Find People

Are you recruiting in ways that will attract the right people to your jobs?

This section focuses on the recruitment piece of growing your workforce. Getting the right people on board not only involves selecting the best candidate, but ensuring that they have applied for the job in the first place! Recruitment is defined as the “generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program”.

WHY IS THIS IMPORTANT?

The key reason people leave organizations today is the “lack of cultural fit” – a misalignment between the individual’s values and the values demonstrated by the organization in which they work. At the same time, individuals who join your organization need to have the right technical skills and abilities to complement your current team and expand our organizational capability.  In your recruitment and selection activities, your goal should be to hire the applicant who possesses the knowledge, skills, abilities, or other attributes required to successfully perform the job being filled. This means ensuring that you solicit the “best of the best”, identify key candidates and then successfully “close the deal” through your hiring process.

This section is to help you ensure that you are attracting the right people to your open positions from broad sources of talent, in the most cost-effective way.

BEFORE YOU BEGIN

Before you begin to find people, it is essential to have effective recruiting techniques to be able to attract the right people to your organization. You should ask the following questions:

  • Does your organization use effective techniques to get recruitment support?
  • What does your organization use to explore subsidies and other funding?
  • Do you know how to prepare job ad/posting to attract potential applicants to your organization?
  • Have you explored all the recruitment sources to find your potential applicants?
  • Does your organization provide diversity?

Get recruitment support

There are both publically-funded programs and private organizations that can help you meet your recruitment needs. This portal focuses mainly on free services for employers. It should be noted that there are a variety of private recruitment firms in Ottawa that can also help you with your hiring needs.

EMPLOYMENT ONTARIO OTTAWA NETWORK (EOON)

The Employment Ontario Ottawa Network (EOON) is comprised of nine agencies in eleven different locations in Ottawa, offering you a full range of employment services in both official languages.

Through the Employment Ontario Centres, employers can access the following services:

  • Access to more than 10,000 job seekers
  • Pre-screening of candidates based on your company’s needs
  • Additional recruitment support with free space provided for job fairs, one-on-one interviews, and help in planning meet- and -greet events with job seekers
  • Support and follow-ups to the employer/client during the training period

To access services, employers must meet the following criteria:

  • Be a registered business in the province of Ontario
  • Have 3rd party general liability insurance
  • WSIB coverage or alternate workplace safety insurance

Click here for more information: Employment Ontario Ottawa Network

You can also click on the links below to visit the Centre website for the location nearest to you.

POST-SECONDARY INSTITUTIONS

Post-secondary institutions offer a variety of free services to employers to hire students and graduates for work placements (paid and unpaid), temporary and permanent employment.

  • Algonquin College Employment Support Centre– Provides a variety of services to employers, including participation in Career Fairs, posting a job on their site, and providing interview and presentation space to meet with students and graduates at no charge.
  • Carleton University – Employer Services– Helps employers meet their recruitment needs with year-round support and activities. To post a job or register for a career fair, go directly to the portal CUHire here.
  • La Cité collégiale– Services offered to employers include assisting in recruiting competent candidates with solid, practical training to meet their human resource requirements, including free job postings with emails to graduates, space for interviews and information sessions, and an annual job fair in February.
  • University of Ottawa – Career Development Centre– Offers customized services to organize a successful recruitment or marketing campaign on campus, including employer presentations, job postings, on-campus interviews, information tables, and career fairs.
  • Willis College – Career Services– Helps employers meet their recruitment needs by giving them access to a wide range of qualified individuals for a variety of positions, including Business Administration, Networking, Health Care, and Social and Community Services. Free recruitment services are available, as well as hosting a co-op student (unpaid).

OTHER EMPLOYMENT SERVICES

There are also comprehensive recruitment support programs focused on increasing diversity and matching specific populations with employment.

Explore subsidies and other funding

There are numerous subsidies and other funding available for employers. In this section, we highlight several sites that provide comprehensive lists of this funding. We have also consolidated these sources under different headings for ease of reference.

You may want to go back to the comprehensive lists periodically to see what updates have been provided; we will also update this page on an ongoing basis.

