Pillar 1: Recruitment and Selection
The attraction, selection, and promotion of candidates for jobs within an organization.
Pillar Completion Progress
0%
of Goal
Divisions and Areas
Advancement
| Objectives | Actions |
|---|---|
| Endeavour to have diversity (focused on racialized persons) on all interview panels. | Have at least 51% or higher diverse panels. |
| Accessible job postings. | Collaborate with HR to apply accessible design standards to the job advertisement template. |
| Reduce employment barriers. | Establish qualifications for the position that reflect the duties that are essential to the successful completion of the job. |
| Reduce employment barriers. | Collaborate with HR to consider remote work arrangements for hard to fill positions in recruitment strategy. |
Finance, Administration and IT
| Objectives | Actions |
|---|---|
| Work with Human Resources to target specific plans for enhancing diverse candidates when filling positions. | Job postings will include a preference competition model which will include portfolio specific language to attract diversified candidates. Baseline assessment of equity data must be generated by portfolio. |
| Work with Human Resources to identify opportunities within each unit to hire Co-op students from within RRC Polytech. | Identify ten targeted positions/opportunities within the VPFA portfolio. |
| Work with Human Resources to target specific opportunities to hire by “under-fill”. | Identify targeted positions within each unit. |
Human Resource Services, Corporate Legal, Safety, Security, and Centre for Learning and Program Excellence
| Objectives | Actions |
|---|---|
| Maintain collection of and updates to equity data from employees in department (new and existing) and communicate why we are collecting this data. | Develop key messaging for conversation and a presentation from HR to start this dialogue to level set with our existing staff. Leaders communicate and encourage teams to fill out the online self-identification form. Add to onboarding process (checklist). |
| Increase diverse representation with positions within this portfolio. | Effective July 1, every hiring manager in the division will consider a preference competition model. Research employment equity at other post-secondaries. |
| Identify development opportunities internally and externally (project assignment, acting status, college learning programs, student hiring, selection of work integrated learning) for designated groups. | Leaders to develop project inventory within their areas by May 1, 2022. Track assignment of project opportunities to include equity-deserving groups. |
Research Partnerships and Innovation
| Objectives | Actions |
|---|---|
| Increase diverse representation within RPI. | Have hiring managers work with HR as new openings become available to work on preferential/targeted recruitment. |
| Create student internships e.g. Indigenous Culinary Research assistant. Potential focus on WISE. | RPI team to work with HR to develop process. |
Schools of Business, IT and Creative Arts
| Objectives | Actions |
|---|---|
| Increase recognition of underrepresented employees in the Department. | Encouraging new and current employees to use the online self-identification form. |
| Broaden the radius of recruitment. | Review job posting templates with HR services and EDI manager with to increase inclusive language. EDI Working group to identify new organizations with whom to share job postings. |
School of Continuing Education and Regional Campuses
| Objectives | Actions |
|---|---|
| Expand target audiences for job postings/employment with RRC Polytech to include businesses and community organizations of underrepresented groups. | Establish list of relevant businesses and community organizations. |
| Make the interview process more inclusive. | Create idea bank of actions that have worked. Integrate alternate formats appropriate for the position. |
School of Education, Arts and Science
| Objectives | Actions |
|---|---|
| Build or strengthen relationships with at least one organization representing an underrepresented group. | Identify one organization to partner with. |
| Build or strengthen relationships with at least one organization representing an underrepresented group. | Host a minimum of one discussion with the SEAS Leadership Team. |
School of Health Science and Community Service
| Objectives | Actions |
|---|---|
| Ensure all applicants are asked question (s) to ensure knowledge of Indigenous context. | Build a question or series of questions that demonstrate knowledge of TRC, historical, cultural, educational perspective of Indigenous peoples. |
| Design of recruitment and selection practices to remove barriers that stand in the way of equity, diversity and inclusion. | Work with ED Academic, Deans and HR to examine current recruitment and hiring practices to increase diverse applicant pool. |
School of Hospitality and Culinary Arts
| Objectives | Actions |
|---|---|
| Increase recognition of underrepresented employees in the Department. | Encouraging new and current employees to use the online self-identification form. |
| Broaden the radius of recruitment. | Review job posting templates with HR services and EDI manager with to increase inclusive language. EDI Working group to identify new organizations with whom to share job postings. |
School of Indigenous Education
| Objectives | Actions |
|---|---|
| Increase the representation of Indigenous employees. | Apply recruitment strategies that increase representation. |
Student Services and Global Partnerships
| Objectives | Actions |
|---|---|
| Identify resources to support equitable hiring, and non-traditional locations to use for recruiting, to provide to HR in support of a college-wide strategy. | Gather resources and suggestions that fit in the HR EDI strategy, including places to target a more diverse candidate pool. |