Author Archives : Platinum_Recruiting

Hiring from Home: Remote Onboarding

desk working from home

“Hiring from Home: A 3-Part Series”



The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.

Last week, In part two, we discussed how to make the most of your video interview process. For steps on how to make your video interviews efficient and professional, read that article here.  This week we discuss how to onboard a new hire from home.


Part 3: Remote Onboarding

The importance

A strong onboarding process can drastically shorten the window for a new hire to become a productive and efficient member of the team. At its best, it also provides a welcoming feeling, encouragement, and improves collaboration from day one. This process is important regardless of when you’re hiring, but requires extra care and consideration when working in a fully remote environment.

It starts immediately

As soon as the contract is signed, the onboarding phase has begun. There is no need to wait until the first official day to engage your newest employee! Most new hires are expecting some form of communication or engagement right away, especially if there is a gap between the accepted date of the offer and the start date. While they may be finishing a 2-week, or more, notice period at another company (which should be respected) it doesn’t mean that your onboarding communication can’t begin. This is also a useful time to digitize any necessary onboarding documents that aren’t already online.

Setting expectations

Setting the expectations for remote work is a crucial step in the preparation phase. This becomes all the more important if the hire has never worked remotely before or if the job will be inherently different from how the job would be performed in a non-remote setting. One of the most helpful pieces of information you can send in advance is a simple “What to expect on day 1” e-mail. If possible, this email should be followed up with a phone call to discuss any questions or concerns before the start date.


There are several resources you will want to provide in advance of day 1. Here are 4 key things to have sent out before the first shift has begun:

“What to expect on day 1” e-mail: As mentioned above, the what to expect e-mail can be very helpful for employees who may have never worked remotely before, or for individuals that have been hired for a non-remote position but due to COVID-19 will be temporary working from home.

IT contact information: This is helpful information for initial setup purposes, but also saves time out of your day by allowing direct communication between the new hire and your IT staff to work out any glitches that may occur.

Their team: Depending on the size of your company and the size of their team, you may want to provide their team members names and e-mails to help build a sense of community right away.

Software: Provide a list of the applications and software that your organization uses to help the new hire prepare before logging in on day 1. If they are using their own laptop they may want to download certain applications or software in advance.

Define IT’s role

Clearly defining IT’s role will help make the onboarding process smooth and efficient for everyone. Clarify with leadership (and finance) what may be necessary to facilitate this and ensure everyone is on the same page. Aside from the usual work required to prepare for a new hire, remote work demands more of the burden to be taken on by IT. If your organization hasn’t worked remotely before, IT will ensure safe and secure transmission of documents and information that may have previously stayed on an internal server. They will ensure employees are setup properly without their computer being present and likely relying on a remote computer access software. There’s always the chance for technology to go wrong when getting started, so letting IT know in advance what is required will allow them to plan and have the necessary tools and back-up plans in place.


It is important to consider how you can facilitate mentorship for each new hire. Mentorship is a very important piece for any staff member, providing a go-to individual for questions and advice. If you are able to provide a mentor internally, assign a mentor that is not their direct manager. This typically facilitates more open discussion and prevents the new employee from avoiding questions in the early stages to prove themselves.

Change it Up

The onboarding process can be long and involved, and when done remotely carries an even higher likelihood of feeling monotonous. Instead of slogging through manuals and text for hours or days on end, break up your training with different platforms and mediums. Discuss a topic through Zoom, walk them through a software with screen sharing, have different members of the team engage with a phone call, and learn the product or service by actively doing more than listening. The variety and change can go a long way in keeping new hires engaged, learning more quickly, and understanding more thoroughly.


Receiving feedback is a crucial component in learning any new task and this aspect of onboarding is only further emphasized in a remote environment. Feedback should be provided frequently and from multiple parties. This loops back to the idea of differentiating between a manager and a mentor. Feedback should come from both, and at different times. Remote work provides fewer natural opportunities for leadership to provide feedback, so remember to be intentional about when and how it’s delivered. Build blocks right into their schedule if needed. Peers in the workplace should also be providing feedback and encouragement to new hires and can do so easily with your remote communication software of choice, whether that’s Slack, Microsoft Teams, or Google Hangouts.

