Detailed Program
Monday, June 7, 2010
"Social Media Campus Recruiting - Strategies & Best Practices to Leverage LinkedIn in your Graduate Recruiting or Alumni Centre"
LinkedIn
8:30AM-9:45AM
Workshop Series A
A1 Branding and Tattoos: Companies Brand Themselves to Set Them Apart, the Same is True of You!
Andrea Culligan, Unimail
This presentation would be valuable to anyone aiming to get a better presence within their audience and those they meet. We are planning to provide this presentation as an example of what other services we can provide to careers offices across the nation. In fact, we have already done so within Australia. The goal is to provide the careers services with not only a basis to develop their own personal brands, but also so they will have the knowledge to help students trying to enter the workforce.
Learning Objectives:
• Define your personal brand and market
• An interactive session to assist attendees in building practical steps to build your own brand
• Understanding your digital tattoo
A2 Navigating the Canadian Campus Recruiting Landscape
Isabelle Morin, KPMG
The Canadian Campus Recruiting market has changed significantly over the past 3 years. High school students, undergrads and grads have changed not only what they are looking for in an employer, but how they find it. Having an established company brand is no longer enough, creating an attractive and realistic employer brand has become a business imperative. What today’s campus candidate is looking for in a potential employer can differ widely depending on the individual and their field, but interesting and unexpected trends are starting to emerge - trends employers need to understand and act upon. An effective campus recruiting strategy will understand your ideal candidate, engage with them in these creative, dynamic environments, while always holding true to your company’s values and core business.
Learning Objectives:
• Understand the Canadian campus recruiting environment
• Discover what your ideal candidates want and where to find them
• Create a campus recruiting strategy that works for your company
Biography:
Isabelle Morin is a Senior Manager at KPMG in Toronto. After transitioning into the firm’s Human Resource group, Isabelle was named in 2006 Senior Manager responsible for National Campus Recruiting, a position that manages over 50 percent of all new hires. In 2008, Isabelle oversaw the complete overhaul of KPMG’s campus recruitment campaign.
A3 Success in the Workplace: A training program for working immigrant professionals
Laurel Madro, Bow Valley College
Working in partnership with Seneca College and Vancouver Community College, with funding from the Office of Literacy and Essential Skills/HRSDC, a blended delivery training program for working professionals who need to continue to develop their communication, language, cultural awareness and Essential Skills was developed and delivered in all three locations across Canada. Unique aspects of this program include: a blended training model where ½ of the instruction is on-line and ½ is interactive classroom based; employers are encouraged to participate on-line, through giving feedback in the workplace and attending selected classroom sessions.
Learning Objectives:
• To give an overview of the content, methodology and assessment tools used in the Success in the Workplace project.
• To present an analysis of the effectiveness of the training.
• To report on the results as collected from all three training partners; Seneca College, Vancouver Community College and Bow Valley College.
Biography:
For more than a decade, Laurel has been involved in the development and delivery of a number of training programs designed to transition foreign trained professionals into the Calgary Corporate Workplace. Projects and programs that she has been involved with include CRTP Corporate Readiness Training Program, and United Way Mentorship for Immigrant Professionals.
A4 Preparing International MBA Students for Success
Juliette Prouse, McMaster University
An increasing number of international students are seeking Canadian opportunities to achieve their MBA. They come to Canada with high expectations and strong academic records. This past summer, DeGroote devised a “Pre-MBA” program to prepare these students for success in the Canadian job market and to showcase the many interesting features of our beautiful country. This workshop will highlight how the program was designed with input from international students from previous years. In addition to sharing best practices around content and delivery, attendees will have the chance to review the overwhelmingly positive feedback and suggestions received from the first small group of international students who participated.
Biography:
Juliette works at DeGroote School of Business, McMaster University as a Relationship Manager where she provides career advice and coaching to over 2000 Commerce and 350 MBA students. Prior to settling in Canada in 2001, she worked in Japan, Europe and the UK and has a keen interest in cross-cultural issues in business.
A5 How to Make Strategic Enrolment Management an Opportunity for Your Career Centre
Dr. Deborah Bartlette, University of the Fraser Valley
Graham Donald, Brainstorming Consulting
Student engagement, retention, and success are becoming very familiar terms for most post-secondary administrators. As institutions attempt to break through the silos that separate marketing, recruitment, admissions, student services, and even academics, there is an opportunity for career services offices. By demonstrating the importance and value of career development, leaders in career education can become a key participant in the full continuum from student attraction through retention and success and beyond graduation.
Join this lively discussion to get a better understanding of the SEM landscape; learn how to align your mission with your institutions’ objectives; demonstrate the potential benefits of investment in career development across your institution; and gain credibility among senior decision makers on your campus.
Biography:
Deb is a administrator and faculty member with background in Co-op Education, program development and teaching as well as student recruitment and SEM. She holds a doctorate in educational leadersip from SFU, graduate degrees in adult and distance education and theological studies and a baccalaureate in business administration.
Biography:
Graham Donald is Canada’s leading expert on campus recruiting and career services management. Over the past 20 years he has advised dozens of the country’s major employers and consulted to universities and colleges across Canada. He was Executive Director of CACEE for seven years and then joined the management team at Workopolis.com before launching Brainstorm Consulting in 2003.
Workshop Series B
B1 Career Development in Academic Programs
Carol Naylor, Univerity of British Columbia
Kerri Zanatta-Buehler, Sheridan College
Tracy Harrington, Haskayne School of Business, University of Calgary
Would you like to reach more of your student population, not just those that seek out your Career Centre? Do you recognize how embedding career education within students’ academic courses and communities can enhance student retention and success, but can’t always get buy-in to make it work? The Haskayne School of Business at the University of Calgary, Sheridan College, and the University of British Columbia: three very different institutions, but whose career centre’s are finding innovative ways to collaborate with academic partners to better prepare students for the world of work. Come and hear how they are overcoming old obstacles and challenges on their campuses to create new and exciting career development initiatives and programs for their students.
