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Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Revolutionizing Careers: Insights from a Trailblazing Career Coach

Daisy Wright is the Chief Encouragement Officer at The Wright Career Solution, where she helps professionals and emerging leaders find fulfilling career paths. She is dedicated to guiding individuals toward career transformation and is a visionary leader behind the Let’s GROW Project and the Aspire to GROW Leadership Academy. These initiatives empower women to own their ambitions and strive for leadership roles and equity in the workplace.

A personal transformation sparked Wright’s journey into career coaching. “I decided to pursue career coaching because of the transformation I witnessed in my own life/career. When I became frustrated in my job, I hired a career coach to help me identify my skills and explore career options.”

This particular experience sparked a passion in her to take on dual roles as a part-time resume writer and a part-time professor in the Faculty of Business at Sheridan College. Over time, this evolved into a full-fledged career coaching endeavour aimed at helping individuals achieve career clarity.

Empowering Others: Effective Strategies for Career Transformation

Transformative stories mark her career to date, “One of the greatest achievements in my work, generally, was to hear a client, who is now a DEI Director, exclaim, ‘I came in with a 180° perspective, and am leaving with a 360°.’ A tangible case study further illustrates the success of a recent graduate, shedding light on the impactful transformations possible.”

Wright believes in empowering students to successfully transition from school to work by utilizing university career centers. She also encourages career educators and employers to not only stay up-to-date with the latest trends but also to immerse themselves in them. “I am an early adapter to any technology that will enhance the work that I do.” says Daisy, “Long before the Pandemic, I was a frequent Zoom platform user, allowing me to work beyond borders. Currently, I am immersing myself into artificial intelligence and have been educating clients about its benefits and limitations.”

Strategies for Enhancing Mental Health and DEI Initiatives

Daisy believes it’s important to address mental health issues in the workplace. She highlights the significant costs that mental health challenges can have for employers and advocates for a workplace culture that prioritizes mental well-being. She suggests employers should provide resources to create supportive environments that enhance productivity and satisfaction. “As a career coach, my role is not limited to the career development of my clients but to their overall well-being. If any mental health issue arises during our work together, it becomes the priority. If the situation is outside the scope of my training, a referral is made.”

Daisy’s work is driven by the core pillars of diversity, equity, and inclusion (DEI). She believes that diversity is crucial for driving innovation and performance. Drawing from her lived experiences and collaborations, she emphasizes the importance of diversity in the workplace. According to Wright, employers need to understand that diversity sparks innovation, which ultimately positively impacts the bottom line.

A Note to Career Educators and Employers

Employers can use digital recruitment tools such as job fairs and university partnerships to support and engage emerging talent. They can also establish virtual mentorship programs and foster clear communication channels. Daisy emphasizes, “Employers should expand their hiring pool to include platforms and resources that cater to historically underserved and underrepresented populations.”

In today’s competitive job market, it is recommended that employers use a variety of recruitment methods to attract top talent. It is essential to showcase the company culture and also offer growth opportunities to potential candidates.

For other career educators, Daisy suggests embracing continuous learning, adapting to emerging trends, and fostering mentorship. These practices are crucial in a rapidly evolving field.


Daisy Wright is the Chief Encouragement Officer at The Wright Career Solution. She partners with mid-career professionals, emerging leaders, and executives to help them discover fulfilling career opportunities. Daisy is also the Chief Architect of the Let’s GROW Project, an initiative to empower women and promote leadership.

 

How to Attract the Right Candidates to Your Job Postings

In today’s fast-paced and ever-evolving job market, attracting and retaining top talent is crucial for the success of any organization. As employers, recruiters, and career centers, it’s essential to provide valuable resources and opportunities for career development to help new grads and students thrive. Let’s explore how you can revolutionize your approach to talent acquisition and engagement by utilizing best practices for career development.

Comprehensive Job Postings

Do you need help attracting the right candidates with your job postings? Crafting an effective job posting is crucial to attracting top talent and ensuring a successful recruitment process. Here are some valuable tips for enhancing job postings and reaching qualified candidates. 

