#torontorecruiters

[venushiring]

Choose the best it jobs in Canada from Venus Consultancy. We are the leading recruitment agency in Canada.

[rezaraeisi]

.⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ #employeeenpowerment #flexibility #teach #encouragement #hroutsourcing #hrconsulting #quoteoftheday #recruitment #training #humanresourcesconsulting #humanresources #humanresourcesmanagement #hrmanagement #hr #richmondhill #toronto #vaughan #torontohumanresources #recruiting #torontorecruiting #performancemanagement #business #leadership #hiring #management #people #onboarding #culture #corporateculture https://www.instagram.com/p/B_auwztg2v5/?igshid=fwqusibaukuo

[recruitingnow]

  Toronto Recruitment Agency - Recruiting Now Inc. www.recruitingnow.ca 

[cultureandcompanyinc]

Why Diversity Is Important

We were just certified as a WBE Canada (Women Business Enterprise) supplier and we’re thrilled to be part of the larger WBE network.

WBE is dedicated to helping women run businesses connect with large organizations and help large organizations have a diverse supplier base.

Diversity is meant to be inclusive irrespective of gender, race or sexual preference. Supplier diversity is mandated in the US and will be mandated in Canada soon enough. After all, our new Prime Minister just made sure his cabinet was diverse and reflective of Canada’s population.

At a corporate level, organizations should be striving to do the same thing with their suppliers and with their workforce.

But why is diversity so important?

Diverse organizations are more innovative and the stats demonstrate it over and over. Diverse organizations see more growth, more market share and unique ideas than those that are not.

Look at all the issues the tech industry is having from running as an “old boy’s club”. Forbes hit the nail on the head when they said the diversity problem is a “corporate culture” issue and after a White House initiative, some of the large tech organizations such as IBM, Facebook, Google and Amazon really started to put diversity workforce and supplier mandates in place. Pinterest not only said they were going to up the ante when it comes to workplace diversity but are also suggesting more accountability around it.

Women face a lot of discrimination with some tech organizations specifically relating to gender but also to age, race, sexuality and motherhood and because of this tend to leave the industry.

So how is the tech industry doing now? Have improvements been made?

It looks like the needle has moved somewhat in the right direction.

Amazon currently leads the way with 37% of it’s workforce as now being female.

Apple and Amazon have the highest level of minority employees in their workforce.

The stats change when we look at who is getting internal promotions where Facebook and Google rank best at promoting women.

What is your organization’s diversity supplier mandate or workforce mandate?

 http://www.forbes.com/sites/bonniemarcus/2015/08/12/the-lack-of-diversity-in-tech-is-a-cultural-issue/#2715e4857a0b6a27f1103577

https://hbr.org/2014/10/hacking-techs-diversity-problem

http://www.theverge.com/2015/8/20/9179853/tech-diversity-scorecard-apple-google-microsoft-facebook-intel-twitter-amazon

[venushiring]

Are you looking for a recruitment service in Canada? Get in touch with Venus Consultancy. We are the best recruitment agency providing permanent, temporary, and contract recruitment in Canada. Visit our website to know more: https://www.venushiring.ca/

[venushiring]

Venus Consultancy is a Toronto based recruitment agency that assists companies/employers get matched with talented candidates that meet their requirements.

[rezaraeisi]

⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ #employeeenpowerment #flexibility #teach #encouragement #hroutsourcing #hrconsulting #quoteoftheday #recruitment #training #humanresourcesconsulting #humanresources #humanresourcesmanagement #hrmanagement #hr #richmondhill #toronto #vaughan #torontohumanresources #recruiting #torontorecruiting #performancemanagement #business #leadership #hiring #management #people #onboarding #culture #corporateculture https://www.instagram.com/p/B_autJngqEN/?igshid=1boaetufbpcff

[rezaraeisi]