Whether you are working in a business career center, a centralized career center on a large university campus or a career centre at a college, there is something for everyone.
Learning Objectives:
- Explain the advantages of embedding career development programs and services within student’s academic courses and communities.
- Describe the benefits and challenges of teaming up with academic partners to best serve students.
- Identify successful examples of career programs and initiatives that have the buy-in and support from academic partners.
Biographies:
Tracy has been working in the Career Centre at the Haskayne School of Busniness since 1997. She has a BComm, Marketing and a Certificate in Career Development from the University of Calgary. Tracy advises Bachelor of Commerce students including those enrolled in the Cooperative Education Program
Chelsea has been advising Bachelor of Commerce students at the Haskayne School of Business Career Centre since 2007. She has a Bachelor of Arts from the University of Victoria and has previously worked in academic advising and recruitment
At Sheridan College, Kerri leads a variety of initiatives that foster connections with the business world, including career fairs, networking events and campus recruiting and is also responsible for creating the Connections Career Mentoring Program, which pairs students with alumni in their field. She has a B Ed in Adult Education and MA in Leadership & Training.
Carol has worked with UBC Career Services for the past ten years and is the Associate Director of Career Development. She has a Bachelor of Commerce from Dalhousie University and a Masters of Counselling Psychology from UBC. Carol’s has lead her career education team over the past few years to form strong partnerships with academic units and colleagues to improve services for students.
B2 Employment Branding
Sylvie Dore, TMP Worldwide Advertising & Communications
The recession has tightened HR budgets and created a greater need for communication efficiency and effectiveness. Effective employer branding can be an organization’s competitive edge and have considerable effect on the bottom line. TMP will show employers how to deploy career and corporate conversations and confront harsh realities around image, reputation management, cost containment, employee engagement and sourcing the right candidate. Lastly TMP will highlight the employment branding process and detail how to apply metrics to demonstrate effectiveness.
Learning Objectives:
• Understand employment brand process
• Deploying career & corporate conversations
• Applying metrics to demonstrate effectiveness
French and English Presentation
Biography:
With over 16 years of experience in recruitment communications, Sylvie has lead strategy and relationship building with Canadian companies spanning various industries. She offers strategic thought across all disciplines and has partnered with clients and account service teams in order to evaluate and implement successful branding and sourcing strategies for a wide range of clients. Sylvie’s vision is to offer all clients a fully integrated Marketing approach to their Employment Advertising, Recruitment and Retention strategies.
B3 Matt Whitman, Networking Guru - Special Presentation
Matt Whitman is a Saint Mary's University Graduate and 18 year business veteran in the North American financial, communications, information and entrepreneurial industries. Matt is an active volunteer or member with StoneRidge Fellowship, Ark Outreach, Habitat for Humanity, Junior Achievement, Junior Chamber, CFIB, MHCC, Purpose Driven Lunch, Juvenile Diabetes, Business for Business, Halifax Lunch, Spirit Nova Scotia, the NS Leadership Prayer Breakfast, 93.9FM CJLU, The Halifax Club, ATLANTIVEX,
HRM23 and CoreGiving.com. Matt runs marathons, loves to travel, and has taught sales to students in China. Matt Whitman resides in Halifax Nova Scotia with his wife Cathy and 2 kids Kirk and Morgan.
Workshop Series C
C1 RISK is not a 4 Letter Word
Erin Scheel
Exploring the Realm of Young Entrepreneurs and Non Traditional Jobs
Companies struggle to attract Gen Y & Melennial students with skill sets & work ethic. How can career offices and recruiters help to engage students in experiential learning without a fear of risk? How is accountability being missed in the development and education of these students? This session will expelore character based on-boarding and in field learning in highly challenging roles. A look at organizations who hire the "right" person to do the job don't yet know how to do.
Learning Objectives:
- Impact of experiential and accountability based learning for University students is recognized
- The link between student entrepreneurship and future career opportunities is identified
- The practitioners who work with students understand the "typical day" of student entrepreneurs
Biography:
Erin Scheel was a student entrepreneur by the age of 18, has worked with and led hundreds of young entrepreneurs over the past 6 years and has achieved examiner status through the coaching and skill development of others. Erin is a highly accredited business coach at College Pro with a strong background in public speaking and group presentations.
C2 Is What I am Hearing My Voice or Your Opinions: Individual's Cognitive Scripts which Pose as Primarily Barriers to Finding Meaningful Work
Sonny K.H. Wong, Ryerson University
The recent recession has made the Canadian labour market unpredictable and organizations are restructuring and/or displacing workers. For Foreign Trained Professionals, Mature Workers and New University Graduates attempting to find work, they may be experiencing more anxiety due to present employment conditions. Traditional job searching strategies are able to assist these individuals in order to tap into the hidden job market. However, these individuals may possess particular cognitive scripts which pose as primarily barriers to finding meaningful work. This interactive workshop will facilitate an application of a theoretical framework that will allow Career Practitioners to assist these individuals in overcoming negative messages around their success to finding employment.
Biography:
Sonny K.H. Wong is a career professional with over 8 years experience as a Facilitator, Writer, and Counsellor within the public and academic sectors. Sonny is an active writer for Learning Curve and has presented at Cannexus 2008 and 2009 along at Opportunities 2008.
