Tana McNicol

I am an independent real estate agent that works under the broker name Royal Lepage Wolstencroft Realty. My challenge is the real estate indusry is saturated and there is always a sea of realtors advertising continually through social media. It is trying to come out with a marketing strategy to stand out on several different social media platforms. In our industry we never really work within a specific target market, therefore it is difficult to direct marketing efforts to one demographic group without the public mistakenly thinking that I only work with that specific buyer. Our buyers always come in different shapes and sizes, age groups ethnic backgrounds etc. That is often the good part of the industry is meeting all kinds of different people. I am very much in need of more polished posts on facebook and Instagram and other platforms that you may feel are important. I would need an on-going digital presence such as videos that brings value to prospects. Search engine optimization for my website would also be a necessity. I am very open to ideas and suggestions. Thank you in advance Tana McNicol (604) 313-1410 mcnicoltana@gmail.com

Talent Acquisitions Strategy: First Nations Communities

One of the areas we want to focus on is increased representation and awareness of First nations' community in our organizations. First Nations community is severely under-represented in management consulting space (especially women) and experience various challenges. And we want to change that! OBJECTIVE: Create a talent acquisition/sourcing plan that allows our organization to welcome first nations talents as we continue to grow POSSIBLE PROJECT ACTIVITIES: Though the scope would depend on the course objectives + what is best for the students, here are the activities I see happening. - Researching + analyzing key challenges experienced by first nations communities that prevent them from advancing in the workforce - What first nations talents want from their employers - Coming up with retention strategies - Identifying out-of-work challenges that may prevent first nations talents from fully thriving at work (and what can the organization do to support it; is it the additional benefits? is it relocation assistance? etc) - Researching the contact information of possible community partners whose interest is in representing first nations communities (+ creating a sample outreach email) - Possible recruitment channels that can be leveraged in the process - The cultural competencies that the rest of the team should have to ensure first nations talents feel included (as a part of the onboarding curriculum, we have programs that we ask employees to take, but there's ALWAYS more than we can do) FINAL PROJECT DELIVERABLES: This would be the very first edition of this plan, so we are quite flexible on the deliverable! However, we ask the plan to be actionable + well documented (ex. appropriate templates, resources, concise languaging, etc). DESIRED START - END DATE: Subject to the course's start-end dates (ideally we'd like this done before the end of 2022 Q1)