Category Archives: Recruitment

Why Should Someone Work for You – The Company Interview

As Spring hire season fast approaches, many companies are ramping up their recruitment strategies to ensure that they onboard the best talent.  At the same time, the number of eligible workers applying for jobs will also increase. The pool of candidates will include students, recent graduates, and also individuals who are looking to make a career transition. With such a large pool of candidates, top talent is inevitably mixed into the crowd.

standout in a crowdIt’s common to think as an employer ‘they want/need the job, they need to prove themselves worthy in an interview,’ however this is a serious misconception. In order to attract top talent, a fit must be established.  Employers need to express their need for top talent, and why a potential candidate should work for them. It’s a two way street.  Companies need to clearly establish what makes their organization a great place to work.

Here are 3 things to add into the interview process to explain why someone should want to work for you:

1. Skip the usual job description only advertisementYes, it’s easy to copy and paste the job description, add the location, a salary range and expected start date – but this is not a way to attract top talent.  Here’s a look at some of the information available to candidates on Coca-cola Company’s career page:

What do we offer

  • The Coca-Cola Company’s extraordinary heritage, our leading brands and the global scale of what we do;
  • The challenge of meaningful work – our unique global system offers constant opportunities to develop world-class skills and a truly international career;
  • A unique culture where people convert their passion into action;The kind of competitive compensation you would expect from a world leader.
  • The kind of competitive compensation you would expect from a world leader.
  • View our infographic:  Coca-Cola At A Glance

What do we expect from you

  • The ability to contribute, to make a difference and have a tangible impact – turning your passion into action;
  • Creative and fresh thinking in your work and your life, regardless of your role;
  • A spirit of collaboration – you thrive when you work with a diverse range of people with different views, perspectives and priorities;
  • A pragmatic and commercial mindset that understands the challenge of sustainability.

Top Reasons to work for The Coca-Cola Company

  1. Ability to make a difference
  2.  Ability to grow
  3. We want to become…
  4. We have embarked on a strategic journey…
  5. Values
  6. Be part of a diverse team
  7. One-of-a-kind experiences
  8. A unique culture
  9.  Accessibility to more than just a Company…
  10. Rewarding environment

The company has further written and visual material explaining the top 10 reasons to work for them.  This creates interest for potential top talent, and allows candidates to see whether a fit could exist.  It provides a rich picture of the company that captures the interest of readers.  Keep in mind that these readers could be anyone, including future employees, people who might refer the job to a friend or family member, or even employees of your competitors who may be looking for their next move.  This type of information should be shared throughout the entire interview process to keep the candidates interested and excited of the possibility to work with you!

2.  Provide valuable information to candidates when selected for an interview  – Provide candidates who are selected for interviews with PDF brochures or links to informational video’s for them to familiarize themselves with the company’s values and mission.  Set yourself apart from companies who merely ask if a candidate is available for an interview at a set date and time, and create a fit earlier in the process.  This makes the selection process more refined, as it will be easier to identify top talent – those who are prepared and a great fit with the company.

3.  Once a fit has been established and the ideal candidate has been selected, maintain and strengthen the employment relationship – Don’t let time constraints and fatigue of the interview selection process tire you out. Recruitment isn’t complete once an offer has been accepted.  Most employees quit within the first two weeks of employment if they do not identify a fit with the company.  This means ensuring that the on-boarding process has as much information and support for the candidate as promised prior to employment.  Provide them with resources and tools that will help them settle into their new role. For example, provide the names and phone numbers of key contact points in the organization.  Conduct a performance review two weeks into employment to see how the new employee is doing.

Remember that the job search process is a two-way street, both for the employer and candidate.  Each party has their own  wants  and needs — the goal is to establish a fit, to create a long lasting employment relationship.

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Creating a recruitment strategy for 2014

As 2013 has come to an end, there is an opportunity for businesses to start the New Year with a new and improved recruitment strategy.  However, not every business will want to make such a change.  Of course, if the existing strategy has been working, why change it?  This is the opinion of many recruitment managers who feel they can repeat previous successes in the upcoming year.

However, businesses should consider that to attain new goals they should revamp or modify their recruitment strategies.  In order to keep up with the talent in today’s workforce, change must be embraced.  Whether it is creating a short-term strategy, onboarding new employees into the organization or even creating an incentive program to motivate existing employees, change allows managers to stay alert and competitive.