COMPREHENSIVE LISTS

GENERAL INCENTIVES

HIRING YOUTH/GRADUATES

  • NEW –Ontario Youth Employment Fund – Employers will receive up to $6,800 to offset training and wage costs for new hires when they provide a job placement of four to six months to job seekers aged 15-29.
  • Canada Summer Jobs– Service Canada program provides funding for not-for-profit organizations, public-sector employers, and small businesses with 50 or fewer employees to create summer job opportunities for students between the ages of 15 and 30; could help you cover 50% of their wages.
  • Career Focus– You could get money to help you hire and pay college or university graduates, if you can give them useful work experience.
  • Carleton University’s Graduate Enterprise Internship (GEI) Program– Provides funding for 100 internships to small-and-medium-sized companies in southern and eastern Ontario.
  • Co-operative Education Tax Credit– To help create employment opportunities by providing employers with a refundable tax credit of up to $3000 for an Ontario post-secondary co-op student.
  • Industry-Academic Collaboration Programs (Ontario)– Learn about financing and support that may help you develop and commercialize innovative techniques, products and services in Ontario.
  • MITACS-Accelerate– A cost-shared R&D internship program that connects companies with Canadian universities’ research expertise at the graduate or post-doctoral level.
  • National Sciences and Engineering Research Council (NSERC) Partnership Opportunities for Companies– Explore their suite of targeted partnership offerings that connect you to experts at Canada’s universities and colleges.
  • NRC Industrial Research Assistance Program (IRAP)– A Youth Employment Program that provides financial assistance to innovative small and medium-sized enterprises in Canada to hire post-secondary science, engineering, technology, business and liberal arts graduates.
  • Skills Link– Need employees? You could receive money to hire and train young Canadians between the ages of 15 and 30 to work on your project.
  • Summer Experience Program– Grants Ontario program provides not-for-profit organizations, municipalities and Aboriginal/First Nations communities with funding to create meaningful summer employment opportunities for students.
  • Young Canada Works– Heritage Canada program that offers wage subsidies to employers in heritage or cultural organizations to hire summer students as well as post-secondary graduate interns.
  • Youth Employment Program– You could obtain financial assistance to hire a skilled post-secondary graduate to work on your innovative project.

HIRING APPRENTICES

  • Apprenticeship Job Creation Tax Credit (AJCTC)– A non-refundable tax credit equal to 10% of the eligible salaries and wages payable to eligible apprentices in respect of employment after May 1, 2006; maximum credit is $2,000 per year for each eligible apprentice.
  • Apprenticeship Training Tax Credit– A refundable tax credit that is available to employers who hire and train apprentices in certain skilled trades during the first 36 months of an apprenticeship program that commenced on or after April 24, 2015. Click here for apprenticeship programs that commenced before April 24, 2015.
  • Apprenticeship Completion Employer Bonus– Ontario employers are eligible for a $1000 Bonus as a taxable cash grant for each apprentice they hire and train who completes his or her apprenticeship training and has received a Certificate of Apprenticeship and where, applicable, a Certificate of Qualification.

SECTOR-SPECIFIC INCENTIVES

Prepare the job posting/ad

The Job Posting is the actual “ad” that you will post online, in a newspaper, etc. to advertise the current job opening. If you have taken the time to prepare an effective Job Description (see Write a Job Description under DEVELOP HR PLAN), then you should be a in a good position to prepare the job ads.

Having a clear job posting will help you to attract the right job applicants. Putting time and effort into clearly identifying what you are looking for in terms of skills and qualifications will save time later when you are screening applicants.  It is especially important if you are posting jobs on online job search sites that you use the right words to describe what you are looking for.

BASICS TO INCLUDE

Your job posting should draw from the job description, but will also include other important information about the position that is available:

  • Job title
  • Brief description of company/organization
  • Candidate specification
  • Qualifications and experience
  • Job description
  • Location and salary.

