New Direction in Staffing interface project (NDSi)
NDSi project overview
Phase 1 - External applicant: Improving the job seeker journey
Focus: improve the user experience, communicate effectively with applicants, simplify the staffing process, approach to advertisements…
Phase 2 - Hiring managers: Connecting Applicants with Sub-Delegated Managers
Focus: time to staff, simplify staffing process (NDS), candidate matching, attract passive candidates, volume management…
Phase 3 - HR and enablers: Maximizing GC Staffing Performance
Focus: simplify enabling processes (CHRBP), candidate communications, GC /labour market Information…
Outreach and engagement
100 + Outreach & Engagement Sessions
- 60 + Awareness & Engagement sessions
- 16 Testing sessions
- 20 Consultation events
- 10 + EE sessions
- 20 Regional sessions
- 5 Bargaining Agent sessions
Resulting in over 1400 pieces of feedback from 50+ organizations
Validation through pilots
Concepts tested and validated through pilots include:
- Benefits, efficiencies, and necessity to use a common language construct to enable criteria selection and “matching” capability
- Utilization of Labour Market Information to inform decision making
- Various recruitment mechanisms (i.e., sourcing leads, passive and active candidates)
- Ability to design and produce innovative and engaging advertising materials
Provided the opportunity to promote and guide movement to the New Direction in Staffing methodologies
Performance measurement framework
NDSi Outcomes:
- A seamless, intuitive experience for job seekers and delegated managers.
- Staffing and recruitment strategies correlated to hiring needs
- Efficient enabling support contributing to effective hiring
NDSi key findings
The following are the concepts that resonated most with users:
- One Government of Canada job profile
- Customizable job seeker, hiring manager and HR professionals profiles
- Common, easily understood vocabulary to enhance “matching” and communication
- Re-use and sustainment of information – Enter once re-use many times
- A fundamental shift in the relationship from “one to one” to “one to many”
- Labour Market Information (LMI) to enable effective decision making
NDSi key outputs
The following are the main outputs from the project:
- User-validated business requirements
- User feedback log and contact list
- Mock-ups and NDSi prototype
- NDSi information architecture
- Performance Measurement Framework (continuous improvement)
- Full transition package (including references to all documentation and recommendations)
Suggested areas of further exploration
The following are areas that should be further explored based on feedback from users:
- Inclusion of competencies and interests
- Skills validation
- Assessment
- Priority entitlement administration
- Integration of internal workforce data – minimize data entry
- Flexibility to customize based on departmental needs
- Continual feedback mechanism
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