Running head: RECRUITMENT PLAN OF TELUS

Recruitment Plan of TELUS

Praveen Kumar Sthavurru

1679963

Raja Sesidhar Allam

1674729

Thiago Fernandes

1678895

Wanwisa Rucheekijnara

1682909

Personnel Administration
MADS 6602 V2
Dr. Bahareh Assadi
March 2, 2015

RECRUITMENT PLAN OF TELUS

Recruitment Plan of TELUS

Introduction
Organizing, which is about allocating resources, recruiting, selecting, training, and
developing employees, is one of four-function management. The organization cannot run the
business completely if lack of employment. According to John Gossling, Chief Financial Officer,
TELUS does not concentrate only on their customers, but also on their employees which results
in their business achievement. The company always pushes their employees to take part in
service to customers wherever they work, on the line or in the shops. The idea is people can
create many wonderful things even though they do not appear in public (TELUS Corp at Citi
Global Internet, Media & Telecommunications Conference - Final, n.d.).
TELUS has been operating telecommunication and serving Canadians for over 100
years. Originally, it was situated in Edmonton, Alberta and then merged with BCTel in 1999.
With the high potential, TELUS is the seconds biggest telecommunication company in Canada.
Their products mainly deal with mobility, television, Internet and home phone. The scale of the
company is very large with many branches from coast to coast, numerous retail stores, and
thousands of workers. Therefore, collaborative teamwork is essential and it should establish in
the corporate culture. The employee is vital for bringing success to the company. Furthermore,
putting the right person into the right job is still unchangeable. TELUS realizes that the employee
engagement is the top priority, so they are very careful about selecting their candidates,
developing their recruitment process, retaining their employees and improving their strategies.
What an Individual Needs to Attain before Qualifying to Work
The requisites to be hired at TELUS vary according with the position and the
responsibility that position carries. Like all companies in the market they are seeking problem

RECRUITMENT PLAN OF TELUS

solvers with responsibility and professionalism, who are able to deliver the perfect job with a
high standard of work.
Each position requires different abilities and backgrounds, depending on its specific
responsibility. To illustrate these differences, four positions are selected two entry level, one
intermediate level and one higher level. These positions show the standard requests to be hired.
Starting with an entry level position, a Client Care Representative and Sales
Representative (both part time), it is requested to have more personal skills than education or
certification itself. For both positions, being comfortable with technology, strong team work,
directed to customer services, solving problems and having some kind of work experience up to
2 years is an asset.
Continuing with an intermediate level position, an Account Manager, as management
level has more responsibility and interpersonal skills which are more important than education
and experience. It is requested to have university degree (in co-related field), 3 to 5 years of
work experience in co-related field (this case business, commerce or engineering). Also personal
skills such as management, training, customer focused and negotiation are mandatory.
Concluding our analysis with a higher level position, a Senior Director in Application
Development & Support, as a top management position, work experience should be more
important than educational background. It is requested to have university degree in co-related
field (computer science or engineering), with proven leadership and management experience, 8
to 10 years of work experience managing of large teams, strong communication and language
skills (French and English), knowledge of finance, technologies and also Canadian market
(related with his field).

RECRUITMENT PLAN OF TELUS

Recruitment and Selection Employees for Existing Positions

TELUS usually hires a new employee to their organization according to the vacancies.
Presently, TELUS has about 43,000 employees across all over in Canada. The employees work
under different departments like mobility, Internet, smart TV, call centre, customer service, sales,
and information technology. Moreover, every department has their own respective hiring team.
The recruitment process of TELUS goes very ambitiously and it gives an employment
opportunity. Most companies including TELUS adopt two ways of recruitment process, which
are internal and external hiring. Every process establishes its own set of standard.
An external recruitment strategy is hiring employees from outside of the company with a
skill set matching the job description (Applegate, n.d.). TELUS is opening doors of
opportunities, giving chances to candidates whose innovative ideas have not been revealed or
think differently unlike if TELUS hires them from internal. There are few drawbacks as well, the
exorbitant costs involved in hiring and training the employee and it will take time for the
employee to fit into this new working environment.
Generally in TELUS, internal recruitment strategy promotes employees from within a
firm to fill upcoming positions. The advantage of cost of hiring is quite low and it is easy to train
because he or she probably understand the organization model, company culture and values
before getting promoted or getting the new position (Bridgette Redman, n.d.). At the same time,
the company is giving an opportunity for advancement to their employees. They can develop
new skills here. However, there are disadvantages of internal recruitment. It may create conflicts
among the co-workers within departments for choosing the employees from qualified candidates
and apart from that the company only has limited choice.

