2022-019 - Recruitment Services

This RFSO is an invitation by the Digital Research Alliance of Canada (the “Alliance”) to prospective respondents to submit non-binding proposals to become part of a Vendor of Record (“VOR”) for the provision of Recruitment Services.  

The purpose of this RFSO is to establish a VOR roster of pre-screened and qualified suppliers from which the Alliance can draw upon to fulfill various recruiting requirements including but not limited to:

1. Executive Recruitment Services

The Alliance seeks the service of firms with expertise in recruiting quality candidates for interim and/or permanent placements, at the senior and executive levels. Executive Recruitment Services to include, as applicable for the respective Service Category, but not be limited to:

1. preparation of position profiles, including related Board and DRI consultations
2. organization and support of the meetings of the Selection Committee, including its consultation activities with individuals and groups determined to be required for development of the position profile
3. Communications and advertising activities appropriate to the needs of the search and suited to the mission and organizational culture of the Alliance 
4. Proactive identification of potential candidates whose capabilities suggest they are highly qualified relative to the qualities and capacities identified in the position profile, including appropriate levels of background and reference checks as necessary to identify candidates for interviews
5. Organization, coordination, and support of interview process for three to five short-listed candidates as identified by the Selection Committee
6. Support and facilitation of the final decision-making process and offer to selected candidate Developing a recruitment strategy to attract superior candidates with a mix of recent and relevant experience related to the expertise required and who reflect the full range of diversity within Canadian society;
7. Maintain a roster or pipeline of qualified resources to facilitate future hiring requirements;
8. Drafting and placing posting or advertisements for specific recruitment mandates, profiles or positions;
9. Identifying and qualifying candidates, and recommending short-listed candidate to the Alliance, for specific recruitment mandates;
10. Providing regular follow-up with the Alliance regarding any position that has not been filled;
11. Develop interview guides for specific recruitment mandates;
12. Conducting reference checks / reports for specific recruitment mandates;
13. Assisting in the negotiation of candidate offers;
14. Conducting psychometric testing of candidates, upon request;
15. Providing other relevant recruitment activities, as required by the Alliance;
16. Must comply with applicable provincial and territorial legislative requirements for employment laws and holidays; and
17. Providing a consistent, accessible, single point of contact to support the Alliance account and allowing the Alliance to interview potential replacements in the event that a change of point of contact is required.  

1. staffing temporary and/or permanent job openings, on request and within the required time frame, with individuals who possess the necessary qualifications to perform the assignments to the fullest capacity and who reflect the full range of diversity within Canadian society;
2. proactively sourcing, recruiting and maintaining a network of top-quality candidates that would be available to meet the Alliance’s requirements;
3. providing regular follow-up with the Alliance regarding any temporary and/or permanent positions that have not been filled, or that require replacement temporary staff, including constructive and collaborative dialogue with the Alliance towards filling the position(s);
4. providing and conducting background checks and thorough past employment assessments and references for selected candidates, within a reasonable time frame prior to start date of assignment/employment;
5. providing detailed temporary staffing reports, periodically as requests, that may include but are not limited to data such as: names or temporary employees provided, groups and locations in which temporary employees worked, start and end dates (or anticipated end dates), billing rates, classifications, total regular hours worked, total overtime hours worked, and total amounts invoiced, etc., in addition to other ad hoc reports, as requested.
6. Providing other related temporary and/or permanent staffing activities, as required by the Alliance;
7. Must comply with applicable provincial and territorial legislative requirements for employment laws and holidays; and
8. Providing a consistent, accessible, single point of contract to support the Alliance account, and allowing the Alliance to interview potential replacements in the event that a change in the point of contact is required.