C3 Essential Skills-The NSCC Experience Part I
Darlene O'Neill, NSCC
Clarence DeSchiffart, NSCC
Essential skills are the underlying skills needed by workers to perform their jobs safely, competently, and efficiently. National Research shows that 42% of Canadians lack the skills levels to fully contribute to their work. In January 2009, NSCC and 9 other Colleges across Canada began the federally funded Essential Skills in the Workplace Services (ESWS) project. The project provided funding to each college to work with employers for up to 30 days to evaluate and integrate essential skills into areas that the employer identified as a priority. This workshop will help attendees in understanding the critical importance of Essential skills in the workplace and in our educational institutions as well as share the NSCC experience, and show tools that participants have developed and /or discovered to measure, and teach Essential Skills in the Workplace.
Biography:
Darlene has spent over 20 years in the Department of National Defence as both a Learning Consultant and Senior HR Manager. She has been working in the Career Devleopment Field at NSCC for the past 2.5 years and most recently has accpeted the position as Lead on the HRSDC Essential Skills in the Workplace Project.
Biography: Clarence has been mentoring and teaching Career Development for the past 20 years and has played influential roles in such national projects as Standards and Guidelines, The Blueprint for Life Work Design and most recently the Certification of Career Development Practitioners. He is one of the founders of the NSCDA.
C4 Accessible Career Transition: Creating Equal Opportunity for Students with Disabilities
Gisela Oliveira, McMaster University
Research has shown that students with disabilities are a population that is educated, yet underemployed. Accessible Career Transition (ACT) is a program for students with disabilities. ACT promotes the development of key transferable skills to put students at par with their non-disabled peers. Students are taught how to overcome barriers, approach employment opportunities, network, self-advocate, all of which leads to self-efficacy. To achieve this goal, internship opportunities were developed for implementation during the summer of 2010 to provide experiential learning opportunities. In addition, mentors with disabilities are available for students to talk about their barriers, challenges, employment success, and what students can do now to move toward achieving their career goal.
Learning Objectives:
• To dispel myths associated with hiring students with disabilities
• To discuss how you can become involved and advocate on behalf of students with disabilities
Biography:
Gisela Oliveira is the Employment Services Coordinator for Career Services at McMaster University. She has been a part of ACT since its inception in 2007. Her expertise is employment trends, company information, employer outreach and sees herself as the bridge that connects employers to students.
C5 Employer Engagement Initiatives on Immigration
Paul A. Kent, President and CEO, Greater Halifax Partnership
Margie Casallas, Coordinator, Immigration Employer Support Program
Cindy Dean, Coordinator, Connector Program
The Greater Halifax Partnership is the catalyst for economic growth and confidence in Greater Halifax, the economic hub of Atlantic Canada. We are working to encourage the hiring of immigrants and find ways to deliver awareness and engagement initiatives that reach out to businesses. Our marketing campaign entitled "Immigration Works in Halifax” is focused on changing attitudes and perceptions of the local business community on the benefits and opportunities of hiring immigrants. The Immigration Employer Support Program is for employers who have indicated recruitment challenges; this program helps employers start the immigration process.
Learning Objectives:
• Introduce initiatives implemented in Halifax to engage employers on immigration
• Create awareness about immigration as a strategy to face recruitment challenges
• Provide information about how employers can help immigrants expand their networking opportunities
Biography:
Paul has over 30 years of experience at executive and senior management levels, in both the public and private sectors. Previous positions include Senior Vice President, Bell Aliant, Chief Operating Officer, xwave and Senior Vice President of Strategic Consulting, Fujitsu Canada.
A natural collaborator, Paul builds lasting relationships and thinks long-term. He believes in the power of partnership, and in embracing, rather than avoiding, risk. His enthusiasm and belief in people and the community in which he lives is contagious, and he loves a challenge.
Workshop Series D- Roundtable/Panel Discussions
D1 Panel Discussion: Careers that Work: Preparing Employment Seekers Today for Jobs Tomorrow
Melanie Sturk, Mining Industry Human Resources Council (MiHR)
Kevin Maynard, Canadian Supply Chain Sector Council
Frances Humphrys, Wilfrid Laurier University
This session will run as a panel dicussion, with 10-minutes per presenter and then time for audience directed Q and A. Each presenter will discuss the Labour Market Indicators in their respective sectors, the wealth of careers in each sector that will result in employment as baby-boomers retire and the economy rebounds. At the end of the session, the audience will understand what the hot jobs are and how to access career awareness and educational resources to prepare people for careers that work!
Biography:
As Director, Attraction, Retention, and Transition, Melanie Sturk is responsible for the initiatives that encourage new workers, particularly those from underrepresented groups, to engage in mining careers and with initiatves that support the industry with enhancing workplace diversity.
The World is Flat, But Career Growth In Supply Chains Is Not!
This session will explore the impact of globalization on labour markets in Canada with specific emphasis on the development of global supply chains and career opportunities that are a result of those shifts. Participants will be provided with an overview of labour market tools, including labour market data, career paths and education and training frameworks that will enable them to chart a course to satisfying careers in the secotr. There will be specific discussions relating to opportunities for five target groups: aboriginal and first nations peoples, youth, newcomers, mature workers and workers in transition, and other under-represented groups (including women and persons with disabilities).
Learning Objectives:
• Understand the impact of globalization on the Supply Chain and related careers
• Access and use labour market information to make informed career choices related to the sector
• Explore essential skills that are related to the 26 NOCS that define the sector
Biography: Kevin Maynard joined the Council as its first Executive Director in June 2006 and has been involved with career development for over 24 years. He is currently Vice Chair of the Alliance of Sector Councils, a Governor of the Canadian Career Development Foundation and sits on a number of Program Advisory Committees at Colleges across Canada.
