WEBVTT 1 00:00:00.060 --> 00:00:02.740 So I'm Natasha Rambacchus, Manager of Talent Acquisition 2 00:00:02.740 --> 00:00:04.610 for Minneapolis Public Schools. 3 00:00:04.610 --> 00:00:07.260 line:15% Yeah, so I manage the recruitment team 4 00:00:07.260 --> 00:00:09.050 line:15% and also the HR front desk. 5 00:00:09.050 --> 00:00:13.140 line:15% What we do is we are basically building partnerships 6 00:00:13.140 --> 00:00:16.190 line:15% with different community partners, schools, 7 00:00:16.190 --> 00:00:19.820 line:15% to try to hire diverse talent to bring into our schools. 8 00:00:19.820 --> 00:00:22.640 We are also creating career pathways 9 00:00:22.640 --> 00:00:25.460 so that individuals and candidates know 10 00:00:25.460 --> 00:00:26.720 when they're coming into a role, 11 00:00:26.720 --> 00:00:28.510 it may seem like it's entry level, 12 00:00:28.510 --> 00:00:29.810 but how do you get to the next step 13 00:00:29.810 --> 00:00:32.800 and how do we continue to grow and develop them? 14 00:00:32.800 --> 00:00:34.400 We are also, when we are attending 15 00:00:34.400 --> 00:00:37.490 some of these events and job fairs, 16 00:00:37.490 --> 00:00:40.450 line:15% we're also doing some interview skills, 17 00:00:40.450 --> 00:00:42.690 line:15% we are doing resume building. 18 00:00:42.690 --> 00:00:45.440 line:15% We're just continuously trying to find creative ways 19 00:00:45.440 --> 00:00:48.600 to bring people to Minneapolis Public Schools. 20 00:00:48.600 --> 00:00:51.840 Sometimes we will just kind of have a conversation 21 00:00:51.840 --> 00:00:56.530 of where's their interest, so then we can kinda, 22 00:00:56.530 --> 00:01:00.460 as we are recruiting for the whole entire district, 23 00:01:00.460 --> 00:01:04.250 we wanna really connect them with a job that fits. 24 00:01:04.250 --> 00:01:07.600 But we will sometimes have hiring managers there 25 00:01:07.600 --> 00:01:09.423 to do on-the-spot interviews, 26 00:01:10.600 --> 00:01:13.575 line:15% and then can get through the process right there. 27 00:01:13.575 --> 00:01:16.600 line:15% We can kind of move along, 28 00:01:16.600 --> 00:01:20.650 maybe do a contingent job offer on the spot also. 29 00:01:20.650 --> 00:01:22.040 The candidates that we do get 30 00:01:22.040 --> 00:01:24.640 from these hiring events and job fairs, 31 00:01:24.640 --> 00:01:26.920 since they're directly connected with recruitment, 32 00:01:26.920 --> 00:01:28.830 we handhold them through the process. 33 00:01:28.830 --> 00:01:32.749 So they have a person to connect with, 34 00:01:32.749 --> 00:01:36.819 since we are internal and we can kind of tap the shoulders 35 00:01:36.819 --> 00:01:40.319 of our peers to say, hey, such and such is 36 00:01:41.270 --> 00:01:43.670 a new applicant stage, can and we kind of screen them 37 00:01:43.670 --> 00:01:45.620 get them to the next stage, make the process 38 00:01:45.620 --> 00:01:47.130 go a little bit smoother? 39 00:01:47.130 --> 00:01:49.783 So we work closely with community partners. 40 00:01:51.080 --> 00:01:53.940 If they have customers, client, students, 41 00:01:53.940 --> 00:01:57.170 line:15% we try to either, well, right now we are, 42 00:01:57.170 --> 00:02:00.260 line:15% with COVID, our hands are tied a little bit, 43 00:02:00.260 --> 00:02:02.790 so we're trying to do things virtually. 44 00:02:02.790 --> 00:02:05.140 It's been a little bit more difficult that way, 45 00:02:06.365 --> 00:02:07.560 as it's easier to get in front of someone 46 00:02:07.560 --> 00:02:08.983 and build that connection.