  1. When creating a job posting, clearly outline the essential responsibilities and qualifications. Be concise and specific, ensuring that potential candidates can easily understand what is expected of them in the position.
  2. Highlight the unique aspects of your company culture and the opportunities for professional growth. Job seekers are interested in the job itself, the overall work environment, and the potential for career advancement.
  3. Leverage job posting assessment tools to ensure clarity, accessibility and collaboration with diverse voices, attracting a wide range of qualified candidates.

Optimizing Your Employer Branding

An effective strategy for writing a compelling job posting is to focus on employer branding. You can captivate top talent by showcasing an authentic company culture and providing insights into growth opportunities. Successful employer branding is an ongoing process that involves adapting to changing trends and student aspirations. 

  1. Seek feedback and stay attuned to evolving student and new grad preferences to create an appealing employer identity. By aligning with the aspirations of today’s students, your employer brand will resonate more effectively, attracting candidates who are an excellent fit for your organization.
  2. Showcase your company’s unique culture and values and engage with top talent through tailored content. TalentEgg provides a comprehensive solution for enhancing and amplifying your employer brand. With a dedicated employer profile space, social media promotion, paid advertisements, customized content creation, and more, you can leverage TalentEgg’s platform to elevate your employer brand and connect with the right candidates for your organization.

Networking and Recruitment Events

Networking with students and new grads is vital to attracting your ideal candidates.

  1. Encourage your team to focus on building authentic relationships during networking and recruitment events. Instead of promoting job opportunities, engage in meaningful conversations to understand candidates’ aspirations and career goals. This approach establishes a positive impression and increases the likelihood of attracting top talent who resonate with your company values.
  2. Consider hosting engaging presentations or workshops that showcase your company culture and values when participating in events. Create memorable experiences that leave a lasting impression on attendees. This proactive approach highlights your organization’s strengths and sets you apart from other employers, making your company more attractive to potential candidates.
  3. Promote your virtual and in-person career fairs, webinars, and networking events. TalentEgg provides a platform for employers to connect with students and recent graduates in dynamic and engaging environments. TalentEgg’s innovative solutions enable companies to showcase their unique offerings, fostering genuine connections with talented individuals. 

Visit TalentEgg today! There’s no better place to share your recruitment message and job opportunities to reach the best Gen Z talent.

Career Connections: Young Talent, DEI, Measuring Success

An industry leader in the recruiting space, Career Connections knows the insurance marketplace inside and out. They serve as an external recruitment partner for companies. Career Connections assist in everything from discovering hidden talent to helping candidates prepare with resume reviews and mock interviews and learn more about the different career paths within the insurance industry.  

TalentEgg was granted a wonderful opportunity to speak with Carolyn Seward and Beverly Lewis-Hunte from Career Connections, who graciously disclosed in-depth details relating to all things Insurance, events and growth in the sector. They also touch on opportunities for young talent, DEI, work models and measuring success within an ever changing industry.

Experience with Career Connections

Career Connections

Carolyn Seward, Manager & Beverly Lewis-Hunte, Senior Program Officer

We asked Carolyn and Beverly to share their experience working at Career Connections with us. They mention it is an exciting and unique workplace for various reasons. “Career Connections is an interesting program because we are recruiting for the property and casualty insurance industry as a whole, not just for a single employer! This involves creating awareness of the different career pathways that can vary quite a bit,” they stated.

They both touched on how the insurance industry has a lot of variety to offer, so there is something for everyone. Carolyn and Beverly say they face a challenge to connect this sentiment with young talent. They express the limitless room to grow in the industry, “insurance isn’t as well known of a career path so we have unlimited opportunity for growth and the insurance industry is very supportive of our work.”

Initiatives for Young Talent in the Industry

We spoke about the initiatives that Career Connections is implementing for students and new grads. While they have lots on the go, Carolyn and Beverly shared that their “Industry Days” are the most popular. “These are online career fairs we host four times a year, students may submit their resumes in advance for employers to review and select for a coffee chat or mini-informational interview,” they explain. The students get the opportunity to meet with several industry professionals and learn more about their companies and the industry as a whole. Carolyn and Beverly add that many of these employers end up hiring students they meet at these fairs, which is something they both are happy to see. 

