Tag Archives: Management

Why the best hire might not have the perfect resume

At a quick glance at a resume, hiring managers can easily be too quick to judge to determine if the candidate deserves an interview.

In this TED Talk video below, HR Manager Regina Hartley shares with us why highly motivated ‘scrappers’ are the kind of candidates hiring managers should be looking out for. Scrappers have experienced hardships and overcome adversity which has shaped them to be highly motivated, productive and successful.

Get Ready for the Week Ahead

Every Monday gives us a chance for a fresh start.



The Toxic Employee

It is known that great people make a great team and great teams can overcome huge obstacles. Companies that work hard to find the best team members to join them and work equally hard to provide a challenging and rewarding environment to motivate and bring out the best in them are setting themselves up for success.

When a leader of a company believes that their business is about the people, it is their duty to foster that success. Building the relationships between those people builds the business. Losing incredible talent due to poor leadership will not make a company an employer of choice.


infographic source: Cornerstone OnDemand

Warning Signs That Your Team Is Struggling

Originally posted on Practical Practice Management


Working with teams of people are great when all is going well.  It is quite amazing how quickly things can turn from great to oh my gosh!  One team player stepping out-of-bounds or not following through with their tasks can cause a good team to go sideways fast.

Sometimes things can happen very quickly, like a team player saying something that rubs another team player wrong.  There was no warning just an action that turned out bad.

When things like this happen usually they can be fixed if addressed quickly and the team does return to normal function.

It is when underlying things begin to infiltrate the team and they build over time that quick fixes are not going to work.  There are a few key things to watch for as a team leader or player that may indicate that the team is struggling and if not addressed quickly could end up causing a divided team.

  • If team members start not seeing eye-to-eye on the purpose of the goals of the team.
  • If team members seem to lack team spirit or the energy to pump themselves up at work.
  • If two or more of the team members seem to often be at odds with each other.
  • If decisions need to be made by the team and they are unable to come together to do so.
  • When a team member starts talking more about themselves and not the team with regards to work goals.
  • When one or more team members want to quit the team.

As a business owner, manager or team leader you must always be watching and listening for the slightest of issues between team members.  Not that you want to create a problem where there really is not one, but you want to be aware if one may be brewing that can be resolved before it escalates.  Little issues dealt with quickly can usually be resolved.  Issues left unattended, over time will fester and become infected with negativity and poisoned attitudes.  These types of issues unfortunately rarely end on a happy note.

“The strength of the team is each individual member. The strength of each member is the team.” –Phil Jackson

Death of the Desk Job


Quiet time

As I write this blog post, I’m experiencing a shortened work week. I do like these quiet days at the office to blast through the ever growing task list. But, let’s not kid ourselves, it is also a good time to get away from the office and recharge.

Christmas treeIn our recent poll, half of our survey respondents are experiencing a shorter work week this week. 20% reported that their office is closed for the full week, and 30% say that their workplace is only closed on the statutory holidays of December 25th and January 1st.

This time of year is also a time for reflection and relaxation. Taking advantage of this quieter time of year can really have some upsides. Now is the time to concentrate on some unfinished projects, spend some time writing down your goals, or catch up on your business reading.

Whatever your situation, make the most of this quiet time. Make every moment count. Next thing you know, things will get busier, so now is the time to recharge.

Enjoy your week!


Shorter days, shorter weeks

As the holidays are upon us, we find that in a lot of companies, many workers are leaving the office earlier in the day for celebrations and family commitments. Some companies are closing their offices on the days on either side of the statutory holidays, so that employees can spend that time with family and friends, and to truly enjoy the time off, when typically things get quiet in the corporate world. Christmas holly

So, we ask you, is the culture in your company such that shorter days and shorter weeks are happening?

Showing Employees Respect

Originally posted on Practical Practice Management

respect-1-e1413562524495One common complaint I hear from employees when I speak at conferences is they do not feel that their superior or employer really respects them as a person and fellow co-worker.

I have a difficult time understanding why a manager or employer would not want to treat their employees with the highest sense of respect as they are the people who come in contact with their customers.  How do they expect their employees to show respect for customers when it is not being shown to them at work.

