Transitioning from School to Work NEADS - Job Search Strategies Forum Edmonton, Alberta - 2005

1. Transitioning from School to WorkNEADS - Job Search Strategies ForumEdmonton, Alberta - 2005 Stephen McDonnell Senior Advisor – Diversity and Workplace Equity BMO Financial Group

2. Equity Through Education is a charitable initiative aimed at creating a more diverse workplace by offering educational opportunities to people who don’t have them. On Wednesday May11, 2005, CDN $1.6 million/US $1.28 million was raised across North America. These institutional equity trading commissions were donated to organizations dedicated to the education of bright and deserving individuals.

3. BMO Financial Group

4. We care about our customers, shareholders, communities and each other. We draw our strength from the diversity of our people and our businesses. We insist upon respect for everyone and encourage all to have a voice. We keep our promises and stand accountable for our every action. We share information, learn and innovate to create consistently superior customer experiences. Corporate Values

5. It means……a workplace were people are treated with dignity and respect It means…….being part of a workplace that reflects the diversity of the communities where we live and do business It means…….a supportive work environment free from harassment and discrimination, where we know we can succeed because we have the tools and encouragement to strive for excellence Diversity and Workplace Equity

6. Task Force on the Employment of People with Disabilities November 1992 BMO’s Journey

7. The Perception People with disabilities can’t do the job Special treatment: cost too much People with disabilities are not suited for certain types of jobs BMO’s Commitment – The Task Force

8. The Reality 80% of individual accommodations can be achieved at reasonable cost Research shows that people with disabilities do not take disproportionate amount of sick leave Technology improvements in workplace accommodation has broaden the range of available jobs BMO’s Commitment – The Task Force

9. Recommendations from the Report Experiential Learning Internships Co-ops Work Placements Job Shadowing Community Outreach Partnerships BMO’s Commitment – The Task Force

10. Education and Experience Amount of Education Completion of Education Lack of Practical Work Experience Volunteer Experience Job Seeking Strategies Networking Internet Traditional Methods Critical Issues

11. Put together a “Success Team” to journey with you throughout the employment process – a team of 4 to 5 people Consider a fellow grad, an instructor, an entrepreneur, someone who works in Human Resources or is a manager of people, a university job placement officer and certainly someone who can speak honestly with you - for your team Work with them on creating your resume, conducting mock interviews and role plays, where you are both the candidate and hiring manager Evaluate potential opportunities with them and debrief after interviews Work with them to understand your own boundaries around disclosure Captain Your Own Team

12. Know the organization – what do they do and what do they stand for? Are they Provincial or Federally incorporated? Employment Equity? If a public company, read their annual report Read their corporate values or corporate social responsibility document– is there a commitment to diversity? Understand the organizational structure – who are the executives? Internet Research – any press coverage on the company? Do you know anyone who works at the company? – Ask them lots of questions Do they offer tours? Job Seeking - Research the Company

13. The essential tool to market yourself It is an inventory of work-related experiences, skills, knowledge and academic achievements It must create a strong, positive impression and an accurate description of what you bring to an employment relationship Work experience includes summer jobs, employment programs, volunteer experience, and mentoring programs Stay in touch with previous mentors, professors and educators Keep your resume up to date Job Seeking - The Resume

14. Keep it simple, clear, easy to read, usually two pages State your objective and/or create a summary statement Record accomplishments and describe them quantitatively where appropriate Provide information relevant to employment Begin sentences with action words Keep the reader in mind Resumes should be reverse chronological or functional, however a combination often works best for new grads Make sure that it is free of spelling, grammatical, and typographical errors Job Seeking - Effective Resumes

15. Avoid making your resume the story of your life Photos, expensive covers and accessories are not necessary Focus on your abilities Avoid the use of extraneous information that does not support your objective or summary statement Avoid using “I” to begin a sentence Try to focus on recent jobs or volunteer experiences There is no need to list your age, marital status, health or number of children Job Seeking - Ineffective resumes

16. It is a conversation with another individual who is interested in your skills, abilities and experiences to determine if they match a particular position You can also use the interview to determine if the position is right for you Make sure the interviewer is aware of any accommodations you may need before the interview – most importantly accessibility The interview is not an educational opportunity for the interviewer or the appropriate forum for advocacy Job Seeking – The Interview

17. The 4 Ps: Prepare – know your strong skills and abilities, strengths and weaknesses Participate – ask insightful questions Practice – practice with a friend or colleague Perception – first impressions are often lasting impressions If: You use adaptive technology for the interview make sure it is working and batteries are charged You have a PCA or a companion animal make sure you have the consent of the interviewer to have them in the room for the interview…what if the interviewer has an allergy? Do you have a plan “B?” Job Seeking - The Interview

18. Steps to Help You Prepare: Know what you have to offer Be clear on how you are going to articulate your abilities Be attentive to your appearance and dress appropriately Confirm the time, place, accessibility, the name and title of the interviewer Remember to pre-arrange any accommodation you need for the interview in advance Take extra resume copies with you Make sure you have the consent of those you offer as references and keep them in the loop Job Seeking - The Interview

19. Again, understand what your own boundaries are around disclosure Articulate your accommodation needs - Ask for the tools you need to perform the essential duties of the job - Focus on Ability not Disability – Companies want to hire on Ability! Workplace Accommodation at BMO Starting the Job - Accommodation

20. Learn the company’s culture and values Ask for a tour of the facilities Review relevant company literature – HR policies Is information available in alternate format Avoid information overload ”Orientation is a process not a single event.” Starting the Job - Orientation

21. Your Role Active Participation Prepare and Ask Questions Get to know other team members Be responsive, be flexible Network Know what is expected of you Disclosure issues? Everyone must work together to sustain and nurture a safe and healthy working environment Starting the Job - Orientation

22. Career development is all about: Learning and growing Common Goals Independence Self Sufficiency The opportunity for you to achieve your full potential Career Development

23. Be Proactive Over time talk to your manager and create a Career Development Plan Get involved Establish networks – Diversity Councils Consider finding a mentor Perform, Perform, Perform Keep skills current With manager, develop mutually agreeable expectations of key performance objectives Ask for regular feedback Career Development

24. Remember you are being hired for your abilities Ask for regular feedback on your performance and asking for coaching and guidance where appropriate Commit to continuous learning ”Most people leave jobs because it isn’t what they expected.” Career Development

25. In the words of BMO Financial Group’s President and CEO about diversity and inclusion: “We are on a journey that is both exciting and rewarding!” Tony Comper May your journey prove to be the same! In Conclusion