Components of an Effective Posting

Business Development Bank of Canada identifies these five key components of an effective job posting which are excerpted below:

  • Put the title of the job in bold. Make sure the job title is understood by everyone in your industry, and try to avoid using a job title that is unique to your own company.
  • Write a short “leader” paragraph, which is a few lines at the beginning of the ad to tell the reader why you are a good company for which to work. You might include your values, mission or vision. Has your company won an award recently? Is it recognized as an excellent place to work? Blow your own horn!
  • Describe the challenge. Summarize the most important parts of the job description: the handful of tasks that are most important and have to be successfully carried out.
  • List the qualifications you are seeking. Before you write this section, ask yourself and other key people in your company: “Who is our ideal candidate?” Collate these attributes and qualifications, check them against the job description you have prepared and list them in priority order. You won’t have room to list them all, so just list the most important qualifications.
  • Clearly state in the posting how you want applicants to apply for the job. State what items you want to receive (such as resume, references or other relevant documents), whether you want people to apply in person, by mail, via fax or via email. If you don’t want phone calls, state “No phone calls please.” Give a deadline date and time.

A JOB POSTING TEMPLATE

The PEI HR Toolkit includes the following Job Posting template that can be cut and paste into a new document and insert your own details. We have included the key content here for ease of reference.

{Title of Job}

{Location of Job}

Company: {Name of Company} provides {products or services the company provides} to {describe your customers}. {Name of Company} {explain why the company is a good place to work}.

Job Description: Your main responsibilities will be {give a detailed overview of the responsibilities of the position}. On a day-to-day basis, you will be expected to {list the main tasks associated with the job}. To achieve this, you will be working {alone, as part of a team, as leader of a team, etc.}. Your work will enable the company to {state why this job is important to the company}.

Requirements and Qualifications: You will be a {explain the type of person you are looking for: e.g. motivated, good leader, self-starter, etc.}. You will have completed (educational requirements} and will have a minimum of {years} of experience in {type of work}. You will have demonstrated strong skills in {name skills, e.g. time management, organization skills, leadership, communications skills} and will be {note any special requirements that the person will need to meet; for example, willing to travel, available for weekend and evening work, available on short notice, able to lift 50 pounds, etc.}.

How To Apply: Applications may be submitted by {mail, e-mail, fax, etc.} no later than {Deadline for Applications} to:

{Company Name}

{Competition Number: if applicable}

{Mailing Address}

{Telephone Number}

{Fax Number}

{E-mail Address:}

{Website Address:}

Attention: {person or position, if applicable}

ONLINE JOB POSTINGS

If you are preparing a job posting that will be going online, you will likely be asked to provide keywords to guide the job seeker’s search. Here are keywords that you should consider to ensure that your ad shows up in the results when suitable candidates conduct a search of online postings:

  • Job title (and other similar titles that may be used)
  • Education requirements
  • Any specific certifications or other qualifications
  • Key descriptors from the description of essential requirements and responsibilities

FIND OUT MORE (TOOLS AND RESOURCES)

Find candidates

Creative ways organizations seek new recruits determine the success of the organization.

WHY IS THIS IMPORTANT?

Finding candidates to fill vacant positions for important roles can often be time consuming and sometimes even difficult. During a search through stacks and stacks of applications and resumes you may discover that you can only find a few potential candidates to fill the desired position. In order to ensure you have a greater pool of candidates to choose from that reflects the desired qualifications you as an organization seek,  businesses and organizations must increasingly turn to new alternative and creative methods to find talented new recruits.

WAYS OF FINDING CANDIDATES

Internal Employees- This refers to the filling of job vacancies from within the business, where existing employees are selected rather than employing someone from the outside. As the employer, you may already have the right people with the relevant skills required to do the job. Through staff meetings and notice boards, will require less training as many are familiar with the organization and it will help retain staff.

Personal Networks- through the use of your own personal network, it is an efficient way to find experienced capable and qualified candidates to fill a vacant position. Fellow members of committees and boards as well as business associates may find candidates perfect for an open position within your organization. Letting these types of colleagues know that you’re looking to fill a position can open the door to a number of potential prospects. As people in the business world keep in touch with former employees, they may help refer you to talented individuals.

Job Fairs/ Career Networking Fairs: Job Fairs are a great way to expose employers, recruiters and schools to potential job seekers. This allows organizations to collect resumes and exchanging business cards

Colleges/ Universities: by contacting area colleges and universities for potential candidates. Head of departments are probably the best place to start for this avenue. They may be able to direct suitable student graduates as candidates for the position.