2014 growth

Here are a few ways to build change into your recruitment strategy in 2014:

Identify short-term goals that need to be attained
Setting short-term goals to help you reach your long-term goals is the key to success.  Having short-term goals will help create steps and allow you to streamline your focus, while still keeping the big picture in sight.  Having daily or weekly goals allows employees to be more focused, and aware of the business strategy.

Assess the strengths and weaknesses of your team
Every employee has individual strengths and weaknesses that can benefit your business.  Magnify the strengths as they can create new core competencies for your business.  However, weaknesses should not be ignored.  Identifying weaknesses will allow for improvement, learning, and growth.

Create incentive programs to motivate employees
It’s a new year, and most people create resolutions and goals in their careers.  Make use of that new energy and create incentive programs to boost employee morale.  Incentive programs can come in hand with the short-term goals that your business has created, and allow for successful attainment of those goals.

Be transparent – ensure any change is communicated throughout the organization
Transparency in an organization is a must.  Of course, there is a fine line between confidential information and information that can be shared with your employees. However, ensuring that your strategy is communicated with the entire organization will allow for successful execution of the strategy.  It will ensure that everyone is onboard with the strategy and will raise any questions that employees may have early in the process.

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Three Cool Ways Companies are Promoting Work/Life Balance

by Amanda Levine, Guest Writer
With the job market more competitive than ever, potential hires are finding more and more creative ways to set themselves apart from their competition. The same is ringing true for the other side of the coin. Companies are fighting to attract the best talent by making themselves seem more attractive than their competitors.

Getting talent that is the right cultural fit and has the qualifications you are looking for can be tough. So here are a few things that can be game-changers when it comes to attracting the best employees. Companies who have the most edge seem to be the best at promoting work/life balance. Here are a few ways they are doing this:

games at work

1. Games

It’s like the adult equivalent of our mothers telling us to ‘go out and play’. Most of us are chained to our computers, and with recent studies showing how unhealthy that can be, employees are being encouraged to take 5 to get up, move around and get the blood flowing. They can shoot pool, play ping-pong, or, in the case of Google Zurich, rock out to a round of Rock Band.

Relaxing workplace

2. Getting Zenned Out

Many employers are finally catching on to the fact that overstressed and overworked people are simply not the most productive and effective. Sure, we get vacation days, but according to a study by Inside Science, only 38% of Americans use all their vacation time. With companies downsizing left, right and centre, employees end up having more work to do and don’t feel they can take the time off. So some creative employers have come up with ideas for employees to take a mini ‘stay-cation’ at work. Many workplaces now offer yoga for employees during lunchtime or quiet sanctuary-like spaces for people to relax so they can come back to their desks feeling refreshed rather than stressed.

workfromhome

3. Flexible Work

The traditional ‘Mad Men’ style office is no more. While being together in an office environment promotes team building and culture, many people have multiple responsibilities outside of work.  So to increase job satisfaction, motivation, and reduce absenteeism, companies are starting to allow a lot more ‘flex time’. Meaning employees can work remotely for a certain amount of time each work-week. New technology makes this easier than ever. Things like GoToMeeting, Skype, Yammer and Smartphones have shattered the cubicle walls. Coworkers these days can be in different time zones let alone different cubicles! Allowing for employees to mold their working hours and spaces to what works best for them will, ultimately, work best for the employer as well.

Aside from the obvious benefits of a pleasant workplace and increased job satisfaction, helping employees find a better work/life balance can also help businesses improve their bottom line. So keep your employees happy, relaxed and satisfied and they will repay you with hard work, loyalty and efficiency.

Personality Tests are Fitting

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by Nicole Cristello

“Fit” is a term that is becoming more familiar among businesses of all sizes. An employee may have an impressive resume with years of relevant experience under their belt, but whether or not they will easily accept and value a company’s culture is a completely separate consideration.

It costs a company approximately 1.5 times a worker’s salary to replace them. Hiring the wrong candidate can lead to increased theft, absenteeism, violence, harassment, and an overall decrease in motivation. For these reasons, personality tests are becoming a popular means of determining whether an individual is not only the best person for the job, but the best fit with the company.

Personality tests are a beneficial means of assessing employee fit before making the commitment to hire them. Employees who fit the company culture tend to be happier, more motivated and more satisfied, which leads to better results and therefore a higher ROI.

Recommendations for employers considering using personality testing as part of their recruitment process:

Ensure Resources are Available

Testing requires time, money, as well as ongoing support and modifications. If a company cannot commit to providing the necessary resources or does not have access to them, then personality testing may not be the most appropriate option.

