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Workforce Connex Forum Kelowna, BC Developing an Aboriginal Recruitment Strategy Nadine Hoehne, Aboriginal Recruitment Consultant.

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Presentation on theme: "Workforce Connex Forum Kelowna, BC Developing an Aboriginal Recruitment Strategy Nadine Hoehne, Aboriginal Recruitment Consultant."— Presentation transcript:

1 Workforce Connex Forum Kelowna, BC Developing an Aboriginal Recruitment Strategy Nadine Hoehne, Aboriginal Recruitment Consultant

2 Outline  Why Hire Aboriginal People?  Build internal capacity to engage the Aboriginal community.  Increase awareness of employment opportunities within the Aboriginal community.  Increase the number of Aboriginal people working within the Company Workforce.  Evaluate your results/success.

3 Why Hire Aboriginal People?  Demographics – tight BC labor force  New market opportunities  Diversity/Equity commitments  Community Relations  Reconciliation – “It’s the right thing to do”

4 Build Internal Capacity to Engage the Aboriginal Community  Allocate Resources to the Strategy  Research Aboriginal HR Supply  Review Recruitment and Selection processes to identify any barriers to Aboriginal employment.  Identify employment, training and career development opportunities for Aboriginal People.  Build organizational commitment to developing a workforce representative of Aboriginal people at all levels.  Integrate the Aboriginal Recruitment Strategy into the VANOC HR/Workforce planning processes and operations.

5 Increase awareness of employment opportunities within the Aboriginal community.  Develop Aboriginal recruitment materials to support the building of relationships with the aboriginal community, employment centers, education coordinators, etc.

6 Increase the number of Aboriginal people working within the Company Workforce.  Develop strategic linkages with Aboriginal stakeholders.  Develop an external communication strategy.  Develop and/or support Aboriginal Student Work Experience Programs.  Engage and partner with identified talent pools for targeted recruitment of staff.

7 Aboriginal Supply British Columbia – An Overview: British Columbia – An Overview:  Aboriginal people account for 4.4% of BC’s total population, approximately 170,025 people.  Of the 170,025 people who identified themselves as Aboriginal in BC, 123,785 declared as Registered Indians, 44,265 as Metis, and 805 as Inuit.  It is estimated that up to 70% of the Aboriginal population in BC lives off- reserve.  Of the total Aboriginal off-reserve population (123,645), approximately 36, 855 live in the Greater Vancouver area. BC

8 Aboriginal Supply Pools Overall Forces Affecting the Aboriginal Population: Poorer Health Lower Levels of Education Lower Income Levels Higher rates of unemployment Higher levels of incarceration and suicide Primary Barriers Facing Aboriginal People Entering into the Workforce: Lack of Skills – related to not finishing high school and not participating in the post-secondary system. This problem is worse on-reserve. Dependence on government and social programs. In many cases, especially on-reserve, welfare has become a way of life. Lack of positive role models. Lack of information about career opportunities.

9 Aboriginal Labor Supply - Pools  People Already Working  Post-Secondary Institutes  AHRDAs  First Nations communities

10 Aboriginal People Already Working Strengths  Already possess many of the qualifications and work experience required to work within a company: -Education, Skills, Abilities, Experience, Job Maintenance  Ability to place at all levels within workforce Challenges  Have to target individuals – via Networks - and entice them to opportunities.  Requires early information about demand planning to identify and earmark positions and target people.  Tax-exemption for status employees.  Competitive Market

11 Post-Secondary Students Strengths  Possess education and basic skills: -Education, Soft Skills, Moldable to suit specific jobs Challenges  May lack work experience.  Lack of awareness about opportunities.  May be looking for part-time/summer opportunities.  Competitive Market

12 AHRDAs Strengths  AHRDA infrastructure (both on and off reserve) to assist in identifying and working with unemployed and underemployed Aboriginal people.  Typically fund one-year employment-related programs.  Strong connections to Aboriginal talent pool. Challenges Challenges  Face significant challenges to both skills development and employment.  Smaller pool of job ready clients.  May require 1 – 3 years for appropriate skills development.  Competitive Market

13 First Nations Communities Strengths  Access to Community Education Coordinators who fund members’ post secondary training (2-4 years).  Access to Community Employment and Training Coordinators who fund members’ vocational training (1-2 years). Challenges  On-reserve population generally faces more significant challenges to both skills development and employment.  Finding suitable candidates.  Competitive Market.

14 Monitoring & Evaluation  Establish a mechanism for monitoring and evaluation of the company’s Aboriginal recruitment activities and successes. -Steering Committee - including reps from the Aboriginal Employment and Training realm to oversee the implementation of the Aboriginal Recruitment Strategy.

15 Question?  How many of you have developed Aboriginal Recruitment Strategies?  Can you share your experiences, lessons learned, successes, challenges, etc?


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