Model 3: Partnering in Workforce Innovation

Key features of the Partnering in Workforce Innovation model


This model proposes a demand-driven approach using recruitment specialists who work directly with employers/sectors with significant workforce needs to match them with newcomer women who identify as visible minority who have the skills, career interest and abilities to perform the job. They act as the interface between employers and women’s and immigrant-serving organizations to recruit suitable candidates.


The model is targeted to newcomer women who identify as visible minority who are closer to the labour market and ready to be employed regardless of their education level, as the required skills will depend on the nature of the available jobs.


The key component in the model is a recruitment specialist (RS) who organizes the recruitment process on behalf of employers and interfaces with employment service providers, settlement service organizations and community agencies to source and identify suitable candidates. The RS is employed by the service partner in CPVMNW. The model operates through a four-stage recruitment process.


1) ASSESSMENT. The RS engages with employers to assess the requirements of the job, as well as the workplace environment. The RS develops the recruitment process with the employer and circulates the opportunity to the service partner network for a candidate search.


2) RECRUITMENT. The RS pre-screens all referrals and interviews selected referrals first. Suitable candidates are referred to employers. Employers provide feedback to the RS, who in turn communicates back to the referring agencies and candidates.


3) EMPLOYMENT. The hiring decision is communicated by the employer to the RS. The RS advises the candidate and referring agency contact. The employer issues the selected candidate an employment offer. Eligible supports are provided by the service agency and/or employer (e.g., workplace orientation, training, transportation, etc.).


4) POST-PLACEMENT SUPPORT. The RS follows up with the employer, agency and employee in the first month of employment to check preliminary progress and any opportunities for continued support and development are identified and communicated back to the agency. The RS conducts another check-in after the second month.