Note: If your organization has anyone working remotely and you aren’t using a tool comparable to Slack, Microsoft Teams, or Google Hangouts – start using one immediately.

Team Building

Building off the idea of team communication, building a culture of teamwork and collaboration remotely does not have to a daunting task. We’re in the golden age of remote collaboration. Some will catch on faster than others, but most new hires are going to have a base level of familiarity with online teamwork. The software tools mentioned above (Slack, Teams, and Hangouts) make this very easy. Exploring the company mission and values are a common starting point in the onboarding process, often acting as defining principles for how to interact with customers or coworkers. Implement this in the same way with remote teams and be intentional about bringing them up and including them in communication. Being remote for work, especially when home alone, can be isolating or lonely. Not only do we need to provide new hires with encouragement and feedback, we want them to feel like a part of our community. Take time to engage in team building exercises as this will help break down that feeling of isolation and have the team feeling more comfortable to collaborate on difficult projects or ask for help with challenging customers.

Keep hiring Remote!

After COVID-19 is over here are 3 compelling reasons to keep hiring remote!

  1. Global talent: Expanding your hiring pool from local to global gives you access to the best talent in the world.
  2. Increased retention: Remote work opportunities provides employees with work flexibility that’s strongly correlated with higher levels of retention.
  3. Reduced Costs: Organizations with remote staff aren’t paying for extra expenses that result from more bodies in the office, and remote teams can opt out of expensive cities like Vancouver, Toronto, and San Francisco.


The remote onboarding process requires well-prepared IT staff, preparing and providing resources to employees in advance, and putting an extra emphasis on mentorship and teamwork. Following the steps outlined in this article will make the onboarding process more efficient and help facilitate the best possible start for your new hire. It may also help you see that a remote hire is not something exclusive to times of pandemic, but something your team can implement indefinitely to gain talent, reduce costs, and increase retention.



For more information on our client services and how we can help you hire, visit

For any questions please e-mail [email protected]




Hiring From Home: Video Interviews Done Right

Video interviewing

Hiring from Home: A 3-Part Series



The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.

Last week, In part one, we discussed the value and significance of the phone interview. For steps on how to perfect your phone interview, read that article here.  This week we discuss the video interview.


Part 2: Video Interviews Done Right

On the rise

It will come as no surprise that video interviewing has been on the rise long before the COVID-19 pandemic. According to a survey back in 2012, 60% of HR managers reported using video to conduct an interview. Their prevalence has only continued to rise and while the number of organizations using them in 2020 is still unknown, I suspect it will be a record year. In the past, the majority of video interviews took place in scenarios where an in-person interview wasn’t available but there is a growing list of reasons why video interviews are becoming more frequent.


The first and most obvious reason (at the time of writing this) is the shutdown of many physical office locations. Since the spread of the recent coronavirus many North American companies are now fully remote. As a result, many companies were forced to move exclusively to remote interviews, if they hadn’t been doing so already. Google and LinkedIn moved exclusively to remote interviewing almost a month ago, on March 4th and 5th respectively.

Time, Money, & Flexibility

Beyond the pandemic, reasons to consider utilizing video interviews include time savings, money savings, and flexibility for both staff and candidates. Time savings refers to two things: tightening up your daily schedule by not requiring candidates to come in person, and using video interviews to shorten the duration of the entire hiring process. On average the hiring process takes 45 days to complete. The flexibility of having the interview online helps to shorten that timeframe by moving interviews up, often into smaller time-slots, increasing availability and making for quicker decisions. There is also the option of one-way video interviews, which can be completed immediately and are not dependent on the availability of the recruiter or HR staff.

One-way Interviews

The normal online interview is a 2-way conversation via a live video stream. In a one-way interview the candidate is provided pre-determined interview questions to go through on their own time and record their answers on video, through a software such as Spark Hire (discussed below). Those recorded answers are reviewed later by a recruiter or HR staff member. The process the candidates go through can be customized which makes this style very flexible. Time limits for answers, number and type of questions, and testing are a few of many elements that can be altered. This style means employers can view many more applicants than previously possible due to time or resource constraints. A recruiter can watch several minutes of video and rule in or rule out candidates in that time, versus spending 30-60 minutes meeting candidates in person and conducting interviews (not to mention time spent changing or rescheduling interviews). While this can be a great option in some scenarios, this blog is primarily focused on the virtual one-on-one interview style.

