Consultation and needs analysis to determine client needs and organizational context

Labour market scans (external and internal) to develop labour market intelligence / profiles by skill set / competency / business line / diversity in the labour market / compensation market value.

Marketing material for a specific position, including but not limited to job profiles, job previews, job advertisements and job information packages that strategically market opportunities in a diverse, inclusive, and anti-racist way, including:

Development of a competency / skill profile for the position

Development of selection criteria for the position

Talent acquisition brand strategies.

Modern inclusive and anti-racist pre-screening assessments for inclusion in the sourcing material.

Labour market data and analysis to develop inclusive, barrier-free, equitable and anti-racist sourcing strategies and/or talent pathways that meet HR policy and collective agreement provisions, to proactively source the right skills while targeting and identifying passive talent in underrepresented groups and diverse talent markets.

Strategies through direct sourcing services (e.g., talent search, referrals).

Strategies to measure the effectiveness of sourcing strategies, including but not limited to:

Analyzing quality and diversity of candidate pools at one or multiple stages of the talent acquisition process

Presenting analysis of findings and recommendations (i.e., recommendation to improve sourcing strategy, assessment methods, etc.)

Consultation and needs analysis to determine client needs and organizational context (including human rights and equity/anti-oppression expectations)

Developing, scheduling, administering and reporting post-hire client and candidate satisfaction of talent acquisition process (including satisfaction on inclusion, diversity, accessibility, and anti-racism candidate assessment)

Developing, schedule, administer and report former employee experience, in collaboration with the Client and experience with talent acquisition processes

Review Client documentation to understand organizational and job models and job architecture

Conduct research, organizational analysis, job analysis, job relativity studies and/or job validation (on-site) reviews

• Prepare new standardized and/or unique job description in accordance with Client’s approved requirements

• Revise existing standardized and/or unique job description in accordance with Client’s approved requirements

Ensure alignment and job relativity for jobs that are same/similar and/or within the same type or group of work based on scope and complexity of work

Edit standardized and/or unique job descriptions once quality control has taken place by the Client

• Job descriptions include the work to be performed by a position and not based on the abilities of the individuals in the position

• Job descriptions are barrier and bias free; they use language that is neutral and objective and which does not build obstacles, aggravates programs or deviations from policy and/or fundamental HR principles (e.g., diversity, inclusion, etc.) and more specifically classification principles (e.g., equity, consistency, transparency, agility, service excellence, financial probity)

Understand organizational context, and review job analysis, job relativity studies and/or job validation (on-site) review reports

Conduct job evaluation of a job description against Client’s approved job evaluation plan and/or participate as a rating member on a job classification committee recommending a classification decision including rating breakdown, where applicable and classification group and level

Prepare job evaluation rationale report in accordance with Client’s approved requirements

Prepare rationale report for positions deemed to be excluded from bargaining in accordance with Client’s approved requirements

The classification group allocation and job evaluation must be appropriate within the organizational structure and aligned with the organization’s mandate

Job evaluations are based on the work to be performed by a position as described in the job description and not based on the abilities of the individuals in the position

Job evaluations are to be conducted based on all the information required to apply the appropriate job evaluation plan and if the requisite information is missing, job evaluations are not to be done until the information is provided; any additional information that is obtained during the job evaluation process must be documented

Job evaluation rationale reports and position exclusion rationale reports are barrier and bias free; they use language that is neutral and objective and which does not build obstacles, aggravates programs or deviations from policy and/or fundamental HR principles (e.g., diversity, inclusion, etc.) and more specifically classification principles (e.g., equity, consistency, transparency, agility, service excellence, financial probity)

Conducting consultation and needs analysis to determine client needs, position requirements and organizational context (discovery call)

Maintaining inventory / archive of discovery call notes to reference for future postings of same/similar job

Developing / maintaining inventory of screening scores for high- frequency applicants to ensure consistency and reference for future similar job postings

Developing and administer inclusive and anti-racist screening guides and/or matrices for frequently recruited for positions

Administering inclusive, barrier-free and anti-racist qualitative and quantitative screening methods for both small and large-scale talent acquisition initiatives by:

• Reviewing responses to pre-screening assessments methods and evaluate against selection criteria

• Conducting screening to verify applicant certification / licensing credentials

• Reviewing resumes/applications and evaluate against selection criteria; identify candidates to be short- listed/interviewed (Full Screen method)

• Reviewing resumes / applications to evaluate against a specific subset of selection criteria (Qualified / Not Qualified method) (Note – these services do not include Background Security Checks or French Language Proficiency Evaluation Services)

Receiving, acknowledging and screening employment applications

Providing summary of applicant screening results, identifying proposed short-list of applicants and rationale for screening results that can be shared by the hiring manager with applicants as feedback when requested

Delivering screening results within service standard timelines as determined by the ministry

Responding to/conduct applicant requests for screening debriefs

Conducting quality assurance services

Conducting quality assurance services

Conducting consultation and needs analysis to determine client needs, position requirements and organizational context

Designing, scheduling, administering and evaluating inclusive and anti- racist multi-tier assessment methods virtually or in-person that align with critical success factors of position and assess diversity and inclusion competency; including but not limited to:

• Knowledge / skill / physical ability assessments (e.g., cognitive ability, typing speed, etc.)

• Group / team interaction o Work scenario simulations

• Psychological assessments

• Behavioural-based assessments

• Language proficiency evaluations (other than French)

Preparing candidate and selection panel information / evaluation packages

Providing candidate information sessions on the role/hiring process, prior to assessments

Conducting candidate debriefs, post-interview

Coordinating and conduct reference checks and develop summary assessment report

Supporting candidates in completing security check screening forms and other required paperwork

Documenting results of assessments and develop summary assessment report

Conducting consultation and needs analysis to determine client needs and organizational context (including human rights and equity/anti-oppression expectations)

Preparing hiring documentation including offer letters and internal documentation requirements

Coordinating and conduct candidate regret calls

Developing candidate onboarding plans