Internship: By offering internship programs can bring in students and let you get to know them before hiring them.

Apprenticeships:  Apprenticeship programs allows for an individual (the apprentice) the ability to learn a trade. It is a way to learn job skills while working and earning good wages. Apprenticeship combines both classroom and on-the job experience that lets you to earn a living while you learn a skilled trade.

Classified ad/ Newspaper related print ads: Newspaper ads are still a good way to attract a wide range of applicants. The classified ad can help identify potential job opportunities and categorizes jobs into subheadings so people can look through it and find jobs of interest that match their career stream.

ONLINE RECRUITING

Company websites: You can use your organization’s website to sell potential employees about your vision, mission, values and culture of the company.  By presenting your website in a way that demonstrates how people are valued, the organization’s commitment to quality and customers, can be an appealing marketing tool for prospective high-potential employees.

Social Networking Online: Social networking is one of the easiest ways for employers to recruit which gives a wide range of options to advertise the job vacancy.

Virtual Job Fairs: Virtual job fairs give the employers the opportunity to meet face-to-face with potential candidates and getting to know them.

Job Boards: The job board is a simple method that converts web traffic into potential candidates. Using job boards will provide your ad with exposure on multiple relevant job boards, by appearing within a rotating banner.

Advertisements in newspapers and magazines: Advertising in newspapers and magazines is a good way to attract wide range of applicants that are looking for senior or executive positions. Also, applicants also look for part-time or summer job employment in these advertisements.

CV databases: These are very much like dating sites, except they’re all about finding jobs rather than love. Potential employers subscribe so they can sift through thousands of potential candidates, and narrow down their options to a handful of interviewees.

FIND OUT MORE (RESOURCES & TOOLS)

Diversify your workforce

WHY IS THIS IMPORTANT?

HR Council cites these as key reasons why diversity is vital to organizational effectiveness. It will help you:

  • Support recruitment challenges and skills shortages
  • Improve employee satisfaction and retention
  • Provide better client service
  • Broaden community engagement
  • Foster innovation and problem-solving skills
  • Promote organizational values more fully

DIVERSE POPULATIONS

A diverse workplace has a strong mix of people who can bring their unique life experiences and perspectives to the table. You should consider recruitment strategies focused on the following groups to ensure that you have a diverse mix of people:

  • Aboriginals
  • Experienced Workers
  • Gender (i.e., women in a traditionally male area and vice versa)
  • Immigrants and Newcomers
  • Persons with Disabilities
  • Visible Minorities
  • Youth

BROADENING RECRUITMENT EFFORTS

A key step in creating a diverse workplace is to ensure that you are attracting and recruiting a broad range of candidates. Positive outreach and recruitment efforts that purposefully focus on increasing diversity can support an organization to achieve its business goals.

HR Council for the Nonprofit Sector highlights the following key components of proactively broadening your outreach and recruitment efforts which are excerpted here.

  • Get the word out
  • Build relationships with cultural groups and organizations that work with diverse communities
  • Promote the organization as a viable place to work
  • Connect with the volunteer base

Get the word out. Going through regular channels and contacting usual suspects may feel safer, easier or faster for busy managers, but it won’t bring new or increasingly diverse talent into organizations. Positions should be advertised in a wide variety of places, including community boards, settlement service agencies, employment service centres, cultural community groups, local community centres, local ethnic and community newsletters or newspapers, associations and organizations that serve ethnic communities and language schools. Efforts should extend beyond standard online and sector specific job boards.

Build relationships with cultural groups and organizations that work with diverse communities. Contact local immigrant serving agencies that provide employment advice and services to learn more about their programs (see Ottawa resources below). This raises an organization’s profile amongst new Canadians and those working with new Canadians. In addition, organizations can take advantage of programs such as temporary foreign worker programs, post-graduation work permits for international students and hire immigrants programs. In OttawaHire Immigrants Ottawa plays a key role in working with employers to hire immigrants.