Demonstrating that you value your employees involves treating them well every day they are at work.  Below are a few tips on how to show respect to those you work with.

  • Do not ask an employee to perform an unpleasant task without providing a positive reason and showing them yourself how to do it.
  • Always treat employees as equals who just do a different job in the organization.
  • Take the time to train employees and listen to their concerns.
  • Treat a mistake as an opportunity to teach and to better communicate regarding their job tasks.
  • Take the time to praise good work.

Most of all remember the Golden Rule needs to apply in the workplace, “Treat each individual as you yourself would want to be treated.”


So many recruitment agencies…who should we pick?

google screen grab

Do you have a difficult hire? Are you getting too many applications for each position, and you don’t have time to sort through them? Are you not getting any applicants, or any good ones? There are many reasons to use a recruitment agency to help you attract top talent. However, how do you select an agency to work with?   Here are some quick tips on how to select the best agency for you.

Find the specialists in your area

Do a search for agencies in your area that specialize in the field(s) that you are recruiting for. Make a list of all the potential agencies, and give them a call. Have some tough questions ready. Be judging them from the first call; Do you get through to someone who can help right away? How long does it take for them to return your call? How well do they know your industry, or the roles you are recruiting for? How much, and what type of experience does the agency or its recruiters have?

Do your core values or ethics align?

Remember who you choose to represent you will be an extension of your brand. Ask the staffing agency what is important to them. Do they belong to ACSESS (Association of Canadian Search, Employment and Staffing Services)? This is not a mandatory organization for agencies, so it is a good sign if they belong. Check out the ACESS code of ethics. Take the time to check out the agency’s website, social media, and blogging presence (Linkedin, Facebook, Twitter, Instagram etc.).

Do they set realistic expectations?

Do they promise they can produce the next Steve Jobs in less than 24 hours? Make sure they are setting realistic expectations, and not just telling you what you want to hear to get your business. Your agency should be taking a consultative approach, and take the time to understand the role and your corporate culture. This is more than reading the job description, and sending you twenty resumes that seem to fit.

Fees and Guarantees

Yes, this is the last thing you should be looking at, but the fee and guarantee discussion should be based on a mutually beneficial partnership. Look for agencies that are willing to negotiate depending on the role, volume, relationship, exclusivity, and size of your company. If you are a smaller organization, ask if they are willing to take payment installments. Unless you do retained or executive search, you will not have to pay anything until they successfully find a candidate you hire. Good agencies understand that as your business grows so will theirs, and with this in mind, your agency should be willing to help you in any way they can.

There are a lot of recruitment agencies out there, but it is up to you to find the good ones. Look for ones that work best with your organization, understands your cultural fit, and is willing to help your organization grow.

Christopher McCann, P.Geo., is the Vice President of Client Services for McNeill Nakamoto Recruitment Group. Chris supports the Vancouver operations leading the business development initiatives, client management team, and assists with the execution of the talent and recruitment search process.

8 Behavioural Questions You’re Not Asking

Human ResourcesAn experienced interviewer knows why we’re asking behavioural style questions. Looking at past behaviour predicts future performance.

There are many types of questions depending on the situation you are looking to focus on. For example, an interviewer might want to narrow in on situations such as how a future employee will handle pressure, or what their problem solving skills are like. There are questions that are directly related to sales roles. The possibilities are endless.

Following are some questions hiring experts use that could garner some revealing answers:

  1. How have you led others in solving a problem? Give an example.
  2. Describe how you set an example for other employees. Be specific.
  3. When have you inspired someone to work hard to do a better job? How did you do that?
  4. Describe a time when you weren’t sure what a client/customer wanted. How did you handle the situation?
  5. Describe a major change at a place of work, and how you managed it.
  6. Please tell me about a recent goal you set for yourself and  how you achieved it.
  7. All jobs have their frustrations and problems. Describe some specific tasks or conditions that have been frustrating you. Why were they frustrating?
  8. Describe some recent work-related problems and the decisions you  made to solve them.