Video Interview Options

In 2020 there are more video interviewing options available than anyone would care to read about. The software available ranges from free, straightforward video chat applications to Enterprise level software with built-in ATS (Applicant Tracking systems). To keep it simple I will present 4 of the best options out there. Spoiler alert, Skype is dead.

  1. Zoom – this tool is completely free if video calls are kept under 40 minutes and is very user friendly. Paid plans start at an affordable $20/month per host. Good option right now for remote team meetings and basic interviewing.
  2. Microsoft Teams* (replaced Skype for Business in 2019) – *If you are already using Microsoft teams, the solution is built-in and it’s a great option. If you are not using Teams already, this will bring on far more features than you’re likely looking for and it may be simpler to look elsewhere.
  3. Spark Hire – While the two options above are great video chat tools, Spark Hire is a platform specifically built for recruitment. The candidate experience is far better because of this, and features such as one-way interviews, interview downloads, built-in scheduling, and evaluation tools make this a top choice. Because of this functionality the cost starts at $120 USD/month, and to facilitate multiple jobs simultaneously the price jumps to $250.
  4. VidCruiter – This highly customizable software is also purpose-built for recruitment. It allows you to keep it simple and save money if you only need tools for hosting a great video interview, while also offering a full recruitment platform if needed. A great option for any budget, with custom quotes based on what features you actually need.

The Candidate Experience

It is important to keep the candidate experience in mind during the video interview process. While some candidates may have no problem navigating this process, it will undoubtedly be new for some. We want to make sure we’re minimizing any potential roadblocks or frustrations along the way. The video interview process reflects on your organization as much as an in-person interview, so a professional and progressive experience should be top of mind.

Candidate Instructions

Provide instructions for the interview well in advance in order to provide time for the candidate to test their remote setup. Send an e-mail that Includes links to useful pages such as FAQ’s, help sections, or tutorial videos. Make no assumptions on a candidate’s proficiency on the software of your choice. This is why choosing a user-friendly software is a very important factor to consider before making a purchase. Go through the process with a colleague in a trial run where you fulfill the role of the candidate to understand how the software works on the receiving end. Lastly, as an added precaution, provide a backup phone number they can call if there are any glitches and ask for one from them as well.

The Setup

Make sure to test your setup in advance so you can be confident that both audio and video will work reliably. At the beginning of the interview confirm with the candidate that the audio is transmitting well. If either one of you do run into problems don’t worry, you certainly won’t be the last person to do so. Remember to be understanding if their set-up takes a little extra effort. Enjoy the brief game of charades that ensues while you try to explain you can’t hear their voice. There are several features, depending on the software you are using, that go a long way in making your call more professional. Blurring your background can be helpful in eliminating distractions and providing a professional feel, especially if there might be movement behind you. Adding your company logo or branding to the screens can be done on a number of the software applications, VidCruiter being one of them. Remember to square your face/upper body in the center of the frame and ensure the lighting is adequate in advance. Maintain eye contact as much as possible and remember to speak clearly and loudly. All these little things add up to make a big difference in the look and feel of your interview.


One of the great things about video interviews is the ability to read body language and facial expressions. Just like a normal interview take time early on to greet one another and feel comfortable. When you meet in-person there is some time to shake hands (remember those days?) and introduce yourselves as you meet in the lobby, for example, or walk to the interview room. Take some time at the beginning to build that rapport and comfort-level before diving in.


As with the phone interview, you want to have a mix of targeted questions and more open-ended and conversational questions. Everything should be standardized and measurable, but you also want to provide opportunity for them to really take time to demonstrate who they are and how they interact. Video interviews are a great opportunity to dig into questions on culture fit. A question such as “tell me about a workplace (or work culture) that you really enjoyed and what made it so great?” You can also ask the opposite and learn about a culture they did not enjoy. These question can reveal a lot about what work cultures suit them best and provide insight into how well that might align with your culture.

