Tag Archives: Recruitment and Staffing

Staffing for Canada Week

Last week was Staffing for Canada Week.  The annual event is celebrated by members of the Association of Canadian Search, Employment and Staffing Services to acknowledge the more than 400,000 people who are employed in the staffing profession in Canada. ACSESS members represent 85 percent of the staffing volume in Canada.

Our team celebrated with a take out picnic lunch in a park near our Yaletown neighbourhood, then a nice walk along the seawall back to the office. We all enjoyed this fun way to celebrate with our great team of recruiters and staff.

 

Staffing for Canada Week

staffing for Canada week

Temporary employees and candidates together with industry professionals from across the country will be celebrating Staffing for Canada Week from June 4-10, 2017.

First introduced in Edmonton in 1980 as “National Temporaries’ Week”, this celebration has become widely recognized in both Canada and the United States, based on the dramatic growth in the numbers of contract and temporary workers contributing to the skilled labour force in all industry sectors.

The annual event is celebrated by members of the Association of Canadian Search, Employment and Staffing Services to acknowledge the more than 400,000 people who are employed in the staffing profession in Canada. ACSESS members represent 85 percent of the staffing volume in Canada.

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada.  Its members provide a key service to businesses and offer a broad range of career coaching, planning and employment opportunities to their clients.

Staffing for Canada Week

staffing for Canada weekTemporary employees and candidates together with industry professionals from across the country will be celebrating Staffing for Canada Week from June 1-7, 2015.

First introduced in Edmonton in 1980 as “National Temporaries’ Week”, this celebration has become widely recognized in both Canada and the United States, based on the dramatic growth in the numbers of contract and temporary workers contributing to the skilled labour force in all industry sectors.

The annual event is celebrated by members of the Association of Canadian Search, Employment and Staffing Services to acknowledge the more than 400,000 people who are employed in the staffing profession in Canada. ACSESS members represent 85 percent of the staffing volume in Canada.

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada.  Its members provide a key service to businesses and offer a broad range of career coaching, planning and employment opportunities to their clients.

Why a Recruiter is Part Artist, Part Scientist

modern recruiterTo view a larger size, click on the image.

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LinkedIn’s recent infographic on the ‘Modern Recruiter’  inspired me as it resonates deeply with the daily tasks associated with our line of work. Our job as recruiters is not simply black and white or left-brained or right-brained; there is a delicate balance of both which makes the job truly one-of-a-kind, exciting and challenging. This image is powerful as so much of what we do is both artistic and scientific – let me tell you why…

Matchmaking:

Is an art…

This is the fun part as the task of problem solving is just beginning. This is where we really get introduced to our client, their team and their needs and then start the search of finding the perfect person for that particular job and work environment. When the stars align, the match can be made quickly, other times it takes many interviews and trials and errors before being able to make that first introduction. But when it’s right, you sure can feel it!

Marketing:

For me, marketing and branding have always come naturally. The preparation that goes into a presentation is fun and rewarding yet it can also be stressful at times, as you want to hit the nail on the head. However, at the end of the day, being able to paint a clear picture in somebody’s mind, whether it be regarding a job or talking about somebody’s skill set, is a skill that mustn’t be overlooked as an essential top strength and an integral part of the role.

Sales:

Being a successful salesperson takes more than just great communication skills; it requires outstanding listening skills. If you don’t have outstanding listening skills, you are going to miss what the client is (and sometimes isn’t) saying about what this job is. You are also going to miss what your candidate is telling you that they really want. You’re going to end up trying to push a square box into a round hole, which will leave you frustrated and unsuccessful. Being a great salesperson who listens allows you to share all of the reasons why someone truly is a great fit for not only the role, but the company as well. A lot of people are good at talking; few are great at listening.

The Science…

 The science behind this job is something that happens so naturally and frequently that I suppose I didn’t really think about it until now. But yes, being able to interpret data, research positions you’ve never even heard of before (in some cases) and then finding out all of the nitty-gritty details about the kind of person it takes to really excel in that role, is all part of the day-to-day. Technology has changed so many different industries and the way they do business, ours is no different. We have many avenues that we use to reach out and connect with our networks, yet there is an abundance of information out there, so the challenge lies in standing out from the crowd and ensuring your message is heard.