Promote the organization as a viable place to work. Individuals may not be considering your sector as a viable possible employer; e.g., in some countries, paid employment in the not-for-profit sector is not common or desirable. Partnering similar organizations to increase the sector’s profile and attending job fairs and networking events increases an organization’s visibility in the community and challenges misperceptions about employment in specific sectors.

Connect with the volunteer base. Individuals will volunteer as a way to gain experience, build networks and find work. Volunteers should be made aware of any positions an organization is advertising, as some may be interested in applying.

10 WAYS TO DIVERSIFY YOUR WORKFORCE

Hire Immigrants Ottawa cites this article by Peter Fragale from Diversity Executive. The first five of these tips focus on attraction and recruitment, but all are important to consider to ensure the workplace to which you are trying to attract people is truly diverse.

  1. Embrace diversity: A diverse workforce is a true competitive advantage. Promoting a culture that values employees for unique skills, experiences and perspectives distinguishes an organization as all-inclusive, relevant and truly understanding of what customers want and need. In essence, it is a treasure trove of customer and business intelligence.
  1. Create a visual of your team: Keep ethnicity and gender data on hand so that hiring managers can create a visual picture of the individuals on each team. When numbers and percentages fail, this mental image of who is on the team can help senior leadership see where diverse populations are underrepresented or underutilized and especially compare them to the customer population.
  1. Build a hit list of superstars: Ask existing staff to refer potential recruits, since great employees usually associate with one another or can easily spot a top performer. Not hiring immediately? Collect and build a list of superstars to hire in the future. Keep in touch with them in the meantime.
  1. Network with diverse organizations: Develop relationships with ethnically diverse professional associations and organizations, as well as local community boards and civic associations. Also, connect with vendors and suppliers who share a value for diversity and alert them to job openings for which they may have a candidate.
  1. Set diversity expectations with recruiters: When using outside recruiters, ask for a diverse set of candidates and examples of high-caliber recruits they have recently placed.
  1. Invite staff into the inner circle: Create an environment of inclusion where all staff members feel valued, embrace the company’s mission, feel part of its vision and are fully tuned in with the organization’s business strategy.
  1. Let your employees shine: Acknowledge — and celebrate — your staff’s accomplishments and set them up for success. Give opportunities for employees to demonstrate excellence. In this recognition, make a point to celebrate them as a diverse individual, not just their work.
  1. Mentor and shadow: The best learning happens in the field, so develop a mentoring and shadowing program that pairs hiring managers with employees of different cultural or ethnic backgrounds or genders.
  1. Achieve employees’ dreams: Encourage leaders to know the career desires of the staff who report to them so that they will know when a promotional opportunity might be the best fit. It also gives the opportunity to challenge employees with new assignments that broaden their skills.
  1. Over-communicate: Relationships matter, and they are only built with repeated communication. This could mean deliberately initiating a conversation with an employee, listening to what they say, providing feedback and acknowledging their work. It should also take the form of an internal communications plan that tells employees what positions are open, how to apply, updates from HR, etc.

FIND OUT MORE (RESOURCES & TOOLS)

DIVERSIFYING YOUR WORKPLACE

  • Employing a Diverse Workforce: Making It Work– This comprehensive ALIS publication provides examples from Alberta employers on how to retain and engage a highly motivated and diverse workforce.
  • Inclusion and Diversity: Self Assessment– Direct link to an interactive tool provided in the ALIS workbook to assess current standing.
  • Embracing Diversity– SaskNetWork’s Hiring Strategies module includes a section on Embracing Diversity which focuses on hiring Persons with Disabilities, Aboriginal Peoples, Foreign Workers, Older Workers and Youth.
  • Diversity at Work– HR Council’s HR Toolkit provides tips and guidelines for creating a diverse workplace, including recruitment, including links to additional resources.