Biography: Frances joined Laurier Career Development four years ago and works with all gradustes in the School of Business and Economics. Previouis to this role she worked in the executive and management development area of the school focussing on outreach to the business community
D2 Roundtable: On Campus Recruiting - What is Working?
Share your experiences, results and ideas around effective on-campus recruiting (OCR). What's working and why? Does OCR at canadian universities need a facelift? What are the impacts on OCR from the perspective of employers, educators and students? Join educators and employers from across the country and contribute to the advancement of effective OCR for university students in Canada and the organizations that try to recruit them.
Learning Objectives:
• Participants will contribute to a national discussion about OCR at Canadian universities in order to determine if OCR needs rebuilding and if so, what would an effective build look like.
• Participants will be able to evaluate their current OCR results and determine if there are components or elements that could be adjusted, re-structured and enhanced to ensure effective results.
• Participants will be able to identify factors that contribute to effective OCR, both from an employer perspective and a university insitutional perspective.
D3 Roundtable Discussion: Essential Skills-The NSCC Experience Part II
Darlene O'Neill, NSCC
Clarence DeSchiffart, NSCC
Eddie Lemoine - Special Presentation
"A Journey to Engagement"
4:10PM - 5:00PM
Mr Eddie LeMoine is recognized globally as being an authority on “Generational Management”. Eddie has travelled around the world delivering keynotes on how to engage your employees, the need to change management styles, and how to deliver results through effective management tools. Given the continuing challenges in labour market resources, employee engagement will continue to be a key factor for business leaders who want to succeed.
Eddie is one of the best read, most researched resources on the Law of Attraction globally. With over 30000 pages of research, he translates his knowledge into a powerful session on what he calls “Bring About What you Think About”. Recently, this topic has become popular through such books as The Secret. He is a long time practitioner and one of the most recognized experts in the field.
Tuesday, June 8, 2010
Mark Surrette
Tuesday, June 8
8:30AM-9:30AM
As founder and President of Knightsbridge Robertson Surrette, Mark Surrette has cultivated a legacy of guiding Atlantic Canada’s organizations to solid, sustainable growth through expert people decisions. He has provided counsel to clients across a broad spectrum of industries on successfully attracting and on-boarding executive talent, strategic HR issues and Board governance. Mark has played a pivotal role in strengthening the region’s economy, businesses and communities in creating and leading one of Atlantic Canada’s
most accomplished teams of talent attraction, career transition and HR consultants.
Workshop Series E
E1 Stop Changing Things! (I’ve Changed my Mind)
Yvonne Rodney, University of Toronto
Lynn Brownlie, University of Toronto
You want to take your department in a whole new direction. It’s long overdue. This is the change you’ve initiated, invited, and have prepared to accommodate. You know you’re in for a rough ride but you tell yourself that no change is accomplished without some angst. You notify your mental faculties to be open, consultative, to expect resistance, to communicate, to keep staff focused on the vision, the gains, and the new positive.
This session, aimed at senior managers or team leaders, invites participants to grapple with some tough questions: When is change too much? How do we manage change on top of change for ourselves and our teams? How do we keep from becoming change-resistant and a personal favorite – how does the manager of the changes keep his or her sanity? Come hear our story and our lessons. Share your own tried and true strategies.
Biography:
Yvonne Rodney is director of the Career Centre on the St. George campus of the University of Toronto. She’s worked in the field of career development for over 24 years and has presented on various topics at NATCON, CANNEXUS and CACEE, to name a few.
Biography: Lynn Brownlie is the associate director of the Career Centre on the St. George campus of the University of Toronto. She is a senior marketing professional, with over 25 years experience in marketing, business development and publishing. Lynn joined the Career Center in 2004 and continues to develop strategic marketing initiatives.
E2 Special Presentation
How to Use Cell Phone Text Messaging to Recruit Today's College Students and Recent Grads
Steven Rothberg, CollegeRecruiter.com
Since the days of AOL "You've Got Mail", savvy recruiters have utilized email technology to reach current and prospective employees. But is email a dinosaur? Take a look at what Obama's campaign did to recruit their target audience-- and recruit voters. They had a dedicated page for mobile content with wallpapers and even a cell phone text messaging (SMS) alert service that updated voters and other supporters. Can you do the same for your company through the utilization of mobile technology?
Your workforce is global and virtual -- shouldn't your human resources department reflect these trends? Join Steven in this interactive and humorous presentation as we learn the latest, and the future of, mobile technology. We'll decipher the terminology, the costs, and the potential benefits. We'll learn how a little knowledge can keep your company ahead of the curve-- and attract and retain the best and the brightest in the talent wars.
Biography:
Steven is the President and Founder of CollegeRecruiter.com, the leading job board for college and university students searching for internships and recent graduates hunting for entry-level jobs and other career opportunities.
E3 Understanding Gen Y: Not a Homogenous Group
Marcia Dunbar, Career Edge Organization
Career Edge Organization is a national not-for-profit that works with Canadian employers to provide meaningful work experiences through paid internships to recent graduates, graduates with disabilities and internationally qualified professionals. In their continued commitment to better understand the career aspirations and expectations of Generation Y, Career Edge Organization partnered with the largest Canadian-owned market research enterprise, Angus Reid Strategies, to conduct a national online survey of 1,000 culturally diverse young Canadians aged 18-29 years. The results of this survey identified four distinct groups within Generation Y, each with different sets of career goals, aspirations and motivations. In this interactive session, key research results will be shared as well employers will learn how to identify and leverage each unique Gen Y segment within their workplaces using practical mapping exercises and real life cases to illustrate insights from the study.