Clear Next Steps

Having a clear future is an important part of wrapping up any interview. Outline the next steps to the candidate: when should they expect to hear back? From whom? If next steps are already known, determine the date and time together right then. Discuss any follow up documents that might be sent. Ask them if they feel clear and if they have any final questions themselves.


Throughout the hiring process it’s important to make the most of every interaction with applicants. Having a professional and efficient video interview process saves time, money, and offers valuable insight. Following the steps outlined in this article will make the most of your video interviews, save money, and speed up the hiring process to help find the right fit for your organization.


Coming Soon

Part 3 of the Hiring from Home series will be released next week. The topic: Remote Onboarding.


For more information on our client services and how we can help you hire, visit

For any questions please e-mail [email protected]

Hiring from Home: Perfecting the Phone Interview

man working from home at a desk

Hiring from Home: A 3-Part Series



The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.


Part 1: Perfecting the Phone Interview

A step down?

Phone interviews may be considered second-rate in the eyes of those involved in the hiring process, but there are some great advantages to the phone interview as well. Best-selling author and journalist Malcolm Gladwell wrote about this in his most recent book: Talking to Strangers. Drawing from both research and experience he explains that his preferred method of interviewing is over the phone. Even when face to face is available, Gladwell recommends the phone interview as the best method to judge certain aspects of a potential hire. The reason? Minimizing bias. When we see someone in person and read into subtle facial expressions and body language (both consciously and subconsciously) we are prone to making errors in judgement, Gladwell explains. To be clear, we would not suggest that face-to-face interviews be put aside for the telephone, but what we can say with confidence is that phone interviews hold great value, regardless of the situation you find yourself in. Let’s explore how to maximize this tool.

The first stage

Phone interviews work beautifully as the first stage of an interview process. It takes less time out of your schedule, can be a great screening tool, and most importantly for the purposes of this discussion – it can be done from anywhere! Also, as discussed above it can help minimize bias in the early stages. The first crucial step to perfecting the phone interview is the setup.

Beware of background noise

If you are conducting your phone interview as a conference call or on speakerphone, it is strongly recommended to mute yourself when not speaking. Limiting the background noise is very helpful for both you and the candidate to have a clear and distraction-free conversation, especially considering the call may be taken at home or anywhere else remotely. Also, make sure to test your headphones or earbuds before the interview, as they tend to pick up extra background noise or make your voice sound more distant.

Eliminate distractions

Knowing you can’t be seen can make distractions easier to come by. Find a place that is quiet where you won’t be interrupted and have your desk space as clear as possible. Minimize what’s around you. Have all the necessary tools in front of you: laptop or paper and pen, glass of water perhaps, but nothing else.

Agenda for the interview

Outline your call ahead of time and discuss that timeline again at the start of the call. Having a clear, mutually understood plan for the call is helpful to maximize the efficiency and can help avoid awkward transitions. Without facial expressions or body language to read, a plan set out ahead of time is extra valuable to keep the flow of conversation between both parties.

Provide feedback throughout

Without body language it can be more difficult for both sides to understand how the other is responding or feeling through the conversation, so remember to practice some active listening when possible. If you are muted while the candidate is talking you can either let them know this in advance, or unmute for feedback throughout the conversation.

Targeted questions and tone

If the role they are interviewing for involves regular phone communication, consider a scenario-based question where you act as the client or customer that they may be speaking to in their role. This is an area where phone-based interview can really shine. While their knowledge of your organization or product might not be perfect, it’s important to understand how their tone will be with customers. According to Albert Mehrabain’s famous research, when determining whether we like or trust the person we’re speaking with over the phone, 87% is weighted on tone and only 13% on the words themselves.

Open-ended and conversational

In addition to asking all your standardized questions it is important to build rapport over the phone as well. Not being face-to-face doesn’t mean the interview has to be robotic or cold. Take some time to ask open-ended and conversational questions that get them talking. An example of this could be “tell me about a workplace that you really enjoyed and what made it so great?” This question allows them to open up into a topic that is positive in nature, and it’s likely that speaking about this will come easily.

Clear next steps

Outline the next steps to the candidate: when should they expect to hear back? From whom? If next steps are already known, determine the date and time right there while you have them on the phone. Discuss any follow up documents that might be sent. Ask them if they feel clear and if they have any final questions themselves.