ABORIGINAL PEOPLES

  • Kagita Mikam Aboriginal Training & Services– Extends employment and training services, including employment counselling, access to computers and a job board, to all eligible Aboriginal peoples in their catchment area – between Ottawa and Oshawa.
  • Métis Nation of Ontario Education and Training (MNOET)– An HRSDC ASET Agreement Holder, provides a full range of employment training programs and supports for the educational success of all Métis across Ontario.
  • Minwaashin Lodge Employment & Training Readiness Program– Offers a traditional, Aboriginal readiness program for women to find meaningful work and/or training,  modeled on the teachings of the Medicine Wheel.
  • Tungasuvvingat Inuit (TI) Employment Support Program– An HRSDC ASET Agreement Holder, TI’s Employment and Learning Centre offers assistance with finding financial assistance for education, résumé writing, developing cover letters, and practising interview; also assists in removal of barriers to long-term employment success.
  • Aboriginal Job Centre (AJC)– Aboriginal job seekers can search for employment opportunities, whether it is by location, job sector or keywords; employers can publish job opportunities that are targeted towards the Aboriginal workforce.
  • Indspire (formerly National Aboriginal Achievement Foundation) – Distributes bursaries and scholarships and recognizes Canada’s Indigenous achievers; also provides a job board that connects employers with one of the fastest growing demographics in Canada.

EXPERIENCED WORKERS

IMMIGRANTS & NEWCOMERS

  • Hire immigrants– This website explains why it is important to diversity your workplace and provides 10 ways to diversify the workplace.
  • Employers Guide to Integrating Immigrants into the Workplace– This guide developed by Hire Immigrants Ottawa and the Ottawa Chamber of Commerce includes information on the benefits of hiring immigrants, assessing and providing training for improving language skills, working with cultural differences and preparing your current workplace for the integration.
  • LASI World Skills– Connects internationally trained individuals (ITIs) with Ottawa employers through free services, including: access to a pool of pre-screened, employment-ready newcomers, recruitment and screening, consulting services from diversity management experts, access to cross-cultural training, and coaching and mentoring services and programs, post-recruitment support, and recognition for and promotion of your best practices.
  • LASI World Skills Cross-Cultural Workplace Training– World Skills offers customized cross-cultural training for both internationally trained workers and employers. The program provides participants with a foundation of cultural understanding along with the necessary tools for cross-cultural competence and success in the workplace.
  • The Ottawa Chinese Community Service Centre– Provides a range of employment support services to newcomers at no charge, including Enhanced Language Training for Accounting Professionals (ELT) and a bridge-to-work program for internationally educated ICT professionals.
  • MAPLE 2.0 – Mentorship in Action– A national project that brings together employers with internationally educated professionals (IEPs) through internship placements to create employment opportunities for new immigrants and help employers enhance their intercultural understanding; managed by the International Talent Acquisition Centre (In-TAC) at the Ottawa Chinese Community Services Centre (OCCSC).
  • Canadian Technology Immigration Network– This website explains how immigrants bring a number of skills and experience that can benefit your business and the society.
  • Le programmeEmploi-CESOC– A program that helps Francophone newcomers with their job search.
  • La Bonne affaire (Opportunities for All)– Works closely with SME clients, newcomers in search of new job opportunities, and newcomer entrepreneurs.

PEOPLE WITH DISABILITIES

  • The Canadian Hearing Society  – Ottawa Regional Office– Employer services include consultations  around hiring individuals with hearing loss,  help in identifying human resource skill requirements, matching of position/workplace needs to participants’ skills, capabilities, interests and experience, and on-the-job support for success and retention.
  • Causeway Work Centre – Programs & Services for Employers– Works with employers to tap into a large pool of job-ready candidates with developmental disabilities; the ESP and Job Quest programs serve a wide range of workers in a variety of industries.
  • The Employment Accessibility Resource Network (EARN) is a community initiative, led by United Way Ottawa, that builds partnerships across communities to improve employment opportunities for people with disabilities. We provide a coordinated access point for education and expertise on employment, accessibility and workplace inclusion for both people with disabilities and employers. 613-228-6700 earn@unitedwayottawa.ca
  • ODSP Employment Support– Services to help people with disabilities get ready for work and find a job, or start up their own business.
  • ODSP Employment Support Service Providers– Find an ODSP employment supports service provider in your area who offers helpful employment services to employers and can help you your next talented hire.
  • Canadian Abilities Foundation Job Site– A web site for job seekers provides exposure to employers who are committed to diverse work places. It also serves as  a place for employers to recruit and hire people with disabilities cross Canada.

YOUTH