Innovative, engaging and inspiring are all words that describe McMaster students and new graduates. These words also describes our approach to working with our valued employers and community partners. The Employer Toolkit is an online recruitment guide created to assist you with your hiring practices at McMaster. Keeping it simple, our Employment Services team has packaged the basic information together to help you with all aspects of hiring from job posting to candidate selection. If you cannot find the information you are looking for in this toolkit, please contact us directly. We hope that you will consider McMaster University a primary source for recruitment.
- Hire a
Building Your Brand
Host an Information Session
Meet with McMaster students one-on-one. A great way to promote your organization on campus is to host an Information Session. There are a number of venues available on campus that can host your session whether it is a casual pizza and pop meet-and-greet or an elegant wine and cheese company reception. Every effort will be made by one of our Student Success Centre employment staff to meet your request and ensure that your visit to campus is met with expert detail and coordination. To request a session, please complete our online Information Session Request Form (available soon).
Attend Career Fairs and Recruitment Events
Your next recruit could be at one of our events. Don’t miss this great opportunity to connect with McMaster talent! Register early to confirm your attendance at one of our Career Fairs. Fairs are scheduled once per term. The Fall Fair ("Career Fair") focuses on graduating year students and new alumni whereas the Winter Fair ("Spring/Summer Employment Fair") has a broader audience and connects employers with students at all levels of study. Contact us for customized opportunities to speak to students about your company and available positions.
Book an Information Table
Book a table in the Marketplace, the heart of the Student Centre. Discuss your available opportunities with hundreds of students in this high traffic area.
Participate in Experiential Programming
Participate in one of our many initiatives and programs offered to assist students explore careers, build professional networks and develop key employability skills needed to stay competitive in the workforce.
A few key programs include:
- Job Shadow Week: Host a student for a day or half day
- Career Field Experience: Reading Week non-paid placements
- MentorLinks: Career mentoring
- Networking Events: Engaging on-campus events for students and employers
Employers who have participated in experiential programming have expressed great satisfaction in being able to help shape the career decisions of students and prepare them for the world of work.
Creating a Job Posting
Before advertising your position it is critical that you have a clear and detailed job posting. Taking the time to craft a comprehensive description of what you are looking for in a candidate will ensure that you attract the best talent that will fit with your organizational needs. Key components of a clear and detailed job description include:
- Position Title: Create a job title that is transparent to the potential applicant.
- Hours of Work and Salary: State the hours of work and the wage. Keep the guess work out, state whether the position will be paid hourly, weekly or yearly.
- Purpose: Identify why the position exists within your organization.
- Qualifications: Include specific education, training skills and experience that you would like the ideal applicant to possess. When creating your job posting, you may find it helpful to target applicants with specific educational experience. Information on programs of study at McMaster can be found by accessing the following website http://www.mcmaster.ca/academic/faculties.cfm
- Responsibilities: Outline the duties/tasks that are performed by this role, this can be broken down by percentage of time spent in each task.
- Reporting Structure: State the name of the person/position to which the new hire will report. This will minimize potential conflicts in the future.
Posting Your Position
The Student Success Centre works in collaboration with Faculty career offices on campus to ensure that your posting reaches the best possible candidates. Posting with the Student Success Centre is absolutely free. When posting your position, please include details such as:
- Position title
- Application deadline date
- Number of positions available
- Contact information
- Application requirements (resume, cover letter, transcript and degree type – if applicable)
- Responsibilities of role
To post with ease, connect to OSCARplus, McMaster's portal for job postings and event registration. The Student Success Centre Career and Employment team will work with you to meet your recruitment needs.
Job Posting Policy: Should you have any questions about posting your opportunity or if you would like to speak with a representative from our Employment Services Team, please contact us at (905) 525-9140, ext. 23035.
Available all year round, our designated interview rooms can be accessed by employers looking to privately interview candidates on campus. Tips for preparing to interview on campus include:
- When arranging your on-campus interviews, please contact the Student Success Centre well in advance to reserve your space and provide company literature if appropriate
- Notify all applicants individually of their status and whether they have been short-listed for an interview
- Interview for positions where the starting date is within 12 months of the initial interview
- Respond to all candidates within agreed upon time frame and give reasonable notice of any interview cancellations
- Provide accurate information on job responsibilities, compensation and benefits in the interview
- Honour all offers of employment
Tips adapted from: CACEE’s Guidelines for Ethical Recruitment.