These are not the only events Career Connections run; Other events include a career building series that comprises of resume workshops, interview prep, job search techniques, coffee chats with industry professionals and “ask a recruiter” sessions. Not to mention a new “job shadowing program” where “students who have no insurance experience get a chance to see what a career path could look like and bust some of the myths about working in the industry,” they add.

Beverly states, “Our ultimate goal is to showcase the variety and opportunities of working in the insurance industry to those who haven’t considered it as a career path before.”

DEI at Career Connections

Diversity, equity and inclusion have gained paramount importance in the workplace. We asked Carolyn and Beverly what role DEI holds within the company. “Equity, Diversity and Inclusion are one of the strategic pillars of the Career Connections program. We look to foster an environment of inclusion and belonging across the property & casualty insurance industry and the industry strives to look like the communities it services across Canada.” 

They both add how important it is to highlight diversity within the industry. Career Connections does this with its “voices of inclusion” series, connecting with equity-seeking student groups and offering coffee chats with professionals from specific equity-seeking groups. Carolyn and Beverly share their delight relating to their partners taking strides for the better, “our recent demographic research saw an increase in BIPOC professionals by 9% over the past five years putting the industry in line with the Canadian average.”

Fostering Fruitful Opportunities for New Grads with Career Connections

Since Career Connections is partnered with many companies, we were curious as to how new grads and students can find opportunities with these partnering companies. “Career Connection’s role is to keep the curiosity burning in students in order to learn more about the insurance industry. To do this we continue to innovate new events and initiatives to connect students to employers,” Carolyn and Beverly proclaim.

They add, “for our partners we continue to source interested potential student talent so we help with recruitment and retention.” Additionally, both of them note that their partners have observed a lack of essential soft skills among the young talent entering the post-pandemic workforce. But Career Connections wants to help, “We look to assist students in developing their competencies and professionalism through workshops and events so they can make a great first impression with employers.”

Lingering Impact of the Pandemic

On the topic of a post-pandemic workplace, we spoke about how the pandemic has affected the insurance industry. Firstly, they share how the industry as a whole has mainly moved into a hybrid work model in the wake of the pandemic. “This allows for the flexibility required to keep employees happy with recruitment and retention rates and still offers opportunities for in-person onboarding, training and collaboration.” 

They mention how interviews have finally returned to in-person, and new trends have emerged in insurance recruitment post-pandemic.  “We also saw that very competitive salaries caused many staff to shift between companies and referral bonuses for current employees who recruited another to their company became a popular tactic.”

As for the future, the Career Connections team shared with us a few hiring trends that they believe will become common. The first is an increase in quality onboarding and training due to remote work and a heavier reliance on analytics as automation becomes more common for mental tasks in the recruiting space.

Perks and Success in the Insurance Industry

We wanted to know what new grads and students can expect from a career in the insurance industry and what it offers. “Insurance really is a hidden gem of an industry, it offers variety, flexibility and advancement. Our employers hire based on transferable skills and offer extensive training and professional development,” Carolyn shares. 

They state that most people who enter the insurance industry stay there. Furthermore, they highlight that the younger generation’s attraction to the sector is strongly influenced by the growing significance of climate change issues. “The industry has an interest in climate change research and is really all about helping people get back on their feet in some of their worst times of tragedy. We can look to the past few years of natural catastrophes in Canada such as the fires this year or flooding last year in the West as examples.”

We spoke about how Career Connections measures its success within the industry.  The most significant indicators they gauge are event attendance, impressions on social media/website, and how many employers hire candidates from their initiatives. They have noticed year over year growth, noting that many post-secondary institutions have been reaching out more and more to share insurance and risk programs with students, raising awareness of the industry.

“Looking forward, we hope to increase our outreach to newcomers and internationally educated professionals.”