This is awesome! Repost from @inhisnamehr - 7 ways to empower your employees! ⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ .⠀⠀⠀⠀⠀⠀⠀⠀⠀ #employeeenpowerment #flexibility #teach #encouragement #hroutsourcing #hrconsulting #quoteoftheday #recruitment #training #humanresourcesconsulting #humanresources #humanresourcesmanagement #hrmanagement #hr #richmondhill #toronto #vaughan #torontohumanresources #recruiting #torontorecruiting #performancemanagement #business #leadership #hiring #management #people #onboarding #culture #corporateculture https://www.instagram.com/p/B_aup9kAXuy/?igshid=123k6tb7wbluq

[cultureandcompanyinc]

Culture & Company Mentoring at ACCES

Right before the holiday season our team at Culture & Company volunteered our time to mentor with ACCES Employment. If you’re not familiar with ACCES and you’re in a place to hire we highly suggest you connect with them.

ACCES is a leader in connecting employers with qualified employees who face barriers to employment and require assistance integrating into the Canadian job market.

During our afternoon session ACCES connected us with candidates with a wealth of experience in sales and marketing. The candidates hailed from various parts of India, China, and South America. Here are a few of our observations:

·         The candidates ranged from 7-15 years of industry specific experience in various sectors including consumer packaged goods, pharma, advertising and technology.

·         All of the individuals worked on large scale, multi-national projects with vast budgets of $10 mil plus.

·         Most candidates hailed from global organizations where they worked for at least 5 years, demonstrating loyalty and stability.

·         All of the candidates impressed us with their clear and concise English skills, their ability to demonstrate hard work and presented in a professional manner.

·         None of the candidates concerned us that they wouldn’t be able to integrate into the Canadian work culture.

Although some Canadian employers are open to candidates with no previous Canadian work experience, most are still hesitant to do so. Here at Culture & Company we encourage diversity and work with our clients to showcase top talent, which often includes individuals with international experience. As organizations focus heavily on new target audiences and globalization, now is the time to consider an out of the box candidate.

Here are some photos from the event:

__________________________________________________________________________________

http://www.accesemployment.ca/

[cultureandcompanyinc]

Inclusion vs Exclusion

These days everything is about inclusion vs. exclusion so why are we doing some of the same things the same old way?  For every step forward, we take a few steps back.

Many companies are fostering a culture of trust. They allow employees to work from home, make decisions about their job tasks as well as even sharing salary information internally.

While the tech industry is trying (or at least it seems they are) to be less racial and gender biased, there are subtle undercurrents which are pulling backwards.

Sometimes it’s as simple as the wording in a job description that can hinder inclusion of a wider range of candidates who apply to a job posting. Specifically corporate jargon and words such as “synergy” top the list of unconsciously excluding a portion of job seekers. But how could this be, they are only words? They are the words of the “old boy’s club” and the company really doesn’t want to change anything.

But to really be inclusive we have to not only change the way we think but also the way we communicate. With new programs to analyze language for nuances, clichés, stereotypes and subtle exclusionary language, companies have the opportunity to practice what they preach and create more diversity within their organization.

This may be reconfirmed once a job seeker looks at a company website and sees the bios of team members or the leadership team. Is there diversity on the leadership team? Are there women in senior level positions?

Recruiters can be the worst offenders of using clichés and jargon without knowing the subtle and not so subtle repercussions.

Even still some of this exclusionary language also makes its way into performance reviews exacerbating the issue even further.

More and more organizations are paying attention to diversity, not just because it’s the right thing to do but because it’s good for business. Diversity Consultancies are being hired to help companies who genuinely want to change.

 ________________________________________________________

http://www.fastcompany.com/3054237/the-future-of-work/analyzing-the-subtle-bias-in-tech-companies-recruiting-emails

https://hbr.org/2015/10/gender-initiatives-are-culture-change-initiatives

[cultureandcompanyinc]

#YouAintNoMuslimBruv

Our world is in great turmoil or perhaps it's just now of greater awareness thanks to social media. With the recent terrorist attacks the world has taken to Twitter, LinkedIn, Facebook, etc. in outrage but also in support for the victims.

