Canadian HR Reporter

CANADIAN HR REPORTER JULY 2019 FEATURES 39 CPHR BC & Yukon Symposiums 2019 Strategy HR Tech Legal Diversity & Inclusion CPHR BC & Yukon Symposiums 2019 Schedule Our high-quality Symposiums address both foundational knowledge and hot topic areas enabling you to directly impact your business. Sept 26– 27 / Prince George / 15 th Annual Northern Symposium Oct 11 / Victoria / Vancouver Island Legal Symposium Oct 21 / Vancouver / HR Technology Symposium + Showcase Nov 1 / Whitehorse / Yukon Legal Symposium Nov 8 / Kelowna / Interior Symposium Nov 15 / Diversity + Inclusion Symposium REGISTER CPHRBC.CA/SYMPOSIUMS CANADIAN HR REPORTER JULY 2019 JULY 2019 FEATURES 39 WE AS KE D, YO U AN SWE R E D. . . "How do you find or champion talent in a challenging market?" Jocelin Caldwell Owner, Reimagine Work Victoria, BC Companies are no longer in the position where many people are competing for the same jobs; compa- nies are now competing against each other to attract talent. Recruiting and championing talent in today's chal- lenging labour market requires a two-pronged approach: engaging with candidates who are actively looking and developing a strategy for attracting passive candidates. Passive candidates are not looking at traditional job postings and so need a different recruitment approach. Companies need to always be on the search for talent and engaging in recruitment activities even when they may not have current openings. Making connections through LinkedIn, informative blogs, white papers, social media, and being an active presence in local communities through volun- teering or attendance at community events should be built into a company's HR practices in order attract candidates who may not be looking until the right opportunity comes their way. Roger Wheeler, cphr Professor, Okanagan School of Business, Okanagan College Kelowna, BC Finding people with special abilities to do something well is the raison d'être of all leaders. Discovering talent is a critical leadership responsibility in business, and taken to extremes in the world of high-performance sports, where the fierce battle for talent follows a simple proposition: early identification. Acquiring young talent is a calculated risk. Significant investments in longterm development are required. The competitive advan- tage of possessing an exceptional performer is the anticipated ROI. Talent is hidden within the "upside" of someone who has yet to demonstrate expertise. The upside is the unique combination of positive attributes that emerge under the challenging condi- tions of open competition. Professors have direct access to young talent. As coaches of competition teams, we identify and recruit students with huge upside. This young talent is on full display at case competitions, such as CPHR's HRC West, an ideal envi- ronment for the early identification of tomorrow's workforce superstars. Jaspreet Dhadwal HR Consultant, Vancouver, BC Talent is an organization's biggest asset. In today's market, it is imperative for organizations to use a multi- faceted approach to reach candidates by leveraging off a strong digital employer brand. There are more ways to do this than ever, but being authentic, and aligning and embed- ding your core values in your brand is key. This is more important than ever, since in the current job seekers' market, candidates are looking for employers with a genuine value proposition that aligns with their needs and aspirations. Employers must also better under- stand the candidate pool not only from a regional demographics perspective, but locally specific as well. How well do we know our backyard? Moreover, gone are the days of getting back to a candidate in a few weeks. Now, in a few days candidates are off of the job market. As a result, employers need to not only be respon- sive, but also hire those with potential and train for skill. Peter Tonkin, cphr HR Manager, BigSteelBox Kelowna, BC Finding talent will always be a challenge for all HR professionals. The ideal is to create an employee experience that differentiates your company as an employer, where people will fight to come and work for you. You want to be faced with an oversupply of qualified applicants. To do this, you need to have a culture where employees feel they are genu- inely cared for. This caring needs to extend from within the company and to the community in general — our prospective new employees. At BigSteelBox, we genuinely care for our employees, when they are struggling, we lend a hand; we push each other to be the best we can be; we are quick to forgive; we assist in the community wherever we can and, most of all, we have fun whenever we can. I firmly believe this approach will bring the true champions to you. Continued from previous page that promotes employees' psychological well-being and actively works to prevent harm to worker psychological health, including in negligent, reckless, or intentional ways." And now, with the new psychological safety component in the Occupational Health and Safety Regu- lations that came into effect in June 2018, every organization must decode its meaning and the impact on their business. Knowing that psychological safety is on a continuum, we may rightly wonder, to what extent our employees and colleagues perceive their workplace as feeling "safe." Perhaps a simple, anonymous survey could assist in taking the pulse on this often hard to assess, yet essential, quality of the workplace. Most certainly, education about the specific risk factors associated with poor psychological health and safety can generate the necessary awareness as a first step towards taking remedial action. Whether it's discrimination, unfair treatment, excessive micromanagement, overly stressful working conditions or harassment, understanding the problem enables everyone involved to respond and seek solutions. With increased psychological safety and awareness, HR professionals can strive to overcome the limitations of biases, while cultivating an expansive and inclusive frame of mind to inspire both individual and organizational success. Professional speaker, author, business coach and CPHR BC & Yukon member Isabelle St-Jean, RSW, PCC, brings to her clients two decades of experience in leading, educating and providing practical solutions to major work/life challenges and transitions.

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