Biography:
Marcia Dunbar draws on her experiences gained in a variety of HR roles to facilitate the implementation of the internship model as a way to attract recent graduates to Career Edge Organization’s employer partners. She brings over 15 years of HR planning and operations experience in the private sector to the role of Client Relations Manager.
Workshop Series F
F1 E-Portfolios & Career Development
Patricia Poirier , Memorial University
Jennifer Browne, Memorial University
Wendy Kraglund-Gauthier, St. Francis Xavier University
E-portfolio is a terrific tool that can be leveraged to help students fully realize their capabilities and the learning that has occurred. Hard copy career portfolios have been around for many years, but the emergence of e-portfolio over that last couple of years has revolutionized its uses. The new electronic format for this tool permits an expansion of its uses. At Memorial University, this tool has been incorporated into a diversity of student career programming. Through this, students produce work that demonstrates and capture the learning that has occurred as well as their own growth over time. It is this capturing of change over time that in many ways is the true benefit of an e-portfolio. Come along and see this tool in action and learn how to leverage this technology to help achieve the objectives already established for your career programming.
An effective labour market is responsive to a continually changing economic environment. This requires effective decision making by all labour market participants, including individuals, employers, the organizations that represent them, education and training institutions, and governments. The value of portfolio development as a vehicle through which to gain self-awareness is indisputable, yet during interviews, many job seekers and interviewers are still unsure of how to use portfolio to explicate that self-awareness. In this participatory workshop, participants will explore ways to bring portfolios into interview settings. Through case study and role play, participants will identify job seekers’ common pitfalls in portfolio presentation and share proven practices from the perspectives of job seekers and interviewers.
Biography:
Patricia Poirier is the Employer Relations Officer with Career Development & Experiential Learning at Memorial University of Newfoundland. She provides employment and career information to graduating students and alumni, and plans and implements employer development initiatives.
Biography:
Jennifer Browne is the Director of Career Development & Experiential Learning at Memorial University of Newfoundland. She has worked in the area of career development in both community/non-profit and post-secondary settings.
Biography:
Wendy is a certified portfolio practitioner and educator who facilitates portfolio workshops in education and employment-readiness settings. In working with participants with varying skills, abilities, and experiences, she focuses on developing awareness of how to use a portfolio in interview settings.
F2 Arts and Science Students: Bridging the Gap Between Academics and Employment
Stephanie Hartery, Memorial University of Newfoundland
Are you having trouble connecting with Arts and Science students? Wondering what they have to offer? Interested in learning how you can help them realize the versatility of their degree?
At Memorial University of Newfoundland, Career Development and Experiential Learning has career advisors designated for Arts and Science students, offers two career exploration programs - ArtsWorks and ScienceM@tters, and assists in bridging the gap between academics and employment. Learn how to assist students identify and effectively communicate their unique skill sets, explore diverse career opportunities, introduce a dynamic and fresh perspective into your organization and engage your future Arts and Science workforce today.
Biography:
Stephanie Hartery began her career at Memorial in 2007 and is currently working as the Science Career Development Coordinator in Career Development and Experiential Learning, providing career related information and assisting students with all aspects of career development within the Faculty of Science.
Biography: Sarah Cahill has been working with Career Development and Experiential Learning at Memorial for over three years in which time she has done much collaborative work with many different areas and faculties to assist student development.
F3 Best Practices in Industry Career Awareness & Education
Trevor Buttrum, Insurance Institute
Choosing a career path is one of life's most important decisions. But, as most youth plan their career paths, they overlook insurance. Recent demographic research conducted by the Insurance Institute demonstrates that the property & casualty insurance industry is in need of new professionals starting now and into the next 10 years. The Institute's Career Connections program is a career education initiative on behalf of the insurance industry to demonstrate the diverse selection of challenging, interesting, and rewarding careers. This program is unique across many industries. Learn about best practices in raising awareness of careers in an often misunderstood industry.
• Describe successes & challenges of the program
• Show the diversity of the program and how it can help career educators in counselling students and providing unique opportunities to students
• Share with organizations/employers how they might conduct similar projects or career awareness programs on-campus
Biography:
Trevor recently joined the Career Connections team at the Insurance Institute. He is a career practitioner with 10+ years of experience in frontline and leadership capacities within 1:1, group based and e-learning service delivery models. Passionate about working with people to map out a career pathway aligned to their interests, knowledge, skills and career attitudes, Trevor is excited to engage in a rich dialogue about best practices in promoting career awareness and education to a post-secondary audience. This passion and enthusiasm is supported by post-graduate studies in career development and adult education.
F4 Empowering Aboriginal Youth by Teaching them how to Live a High Performance Lifestyle
Paige Isaac, First Peoples' House, McGill University
The McGill University Eagle Spirit High Performance Camp was created in 2005 after the First People’s House was charged with the task of creating and implementing the Eberts Outreach Fund Strategy. We understood that although higher education is not yet a priority in the eyes of Aboriginal youth, sports excellence is, and it plays a central role in their hopes and dreams. Such a one-dimensional view of success is a precarious path that can sometimes be more limiting than empowering. An optimal outreach step was to have a High Performance camp where the primary goal was to teach the youth that true success is a balance of multiple dimensions including; academics, family, personal relationships, health, culture and self-esteem.
Learning Objectives:
• Developing the framework for this event by partnering with different faculties, athletics and career centers at the institution
• Reviewing and sharing lessons learned
Biography:
Paige Isaac is from the Listuguj Mi’gmaq First Nation in Quebec. In 2008, she completed a Bachelor of Science degree at McGill University. She is currently the Aboriginal Community Outreach Coordinator and Career Advisor for the First Peoples’ House at McGill.