Throughout the hiring process it’s important to make the most of every interaction with applicants. Having a robust phone interview process saves time, money, and offers valuable insights. Following the steps outlined in this article will help maximize the efficiency of your phone interviews and help rule-in or rule-out candidates early in the process.


Coming Soon

Part 2 of the Hiring from Home series will be released next week. The topic: Video Interviews Done Right.


For more information on our client services and how we can help you hire, visit

For any questions please e-mail [email protected]



Executive Level Search

Executive Level candidates sitting down in a line

The Executive Level Search

Executive level hiring is a crucial process for the long-term success of any company. The impact of senior leadership hiring decisions have ripple effects for years to come, whether positive or negative. Therefore, conducting a thorough search to find the right person for the job is critical.


When hiring an executive level position, including all C-suite, VP, and Director level roles, you need to make sure you are recruiting from the best possible pool of candidates, not just the ones who found your job ad and applied. In order to accomplish this, most businesses will elect to work with a recruitment agency, as they have the skills and experience to find the best possible candidates. Perhaps most importantly, they have the expertise to proactively recruit individuals who are not applying. They find and contact exceptional candidates who are not actively looking for a new job, sometimes referred to as headhunting. Recruiters will take the time necessary to perform this process properly and professionally, targeting the exact candidate you are hoping to hire.

If you are wondering whether executives dislike being actively recruited or headhunted, according to a 2013 Swiss study, the opposite turns out to be true. The overwhelming majority of senior leaders are open to being approached for relevant vacancies (albeit only in a very discrete manner).

To do this well and invest the great deal of time that is required, there is no replacement for a great recruitment agency. Even an internal HR team may not have the expertise or time to effectively headhunt another executive. Not to mention the lack of professionalism that comes from one company directly reaching out to another, even discretely, to attempt to pitch to their executives. A third party is not only expected, but necessary.


Networking and connections are crucial to finding and successfully hiring top talent, as only a small percentage of executive level positions are posted and obtained through traditional job boards. Very few individuals have the database of contacts, extensive networks, and deep connections that an established recruitment agency has. For example, Platinum Recruiting has been recruiting top talent and performing executive level search in Kelowna and throughout the Okanagan for over 20 years. As such, our database, networks and connections run very deep. Make sure your executive search doesn’t rely on the network of a few individuals within your company, but rather the network of a company that builds 1000’s of new connections every year.

Before you initiate your next executive level search, give Platinum Recruiting a call, request more information, or send us an e-mail us at [email protected]

Why Screen Employees with Computer Testing?

photo of computer for testing candidates

Are you screening your potential employees with computer testing?

Whether that means basic computer literacy, software specific testing, or typing speed, you should be screening all relevant employees and here’s why:

  • Make the right hire – the first time. Without proper computer testing you could be hiring an employee that doesn’t have the skill set needed, and it was 100% avoidable! Many candidates will claim proficiency, but seeing that word on a resume offers very little insight.
  • Value for the time and money. These tests are typically fast and inexpensive. For minimal extra effort and resources computer testing can offer a massive value add to the hiring process, and it does not have to be handled internally. At Platinum Recruiting we offer a wide range of computer software testing as part of our recruiting services, or as a stand-alone service.
  • Reduce training time. When you can have confidence that your hire understands the specific software needed to perform the job well, that’s hours of training dollars saved and directly put back into immediate and productive work.

Keys to remember:

  • This is a ruling-out process, not highest score wins. These tests are a valuable contribution to an applicant pool, but of course do not tell the complete story. They are best thought of as a way of ruling out candidates that fall below a benchmark, not being the deciding factor between two great candidates with similar scores.
  • Depending on the role, such as data entry or an administrative position, a simple typing test can give significant insight to the employee’s potential pace and quality of work. Fast and accurate typing saves minutes throughout the day that turns into hours of saved time that can be used for additional work, adding to the bottom line of the business. It also predicts the employee’s ability to produce and send error-free correspondence, forms and documentation.
  • Platinum Recruiting can test a wide variety of software, programs, and skills in our computer testing facilities at our office in downtown Kelowna as well as remotely. These include typing, Microsoft Office, accounting, bookkeeping, and much more. These services are free when combined with our recruiting services or are available at a low cost to any employer or job seeker. Let us provide you with the necessary tests and advice to help in your next hire.

