TD Fosters a Smooth Transition for Entry-Level Employees

Q&A with Scott Belton, Senior Vice President of the Atlantic Region, TD 


Recently, we spoke with Scott Belton, Senior Vice President of the Atlantic Region at TD to talk about the importance of fostering a smooth transition for entry-level employees.

TD Scott Belton

TD’s entry-level job descriptions do not include a requirement for 3-5 years’ experience. This requirement is often seen as a barrier for new graduates in their job search. Why does TD choose not to use this requirement?

“Someone coming into TD with an education brings a ton of value to the company. We have a great leadership team here who can teach and train new graduates, specifically by coupling that with new employees’ own creativity and individuality. Experience is important, but so are training and people who bring unique skills and capabilities.”


What does TD do during the onboarding and training process to support entry level employees?

“The formal side of the transition is our onboarding and training program. We teach new employees the ins and outs of their roles. The hope is that they will have long careers with the opportunities presented at TD. Our culture is also key. It's important for everyone, but I think particularly for younger employees, that we have an inclusive culture. It’s important to us as a company as well; we want people from diverse backgrounds who reflect the customers we serve. We value inclusiveness tremendously. Everyone wants and deserves to bring their whole selves to their workplace.”




Having recently moved to Halifax, what were your first impressions of the quality of local talent?

“Even before I moved to Halifax, I knew about the quality of post-secondary institutions here because they are incredibly well-regarded across Canada and internationally. The talent I’ve had the opportunity to meet so far is outstanding. I’ve been very impressed not only by the level of talent but by the variety of interests and backgrounds they possess. Halifax is a hub for young talent and they are benefitting the city. That said, they will do so even more if we can retain them.”


Why is youth retention important to you as Senior Vice President?

“Many people think about hiring in a one-dimensional way: a supply of jobs is needed to meet a demand of employees. But there’s so much more to it than that. Young people can choose literally anywhere in the world to work and they understand what’s available to them. Now more than ever, quality of place is important to youth, and is an important factor for them when choosing where they want to work and live.

This ties into the culture of a city, and the culture of employers in that city. Great restaurants, a local music scene, and other amenities are important, but so are diverse workplaces that have social value and give people the opportunity to have jobs that matter to them.

Quality of place is so important, and Halifax has it. It’s an amazing city. It has the urban benefits of a big city, with the feeling that you’re not in a city at all. It’s a pretty compelling value proposition. 

Part of building the next generation of leaders is creating opportunities for youth to stay here. Halifax is a great place to live, and we need to continue making it a great place to work as well.”