Recruit Appendices

• 1.A Equal Opportunity Statements
• 1.B Inclusive Job Advertisement Checklist
• 1.C Job Post Template
• 1.D Standardized Interview Process
• 1.E Standardized Interview Questions
• 1.F Standardized Interview Evaluation
• 1.G Employment Resources in Hamilton
• 1.H Gender-Neutral Language Alternatives
• 1.I Training Institutions and Community Groups
• 1.J Workplace Ambassador Poster
• 1.K Workplace Ambassador Sign-up Form

Appendix 1.A /

Equal Opportunity Statements

Note: The Employment Equity Act is federal la that requires you to provide equal employment opportunities within your organization to women; Aboriginal peoples; persons with disabilities; and members of visible minorities. An equal Opportunity statement should be on job advertisements and/or the company’s website.

Example 1: From the ontario human rights code

“All applicants receive equal treatment with respect to employment without discrimination because of race, ancestry, place of origin, color, ethnic origin, citizenship, creed, sex, sexual orientation, age, gender identity, and gender expression, reocrd of offences, marital status, family status or disability”

Example 2

[Company Name] is committed to creating a diverse environemnt and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for emplyment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

Example 3

[Company Name] provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, [Company Name] complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation and training. [Company Name] expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with ability of [Company Name]’s employees to perform their job duties may result in discipline up to and including discharge.

Example 4: Using references to the employment equity act

[Company Name] is Equal Opportunity Employer and prohibits discrimination and harassment. All qualified applicants are welcome to apply and will receive consideration for employment based on company needs, job requirements and individual qualifications. Applicants will be considered without regard to gender, marital status, gender identity or expression, sexual orientation, national origin, race, color, religion or belief, age, physical or mental disability or any status protected by the Employment Equity Act.

Appendix 1.B /

Inclusive Job Advertisement Checklist

Use this job advertisement checklist to see what else you could be doing to improve your recruitment strategies.

Our company’s job ads

Are up-to-date and meet legal requirements and government standards. They have been reviewed by a lawyer or a human resources staff member in the last 2 years. Are objective and use inclusive language (see Appendix 1.H), avoiding gendered terms, or phrases that could suggest exclusion based on gender, race, age, etc. Include an “Equal Opportunity Statement” (see Appendix 1.A) and a clause regarding workplace diversity and dedication to equality. Clearly list the duties and responsibilities of the position, including specific and general tasks. Make clear the requirement of candidates, including any skills tests or interview requirements. Include images of women working in a related skilled trade. Make clear our company’s progressive practices and training opportunities.

Our company’s job posting have been shared

On job websites accessible by everyone. With women-friendly groups and sites. To at least three different platforms (for example, online, on school job boards, social media, employment agencies, trade shows, newspapers).

Our company’s interview process

Is transparent to all applicants. (Whenever possible) has at least one women on hiring committee. Has a hiring committee that has undergone diversity training and is aware of gender-bias barriers in recruitment Have standardized questions and evaluations that are administered similarly for everyone (Appendices 1.D, 1.E, and 1.F). Includes an explanation of the company’s diversity policies

Appendix 1.C /

Job Post Template

[Title of Job], [Location of Job]

Company:
[Brief description of the company, including key milestones and successes].
For our employees, we provide [list all perks and benefits, formal and informal, such as proximity to bus routes, childcare, facilities, competitive wage, etc.]. For more information about the company, visit our [website, office, call staff].

Job Description:
Your main responsibilities will be [give a detailed overview of the
responsibilities of the position]. On a day-to-day basis, you will be expected to [list the main tasks associated with the job]. To achieve this, you will be working [alone, as part of a team, as leader of a team, etc.].

Requirements and Qualifications:
We are looking for a [explain the type of person you are looking for: e.g. motivated, good leader, self-starter, etc. Be sure to use gender-neutral language (take a look at Appendix 1.H, or try out this website: www.gender-decoder.katmatfield.com)]. You must have completed [educational requirements] and will have a minimum of [years/qualifications] of experience in [type of work]. You will have demonstrated strong skills in [name skills, e.g. time management, organization skills, leadership, communications skills] and will be [note any special requirements that the person will need to meet; for example, willing to travel, available for weekend and evening work, available on short notice, able to lift 50 pounds, etc.].

Equal Opportunity Statement (such as Example 4, taken from Appendix 1.A):
[Company name] is an Equal Opportunity Employer and Prohibits Discrimination and Harassment. All qualified applicants are welcome to apply and will receive consideration for employment based on company needs, job requirements and individual qualifications. Applicants will be considered without regard to gender, marital status, gender identity or expression, sexual orientation, national origin, race, color, religion or belief, age, physical or mental disability or any status protected by the Employment Equity Act.