How to Prepare for an Interview

You’ve been scheduled for an interview with a potential employer… now what?!

Do Your Research

It is wise to find out as much as you can about the company you will be interviewing with. Review their website, social media channels, employee bios on LinkedIn, news articles or press releases they may be featured in, etc. Demonstrating that you taken the time to learn about the company and to establish why you would be interested in joining their team can go a long way. Write down any questions that may arise through your research.

Craft Your Responses

While you certainly don’t want to sound like a robot giving a speech, it is important to consider in advance how you will answer key questions. You want to be aware of talking too much and alternately too little. Find a balance between “rambling and oversharing” and being too conservative or simplistic in your responses. Paint a clear picture of your past roles, responsibilities, and achievements without getting lost in unnecessary details. Try to be positive when outlining experiences with past managers and colleagues as well as when referencing the reasons you are seeking new employment. Be careful about the personal details you share about yourself or those you have worked with.

Arrive Prepared

When the day of your interview arrives, being prepared will help calm your nerves. Try to get a good rest the night before and have a meal or snack before you leave for your appointment. Don’t bring coffee into an interview.  Print off extra copies of your resume and references. Find out in advance what your options for parking are and ensure you leave adequate time to find a parking spot. Bring a list of questions to ask during the interview along with a notebook and pen.

Follow Up

At the end of the interview, ask for a business card from the individuals you interviewed with. Within a day of your interview, send a note to each of them thanking them for the opportunity to interview. If you still feel interested in the position, outline a few key reasons you are interested in joining the company and highlight how you could contribute to it given the opportunity. 

If you’re looking for temporary or permanent career opportunities, contact the team at Platinum Recruiting to access our FREE services for job seekers!

Working with Our Recruiters to Hire Your Staff

If you’re new to having an external recruitment agency work on your behalf to find great employees for your company, here’s what you can expect when you work with Platinum Recruiting. We focus on opportunities in Kelowna and surrounding areas such as West Kelowna, Lake Country, Vernon and Penticton

Temporary Placements

  • We work with clients who need temporary staff for any number of days, weeks, or months
  • Once we have the details of the type of temporary employee you are seeking, our team will advise on applicable rates. We only charge fees once we have successfully placed a candidate with your company.
  • Once we have a suitable candidate (or multiple candidates) lined up, we will present those options to you and you can advise if you wish to carry out your own internal interview with the candidates. When we present candidates to you, they have already been interviewed by our recruiters, tested for applicable computer skills, and reference checked. We can also perform background or criminal record checks by request.
  • Once you have selected a candidate, we will send you a contract that names the employee and their hourly rate. We manage their payroll on your behalf making it a very simple process for you!
  • If you wish to transition a temporary employee to a permanent role, we will work with you during that process.

Permanent Placements

  • We work with clients in a wide range of sectors to fill roles ranging
  • from entry level general labour and administration to high level finance positions.
  • Once we have the details of the type of permanent employee you are seeking, our team will advise on applicable rates. We only charge fees once we have successfully placed a candidate with your company.
  • Once we have a suitable candidate (or multiple candidates) lined up, we will present those options to you and will arrange interviews on your behalf for the candidates you wish to meet with.
  • In the final stages of the interview process, our recruiters will conduct reference checks as well as complete any applicable background and security checks or required skills testing.
  • When you are ready to make a job offer, our team will coordinate between you and the successful candidate to assist with contracts, salary negotiations, and other job details.
  • We do not manage employee payroll for permanent roles, this would be the responsibility of the employer.
  • We offer a 90-day replacement guarantee for permanent hires!

Start the Process

  • If you have a need for temporary or permanent staff, send us the details at [email protected] and a recruiter will be in touch. We have had the pleasure of serving the Okanagan business community since 1999 and we look forward to matching your company with top talent!

The Candidate Process

What to expect when applying to a recruitment agency…

Many job seekers use online job boards as their primary means of finding employment opportunities. It may not occur to them to visit a recruitment agency; however, recruiters can play an important part in helping candidates find a role that fits their skill set, experience, interests and career goals.

