Keynote- Behavioural Interviewing – 2 Hour Presentation – Sherry Barron
The best way to identify candidates who have characteristics, essential behavioural traits and the right motivational matches needed for your open job is Behavioural Interviewing. In the very best interviews, the candidate in unaware of the behaviour the interviewer is verifying. There is a lot of upfront work that goes into properly setting up your interview so that it is successful and effective.
Today’s Behavioural Interviewing session combines easy to understand concepts with immediate application methods. This session is designed to give you and your organization the knowledge of how to create your behavioural interview questions, conduct your interview and structure your weighted interview matrix. Additionally, Sherry will teach you how to present your questions and read your candidates body language for truth or deceptive gestures that will give you extra insight into your candidate’s motivation.
By The End Of This Session You Will Be Able To:
• Prepare Effective Behavioural Interviewing Questions
• Set The Interview Process Up Correctly – Reduce The Chances Of A Bad Hire Or Losing The Right Candidate
• Understand The Foundation Behind Behavioural And Value Based Interviewing
• Understand Benchmarking, Behavioural Selection And Behavioural Interpretation
• Learn How To Develop A “Competency Profile” For Each Position And Successful Candidate
• Quickly Find Hidden Qualities That Show You Have A Great Candidate
• Spot Characteristics That Could Cause You Problems Down The Road
• Learn How to Rank, Score and Weight Your Questions
• In 6 Steps- Change Existing Predictable And Overly-Structured Questions Into Effective, Fresh And Powerful Fact Finding Questions
Session 2: An Introduction to the World of PLAR Mark Gallupe & Rose Marie Reid
Prior learning assessment and recognition (PLAR) has been around in Canada since the late 1970's. And despite the fact that every province and territory has implemented PLAR to SOME extent it remains largely underutilized. And yet it holds such promise for adults seeking recognition for their formal, informal and non-formal learning. PLAR can be a bridge to education and employment that can be beneficial to everyone. The knowledge gained from this session will help HR practitioner’s better assess applicants in the recruitment process as well as positively impact organizational development by helping current employees reach and demonstrate their potential.
This session will offer an introduction to Prior Learning Assessment and Recognition (PLAR).
The learning outcomes for the presentation:
1. Define prior learning assessment and identify the assumptions upon which it is based.
2. State the uses of PLAR and the benefits derived from using it.
3. Review the variety of assessment methods used in PLAR.
4. Identify some examples/case studies of past practice.
The presenters will provide time for a Q & A. They will also outline what they will be covering in the PLAR Practitioner session the following day
11:45- 12:30 Catered Lunch
Session 3 Portfolio Development, a Practical Tool for Assessing Employability Skills - Paul Zakos and Elizabeth Nicholas, CHRP/CHRL
A portfolio is a formal document with many applications. Its contents include learning acquired from a variety of formal and informal learning experiences over an individual’s lifetime. Portfolio can be used for a variety of purposes including request for formal credit and recognition for an individual’s learning from experience related to specific employment competencies and qualifications.
This workshop will highlight a portfolio structure and process that will enable individuals to identify and document existing employability skills and knowledge and to develop plans to fill any gaps.
The Employability Skills as articulated by the Conference Board of Canada will be integrated into a self-assessment tool which enables individuals to assess their own skills using a rating scale and to provide documentation (proof of competence) in the various categories. Employability skills fall into three general categories:
1. Fundamental skills – skills needed as a basis for further development,
2. Personal Management skills- personal skills, attitudes and behaviours that drive one’s potential for growth,
3. Teamwork Skills – the skills and attributes needed to contribute productively.
Employers in Quinte Region and indeed provincially and nationally have identified a general lack of several of the employability skills as a major concern in the hiring of entry level workers in many industries.
Learning outcomes for this workshop will include: the demonstration of ways in which portfolio-assisted assessment can be used to help workers, through the compilation of an Employability Skills Portfolio, to identify and document existing employability’s skills and design a concrete plan to fill any identified gaps. This process encourages and supports workers in taking greater responsibility for managing their existing skills and knowledge development and taking the initiative in charting a new course in career development.
Session 4 - Using Stories to Attract the Best Workforce – Chantal Fraser
Chantal Fraser, Empowered Path Inc
Crafted to meet the needs of HR professionals and employers, it highlights how employers can be more inclusive in their hiring practices by recognizing prior learning.
Experiencing difficulty attracting a workforce that reflects your organizational culture? If so, you’re not alone! Many employers are finding it increasingly difficult to wade through job applicants - even when using technology to assist with the process.
Job seekers examine information from many sources during their search. The stories you share help them decide whether or not to apply. In order to attract the widest range of candidates who meet your essential requirements, showcase how transferable skills, previous work and volunteer experiences are acknowledged and valued by your organization.
Learn tips and techniques that can help your organization create engaging stories that reflect your workplace culture and help you attract the candidates you’d like to hire.
1. Learn why you, and other leaders in your organization, should share success
2. Learn how to use success stories to attract the candidates you’re looking for.
3. Learn how to highlight that your organization values transferable skills, work
and volunteer experience, as equivalent to formal education.
4. Learn the importance of using the right terminology in your stories.
5. Learn tips and techniques you can use to craft stories that reflect your
Session 5 - Attracting the Next Generation of Talent
Engage with the next generation of skilled professionals to gain an understanding
of what a good job really looks like to them and how you can attract prime
candidates to your organization. How to bring PLAR into your social media
The Loyalist College Career Centre and The W. Garfield Weston Foundation
Fellowship are pleased to facilitate a discussion and collaboration with some of
their top graduating Weston Fellows and their peers.
This session will provide employers with a unique perspective and allow them to
strengthen their job posting and recruitment strategies.