How To Apply:
Applications may be submitted by [mail, e-mail, fax, etc.] no later than [deadline for applications] to: [contact details].

Keywords:
If this information is being prepared for use in an Internet posting, include keywords so that job seekers are directed to the posting easily.

Appendix 1.D /

Standardized Interview Process

Assembling the interview panel

When possible, using an interview panel, rather than a single interviewer, is a fairer way to evaluate applicants. Research has shown that interviews conducted by a panel are more objective than those conducted by only one interviewer. A diverse interview panel can reduce the impact that personal biases may have on the selection of an employee.11 Multiple interviewers may also capture information that a single interviewer might overlook, thus ensuring a more balanced, and complete assessment of the applicant.

Before The Interview

Assemble Interview Board

During The Interview

Provide Introduction

After The Interview

Evaluation Responses

Compare Assessed Responses to Other Interview Data

Appendix 1.E /

Standardized Interview Questions

Example questions for different key factors

Specific Job/Skills

01/ Can you recall a time your electrical/plumbing/[field specific] work was criticized? How did you proceed

02/ How do you feel about confined spaces, working from heights, working in and around hot and cold environment, around noise, moving equipment and an ever changing work environment?

03/ Why are you interested in this field?

04/ Tell us about your most challenging work sites/projects to date

05/ What would you do if you saw a coworker break safety protocol? What do you think are the key factors to maintaining safe workplace?

06/ What do you think are the three most important skills to work in [the field], and how have you demonstrated them in the past?

Teamwork

01/ Suppose you had an idea for a change in procedure to enhance work quality, but some members of your work team were against any type of change:

• What would you do in this situation? Why?
• What factors would you consider?
• Who would you involve?

02/ Consider a situation where you and a co-worker are working on a project together. You both agreed on how the work was to be divided up. However, your co-worker fails to do her/his share of the work. What would you do?

03/ What was the biggest difference of opinion you ever had with a co-worker?

• What did you do to try to resolve it?
• What was the outcome?

Behaviour

01/ Describe how you managed your work schedule the last time you had competing
deadlines to meet.

• What steps did you take to make certain that you would manage your time most effectively?
• What was the result?
• What feedback did you receive?

02/ Describe a time when you took personal accountability for a conflict and initiated
contact with the individual(s) involved to explain your actions.

03/ What do you do when you are faced with an obstacle to an important project?
Give an example.

Financial Management (if required)

01/ Tell us about a time when you were required to make a difficult budget decision:

• How did you go about analyzing the issue and making a decision?
• What was the result of your decision?

Specific Situations

01/ What would you do if you were solely responsible for managing a large scale project
with very tight deadlines?

02/ Describe a major change that occurred in a job that you held. How did you adapt to this change?

• Tell us about a situation in which you had to adjust to changes over which you had no control
• How did you handle it?

03/ Give a specific example of a time when you had to address an angry customer.
What was the problem and what was the outcome? How would you asses your role
in diffusing the situation?

Questions to avoid

Any questions that may discriminate against applicants on the basis of any of the following grounds are prohibited: race, national or ethnic origin, colour, religion, age, sex (including pregnancy or childbirth), sexual orientation, marital status, family status, disability, and conviction for which a person has been granted pardon.

Acceptable follow-up questions

Usually used when the applicant is vague, or if you require additional information:

Who?

• Who else was involved?
• Who else helped you with this situation?

Who?

• How long ago did this happen?
• When did all this take place?

Where?

• Where did this take place?

Why?

• Why was this situation a particular challenge?
• Why do you think this person was difficult?
• Why did you take that approach?

How?

• How did you develop this idea?
• How did you convince your supervisor to adopt it?
• How did it help the organization?
• How did you prepare for it? How did you size up the situation?

Appendix 1.F /

Standardized Interview Evaluation

Developing and using rating scales

• Be clear on the expected, effective answers that meet or do not meet qualifications
• Choose the words or phrases for the points on a scale and their accompanying definitions that are most appropriate for the qualification being assesses and the selection tool being used
• Don’t get overly detailed. These are key indicators only. An exhaustive list of all possible criteria is not required

Example Rating Scale

Does not meet standards	Does not meet standards	Meet standards	Meet standards	Meet standards
1	2	3	4	5
Very poor. Unacceptable	Poor. Below average.	Moderate. Good. Average.	Strong. Above average.	Very strong. Excellent.

