Tag Archives: candidate

Does Minimum Wage Hikes Equal Higher Unemployment for Canadians?

Before discussing the effects of minimum wage, here’s a basic explanation of what the term actually means. “The basic labour standard that sets the lowest wage rate an employer can pay to employees who are covered by the employment legislation is known as minimum wage. The main purpose to impose minimum wage is to protect non-unionized workers in unskilled jobs today.  In Canada, Employment legislation considers it an offense for any employers to pay covered workers less than minimum wage.”

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Besides protecting Canadian employees from wage discrimination, what does the hike in minimum wages overtime mean for the Canadian employment market?  According to the Canadian Federation of Independent business (CFIB), increasing the minimum wage hurts minimum wage workers “by reducing the businesses’ capacity to hire and retain them. In fact, the CFIB predicts that a 10 per cent increase in the minimum wage would trigger up to 321,000 job losses.”1 This statement does sound daunting for the many small businesses in Ontario, however history of minimum wage hikes shows that this in fact is not true.  Between the period of 2007 and 2010, Ontario has raised its minimum wage 4 times and the unemployment rates have stayed the same, and have even decreased – except for 2009 during the economic crisis.  Other provinces in Canada such as Quebec and Alberta have had similar experiences as well during the hike of minimum wages. 

Moreover, outside of Canada there are examples of how minimum wage hikes can actually increase productivity.  Seattle had victoriously increased their minimum wage to $15, imposing the highest minimum wage in the US.   Following its path, San Francisco is intending on increasing their minimum wage to $15 as well.  What does this mean for its workers? It means workers get paid for the hard work that they put in, and are not feeling as though the rich are getting richer, and the poor are getting poorer.  This means that for example, fast food establishments that are known for high turnover will have a more stable workforce.  A major effect of raising pay checks for earners at the bottom of the wage scale is that these earners are likely to spend more of their income on local goods and service than higher-income earners. In turn, these households will increase patronage of area businesses, giving a boost to their community’s overall prosperity”2

Research conducted about minimum wage indicates how beneficial a hike in wage would be for workers. For small businesses that have to abide by the minimum wage hikes, keep in mind that this allows for retaining employees who are satisfied with their pay, and also provides a larger pool of skilled candidates looking for work – such as recent graduates.  Although these increases are not large, it is still considered a wage increase for minimum wage workers. Increasing minimum wage does not necessarily lead to higher unemployment rates, but rather it has little or no impact on unemployment – which is always a positive for the Canadian labour market.

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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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