If you’re curious about the process of registering with a recruitment agency, here is what you can expect when you visit the team at Platinum Recruiting. Best of all, our services are FREE for job seekers.

How to Prepare

When you come to Platinum Recruiting, make sure you are prepared:

  • Bring your resume
  • Bring contact information for 2-3 professional references
  • We encourage you to dress like you would for a professional interview. First impressions count!
  • Allow up to 2 hours for your visit

Initial Meeting

This is our standard process for meeting with new candidates.

  1. Register with our friendly administrative team who will collect your contact information and details about the type of work you are seeking (temporary or permanent).
  2. Meet with one of our inhouse recruiters who will review your resume with you and discuss your current and future career goals.
  3. If applicable to the type of work you are seeking, we will set you up in our computer lab to complete online testing related to the roles you wish to fill. For example: Microsoft Word, Excel, or Accounting Basics.
  4. We will review your test scores with you and answer any questions you may have.

Next Steps

  1. Our team will check your professional references to learn more about you and your experience.
  2. For permanent employment placements, we will contact you regarding available positions you may be suited to. If you have an interest in pursuing the role we will present you to the client for consideration and if they shortlist you we will then arrange for you to interview with them and will keep you updated throughout the hiring process.
  3. For temporary employment placements, we will provide you with an introductory package that outlines what you can expect while doing temporary work, payment processes, etc. When a temp assignment arises that could be a fit for you, we call you with the details to see if you’re available- assignments can range from days, to weeks, to months.

Our team is here to help every step of the way and we love meeting new candidates! If you’re ready for a new opportunity contact us today by phone, email, or a visit to our downtown Kelowna office.

Get the Stats… Holidays that is!

Did you know that there are ten official statutory holidays in BC each year?  These days can play a key role in team morale, company culture and provide some much needed work-life balance at the perfect time of year. Remember, holidays are important times in the year for everyone to take a break and enjoy spending time connecting with loved ones.

With some planning and being prepared for the unexpected situations, means that your team can rest a little easier and enjoy the time off. This month’s stat holiday is Family Day.  Family Day is the newest holiday and the 2nd of 10 in the year.  It comes in the heart of the winter months and is a great time to unwind, play and enjoy all that BC has to offer.  This year it has moved to the 3rd Monday in February to align with the rest of the country.  The 2019 date was February 18th

If you are unsure of the other stat days in British Columbia they are:

  • New Year’s Day – January 1
  • Family Day – February 18
  • Good Friday – April 19
  • Victoria Day – May 20
  • Canada Day- July 1
  • B.C. Day – August 5
  • Labour Day – September 2
  • Thanksgiving Day – October 14
  • Remembrance Day – November 11
  • Christmas Day – December 25

Contrary to popular belief, Easter Sunday, Easter Monday and Boxing Day are not statutory holidays. 

To be eligible for statutory holiday pay an employee must:

  • Have been employed for 30 calendar days before the statutory holiday
  • Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.
  • Employees who work under an averaging agreement or variance at any time in the 30 days before the holiday do not have to meet the 15-day requirement.

There is no pay for ineligible employees and an employee who is not eligible for statutory holiday pay is not entitled to be paid an average day’s pay. If an ineligible employee works on a statutory holiday he or she may be paid as if it were a regular work day.

There are exclusions to specific groups such as managers, agriculture workers, some commission salespersons, and high technology professionals from the statutory holiday provisions of the Act.

When an employee is given a day off on a statutory holiday, or it fallson a regular day off, an eligible employee is entitled to be paid an average day’s pay.

  • An average day’s pay is calculated by dividing “total wages” earned in the 30 calendar days before the statutory holiday by the number of days worked.
  • Vacation days taken during this period count as days worked.

If you work on a stat holiday, an eligible employee is entitled to:

  • Be paid time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours plus an average day’s pay.
  • If you wish to substitute statutory holidays, an employer and a majority of employees can agree to substitute another day off for a statutory holiday.