Taking notes

To maximize the usefulness of notes, they should be:

• Based on careful observations of behaviours and facts related to the qualifications being assessed
• As complete and as close to verbatim as possible, in order to recall the applicant’s responses
• An accurate record of what the applicant said or did, not the interviewer’s inferences or judgements

Documentation tips

The following summary recommendations will enhance the effectiveness and legal
defensibility of an employment interview:

• Use a standardized process. This includes asking the same questions of all applicants
• Use interview panels rather than individual interviewers. Diversity in panel membership whenever possible is also preferable
• Ensure that interview questions are job-related and based on the requirements of the target position
• Avoid questions that are related to prohibited topics
• Enhance the objectivity post-interview evaluation of applicants by having a well-defined and documented scoring system
• Provide training to ensure that panel members know how to conduct fair and unbiased interviews
• It is important to use the same panel members for all applicants, whenever possible.

Appendix 1.G /

Employment Resources In Hamilton

Increase the reach of your job advertisement by posting in a variety of spaces.
Find up-to-date information on where to access employment information at: www.tcu.gov.
on.ca/eng/employmentontario, or call the Employment Ontario Hotline: 1-800-387-5656

Appendix 1.H /

Gender-Neutral Language Alternatives

Use these tips to make gender-neutral documents.

General Tips

01/ Use both pronouns “he” and “she”. This can be done as “(S)he”, “S/he”/ “She or he”. etc.

02/ Rewrite the sentence to eliminate the pronoun completely

03/ Use a neutral word or phrase such as “person”, “any person”, “every person” or “no person”

04/ Repeat the noun

Wording Suggestions

Instead of the terms below:	Try to replace them with:
Foreman	Supervisor
Jack of all trades	Handyperson
Journeyman	Journeyperson, tradesperson
Lumberjack	Logger
Man-hours	Work hours
Serviceman	Technician, maintenance person
Businessman	Business executive, entrepreneur
Workman	Worker

RATHER THAN: “We are looking for a ‘Jack-of-all-trades’ to be a Project Manager. He will
work alongside the Foreman and will be responsible for planning and executing projects.
He will provide oversight for all phases of construction, and will direct a team of workmen”.

TRY: “We are looking for an experienced, well-rounded individual to be Project Manager.
She/he will work alongside the Site Supervisor and will be responsible for planning and
executing projects. The Project Manager will provide oversight for all phases of construction,
and will direct a team of workers”.

Appendix 1.I /

Training Institutions and Community Groups

Below are training centres and organizations that can provide a great network of applicants or potential hires via job fairs, career nights, or make connections with students and instructors.

Advancing Welding Techniques Inc.

A training facility that specializes in Custom Welder Training courses for career-orientated
individuals, as well as, custom “in-plant” training and consulting programs for companies
in the welding industry.
ADDRESS: 1016 Upper Wellington St, Hamilton, ON, L9A 3S3
TELEPHONE: 905-575-8311
WEBSITE: advancedwelding.ca

Apprenticesearch.com

The website is designed to help connect apprentices and employers across Ontario
and is a free service operated by not-for-profit organizations and community agency
partners in Ontario.
ADDRESS: 5230 South Service Rd, Burlington, ON, L7L 5K2
WEBSITE: Apprenticesearch.com

Centre for Skills Development and Training

“The Centre” supports people at all stages of life to become employed. The Centre also
provides corporations a suite of human resources services including recruitment, hiring,
outplacement and specialized training.
ADDRESS: 860 Harrington Court, Burlington, ON, L7N 3N4
WEBSITE: thecentre.on.ca

Conestoga Career Centre

The Centre gives advice regarding career direction, individual employment supports,
and self-employment. Staff and resources are available at no cost to the public.
ADDRESS: 460 Speedvale Ave East, Guelph, ON, N1E 1P1
TELEPHONE: 226-780-8663
WEBSITE: conestogac.on.ca/caa/careercentre

Joint Apprenticeship Training Committee (JATC)

JATC is a partnership between UA Local 67, and the Technical Trades Academy (TTA).
They provide members of UA Local 67 training programs for Apprentices, Journeypersons
and Metal Trades.
ADDRESS: 104-195 Dartnall Rd, Hamilton, ON, L8W 3V9
WEBSITE: technicaltradesacademy.ca

Mohawk College

Mohawk offers diverse programs at the apprenticeship, continuing education, diploma,
and collaborative degree level.
ADDRESS: PO Box 2034, Hamilton, ON, L8N 3T2
WEBSITE: mohawkcollege.ca

Niagara and Halton Skilled Trades Academy (NHSTA) (Locations in St. Catherines and Oakville, ON)