Conclusion

Carolyn and Beverly’s insights are a great display of what Career Connections is and what the institute is doing for the future of the insurance industry. We asked if they had anything else they wished to share, to which Carolyn and Beverly stated, “Working with the next generation of talent is always so inspiring and we can’t wait to see the impact they make!” It is clear how much value they place on the next generation of insurance.

 


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Fidelity: The Focus on Talent, Well-Being and Diversity

Fidelity Canada is part of the broader group of companies collectively known as Fidelity Investments, one of the world’s largest providers of financial services. An industry-leading investment firm, Fidelity Canada’s mission is to empower Canadians to achieve their financial goals quicker than they ever imagined.

TalentEgg was given an exclusive opportunity to speak with Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity. We received an inside perspective regarding Fidelity’s company culture, mental health resources, student initiatives, the importance of DEI, and so much more.

Before starting her 20+ year career at Fidelity, Diana worked in various marketing and accounting roles. HR work was her forte at the company for most of her tenure. As the company evolved, so did her role, allowing her to work with various groups. Recently, she took on Corporate Affairs in addition to HR, expanding opportunities for collaboration amongst a diverse team.

Fidelity

Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity

Initiatives for Young Professionals at Fidelity

Fidelity places high value on their student program and recognizes the importance of developing the next generation of talent. Diana was eager to share more details about this prolific program.

“Fidelity’s student program is designed to provide hands-on work experience coupled with personal development workshops to help set students up for success when they graduate,” she shared. “Students and new grads can find themselves in roles where they are contributing impactful work for the company. We’re lucky to have so many of our students become full-time employees once they graduate.”

It should be noted that Fidelity offers high-level workshops for their young employees. They range from more technical skills like Microsoft Excel to developing soft skills like emotional intelligence training and everything in between. Diana also touched on the importance of teaching the ins and outs of the investment world, along with financial wellness and investment literacy.

“To reinforce Fidelity’s commitment to financial wellness, we offer students product study groups to learn about the investment industry at large,” she adds.  “This is imperative to the success of not only our students, but all our employees.”

This plethora of resources highlights Fidelity’s stake in its young workforce. Their commitment to furthering this group’s skill base and professional development is extraordinary.

“We recognize the immense value that students and young people bring to our organization,” adds Diana. “With endless opportunities for their impact and to help grow and evolve our business, we’re committed to keep growing our diverse student community.”

Student and New Grad Opportunities

After delving into the student program, what sort of opportunities can students and new grads expect at Fidelity?

Those who come to Fidelity for a co-op term will often opt in for a future term. For these future terms, students can work with different teams or areas of business. The “rotational student program” is an excellent opportunity for young employees to learn more about the company, while testing different roles to see where they fit best.

“We see our co-op program as a ‘rotational program,’ where students are encouraged to return for multiple placements, though always in different business groups.”

Diana took this further, “We offer several avenues for students to learn new skills, gain new insights, and get exposure that can inspire current and future aspirations.”

She highlighted several critical initiatives for students and new grads at Fidelity. Q&As, case competitions, and mentorship programs, to name a few.

Fidelity recently launched an investment literacy video series called Money Gains, which targets high school students and teaches the fundamentals of investing through relatable examples. Diana also told us they host the “Fidelity NextGen Women’s Summit,” an annual event for women in university to learn about Fidelity through workshops, panels and more. Fidelity strives to create a workplace where the opportunities are endless for students and new grads.

How Fidelity Measures Success

As our talk progressed, we discussed what defines success for an employee at the company, as well as making sure employees’ voices are heard.

“One of the biggest ways we define success as an employer is to actively listen to employees and base future decisions on what’s most important to them,” she says. “Two-way communication is so important in achieving our goals collectively.”

Employee engagement surveys, employee feedback surveys, “town halls,” and quarterly meetings are vital for gauging employee success, answering their questions, and ensuring their voices are heard.

One innovative program Diana highlights is Fidelity’s “Voice of the Employee.” The program “encourages employees to submit ideas that can help improve and streamline the business. All ideas are reviewed by a committee with representation across the business, and those selected for implementation qualify for monetary rewards.”