Don’t Rely Solely on Personality Tests

Personality Tests should always be used in conjunction with other types of recruitment tools. Also, don’t assume that testing is valuable in every situation. Be sure to assess whether personality tests are advantageous to your particular business and the positions you are hiring for.

Train Key Managers to Administer Tests

Ensure key managers or trained personnel are administering the tests to ensure that they are being scored and evaluated correctly.

Eliminate Bias – Ensure Reliability & Validity

Tests must be reliable (the results should be consistent over time) and valid (the personalities being assessed should be indicative of those necessary to perform the job successfully). Bias toward specific individuals or personality types should never influence the hiring decision.

Understand, Maintain & Assess

Companies choosing to use personality testing must first understand the importance and purposes of it. Ongoing maintenance and assessments of the reliability and validity of these tests are necessary.  Continual improvement and adjustments are also critical as a company and the jobs within it evolve over time.

Potential Risks

Invasion of Privacy

Some candidates see testing as an invasion of privacy and do not trust that they are accurate predictors of their potential success on the job.

Cheating

Some questions have obvious “correct” answers and candidates may choose the response that will give them the most favourable results in order to increase their likelihood of being hired.

Situational & Environmental Factors

Applicants may respond that they would react one way on their test, but their behaviours may be completely opposite once on the job. Situational and environmental factors such as motivation, stress, confidence, and satisfaction can also strongly influence an applicant’s behaviour and cause them to react differently than they would have answered on any test.

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Employment After Graduation

-Written for Linkus Group by John Kobrossy, HR Student

Being a new graduate is an exciting time in anyone’s life, it is a time of new beginnings. This new beginning comes with a lot of change and a lot of important decisions that need to be made. These decisions are influenced by many things such as fears or perceptions held about going into the real world. In a small sample group surveyed regarding obstacles new grads may encounter, or fear they will encounter, were the following:

  • Too much competition or an over saturated job market
  • No available job openings
  • Not having the minimum relevant work experience required on job postings
  • Ending up in a position that you won’t enjoy
  • Only being able to find unpaid internships
  • Not yet having all the skills needed to perform at a high level

Linkus

Sometimes coming out of school and being lucky enough to land a job can be a relief and an opportunity that you do not need to think twice about. However, your first career decision does require some serious consideration.  You need to ask yourself whether or not a big brand name corporation is the best for you or whether you might be better off with a start-up company in your field? There are various factors when considering the best answer to this question. There is not one right answer for everyone; before making a final decision, it is important to consider it from all angles.

To begin with, the learning curve can be more flexible with a start-up. Unlike with larger corporations that can rely on their name and resources to supply them with a large candidate pool, a start-up is more likely to commit to you once they have made the decision to bring you on. . On the other hand, there are benefits to a big name company as well. In a larger corporation the reputation of the brand carries itself. You can clearly see the corporate hierarchy, and understand from the beginning how you fit into it. Your path of advancement is clearly drawn out for you if you stay with that company and because of its abundant resources; they are more capable of providing perks as you climb internally.  A start-up however, will train you and appreciate the advantages which you as an intern or entry-level employee afford them. Furthermore, an employee’s feeling of contribution can be greater in a start-up because you come in while the company is still building itself. You will be able to clearly notice the work you do and view the company’s success in direct relation to your efforts.

There are also a lot of personal development benefits to working for a larger corporation. In a larger organization, there are potentially more employees and a longer history; it is very possible that you may share an educational or career background with one of your new co-workers. This opens up the possibility for mentoring arrangements, because even without the shared experiences larger organizations possess the manpower to structure a mentoring program. Although it all depends on what you feel is most beneficial to you, in a start-up you can gain confidence and more significant experience. Within a start-up, rather than just having the resources to bring on interns for solely developmental purposes or even if you were brought on as a new hire, you would be put straight to work. You would build confidence through more autonomy, which in turn would give you meaningful experience because you would have to problem solve and rely on yourself. With a start-up company, rather than feeling that all your competency came from being micro-managed, you could be assured that you are actually capable of standing on your own two feet in your chosen profession.