To arrange for your On-Campus Interview, please complete our online Interview Room Request Form.
Interview template document (Available Soon)
CACEE (Available Soon)
Making the Job Offer
The Student Success Centre is a professional member of the Canadian Association of Career Educators and Employers (CACEE) and thereby supports the following ethical guidelines for recruitment. When offering a position to a McMaster student please:
- Provide a reasonable amount of time to respond to job offers made (3-4 weeks is recommended for fall term recruiting of spring hires (on-campus recruitment) and 2 weeks is recommended for immediate and summer hires)
- Confirm job offers and terms of employment in writing to students
- Inform the career centre regularly of the status of your recruitment cycle
The Sector Council Program (SCP) is a wage subsidy initiative that enables public, private and not-for-profit employers to create career-related summer jobs for secondary and post-secondary students. These jobs provide students with the opportunity to acquire skills and gain valuable work experience and help finance their return to school. Should you wish to apply under SCP, print and complete their online application form. Once you have completed and signed the SCP Application/Agreement Form you are required to deliver or mail your application to your local Human Resource Centre of Canada (HRCC) office.
The Department of Human Resources and Skills Development is responsible for providing all Canadians with the tools they need to thrive and prosper in the workplace and community. We support human capital development, labour market development and are dedicated to establishing a culture of lifelong learning for Canadians.
It is a provincial law that gives everybody equal rights and opportunities without discrimination in specific areas such as jobs, housing and services. The Code's goal is to prevent discrimination and harassment because of race, colour, sex, handicap and age, to name some of the sixteen grounds.
The principle that all individuals should have opportunity equal to that of other individuals and that their needs be accommodated, consistent with their duties and obligations as members of society, without being hindered or prevented from doing so by discriminatory practices based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or conviction for an offence for which a pardon has been granted.
Employment standards sets out the minimum standards that employers and employees must follow in various aspects of employment including: payment of wages, hours of work, records, leaves of absence, minimum wage, public holidays, equal pay for work of equal value, etc.
The Ministry of Labour, through its Employment Standards Program:
- Enforces the ESA and its regulations
- Provides information to employers and employees, making it easier for people to understand and comply voluntarily
- Investigates claims and complaints
- Facilitates compliance
- Conducts proactive inspections of payroll records and workplace practices
Hiring a Diverse Workforce
Hiring International Students
Information is available on the following sites:
Hiring People with Disabilities
As partners in learning, the Student Success Centre is committed to building a culture of support and equal access for all McMaster students. Our purpose is to instill confidence in the McMaster community to achieve meaningful career and life goals. We believe that learning happens through experience and share in the responsibility to provide experiential and work-related opportunities for students with disabilities.
Read more about how hiring a diverse workforce will affect your lasting success and Be An Employer of Choice!
Job Banks for Posting
- OSCARplus - McMaster University
- Canadian Manufacturers & Exporters Project
- Canadian Council on Rehabilitation and Work
You may be able to make buildings, spaces, and products accessible using simple or low-cost solutions. The best solutions will follow the rules of universal design. This means designing products and environments that can be used by all people, as much as possible, without having to be modified.
Making Your Space Accessible
When assessing your premises for physical accessibility, there are a number of things to consider in developing your action plan:
- Do you own or lease your premises?
- Can your building accommodate physical changes?
- Can any necessary renovation work be done under normal maintenance activities, or regular update work?
- Do you need to hire an architect or engineer, or can a contractor do the job?
- What are your priorities based on your assessment?
- What are the simpler, immediate, lower-cost things you can do to improve accessibility?
- Make your premises accessible to people with a wide range of disabilities, including physical, sensory, learning, developmental and mental health.