This weekend another terrorist attack occurred in the London subway underground. A bystander of the aftermath posted a YouTube video on Twitter with the hashtag #YouAintNoMuslimBruv (bruv being a British slang term for brother). The hashtag garnished instant popularity worldwide because, well, that's the heart of social media.  Supporters all agree that someone who would harm another isn't truly a spiritual individual, of any religion.

Many users of social media feel their single share of content doesn't make an impact but it does. Especially the share of popular hashtags it will create a dialogue, creates awareness and empowers the victims and not the offenders.

The Power of Social Media

LinkedIn now has 97 million users, Twitter has 316 million users and Facebook has an amazing 1 billion 550 million users as of 2015.

But this isn't the newest information. This is a post that is meant to encourage social media users to continue to do so for positive messaging, the sharing of ideas and support. It is a reminder that digital marketing, or marketing as it should just be called now, still has a place in our world especially for the purpose of solidarity.

_____________________________________________________________

http://metro.co.uk/2015/12/06/update-three-people-injured-in-tube-terror-attack-5547088/

https://mobile.twitter.com/YusufP94/status/673248656942833664

http://www.statista.com/statistics/272014/global-social-networks-ranked-by-number-of-users/

[cultureandcompanyinc]

The Salary Question

Recently we posted a Business Week article on social media titled “What to say when a Hiring Manager asks ‘How much money you make?”.

One comment was “Some of these points are good, but it seems to imply that you do inevitably share your current salary. I don’t think that is necessary. I think as long as what you want and what they want align (and you’re actually qualified) that’s what matters.”

Is it possible to not answer the question? It really isn’t. Let’s explore some outcomes if you decided not to answer.

If you were in an interview and were asked about current salary (or most recent salary if you’re unemployed), and you politely declined to answer, it’s not likely you would be asked back for additional interviews. The employer could feel uncomfortable with the lack of transparency and may even think that you’re lying (or hiding) something. Typically, the only time candidates do not share salary information is for one of the following reasons:

·They were working overseas and don’t feel like the salary translates to the local market,

·They were under paid previously and don’t want to continue to be under paid, or

·They held a more senior job and salary than the current job they are applying for and don’t want to be excluded from consideration.

In fact, it may be daunting to know that some organizations want to know a “compensation history” for candidates but these are usually only for very senior level positions.

An additional comment was “…My experience, references, portfolio, etc. give more insight than my previous salary.”

To start off with, having a reference point for almost anything in life is helpful. That’s how we function as human beings and frame our environments. If a hiring manager has no such reference point because you declined to answer the salary question and you were relying on that hiring manager to come up with a salary estimate based on your experience, references and portfolio, you’d probably be offered a lower salary that you were hoping for. Now you’re in the position of having to answer the question in order to reframe the salary discussion and possibly having to rely on your last salary as a reference point.

The best course of action is to be honest and informed (the article references this). If you were previously under paid, know your worth and do the research to support it to potentially break the cycle. If you were overpaid, do the research to know how much the job you applied to is paying and determine what value-add you can bring to the table.

There have been other articles that mention the question is sometimes irrelevant because the last job you were doing may not be the same job that you’re being interviewed for. Even if that’s the case, salary is still a relevant frame of reference to at least start discussions.

The majority of candidates who interview will answer the salary question. Unfortunately some will lie. That won’t end well either. Why risk losing out on a great opportunity, maybe even your dream job? Be honest and start on the right foot with a potential employer.

______________________________________________________________

http://www.businessinsider.com/hiring-manager-asks-how-much-money-you-make-2015-11

[cultureandcompanyinc]

What You Need to Know About SmartTribes

If you haven't had a chance to read "SmartTribes" by Christine Comaford we highly recommend it. In fact, there are so many great ideas we'll highlight them in several of our future posts.

One of the immediate ideas introduced in Comaford's book is around what she calls "SmartTribe Accelerators" and how leaders utilize these characteristics to manage their teams to success.

