1.. Minorities Need Apply

Canadians may feel complacent about Canadian multiculturalism. A closer look at our institutions, corporate boards and police forces, however, indicates that systemic prejudice still exists. The Royal Canadian Mounted Police (RCMP) is one of many Canadian institutions that must transform itself to reflect the diverse populations it serves.

At present, the RCMP is mostly made up of white males. Indeed, of the 1000 Mounties on the force, "just 6.4 percent ... are from minority backgrounds. Some 7.6 percent are aboriginal and 18 percent are women." Although visible minorities make up "about 13 percent" of officers on the Toronto and York police forces, "minority representation in Canadian police services averages around 5 percent." Since even our smaller cities are now attracting immigrants from all over the world, the RCMP recognizes it's time to recruit and hire people whose languages and cultures represent the diverse communities they serve.

But this goal is not as easy as it sounds. First, many recent immigrants do not know much about the RCMP; they don't know that the Mounties are a national police force with the same roles and responsibilities as provincial and municipal police officers. Secondly, the recruitment drive must be inclusive enough to attract applicants from Canada's widely diverse cultural mix.

Visit the RCMP websites atwww.rcmp-grc.gc.caandhttp://www.rcmp-grc.gc.ca/ee-eme/index-eng.htm . Based on the information on the web page, make a presentation with PPT slides to for a diversity recruitment online workshop next week.

Hints:

• Research the visible minorities in Canada to gain an understanding of their cultures and to help adapt the message to your intended audience
• Use bias-free language to communicate the message
• Use a photo that includes people from various ethnicities and races
• Consider the PAIBOC questions when analyzing your message
• Provide a link to the RCMP Careers page atwww.rcmpcareers.ca at the bottom of the message

2. Getting Rsum Recognition

The average online job applicant can be invisible to potential employers, hidden among the rsums crowding their databases and in-boxes.

Online job boards have greatly increased organizations' pool of potential applicants. However, technology has also resulted in an exponential increase in the number of rsums flooding human resources departments. In response, many companies now use special software programs that filter out all but those rsums containing specific keywords.

Tailoring your rsum to match specific jobs is critical today, especially when applying for a position online. You need to research your potential position carefully so that you can include relevant details and keywords. General-purpose boards may provide an overview of employment opportunities, but you're more likely to find a job on niche boards and employment sites operated by organizations, colleges and universities, and professional organizations.

Identify two job postings for two different entry-level jobs that interest you. Ensure that these postings include detailed descriptions of the position, required skills, and hiring company. These types of postings are relatively easy to find on online job search engines such as LinkedIn.com, Indeed.ca, and Monster.ca. Review the job postings and draft a paper rsum for each, customizing it to the specific employer. Consider the following as you compose each rsum:

What are the keywords in the posting?

What specific information, if any, does the posting highlight about the company, its industry, or its products or services?

What are the specific skills required for the position?

Assume that one of the employers uses an electronic job-applicant tracking system. Adapt your rsum for that employer tocreate a scannable rsum.