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Recruitment / new talent

Recruiting initiatives

Attracting the best talent is important for Bell’s evolving business environment if we are to continue to lead and win in a highly competitive marketplace. To secure access to top new recruits, we drive a variety of initiatives that build a community of job seekers through our Jobs@Bell site and social media, with a focus on recruiting from a diverse candidate base that reflects the customers and the communities we serve.

We use various interview and assessment tools from psychometric assessments, business review case studies, language tests and video interviewing to assess skills, potential and fit.

In 2016, we hired more than 7,500 new team members, thanks in large part to our focus on expanded social media recruiting initiatives which generated more than 130,000 LinkedIn, Twitter and Glassdoor followers, plus over half a million Talent Community followers.

We continue to concentrate on early-career and student hiring. On campuses, we sponsor student development initiatives and participate in over 40 student events such as mock interviews, case competitions and networking sessions throughout the school year to promote career development and relationship building. In all, we visited 20 universities in Ontario, Québec and Atlantic Canada to promote our opportunities with new graduates, with an emphasis on attracting candidates to Bell’s Graduate Leadership program, one of the largest initiatives in Canada dedicated to helping new grads become the next generation of leaders. The Graduate Leadership Program produced 20 future Bell leaders in 2016, for a total of 52 since its inception. Because of these efforts, Talent Egg recognized us as Best Grad Program in 2016.

As part of our diversity and inclusion strategy, we ask job seekers to self-identify so we can short list qualified candidates and ensure diverse representation. We also participate in and sponsor career fairs for diverse communities. These included: Our Children’s Medicine’s Indigenous Career Market enabling job seekers from First Nations communities in Southern Ontario; Toronto’s annual Out on Bay Street career fair to facilitate the professional development of lesbian, gay, bisexual and trans-identified students; and Lime Connect’s Corporate Recruitment Receptions for students and experienced professionals who have disabilities.

We are proud to continue to be involved in the Hire a Veteran program through our partnership with Canada Company and the Military Employment Transition (MET) program. We provide training to our Bell recruiters to understand how veterans’ skills are transferable and how to support veterans and reservists throughout the recruitment progress. We were again honored in 2016 to be named a Top Employer by the Military Employment Transition (MET) program with our hiring of 100 veterans.

Once team members are hired, their onboarding experience is critical to optimize their productivity and their sense of belonging as quickly as possible. Our ‘Welcome to Bell’ program is designed to help new team members feel connected to the organization and have the information needed for earlier success by providing information on Bell’s strategy, key contacts, customers, culture and processes.

In 2016, we hired more than 7,500 new team members, thanks in large part to our focus on expanded social media recruiting initiatives.
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