 During the Industrial Revolution a leadership style emerged that was driven by fear; fear of losing your job, not providing for one's family, etc. Unfortunately that style hasn't changed significantly but we know so much more about how the human brain works and how we respond. According to Comaford when employees only work from a place of fear they:

 1. Get stuck

2. Solve problems that don't exist

3. Focus on the wrong problem

 SmartTribe leaders know how to motivate without using fear. Some ideas include:

 1. Engaging employees by being focused themselves 2. Getting employees emotionally invested by creating a culture of belonging and matter 3. Asking how they might solve a problem instead of making them into order takers, and 4. Making clear, concise requests when necessary and asking for accountability on what they can deliver

 Regardless if you are a manager, an aspiring leader, work alone or as part of a team, the learnings in this book are of value to everyone.

[cultureandcompanyinc]

What Not to Say in an Interview

Sometimes people think that once they’ve gotten past the initial screening they are home free. That’s not the case. The real work is actually beginning. We’ve put together some common things said by candidates in an interview that should never be said. 

Let’s start with the profile:

·The Commuter – “I’m really interested in this job because it’s close to home.”

·Mr./Ms. Stability – “I’m looking for stability”. In today’s job market there is no such thing as real stability if you don’t perform your job well.

·Stepping Stone - “I’m using this job as a stepping stone to get into the company.”

·The Victim – This is the person who tells their sob story during an interview either because they don’t know better or because they’re hoping that by making others feel sorry for them they’ll be hired.

·Know-It-All – This person knows everything about everything. They have every skillset and know how to use any software out there. That’s just not believable.

·Desperado – When you’ve been looking a job for some time your judgement can be clouded. You want to put your best foot forward at all times and make sure you don’t come across as desperate for a job. An employer still wants to know that you are interested in their company vs. just being interested in finding a job.

·Resume Sprayer – Don’t be one of those people who applies to every single job even ones you know you’re not qualified for. If you apply for a lot of jobs via job postings and portals make sure you keep a list so that if someone calls back you know which company you’re talking to and what job they are talking about.

 It’s hard work finding your next opportunity in a highly competitive job market so make sure you don’t fall into any of these traps.

Remember to treat every application and interaction with a potential employer as an opportunity to make a great impression.

[cultureandcompanyinc]

What Organizations Can Learn From Trudeau

On Nov. 4, 2015 Canada’s new Prime Minister, Justin Trudeau, will officially be sworn in. The Liberals, his majority winning party, and himself, Canada’s second youngest leader, have piqued the interest of left-leaning parties worldwide. But take note - organizations should also pay attention to his playbook.

Trudeau’s election campaign promoted change and a level of enthusiasm that Canadians embraced. When evaluated there are teachings that businesses, of all sizes, might want to consider:

1.       While we sit in a recession most might think spending, of any kind, as something to be avoided. Trudeau challenged that belief when he identified the difference between good (necessary) spending vs. bad spending. Organizations might consider the old adage, “you gotta spend money to make money” like search marketing or training staff.

2.       Not only did Trudeau support diversity, he saw it as a strength. Whilst hot, in demand job descriptions always read the same, the best hires come from unconventional diverse backgrounds like entrepreneurs or those from a different vertical.

3.       Trudeau is a forever optimist with the belief that the opposing parties can all work together. Instead of tearing competitors apart, organizations have much to gain from building each other up like legislations, industry advancements and shared learning.

4.       And he breaks rules (and looks like he’s having fun too). Sure, rules were created for a sense of order but organizations who ask why are seen as taking an interest in their customers and are favoured the business, as well as pushing innovation.

 http://www.huffingtonpost.ca/2015/11/01/justin-trudeau-canadian-politics_n_8447390.html?ncid=tweetlnkcahpmg00000002

http://www.huffingtonpost.ca/2013/08/22/justin-trudeau-marijuana-mp_n_3792208.html