listed in no particular order.

Best Grad Program

Best Campus Career Website

Best Internship/Co-op Program

Campus Recruiting Program of the Year

Campus Recruiter of the Year (Individual)

  • Rodrigo Mall, Consultant, Talent Acquisition – Campus (Bell)
  • Jennifer Husband, University Program Manager (Colliers International)
  • Chelsea Assimes, Campus Program Manager (Visier Inc.)
  • Dean Linzel, Talent Acquisition Partner (IBM)

Best Contribution to Student Career Development (Employers)

Best Recruitment Marketing and Outreach

 

Special Award for Innovation by a Career Centre

  • Université de Sherbrooke

Best Social Media Presence

  • IBM
  • Deloitte
  • Colliers International
  • Bell

Special Award for Social Responsibility in Recruiting

Best Campus Ambassador Program

  • Colliers International

Best On-Campus Student Engagement Strategy

  • Visier Inc
  • IBM
  • Colliers International
  • Bell

Best Contribution to Student Career Development (Schools) NEW

  • Red River College Student Employment Services
  • Georgian College Career Success Team

Career Coach of the Year (Individual) NEW

  • Jesse Sahota – McMaster University, Engineering Co-op & Career Services
  • Mr. Sonny Wong – Ryerson University

Our eighth annual conference and awards continue to highlight and explore the best practices, emerging trends, and innovations in student and new graduate recruitment with expert advice and shared strategies in employer branding and talent acquisition. TalentEgg is so excited to offer another opportunity for collaboration, discussion, and congratulations between Canada’s top recruiters, nonprofits and career centres.

Thank you to all of the employers, career centres and educational institutions who participated this year. Want to join us at the conference? Get your tickets here!

 

6 Tips For Creating A Winning TalentEgg Awards Application

It’s that time of year again! The applications for the 2019 TalentEgg National Campus Recruitment Excellence Awards & Conference are officially open!

The #TEAwards are an egg-cellent opportunity for top employers, career centres and educational institutions to be recognized for their egg-ceptional work, as well as gather valuable feedback from students and recent graduates on their campus recruitment initiatives.

We know you’re ready to get cracking on those submissions, but before you do, we wanted to share a few of our top tips and tricks for crafting an award-winning application.

1. Get organized

The first thing you should do is decide which award categories best fit your initiatives – and with 17 awards, you have plenty to choose from. To get started, make a shortlist of the ones you want to apply to and carefully read through the descriptions to ensure your team’s efforts meet the outlined criteria.

Here are the categories for this year’s TalentEgg awards:

EMPLOYER AWARDS

  • Best Grad Program
  • Best Campus Career Website
  • Best Internship/Co-op Program
  • Campus Recruiting Program of the Year
  • Campus Recruiting Program of the Year for a nonprofit NEW!
  • Campus Recruiter of the Year (Individual)
  • Campus Recruiter of the Year for a nonprofit (Individual) NEW!
  • Best Recruitment Marketing And Outreach
  • Best Social Media Presence
  • Special Award for Social Responsibility in Recruiting
  • Best Campus Ambassador Program
  • Best On-Campus Student Engagement Strategy
  • Best use of AI in Recruitment NEW!

EDUCATIONAL INSTITUTIONS

  • Best Contribution To Student Career Development
  • Special Award For Innovation By A Career Centre
  • Best Digital Recruitment Campaign By An Educational Institution
  • Career Coach of the Year (Individual) NEW!

For more details, head to our website!

2. Gather your materials

Each awards submission is composed of two parts. The first is the mandatory online application. We ask all applicants to fill out a short form and provide a brief overview of the initiative being submitted for review.

Note: The Campus Recruiter of the Year and Career Coach of the Year (Individual) awards application are slightly different. For these awards, we ask for a short description of the nominee’s achievements.

The second component is the supporting documentation. We request all documentation to be presented in PDF format and attached with the application form. For this part, you can embed links to online presentations, websites, or other types of media to support the application and demonstrate the impact of your efforts.

Over the years, we’ve noticed that our judging panel tend to favour applicants who are able to support their achievements with solid evidence. Speaking of which…

3. Know your audience

Your work will be judged by an eggs-clusive panel of top students. In other words, your target audience for your campus recruitment initiatives. Therefore, to help ensure your application is well-received, you need to tailor it for a younger demographic.

Here’s what we recommend:

      • Use terminology that everyone can understand. Avoid industry jargon words and phrases.
      • Communicate in a Gen Z and Y-friendly voice. Aim for casual and conversational, but still professional.
      • Speak directly to the wants and needs of students. Check out our Guide to Campus Recruitment to get key insights from students & grads.

4. Show your work

So you think your organization had the best recruiting program of the year? Great – we want proof! Including quantitative data like statistics or percentages can help strengthen your claims and create a comprehensive application.

Another factor all winning applications have in common? Visual appeal. To stand out to the judging panel, try:

      • Using a style and branding that is similar to your other campus recruitment material.
      • Incorporating visual evidence, such as screenshots, logos, videos, etc., to illustrate your application.
      • Including pictures of your student/new grad employees and/or campus recruiters to help the judges better connect with your organization.

5. Keep it concise

With so many submissions to evaluate, most of the judges will likely only spend a short time evaluating each application. A text-heavy application will not appeal to a Gen Z and Y audience. The key is to provide as much detail as possible, but also keep it concise.

To do this, include only the most relevant and impressive information and use bulleted lists or graphs to convey your points wherever possible. Also remember that you can provide links to any social networking accounts, online media, and additional information you want to include.

6. Be creative

Don’t be afraid to flex those creative muscles when crafting your application! The goal is to create a submission that stands out from the competition in a memorable way and the best way to do that is to be innovative.

Think outside the box by leveraging new technology as much as possible. For example, you could create a video or a slide deck for your application instead of a traditional text document. You could also use infographics to represent your data in a modern and visually appealing way.

Just make sure that the end result is accessible and easy-to-navigate. It doesn’t matter how flashy your application is – if the judges can’t understand it, they can’t engage with it.

Follow these tips and you’ll be well on your way to creating a top-notch #TEAwards application. Good luck!

 

Interested in sponsoring the event? See the sponsorship opportunities here!

5 Non-Traditional Networking Events Your Talent Pool Will Love

Students and grads want a variety of ways to connect with potential employers.

But out of all the options available, networking events reign supreme. In fact, 78% of our student panel picked this type of event over others like information sessions and career fairs. It makes sense why this would be the case: if you’re trying to get hired, getting face time with a recruiter can be invaluable. Additionally, even if you don’t land the gig, establishing that relationship might open other doors down the road.

But it’s not only students and new grads who benefit from these kinds of events! Networking enables recruiters to ask the thoughtful questions that allow you to get to know potential candidates on a deeper level; something that is not always possible at more high-volume engagements.

However, if you really want to stand out to your talent pool, try attending or hosting one of the following events!

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