Optimizing Talent Acquisition with Advanced Technologies

Corey Shaw, AVP, Talent Acquisition, Co-operators

Corey Shaw, AVP, Talent Acquisition, Co-operators

Corey Shaw is the Assistant Vice President of Talent Acquisition at Co-operators. He has extensive leadership experience building and elevating TA programs. Shaw attracts and hires exceptional, diverse talent by optimizing organizations capabilities with the support of innovative technologies. He leads the dynamic, collaborative talent acquisition team at Co-operators focused on enabling leadership to acquire and match talent through an amazing candidate experience.

In an interview with HR Tech Outlook Canada, Shaw sheds light on the current challenges in the talent acquisition space and how organizations can overcome them to attract and hire top talent.

What are your current roles and responsibilities at Co-operators?

We are a holistic financial services provider focused on providing financial security for Canadians. Multi generational, diverse talent at all levels across the country are hired at Co-operators and my mandate is to lead the talent acquisition program focused on attracting and matching exceptional, diverse candidates to our career opportunities.

My day-to-day activities involve a blend of building our program, coaching and guiding our amazing team of talent acquisition advisors, and collaborating with leaders to ensure strategic alignment between people and business plans focused on elevating the organizations goals. Through in-depth planning on attraction efforts, we provide a great candidate and onboarding experience for new hires.

I am a cultural gatekeeper truly privileged to represent Co-operators’ incredible employee value proposition. Every day our team has phenomenal opportunities for candidates looking to join our company and build an amazing career.

What are some of the trends and challenges you are witnessing in the industry?

I have been honored to work for companies with incredible consumer and employee brands. The brand popularity draws significant interest from applicants. Over the years, we have had varying degrees of supply-demand talent challenges in Canada sometimes creating a talent gap in the market. Demographic factors like retiring baby boomers, limited new supply to the talent market and regular demand has created a structural talent gap in Canada.

In the recruitment process, every applicant is essential for an organization – we have many career opportunities 70,000+ people showing annual interest in those openings. We are seeking to create meaningful interactions with candidates by leveraging technologies like chatbots. This will help us interact and guide candidates to roles best suited for them.

After this Talent acquisition advisors can engage with candidates to discuss the opportunities and use interviews and assessments to validate if their competencies match our requirements - call it a three-dimensional picture of the candidate that enables us to effectively connect them with the right opportunity.

Moving with pace is essential while recruiting. Candidates have multiple opportunities and are taking a leap by showing interest in a particular role. You need to balance the process ensuring quality information is collected; whether it is from the chatbot, the recruiter, the hiring leader or assessments. Implementing a mobile-friendly system is highly beneficial as aspects like SMS messaging can move things along expediently with relevant candidate touches.

Every candidate is a customer or potential customer of the organization and should be given a comfortable experience. It is important to leave a positive impression – tied to employer and consumer brand

What technological advancements or transformations do you see in the next 12-18 months?

Multi-dimensional technology platforms that support planning, attraction, assessment and onboarding for a seamless, integrated candidate experience is an opportunity I see with talent technology in the industry. Using video and digital steps with relevant, impactful human interactions can create an immersive experience for recruiters, candidates and hiring leaders.

And it doesn’t have to stop there, technologies can deepen a new hires cultural bond with an organization effectively delivering moments that matter in their onboarding cycle.

What is your advice to your peers to navigate the changing landscape of the recruitment market?

Focus on the voice of the candidate – aim for an experience that mirrors your organizations values and how it treats its customers. You also need to focus on the voice of your stakeholders – hiring leaders, operations and technology partners. To be truly great at Talent Acquisition you need to have integrated practices. ‘It takes a village to hire exceptional talent’ and collaboration is key.