Ultimately, there is a lot to consider when you are making your decisions after graduation. It goes without saying that hard work would be required in either scenario for success, what you have to consider is if you want to be part of something from the ground floor. Succeeding with a start-up can do wonders for your resume and your career; your achievements would stand alone and allow you to be recognized. In the end no one can make this decision but you and as long as you’re doing what you love you’ve made the right decision. After all, “Choose a job you love, and you will never have to work a day in your life.” ― Confucius

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Employee Perks: What’s on Trend


iStock_ILoveMyJobSign_350-by Shada Mahboob, Recruiter at Linkus Group

“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” – Anne M. Mulcahy (CEO at Xerox)

Statements like the above lead one to question: how do you make an employee feel like a “whole person”? Perhaps it is in supporting a good work-life balance or delegating rewarding work assignments? Regardless of the answer, employee perks can play a significant role in making an employee feel appreciated. Although some small perks may seem insignificant, they can make all the difference in boosting employee morale.

The Linkus Group has been interested in the trends surrounding employee perks. We conducted a survey of employees in various industries to analyze their current perks and their ideal of what should be offered. The survey data covered a range of employees from a start-up online magazine, a marketing firm, and a large mining company. While these companies may not have much in common regarding the services they offer, they all have kept in mind the importance of employee perks.

Competitive compensation is a hot button topic in all organizations; however, a focus on “total compensation,” including intrinsic rewards such as perks, may be the key to reaching true employee satisfaction.

Here are some interesting perks, we have found, that employers are currently offering!

  • Free breakfast essentials
  • Year-end vacations –based on profit
  • Corporate gym memberships
  • Choice of office colour
  • No dress code
  • Yearly “healthy living credit”
  • Commuting allowance
  • Stock options for all employees
  • Complete flex hours –option to work from home
  • Beer fridge
  • Company car for management
  • Discount to Wonderland
  • Christmas Gifts
  • Free housecleaning for employees every 2 weeks

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Recruiting: Researching the Right Fit

-by Rebecca Garber, Human Resources/Recruitment Intern at Linkus Group

I have spent the past several months trying to gain a better understanding of the different recruitment services offered in Toronto. Sending copious emails, cold calling, and networking was the core of my daily research routine. After speaking to several individuals in the industry, I came to understand that their response or lack thereof, could be seen as a reflection of one’s personal style of recruitment.

One of my first emails was met with a rapid response, suggesting a time to meet the next day. Enthused by the immediacy of my success, I inquired about current job openings. When I received a simple yes, my excitement continued to grow. My initial inquiry into gaining more information had transformed into an interview; I had struck networking gold. Upon my arrival, I met with several individuals in the company. I spent the next several hours screening resumes, perfecting my sales techniques and making cold calls. Although these are all important functions of the recruiting process, the accelerated speed had me question the authenticity and potential longevity of this position.

On the flip side, there were several occasions where my efforts to make contact were not reciprocated. For instance, during one particular experience I finally received a response after weeks of persistence, only to be told that I did not have enough experience for the position. When I reiterated that I was simply interested in learning more about the firm, I still sensed hesitancy. To my surprise, I received a phone call later that week asking if I was available for a meeting. When I arrived at the appointment it was evident why my status had shifted to high priority. The individual I was meeting with felt that I would be an appropriate candidate to fill one of the current positions at the firm. As a potential candidate, the suddenness of this situation seemed very obvious to me and I felt slightly uncomfortable. Placing candidates is what recruiters do, but there is a way to do this so that your candidate doesn’t feel like a “pawn in a game”. It is important to be subtle about personal gain and emphasize benefits to the candidate. .

Although my requests were not always met with unprecedented altruism, I must say that I was pleasantly surprised by many of my interactions. I had the privilege of meeting with some extremely helpful and inspiring individuals. The fact that people were willing to spend time with me when there was no apparent immediate benefit, is an indication that they understood a very important principle. I believe it is difficult to find success unless one approaches all interactions with an element of foresight; something beneficial does not necessarily mean something immediate.

In the end, I found myself at Linkus Group; a recruiting/HR agency that structures client and candidate interactions, based on the principle of quality over quantity. Whether it is a personal job search or a recruiter in search of a suitable candidate, finding an appropriate and well-researched fit should never be comprised of the temporary satisfaction of simply filling the role.

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The Candidate / Recruiter Relationship

-by Lani Wise, Recruitment Coordinator at  Linkus Group

Recruiters pride themselves on being able to read people.  Highly developed instincts and skills are used to understand what the employer is looking for OR what key strengths a candidate has.  When you find that perfect person and you know they’re going to fit, it’s really thrilling!

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The Recruitment Process… Made Simple

by Adam Gellert, Founder HR Consultant at Linkus Group

If your company is experiencing growth, recruitment and selection can be one of the most exhausting and difficult tasks in moving your business forward.  Yet, as daunting as it is, it’s necessary.

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