For someone who loves interacting with people, acting as a confidant and consultant all while learning new things on a daily basis, this job is a dream come true. When you’ve helped someone find the perfect job in the ideal work environment, there really is no better feeling knowing you’ve impacted someone’s life for the better.

image source: LinkedIn

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.

Staffing for Canada Week

Found it!

This week is Staffing for Canada Week.

Each year during the first week of June, members and chapters of the Association of Canadian Search, Employment & Staffing Services (ACSESS) acknowledge the outstanding contributions of the many Canadians employed through staffing firms. Letters from the Prime Minister of Canada and Provincial Premiers recognize the key role these individuals play in our country’s continued economic growth and prosperity.

Canadian staffing firms provide a key service to businesses and offer a broad range of career planning and employment opportunities for over 500,000 Canadians every business day. ACSESS members take pleasure in this annual opportunity to celebrate and thank its employees while at the same time benefiting many charities through industry events.

From the archives: The Importance of Cultural Fit – Part II

Cultural Fit Part II –  How to hire the “Perfect” Candidate

A lot of people will wish you luck in finding the perfect candidate – they will say that you need it. Not true! Employers can make their own luck by carefully selecting the right person and merging him/her with your existing team.

Like any successful business practice, a little bit of process and planning will yield huge dividends.

Start with the Details

First, you must be able to describe the position in a detailed and accurate way.  To do this, systematically evaluate why previous employees have left. Were there technical gaps? Relationships that never gelled?  Examine performance reviews for the entire team, and look for recurring themes of strength or weakness. Use this information to draw up a new, fully detailed job description that focuses equally on technical expertise and behavioural characteristics. Yes, you may want to skip this step! Persevere – this information will allow you to exactly pinpoint the person you’re looking for.

Build a Common Vision

If this is a complex role, ensure senior managers involved in the hiring process generally agree on what a “perfect” candidate looks like in terms of experience and personality. Schedule a brief meeting, and separate the criteria into “must have” and “helpful to have”. You may be surprised to hear how members of the same team view the role differently! This meeting will provide clarity once you begin the interview process, and will save valuable time and effort.

What Do You Need to Know From Your Candidates?

Select the right interview questions to screen for desired behaviours. To do this, go through the information you learned in step one, and ask for specific examples of how the candidate has dealt with similar challenges in the past. This is called Behavioural Interviewing Techniques, and it brings a great deal of clarity about a candidate’s experience and their way of thinking. Truly, it explains how they “get things done,” which is a combination of internal motivators, external motivators and communication style. If you follow this process, the top 1-2 candidates should stick out by a mile.

Mentor Success!

Congratulations, you’ve chosen an amazing person for your organization and your work is done. Well, almost! Research shows the on-boarding process ultimately determines whether a person succeeds or fails.  An employee handbook is no longer sufficient.  During the first ninety days, your new employee must quickly learn the unspoken and unwritten rules about how the organization operates – ie. your culture. How quickly they learn this determines their success, and this is particularly true for senior management and executive roles. As a direct manager, you are responsible for ensure they understand your culture and communicate in an appropriate style. Many managers believe the new employee should have to “prove themselves” or “establish their value to the team.” However, we believe that current market conditions, changes in business direction and competitor threats will give your new team member ample opportunity to contribute to your organization! Most importantly, ensuring your new hire feels welcomed and respected means you’ll avoid having to go back to step one.

Your ability to mentor your new hire will allow them to shine, and effectively contribute to your organization!


photo credit: Joe Shlabotnik

Staffing for Canada Week

This week is Staffing for Canada Week.  The annual event is celebrated by members of the Association of Canadian Search, Employment and Staffing Services to acknowledge the more than 400,000 people who are employed in the staffing profession in Canada. ACSESS members represent 85 percent of the staffing volume in Canada.

Our office celebrated with a pot luck lunch and then a handful of us went for a nice walk along the seawall in Yaletown. Great way to celebrate with our fun team of recruiters.