Recruitment
I love bringing the right people into the right roles at the right time! It involves creativity and coordinating across other areas of HR in order to highlight why your company is great to work for.
Culture and Values.
A company’s work environment makes a big difference in where people choose to work. Highlighting great word-of-mouth and values show why someone should choose you. I can help you with projects related to this, like bringing your team together to brainstorm your values, or putting together an attractive careers page on your website.
Job Analysis and Recruitment.
You might think you know what you’re looking for - but after an intake meeting, it could turn out that some duties of a role could fit in another or be an entirely new role. This analysis is key to come up with a recruitment strategy that makes sense for what you really need.
My Previous Work.
At several of the medium to large companies that I’ve worked for, I have led cyclical co-op student recruitment, where I implemented improved processes at two of the organizations. Hiring early talent is critical to setting up an internal talent pipeline for growth, minimizing recruitment down the line.
At my last company, I increased the number of interest and students hired by 300%, while also hiring for salary and hourly roles that had an average time to fill of under 45 days. From dealing with these types of recruitment, I’m very familiar with tactics that work for each and how to make these processes as effective as they can be.
New Hire Considerations.
Congratulations, you’ve hired someone! Now they need to have a great employee experience in order to want to stay and grow within your company.
This includes thinking ahead to, and reviewing, your onboarding and training processes, learning & development that’s available to employees, succession planning, and more.