Open Hours Expansion
Toronto Public Library
Innovation Synopsis
TPL received $4.7 million in funding to support the addition of Sunday open hours across all 100 branches in Fall 2025. To achieve this, TPL implemented an innovative recruitment strategy, hiring 250 new external staff within just three months from postings to job offers. Developing carefully crafted timelines to meet our deadlines and introducing a number of efficiencies to streamline recruitment were key to our success. New hires completed a standardized six-week training program combining virtual and in-person sessions, ensuring a consistent onboarding process for new staff across all our 100 branches. This effort expanded library access to seniors, youth, and equity-deserving groups, while improving digital inclusion. Internally, new recruitment and onboarding efficiencies have enhanced scalability and reduced managerial workload.
Challenge/Opportunity
TPL faced the challenge of expanding Sunday hours across 100 branches, adding 1.5 hours to branches already open on Sundays and introducing Sunday service at 33 locations for the first time in 2025. This required a detailed and carefully coordinated hiring and training approach. Our traditional recruitment methods were too slow to meet the urgent need to onboard 250 new external staff within four months. TPL addressed this through innovative recruitment processes including digital tools, targeted hiring events, and streamlined processes. A consistent six-week training program prepared new staff for their roles. TPL also collaborated with internal stakeholders and applied change management strategies to ensure a smooth operational transition, enabling the library to successfully meet its goals.
Key Elements of Innovation
Recruitment & Staffing: TPL engaged in an external recruitment marketing campaign targeting our ideal audiences. Recruitment efficiencies included pre-screening questions and electronic pre-testing before interviews were scheduled. Interview packages were streamlined, and projected vacancies were identified in advance to focus interview efforts. Candidates were required to submit references beforehand, and interviews followed a single pass/fail format. Additionally, dedicated hiring fairs for page positions allowed us to recruit for a high volume of vacancies efficiently. We ultimately interviewed and hired 250 new external Sunday staff in just 6 weeks.
Training & Onboarding: A standardized six-week training program focused on core learning was developed for new hires. We began by identifying the essential knowledge and skills required, then created consistent scripts and training materials. Our supervisors were trained to deliver this content uniformly to all new hires.
Achieved Outcomes
Sunday service to be expanded across all 100 branches, adding 1.5 hours at locations already open and introducing Sunday service at 33 branches for the first time in 2025. We successfully recruited and trained 250 new external staff to meet our staffing requirements.
Customer Impact: Expanded access for seniors, youth, and equity-deserving groups, along with enhanced opportunities for digital inclusion and literacy support.
Internal Impact: New hiring efficiencies and onboarding tools have improved consistency organization-wide.
Careful planning, collaboration with internal partners, and strong execution prepared the organization for operational changes, while change management strategies supported staff through the transition.
Recruitment innovations saved managers hundreds of hours allowing us to meet our recruitment target timelines to onboard and train new staff before the start of the expanded hours.