That is the nuts and bolts for who is eligible and who is not. Please go to Employment Standards factsheets for additional details

Here is the current list of Stats for the next three years:

Stat 2019 2020 2021
New Year’s Day Tuesday January 1 Wednesday January 1 Friday January 1
Family Day Monday February 18 Monday February 17 Monday February 15
Good Friday Friday April 19 Friday April 10 Friday April 2
Victoria Day Monday May 20 Monday May 18 Monday May 24
Canada Day Monday July 1 Wednesday July 1 Thursday July 1
B.C. Day Monday August 5 Monday August 3 Monday August 2
Labour Day Monday September 2 Monday September 7 Monday September 6
Thanksgiving Day Monday October 14 Monday October 12 Monday October 11
Remembrance Day Monday November 11 Wednesday November 11 Thursday November 11
Christmas Day Wednesday December 25 Friday December 25 Saturday December 25

So we hope you enjoyed your BC Family Day and found something fun to do in your community! 

Platinum Recruiting is a full-service recruiting agency right here in the Okanagan/ Thompson/Shuswap.   We offer services related to both temporary and permanent placements.  Our goal is to find the right person for each position based on the qualifications and aspirations of the candidate and needs and requirements of the company with cost effective, time saving and seamless process.

Contact us today at

Disclaimer: Platinum Recruiting does not provide tax, legal or accounting advice. This material has been prepared for informational purposes only. It is not intended to provide for tax, legal or accounting advice. You should consult your own tax, legal and accounting advisors before engaging in any transaction.

Employee Motivation in 2019

employee motivation

Employee Motivation in 2019

Whether you’re an employer, or an employee, you probably have some idea of how motivation contributes to great work. We often do our best work when we feel motivated and energized to tackle projects ahead of us. On the flip side, most of us have experienced moments when a lack of motivation for a particular task or job has gotten in the way of achieving success.

As an employer, it’s clear that tapping into employee motivation can help your business succeed, but just how do you do this? And how do you identify new hires who are going to be motivated to succeed?

What Motivates Employees?

Motivating employees can seem like a daunting task, and can require different approaches for different people. Employee motivation often depends on an individual’s personal goals and needs, both inside and outside the workplace.

Some of the most typical employee motivators include:

  •      Praise and acknowledgement from colleagues and managers
  •      Financial rewards
  •      Flexibility
  •      Opportunities for advancement
  •      Handling tasks that meet or challenge skill sets
  •      Being involved in decision making
  •      Believing in the company mission
  •      Simple love of the work

The best way to discover what motivates your employees is to actually have a conversation about their drives and needs. Start by taking notes of their answers, and see if, and how, your business can accommodate them. Having that conversation does two important things. It shows that you are listening to your employee, and care about their role in the company, and their success – this attentive listening is a big motivator all on its own. But more importantly, this conversation will help you understand how to get the most out of your employees.

Hiring for Motivation

Another important way to ensure employee motivation is to hire the right person for the job from the start. The first step in this process is to make sure your job posting is clear, detailed, and true to the role. This will encourage the right kind of candidates to apply.

Once you’ve filtered your candidates and invited your top picks in for an interview, make sure to ask them what keeps them motivated on the job. It’s also good to know why they want to work for your company, and what their future goals are.  These questions will help you assess their personal drives and if they have a real passion for what your company does. If you want to learn about their self-motivation skills, you can also ask about their least favourite tasks in past jobs and how they pushed themselves to complete them.

You also want to ensure that an employee’s skills and experience match the needs of the role.  One of the biggest motivation-killers can be repeated failure. While failure can be a tool for developing resilience and an opportunity to learn and improve, if someone just isn’t equipped to do a job, they will quickly lose heart. This doesn’t mean you should rule out keen learners who are a little bit under-qualified for a role – remember a lot of people are motivated by challenge and learning – but you’ll want to ensure you can provide them with mentorship and guidance, and/or that they have a personal learning plan in place to help their success.

The Power of Listening

What you might have noticed is that motivating your employees is a lot about the power of listening. That is, asking the right questions, and discovering how you can work together with your staff to ensure success. If you hire smart, actively listen to your employees’ needs. By providing the right environment,  you’ll be able to retain long-term motivated and passionate employees.


Do you need help finding motivated employees? Platinum Recruiting can connect you to some of Kelowna’s best employees and will screen and find the best fit for your staffing needs!