RECRUITMENT PLAN OF TELUS

Issues and Challenges of Recruitment Process

Diversity within organization has been of interest recently, especially on boards and top
management levels. Some organization believes that who the boards should reflect the people
who the boards serve (Greene, 2011). Board diversity affects how an organization can fulfill its
communitys needs. In the modern world, gender diversity is very important. Women truly
perform well and understand the specific needs of other females. Moreover, the company will
not be perfect, if women are not participating. Even though there are many benefits to diversity,
some organizations still do not pay enough attention. It is claimed that this idea has taken long
time because of the recruitment process and strategy (Van Der Zon, 2011). This issue has become
a challenge for companies who want to have effective recruitment.
TELUS is a company who really supports diversity and they have developed the
recruitment process to get the right candidate. In order to show how TELUS deeply cares, a
Diversity and Inclusiveness Council was set up with the commitment to be an employer of
choice for all, as well as, a service provider that reflects and serves the unique needs of our
communities (TELUS Communications Company, n.d.). In addition, the Diversity and
Inclusiveness Office, founded to cooperate with the council, creates the plans and takes action to
make sure that its objectives are reached. The strategy begins with the recruitment processes
which use many tools to determine and choose the candidates who match the jobs. Recruitment
members do not only concentrate on education, attraction, and retention. They are also certain to
interview and employ the diverse candidates in skills, experiences, and attitudes. It is important
for TELUS to promote its tactics by always taking part in various career support associations.
Moreover, TELUS is one of 56 members who joined the Canadian Board Diversity Council
(Canadian Board Diversity Council, n.d.).

RECRUITMENT PLAN OF TELUS

Other issues for TELUS are the loss of main staff because of downsizing and cutting
down on expenses, and lower salary compared to competitors with the same industry. However,
TELUS tries to solve this problem intentionally by providing good benefits and attractive
compensation. It is disclosed in the Managements discussion and analysis 2014 in the part of
risks and risk management of Human Resources department. The competitive base salary and
performance bonus are the strategies to approach candidates and remain employees, and sharebased compensation is presented key staff who has been working for three years. Another benefit
is many various rewards for the best employees. Besides, the TELUS Employee Share Purchase
Plan is offered for full-time and part-time employees.
Conclusion
Employees are the one of the important stakeholders of an organization. Many goals and
strategies cannot be achieved without effective employees. Therefore, the recruitment process is
necessary. At this moment, TELUS puts many efforts to develop the hiring process. The
company uses both internal and external hiring in order to find the right candidates. Many
available positions can be found on the company website. Qualifications are stated clearly to let
the candidates decide what position is suitable for them. Diversity is the basic concept to
welcome everyone who joins the company. It is believed that different employees can fulfill
different customers needs. Currently, TELUS is facing the problem of losing key employees. It
is the challenge that HR department and team members can find out how to improve the
recruitment process and what strategies they can apply to support their company.

RECRUITMENT PLAN OF TELUS

7
References

Applegate, M. (n.d.). Difference between the internal & external recruitment strategies.
Chron.com. Retrieved February 25, 2015 from http://smallbusiness.chron.com/differencebetween-internal-external-recruitment-strategies-25708.html
Board Diversity Still Not Good Enough. (2009). Credit Union Directors Newsletter, 33(3), 4
Retrieved February 24, 2015 from EBSCOhost database.
Bridgette, R. (n.d.). What is an effective hr approach in internal recruitment? Chron.com.
Retrieved February 25, 2015 from http://smallbusiness.chron.com/effective-hr-approachinternal-recruitment-25095.html
Canadian Board Diversity Council. (n.d.), 2014 Annual report card. Boarddiversity.ca. Retrieved
February 24, 2015 from http://www.boarddiversity.ca/sites/default/files/ARC-2014-FinalENG.pdf
Greene, J. (2011). Why board diversity matters: practical ways to meet the varied needs of your
community. H&HN: Hospitals & Health Networks, 85(1), 37-40. Retrieved February 24,
2015 from EBSCOhost database.
TELUS Communications Company. (n.d.). Welcome to about telus. About.telus.com Retrieved
February 23, 2015 form http://about.telus.com/community/english
TELUS Corp at Citi Global Internet, Media & Telecommunications Conference - Final. (n.d).
Fair Disclosure Wire (Quarterly Earnings Reports), Retrieved February 25, 2015 from
EBSCOhost database.

RECRUITMENT PLAN OF TELUS

Van Der Zon, K. (2011). Gender Diversity on Boards: Why Has Change Been So Long in
Coming?. NACD Directorship, 37(4), 89. Retrieved February 24, 2015 from EBSCOhost
database.