Diana adds that this program has expanded to gather feedback on its new dynamic working program, Fidelity’s hybrid working model, and corporate sustainability. These strategies ensure all employees are content and working to the best of their abilities.

Fidelity’s Dynamic Working Program

Post-pandemic, there have been many conversations about returning to the office, staying remote, or opting for a hybrid model. Hearing from Diana on this matter and Fidelity’s dynamic working program was fascinating.

This hybrid model was launched in September 2022 to improve the employee experience. Fidelity works with their employees to find the best schedule for them.

“Depending on an individual’s role and the needs of their team, department and the business, working with their managers, employees can determine a working pattern that incorporates visits to the office and working from home,” Diana shared.

But that’s not all. Renovated offices, enhanced cleaning, desk booking, employee lockers, “treat days,” catered lunches, Gen Z social and networking events and on-site baristas, are just some of the perks employees can enjoy in office. She also stressed the importance of maintaining a healthy work-life balance for Fidelity’s employees.

This program has been an enormous success for its employees, Diana discloses.

“Fidelity Canada employees have adjusted exceptionally well to our future of work program.” In fact, they’ve been recognized by Benefits Canada, winning their award for Future of Work Strategy.

Mental Health Initiatives at Fidelity

In the modern workplace, the focus has shifted to promoting well-being and mental health. More and more initiatives are coming to the workplace to improve mental health as the demand for it grows.

What strides is Fidelity making to prioritize mental health in the workplace? “The strength of Fidelity Canada relies on us supporting employees in the form of physical and mental health to be their best,” Diana divulges. 

Upon diving more deeply, we discovered plenty of initiatives and resources in place for employees at Fidelity. 

Discounted gym memberships, counselling, benefits, and various mental health training, amongst many other progressive initiatives, are in place at Fidelity.

“We’re also committed to reducing mental health-related stigmas and continuously fostering an environment of well-being and inclusivity.”

A significant point Diana circled back to was the importance of work-life balance at Fidelity. Flexible work schedules, paid family care leave, and programs for future retirees, amongst many more initiatives, are in place.

Diversity, Equity and Inclusion Initiatives at Fidelity

While discussing prevalent issues in the modern workforce, DEI (diversity, equity and inclusion) was brought to our attention.

DEI is a significant priority in the workplace. Diana concurs and says Fidelity is committed to DEI and would say it’s one of Fidelity’s greatest strengths.

“At Fidelity, we prioritize diversity, equity, and inclusion to create an environment where every employee feels like they belong,” she continues. “A diverse team means having different viewpoints, which leads to better decision-making.”

Continuing on this topic, the issue of unconscious bias in the hiring process became apparent. Diana discussed several actionable steps Fidelity has taken to ensure that their hiring practices are unbiased and fair to all.

They employ proven methods to mitigate hiring bias, including gender-neutral and inclusive job postings and evaluating candidates solely based on their skills rather than personal characteristics. Diana adds that their hiring managers undergo training on unconscious bias and managing bias in the hiring process to actively promote fairness and inclusivity in their recruitment procedures.

Diana feels this training is imperative to unbiased hiring. “By providing our hiring managers and talent acquisition professionals with this training, we help them recognize and mitigate any unconscious biases that may impact their decision-making.”

“Diversity, equity and inclusion are more than just buzzwords; it is not just a policy or checklist, it’s at the core of who we are. It makes our workplace better for everyone and makes us a better company.”

Final Sentiments

Before we ended our discussion, Diana wanted to share a last sentiment about what it means to her to work at Fidelity.

Diana closed out our discussion by sharing, “it’s a privilege to be part of an organization who cares about their employees, clients and the communities we live and work in,” she states, “We’ve established a strong people-centred culture that delivers an employee experience where everyone feels valued, included and well supported, which sets us apart as a top financial services provider and employer.” 

To learn more about how Fidelity approaches careers, you can visit: Fidelity

 


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