Pay attention to:
- Audible alarm systems
- Signage with high contrast lettering
- Easy-to-find directories
- Accessible parking
The following checklist items will help you develop a plan to make your premises accessible:
- Accessible to persons using wheelchairs or scooters
- Canopies or other sheltering devices have adequate headroom
- Revolving door openings move slowly and safely to accommodate people using mobility aids; or an adjacent accessible door opens automatically, has power assisted door operators or can be easily opened with one hand
- Mats are level with the floor and door thresholds are beveled so they do not create a tripping hazard
- People can easily find information, a reception counter, an accessible call bell or information phone for persons requiring assistance
- Doorways are wide enough and stay open long enough to allow persons using wheelchairs to pass through easily
- Braille signage and controls can be easily reached and a two-way emergency call system or telephone is provided
- Audible signals announce floors and up/down direction of elevator cars
- Pedestrian route(s) or path(s) are wide enough to accommodate wheelchairs, scooters, or other mobility devices
- Curb cuts or ramps are wide enough for wheelchairs and scooters, have a non-slip finish and are kept clear of snow and ice in winter weather
- Routes are not obstructed by poles, plants, bicycle racks, etc.
- Accessible entrances are clearly marked with the International Symbol of Accessibility
- Signage is provided in large, high contrast lettering
- Accessible passenger loading zone accommodates taxis, buses, or accessible vehicles
- Awnings or canopies extending over exterior walkways have clear headroom
- Forward edges are highly colour contrasted for easy visibility on exterior steps
- On both sides of ramps or exterior stairs, continuous handrails are a bright contrasting colour and have horizontal or vertical rails to prevent people from slipping through
Fire and Life Safety
- Protocols in place for the evacuation of people with disabilities
- Main exit routes and exit doors are easily accessed and used by people using mobility aids
- Exit instructions are printed in large text, and mounted in an accessible, highly visible location
- Fire alarms have visual and audible signals
General Layout and Services
- Queuing areas and serving aisles are wide enough for people using mobility aids including electric wheelchairs and scooters
- Cashier desks, service counters or counters/tables in eating areas are accessible to and useable by patrons using wheelchairs or scooters
- Public telephones, coat racks or display shelves are accessible to and useable by patrons with various disabilities e.g. wheelchair users, persons with low vision or hearing loss
- Lighting is installed to ensure that people with vision disabilities may clearly identify colours, patterns and signage
- Floor finishes have non-slip surfaces under wet and dry conditions
- Open-concept, accessible routes are marked by bright colour or textural changes at floor level, to provide directional cues for people with vision disabilities
- No protruding objects or tripping hazards in accessible routes, and if so, they are clearly marked with a bright colour, a cane-detectable floor finish, or a guard
- Carpeted floors are of firm, dense construction and easy for a wheelchair user to roll over without difficulty
- Thresholds are beveled to accommodate different floor materials
- Accessible parking spaces are clearly marked with the International Symbol of Accessibility
- In accessible underground parking areas, a call bell or two-way communication system is located near parking spaces reserved for persons who may require assistance
- Safe, clearly marked, accessible pedestrian route (made of firm, level material) from the designated parking area to an accessible building entrance or elevator lobby
Accessible stall is provided for each sex when integrated into regular washrooms or an accessible stand-alone unisex washroom is located nearby. The following washroom features are accessible to people with a wide range of disabilities:
- Grab bars
- Coat hooks
- Fush controls
- Wash basins
- Toilet paper dispenser
- Call button for emergencies
- Mounted automatic hand-dryers or paper towel holders
- Lever-handled faucets or automatic faucet
Signage and Information Systems
- Show the International Symbol of Accessibility
- Display universal hearing disability symbols where equipment is available, e.g. TTY
- Include Braille information
- Include appropriate pictograms, wherever possible (e.g. on washroom doors)
- Include large high contrast text, clear, light-coloured lettering or symbols on a dark background, or dark characters on a light background; and are mounted at a convenient height for both wheelchair users and people with vision disabilities
- Walls in busy areas, corridors, ramps or staircases are finished in smooth, non-glossy, non-abrasive finishes
- Colour of doors or door frames in hallways contrast with surrounding wall colours
- Fire exit doors are consistently coloured throughout the building, so that they are easily distinguishable from other doors
- Fire hose cabinets and fire extinguishers are in a highly contrasting colour
- Wall mirrors are limited in size, to prevent visual confusion; and mirrors that cover a wall (e.g. in a restaurant) are clearly marked for people with low vision
AODA Documents (Available Soon)