Competency Category:

22.2 – Support Employers in Development of Recruitment and Selection Strategies

Purpose & Context

Career Development Professionals (CDPs) provide guidance to employers on recruitment and selection strategies to support a diverse and inclusive workplace. CDPs establish long-term relationships with employers across industries, assisting them in defining work requirements, supporting recruitment and selection strategies, and searching candidate databases to identify candidates best suited to job requirements.

Effective Performance

Competent career development professionals must be able to:

  • P1. Meet employers to identify current and future workforce needs
  • P2. Promote benefits of diverse and inclusive workforce, e.g. creates innovation, increased productivity, increasedtalent pool, decreased turnover, increased employee engagement
  • P3. Work with employer to create a workplace free from discrimination, e.g. HR policies, workplace accommodations
  • P4. Assist employer in defining work requirements free of unintended barriers, for example:
    • Develop job descriptions
    • Identify possible barriers to employment specific to the organization
    • Develop pre-employment and integration of new employee strategies to address barriers, e.g. on-the-job training,
      partnering with educational institutions to deliver literacy, numeracy and technical training
    • Review job descriptions to remove unintended barriers, i.e. identify only essential requirements for selection
  • P5. Discuss employment strategies for a more diverse and inclusive workforce, e.g. part-time, full-time, volunteer
    experience, internship, job sharing
  • P6. Provide employer assistance in recruitment, e.g. search database, work with other community stakeholders, provide
    referrals, access networks
  • P7. Recommend recruitment strategies to increase number of applicants, for example:
    • Build accessible website, e.g. assistive technologies such as screen reader software, screen magnification,
      speech recognition
    • Promote diverse and inclusive workplace
    • Use inclusive job advertising
  • P8. Support implementation of selection process, for example:
    • Identification of selection criteria
    • Development of selection assessment grid, e.g. assessment tool for each criterion
    • Development of assessment tools, as required
    • Screening applicants
    • Administering assessment
    • Scoring assessment
    • Reporting results
    • Debriefing applicants
  • P9. Support negotiation of agreement, e.g. contractual, placement, such as:
    • Work arrangements, e.g. work hours, working conditions, accommodations
    • Support services, e.g. address performance issues, resolve conflicts
  • P10. Provide support to employers and employees throughout recruitment and selection process

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Employment laws and regulations relevant to recruitment and selection
  • K2. Human rights, specifically in relation to employment applications, hiring practices, discrimination, duty to
    accommodate and harassment, principles of diversity and equity, employment equity
  • K3. Occupational Health & Safety Act, WHMIS, first aid, reporting requirements for injury/illness
  • K4. Advanced knowledge of key issues impacting recruitment, selection, training and development, HR planning,
    compensation, retention
  • K5. Website trends, e.g. mobile optimization, simplification of process to submit résumé
  • K6. Human resource management key concepts, e.g. workforce planning, performance management, training and development,
    compensation and rewards, engagement and retention

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

A career development professional requires a minimum experience of supporting at least 40 different employers in the development of recruitment and selection strategies.

Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.

Recruitment: overall process for identifying ideal job applicants, determining the time period for the recruitment activities, determining the key location and tools to advertise the jobs and elaborating the details of the recruitment process (who, where, when, how).

Selection: overall process for identifying the key criteria that will be used to identify the best applicant, selecting the most effective assessment strategy for those criteria, administering and scoring the assessment, and determining the ideal candidate for the job.

Selection criteria: the key qualifications that will be used to assess candidates.

Inclusive job advertisement: approach to optimize recruitment of a diverse workforce, including using non-traditional approaches to sourcing potential applicants, focusing on bona fide requirements, using gender-neutral language, removing ‘years of experience’, eliminating jargon, offering flexible working schedule

Information Sources and Resources for Consideration


Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?



Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires a minimum of one year of experience with at least 40 different clients and employers, representing a broad range of individuals.


Practitioners typically perform this competency without supervision, and alone.


It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!