F5 How Do You Improve an Award-Winning Careers Site? Scrap It!
Marie Artim, Assistant Vice President, Enterprise Holdings
What would make a company take an award-winning career site, throw it all away and start all over? Find out when Enterprise walks you through their rationale in building a new web site that is even more relevant and engaging to their target audience. As one of the largest recruiters of college graduates in the US, the company has incorporated their new employer brand campaign as well as the latest in technology in an effort to better engage their audience and speak to their candidates.
Utilizing such tools as video, viral marketing features, interactive pages, a new ATS, search engine optimization techniques and an intuitive content management system for its field recruiters, Enterprise has created a career site that is both functional and relevant.
Learn the process they took to bring this site to life, and the challenges they faced during the project, in this fun and informative session.
Learning Objectives
- Understand what makes a relevant, engaging and successful careers site
- Know how to incorporate their brand into the site
- Distinguish between some of the new online technologies that can help attract and engage candidates
Workshop Series G
G1 The United Nations of Graduate Recruitment
Ben Reeves, Australian Association of Graduate Employers (AAGE)
Anne Markey, CACEE
CACEE is one of a number of similar national associations around the globe. These associations exist in countries such as the USA, United Kingdom, South Africa, Australia and Hong Kong. These country associations collaborate via a forum called the International Network of Graduate Recruitment and Development Associations (INGRADA). The aim of INGRADA is to share information and best practice across international borders. One important output of this collaboration has been the creation of the INGRADA Global Graduate Recruitment Survey which compares key benchmarks across the participating countries.
This workshop looks at the activities of the various country associations, the work of INGRADA and the key results from the first INGRADA Global Survey. This workshop is suitable for anyone interested in a world view of the campus recruitment market.
Biography:
Ben is the Chief Executive of the Australian Association of Graduate Employers (AAGE). The AAGE is the peak industry body representing employers that operate in the Australian graduate recruitment market. Ben has worked in a variety of talent management and recruitment roles prior to joining the AAGE.
G2 Panel discussion - Ethical Issues for Career Centre's
Ian Ingles, Ryerson University
A panel discussion to discuss and present on the following ethics related topics:
• Ethical guidelines for front line Career Centre staff
• What are common ethics related questions/inquiries/situations faced by front line staff (as found out through our info gathering from "managers/supervisors" of front line staff)
• How to advise students on knowing what they are signing
• Guidelines/suggestions/best practices for handling student protests at Career Fairs
Learning Objectives:
• Guidelines for advising your front line staff on how to address ethical issues they may face in their roles
• Learn new strategies to address student protests at Career Fairs
• Learn about how to advise students regarding knowing what they are signing
G3 Employment Equity and Diversity - Why and How
Glen Dormody, RBC
The importance of employment equity practices and the inclusion of diverse employees grows steadily stronger with Canada’s rapidly changing demographics. To be an employer of choice for new graduates, employers need to understand their obligations under human rights legislation, and examine their recruitment strategies and practices to ensure the removal of systemic (as well as individual) barriers that may deter potential job applicants, or screen out qualified candidates. To retain diverse employees, employers must also ensure a work environment that is welcoming and inclusive.
This workshop/presentation will focus on equity and diversity issues in the recruitment and retention of employees from the 4 designated groups under the federal Employment Equity Act: Aboriginal people, visible minorities, persons with disabilities, as well as other people from diverse backgrounds. The workshop will provide attendees an opportunity to learn some best practices in terms of employment equity and inclusion.
Biography:
As Regional Vice President, Glen Dormody is responsible for the overall management of RBC’s personal banking and small business operations in Halifax Regional Municipality, the bank’s ninth largest market in Canada and its largest in Atlantic Canada.
Since joining RBC in 2001 as Manager of Sales & Marketing Initiatives, Mr. Dormody has held a variety of positions that have encompassed branch management, strategy development, and regional and national office roles. Prior to this appointment he was Regional Vice President for Eastern NB & PEI.
Mr. Dormody also has more than ten years of management experience in the information technology sector. Before starting his career at RBC, he was a senior systems analyst with Loblaws in Halifax, NS and Coleman Management Service Inc. in Corner Brook, NL.
A strong believer in supporting community causes, he has been an active volunteer with IWK Telethon, United Way, Big Brothers and Big Sisters, Symphony Nova Scotia and Junior Achievement.
Mr. Dormody holds a Masters in Business Administration from St. Mary’s University and a Bachelor of Commerce from Memorial University of Newfoundland. He, his wife Denise, and two daughters reside in Bedford, Nova Scotia.
G4 Jackpot! The Step-by-Step Guide Part I
James Allison, Talentlink
During this interactive workshop, participants will work with using their own recruitment plans to discover the key steps in building an effective campus recruitment campaign that strengthens your employment brand in a cost-effective manner and gets results! Whether you are experiencing a hot market or an economic downturn, whether you are a small business looking for a few key staff, or a large organization building the foundation of your company for succession planning, you will find valuable information that will guide you to success.
Participants will:
• Benefit from a practical, step-by-step outline that applies to your organization
• Learn how to tap into this important target market through effective recruitment marketing techniques.
• Evaluate your campaign and “open a funnel” of new talent for your organization.
• Business leaders are using these effective concepts to build success in their organizations!
Biography:
Jamie Allison is the author of Jackpot! The Step-by-Step Guide To A Winning On-Campus Recruitment Campaign and is a resource for Talentlink Business Publications, a strategic management resources firm that specializes in bringing together organizations, talented individuals and great ideas.