NHSTA offers an innovative program that surpasses common conventional classroom
instruction by combining a technologically advanced classroom and shop.
ADDRESS: 2C-227 Bunting Rd, St. Catharines, ON, L2M 3Y2
TELEPHONE: 905-685-9393
WEBSITE: getatrade.com

Niagara Welding Academy

The Academy offers programs with a flexible class schedule as well as assistance with job
placements, and funding. It is the policy of the Academy to contribute to the success of the
graduates by contacting employers to ensure training is up-to-date.
ADDRESS: 6-146 Cushman Rd, St. Catharines, ON, L2M 6T6
TELEPHONE: 905-685-8984
TOLL-FREE: 1-877-445-4402
WEBSITE: niagaraweldingacademy.com

Ontario Masonry Training Centre (OMTC)

OMTC provides quality training for the brick and stone masonry trade through
pre-apprenticeship and apprenticeship programs.
ADDRESS: 350 Superior Blvd, Mississauga, ON, L5T 2N7
TELEPHONE: 905-795-0770
WEBSITE: ontariomasonrytrainingcentre.com

Ontario Sheet Metal Worker Training Centre (OSMWTC)

OSMWTC trains, upgrades and improves the vocational and safety skills of sheet metal
workers in response to industry needs.
ADDRESS: 2600 Sheridan Garden Dr, Oakville, ON, L6J 7R2
TELEPHONE: 905-829-5655
WEBSITE: osmwtc.com

Robar Centre

The Centre specializes in training heavy equipment operators, and advocating for the
advancement of improved safety standards and regulations.
ADDRESS: 600 Nebo Rd, Hamilton, ON, L0R 1P0
WEBSITE: robarcentre.ca

Threshold School of Building

Non-profit organization dedicated to practical and sustainable community development
in Hamilton and surrounding areas.
ADDRESS: 110 Catharine St North, Hamilton, ON, L8R 1J4
TELEPHONE: 905-522-8686
WEBSITE: thresholdschool.ca

Partner with Local Communities, Clubs, and Skilled-based Networks to reach Women

As mentioned, 75% of the 172 employers in the 2015 Hire Learning Survey used word
of mouth as the main form of recruitment. By connecting to communities where women
are involved, they can benefit from this recruitment technique.

Contact some of the community/advocacy groups below. They promote the recruitment,
retention, and advancement of women in the skilled trades.

Build Together

A national program with Canada’s Building Trades Unions that promotes, supports,
and mentors women in the skilled construction trades.
WEBSITE: buildtogether.ca

Canadian Association of Women in Construction (CAWIC)

CAWIC’s mandate is to facilitate the long-term success of women in Canada’s construction-
related fields.

WEBSITE: cawic.ca
TWITTER: @CAWICOnline

Kickass Careers

A grassroots initiative to encourage women to enter careers in trades and technology.
WEBSITE: facebook.com/Journeyman.ca

Appendix 1.J /

Become A Workplace Ambassador

Remember your first day at work?

A workplace ambassador can provide support and guidance to a less experienced
employee. Check out the benefits of a workplace ambassador and sign up to be contacted
by a potential employee or new staff. It’s up to you if you want to answer one of their
questions or all of them! You decide, just be open!

Benefits to the new employee

• May feel less isolated at work
• Can learn tasks and skills on a one-on-one basis
• Ask questions about pay, safety, workplace culture without intimidation

Benefits to the employer

• Workplace is more productive
• Employees are better trained
• Employees in mentoring relationships tend to have greater job satisfaction
• Employers might notice less turnover because of a positive work environment
• Mentorship programs look attractive to new recruits

Benefits to the workplace ambassador

• Gain confidence in skills and own job satisfaction
• Developer stronger communication skills
• Can improve their supervisory skills
• Maintain a professional connection which can expand the Ambassador’s reputation and connections

Benefits to the profession

• Long-term benefits as employees become more self-directed and develop stronger communication and problem-solving skills
• Business becomes more creative and focuses its attention on growth, rather than training
• Mentored employees value collaboration and sharing of information, which can lead to a stronger organization
• Mentored workers are also apt to become involved in professional organizations that further both their careers and the profession itself

Sign up to become a workplace ambassador!

Appendix 1.K /

Workplace Ambassador Sign-up Form

**some form here**

For more information:

The Canadian Association of Women in Construction (CAWIC), Mentorship Program is an important initiative to fulfilling its mandate to enhance the success of women in the Canadian construction industry, through its core values of leadership, mentorship, membership and partnership. For general questions about mentorship at CAWIC email
mentorship@cawic.ca