22.2 – Support Employers in Development of Recruitment and Selection Strategies

Purpose & Context

Career Development Professionals (CDPs) provide guidance to employers on recruitment and selection strategies to support a diverse and inclusive workplace. CDPs establish long-term relationships with employers across industries, assisting them in defining work requirements, supporting recruitment and selection strategies, and searching candidate databases to identify candidates best suited to job requirements.

Effective Performance

Competent career development professionals must be able to:

P1. Meet employers to identify current and future workforce needs
P2. Promote benefits of diverse and inclusive workforce, e.g. creates innovation, increased productivity, increasedtalent pool, decreased turnover, increased employee engagement
P3. Work with employer to create a workplace free from discrimination, e.g. HR policies, workplace accommodations
P4. Assist employer in defining work requirements free of unintended barriers, for example:
- Develop job descriptions
- Identify possible barriers to employment specific to the organization
- Develop pre-employment and integration of new employee strategies to address barriers, e.g. on-the-job training,partnering with educational institutions to deliver literacy, numeracy and technical training
- Review job descriptions to remove unintended barriers, i.e. identify only essential requirements for selection
P5. Discuss employment strategies for a more diverse and inclusive workforce, e.g. part-time, full-time, volunteer
experience, internship, job sharing
P6. Provide employer assistance in recruitment, e.g. search database, work with other community stakeholders, provide
referrals, access networks
P7. Recommend recruitment strategies to increase number of applicants, for example:
- Build accessible website, e.g. assistive technologies such as screen reader software, screen magnification,
  speech recognition
- Promote diverse and inclusive workplace
- Use inclusive job advertising
P8. Support implementation of selection process, for example:
- Identification of selection criteria
- Development of selection assessment grid, e.g. assessment tool for each criterion
- Development of assessment tools, as required
- Screening applicants
- Administering assessment
- Scoring assessment
- Reporting results
- Debriefing applicants
P9. Support negotiation of agreement, e.g. contractual, placement, such as:
- Work arrangements, e.g. work hours, working conditions, accommodations
- Support services, e.g. address performance issues, resolve conflicts
P10. Provide support to employers and employees throughout recruitment and selection process

Knowledge & Understanding

Competent career development professionals must know and understand:

K1. Employment laws and regulations relevant to recruitment and selection
K2. Human rights, specifically in relation to employment applications, hiring practices, discrimination, duty to
accommodate and harassment, principles of diversity and equity, employment equity
K3. Occupational Health & Safety Act, WHMIS, first aid, reporting requirements for injury/illness
K4. Advanced knowledge of key issues impacting recruitment, selection, training and development, HR planning,
compensation, retention
K5. Website trends, e.g. mobile optimization, simplification of process to submit résumé
K6. Human resource management key concepts, e.g. workforce planning, performance management, training and development,
compensation and rewards, engagement and retention

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

A career development professional requires a minimum experience of supporting at least 40 different employers in the development of recruitment and selection strategies.

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Recruitment: overall process for identifying ideal job applicants, determining the time period for the recruitment activities, determining the key location and tools to advertise the jobs and elaborating the details of the recruitment process (who, where, when, how).

Selection: overall process for identifying the key criteria that will be used to identify the best applicant, selecting the most effective assessment strategy for those criteria, administering and scoring the assessment, and determining the ideal candidate for the job.

Selection criteria: the key qualifications that will be used to assess candidates.

Inclusive job advertisement: approach to optimize recruitment of a diverse workforce, including using non-traditional approaches to sourcing potential applicants, focusing on bona fide requirements, using gender-neutral language, removing ‘years of experience’, eliminating jargon, offering flexible working schedule

Information Sources and Resources for Consideration

None

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Minimal risk: SOMEWHAT CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires a minimum of one year of experience with at least 40 different clients and employers, representing a broad range of individuals.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None