G5 Job Search Strategies for Today’s Economy
Mary Ann Thompson
The global recession has permanently altered the career landscape for job hunters pursuing employment both at home and overseas. Stimulus programs around the world are funding new careers from “green” initiatives to energy and infrastructure jobs. Most importantly, current recession woes are masking the even larger worldwide employment impact of retiring baby boomers, which will redefine mobility and the regulatory challenges of working outside one’s home borders.
Program Highlights
• Global Industry and Employment Overview
• Country-Specific Career Realities
• Career Alternatives in Today’s Economy
• Non-traditional Career Search Strategies
• Beyond the Recession – Future Employment Outlook
Learning Objectives:
• Develop a realistic, up-to-date understanding of both global and country-specific economic and employment challenges.
• Be able to apply the data presented to their current and future career search strategies – both from a career counseling and a job seeker’s perspective.
Biography:
Mary Anne Thompson is an internationally-recognized expert on global careers. As the President and Founder of Going Global Incorporated, she supports more than one million customers with location-specific career and employment information. Mary Anne has been a featured speaker on various media outlets, including CNN International, and is a published author. Prior to founding Going Global, she served in the White House as an attorney for President Ronald Reagan.
Workshop Series H
H1 Engaging Students and Employers in Work Term Preparation
Dallas Boyer, University of Toronto Scarborough
In 2009, Arts & Science Co-op Programs at UofT Scarborough launched a new framework for delivering our work term preparation course. This session overviews the new student programming initiatives and why they were introduced, as well as provides highlights of successes and areas of improvement as we move forward into the second year of delivering this programming.
This presentation will set the stage for participants to see a new way of offering work term preparation to students, ways of increasing engagement, and give ideas of what can be incorporated into existing student and employer programming offerings at your institution. As a large part of the programming is delivered in partnership with co-op employers; recruiters and employers will discover how students are prepared for their work terms and additional ways they can connect with co-op students.
Learning Objectives:
- new way of delivering work term preparation to co-op students
- ways of engaging students and employers in the program/university
- lessons learned from introducing a revised work term preparation course
H2 Is It Luck?: Career Services and the Retention of At-Risk Students
Tony Botelho, Simon Fraser University
In this session, we will examine how the inclusion of career education programming supports University retention initiatives, with a particular focus on academically at-risk students. We will begin by reviewing the literature on post-secondary retention and then highlight findings that demonstrate the positive connection of career services. We will wrap up the session by showcasing the "Is It Luck?" workshop that has been recently developed for the SFU Student Success Program; a program focused on students who are not in good academic standing.
Learning Objectives:
• Develop a greater appreciation of the connection between career support and student retention
• Learn how the principals of ‘planned happenstance’ can be used to engage students and demystify career planning
• Witness how movie clips can be used to demonstrate career concepts, help students make meaning of their experience and engage them in in-depth conversations
Biography:
Tony Botelho is the Manager for Career Services at Simon Fraser University. In his 11+ years in the post-secondary career education field, Tony has worked in both Co-op and Career Services and has a particular interest in career education curricula.
H3 Moving Beyond the "STAR"
Sheri Browne-Howe, University of Toronto
Keeping within the premise, “The best predictor of future behaviour is past behaviour.” Behavioural interviews have continued to be one of the most prevalent interviewing tools utilized by employers to assess candidates “Will do”. On the flip side, the STAR response method has remained the number one technique utilized by Career Educators to teach candidates to frame their interview responses. Understanding the importance of recruiting and retaining key employees, this workshop is geared to guiding Career Educators and Employers to develop a strategy to unleash the reasoning and decision making abilities of the candidate through effective application of behavioural interview questions and the reinvention of the STAR alike.
Learning Objectives:
• Enhance candidate employment preparation and marketability by developing vocabulary to explain the process and experience
• Increase accuracy and positive hire which will improve the overall recruitment and retention rate
• Highlight the importance of continuously readdressing best practices
Biography:
Sheri Browne-Howe enjoys working with her students to support their transition from the academic arena to the workplace. For the past 3 years as part of the Student Development team with the Engineering Career Centre at the University of Toronto, her core responsibility involves coordinating developmental workshops for internship applicants, new grads and alumni to secure employment.
H4 Jackpot! The Step-by-Step Guide Part II
James Allison, Talentlink
H5 Self Discovery Through Play: Using an Interactive Board Game for Student Self Assessment
Dianne Twombly, York University Career Centre
Learn how an interactive board game can help students conduct a multi-faceted self assessment in a casual, engaging and fun group setting.
“Who Am I?” is a self-discovery board game developed by York University’s Career Centre to support students in exploring the many factors—both internal and external—that impact their career decision making. While playing the game, students use self-reflection, discussion with other players, and feedback from the counsellor/facilitator to create a personal profile which can used as a starting point for career exploration. The game not only fosters a sense of play, open communication and teamwork among students, but also enables the career centre to serve a greater number of students in an interactive context than can be seen for individual assessments, thus maximizing limited resources.
Biography:
Dianne Twombly has over 15 years’ experience counselling students of all ages to follow their career dreams. She is the author of “Getting Back to Work” and numerous articles on creative job search techniques. Dianne is the Manager of Programs & Services at York University’s Career Centre.
Wednesday, June 9, 2010
Workshop Series I
I1 'The Role of Career Services in Facilitating Local Economic Growth - Opening Doors to Students' Understanding of Local Opportunities'
Paul D. Smith, Queen's University
Jennifer Massey, Queen's University
Employment opportunities and preferences for university graduates in the post-industrial North American economy differ significantly from the 1960s and 1970s. As the manufacturing sector has declined, the ‘creative’ or ‘knowledge’ sector has expanded. While ‘global cities’ like Toronto and Vancouver have been successful in attracting members of the creative class to live and work in the city, mid-sized regional localities, like Kingston, Ontario, have found the process more challenging. This presentation will explore the role that Student Affairs, and more specifically, Career Services, might play in supporting local economic development in a mid-sized regional locality.
Biography:
Paul is the Director of Career Services at Queen’s University. He has been a career educator at the college and university level since 1997. He has been an active member of CACEE, serving as President in 2005- 06, and is a frequent conference presenter He holds a M.Ed. in Post-Secondary Education from Memorial University, where he also completed a B.A. and a B.Ed. Paul looks forward to the day when he figures out what he will be when he grows up.
Biography:
Jennifer is the Coordinator of Assessment, Evaluation & Outreach for the Division of Student Affairs and an Adjunct Assistant Professor in the Department of Geography at Queen's University. Her research interests include student development, community engagement, social capital, place attachments and identity, place marketing, urban heritage conservation and gentrification. She has several years of experience as both a researcher and project manager working for a variety of institutions including the University of Illinois at Urbana-Champaign, University of St Andrews, and the University of Windsor. She is a serves on the Queen's University General Research Ethics Board, the NASPA IV-East Assessment, Evaluation, and Research Knowledge Community Advisory Group and is a member of the Editorial Board of the Journal of Student Affairs Research and Practice.
I2 Don't Settle for a Job...You Deserve a Career
Ericka Gonzalez, Brescia University College
This session will explore “The Me” Program available at Brescia University College. The me program is an individual centered approach to career counseling and career exploration that provides students an opportunity to explore career options and the unseen job market. The session will discuss the best practices and challenges faced by the program, as well as share unique tools utilized in the process of student-centered career coaching.
Biography:
Ericka has been working in the field of Student Services for the past five years. She established career services at Brescia University College in 2006. As facilitator and trainer Ericka has delivered workshops and conferences in Leadership, Personal Power, and the Secrets of Networking among others.
I3 International Student Employment Programs
Paul Snow, Citizenship and Immigration Canada. PEI
This session will provide an overview of CIC’s policy and programs for international students interested in working in Canada. The presenter will discuss temporary work program for students, work programs for spouses or partners of students, and the permanent residence programs. This will be a followed by Q & A from the audience.
Biography:
Paul is the Regional Program Advisor with CIC and is responsible for the functional guidance of the International student program and the foreign worker programs delivered by CIC in Atlantic Canada.
I4 Radical Student Inclusion: Updating Education Programs and Hiring Strategies for Today’s Students and Young Professionals
John Horn, Sauder School of Business
Kimberley Rawes, University of British Columbia
Do you want to effectively engage Gen Y in your workplace or at your post-secondary institution? If your organization’s goal is to be a leader in your field, begin developing a strategy for peer-to-peer – or Y2Y – learning now. When we open the gate and truly incorporate The Net Generation into our learning and recruitment practices, we refresh our programs and recruitment strategies.
Learning Objectives:
• Describe “radical inclusion” and identify where we can expand student feedback and influence in our centres.
• Illustrate three case studies from post-secondary institutions and the world of work that describe how peer learning can dramatically change the content of our programs and our approach to recruiting staff.
• Discuss the tools students and progressive employers are using to refresh current programming and recruitment strategies with technology like: video resumes, reflective resumes, and e-portfolios.
Biography:
At UBC's Sauder School of Business, John is a key player in the career development of the institution's brand new Early Career Master's program. John collaborates with colleagues at Sauder to build career education curriculum, plan and deliver workshops, advise students, liaise with the employer community, and develop internship opportunities for students.
Biography: Kimberley is a Career Educators at the University of British Columbia’s central career services. UBC Career Services serves close to 40,000 students and alumni. Given the scope and diversity of the student and alumni population they work with, Kimberley is an expert in delivering in-demand and innovative programming. In addition, Kimberley brings her background in First Nations Studies to her work with Aboriginal students at UBC.
Phil Jarvis
"Canada’s Talent Pipeline Leaks, Badly"
Wednesday, June 9
10:15AM-11:30AM
We are entering an unprecedented labour force cycle in which hundreds of thousands of new economy jobs will go unfilled due to lack of skilled labour, while hundreds of thousands of job seekers won’t qualify because they lack needed skills. With decreasing labour force participation due to an aging population, it becomes increasingly important to ensure Canada’s talent supply chain is getting the right talent to the right opportunities, just in time. Post-secondary education (apprenticeship, trade school, college, university) and/or management training is now required of 80% of new job entrants. Yet, of 100 students that enter the “talent pipeline” in grade 9 each year only 26 will graduate on schedule from post-secondary programs. Only 13 will be in jobs directly related to their major 2 years later. Oil and gas companies would not accept this level of pipeline leakage. If our most important natural resource is human, society cannot accept this level of leakage in our human talent pipeline. Among others, CACEE members are guardians and stewards of Canada’s talent pipeline. This keynote will explore ways each of us can do our part to fix leaks in Canada’s most strategic pipeline.
Biography:Phil Jarvis has helped create career resources now used by millions of students and adults in education, government and industry settings around the world. He has trained thousands of educators, career and workforce development specialists. He is an innovator, broker of public and private sector partnerships, researcher, project coordinator, trainer, author, promoter and presenter.
He has significantly altered the landscape and practice of career, community and workforce development. He is a passionate advocate of equipping all citizens with the career and life management competencies they need to find meaning, purpose and prosper in the workforce and society of the third millennium..