Author Archives : Platinum_Recruiting

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.

Recruiting

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.

Connections

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 www.platinumrecruiting.ca

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.

Conclusion

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!

 

 

 

Why December is the Best Month to Hire

best month to thire

Best Month to Hire

With the year winding down and the holiday season fast approaching, many offices tend to slow down on recruiting once December hits. But if you have a role to fill, it’s important not to put it off until January.

In fact, there are several reasons why December is one of the best months to hire new recruits! Here are four reasons why you shouldn’t wait:

Beat the rush

In January, recruitment firms get inundated with new resumes. More applications may sound like a good thing, but it is that much harder to pick out good candidates from the bad.

Not only that, there are more companies hiring in January. This means that by the time you do find the right candidate, they might already have a secured position with another company!

Find better candidates

Candidates who are looking for work in December have different motivations than those who wait until the New Year. Applicants who wait until January may be in a rush to secure a job due to financial stress from the holidays. That means they are more likely to apply to and accept roles that are not the right fit for them or for your company.

For this reason, you can avoid wasting company time and resources simply by hiring in December instead of January.

Start the year off on the right foot

Even if you don’t have it in the budget to bring a new hire on board until January, that doesn’t mean you can’t source and hire candidates in December with a start date for January! Instead of scrambling to fill a position at the beginning of the year, end the holiday season knowing you already have a star player lined up to kick off the new year.

Be better prepared for unforeseen staff changes

December tends to be a popular month to resign. Don’t be surprised if one or two of your current staff members decide to part ways just before Christmas.

It’s an attractive time to quit because people enjoy having a few weeks off over the holidays to spend time with friends and family, before they start looking for a new job in January.

Conclusion:

Obviously, the best time to hire is when you need staff. But it’s just as important to look ahead and anticipate staffing needs before they become urgent. If you foresee that you may need staff for the New Year, don’t wait!

However,  end of year operations can be a very busy time for a company. We can help you find and vet candidates so that you can focus more on closing the books for 2018. Contact us today to learn more about how we can help with your staffing needs!

When Businesses Need to Use Recruitment Companies

Recruitment Companies

Finding and screening experienced and talented candidates from scratch is a very grueling experience. This is because the process can potentially take up hundreds of hours of time. Researching, contacting potential candidates, and persuading candidates to consider your opportunity really adds up. Good news: these are all the primary functions and skills of professional recruitment companies. There are many reasons why companies may need to turn to a recruitment agency, and here are our three overarching categories:

Confidentiality is Needed

Many business deal with sensitive situations when it comes to staffing changes. An example of this is when an employee is underperforming. When this occurs, it’s better for the search and selection process to be done off-site. This keeps the situation confidential and professional, and will facilitate the exchange with a minimal amount of disruption. Furthermore, when dealing with company structure changes that aren’t yet public knowledge, turning to recruitment companies is the best strategy. This is because they help you begin the hiring process without disrupting office workflow.

Lack of Resources

Some businesses don’t have an internal HR team. If this is the case, it can become very difficult to manage the hiring process effectively. This also goes for when you are hiring in a brand new jurisdiction. When your company is expanding, you’ll be dealing with an entirely new pool of applicants. Local recruitment companies will manage the search and selection process for you. This choice ensures you are not missing anything, from compensation variances to perk expectations.

Recruitment Companies Have Experience and Expertise

Recruitment companies are a great source of second opinions. If you have a candidate in mind, they can help reaffirm your decision. This also goes for when you need to narrow down your selection from a small group. Recruitment companies will work with you to review all of the potential candidates that you are considering. Furthermore, they’ll be able to help you select the perfect new recruit for the job. Another reason companies turn to recruitment companies is due to previous non-success. This means that maybe your business has previously tried to fill a specific role, but the candidate didn’t quite work out. When the need arises again, perhaps it’s better to turn to a recruiter from the beginning.

If you find yourself in any of the above situations, or would like a second opinion, contact us. We’re always ready to help out with any and all staffing and recruitment needs.

 

Platinum Recruiting – November 2018

 

Okanagan Recruiters Look At This First On Your Resume

Okanagan Recruiters

Being great at interviews requires a lot of social skill, and a bit of luck. But first, you need to actually land an interview… How do you do that? Make sure your resume stands out above the rest, so that Okanagan recruiters will notice you! To get an interview for your dream job your entire resume has to be great, but only one part needs to be outstanding. When Okanagan recruiters are looking at your resume, they will probably be opening it up as an attachment from an email. This means that they’ll only see the top half of your resume at first glance, so that’s the part that needs to really shine! Read on for some strategies to make the most of that small chunk of real estate.

Use Limited Space Wisely

When you only have half of your document to showcase how great you are, make sure to include all of your best bits in it. Try to keep your contact info and margins at a minimum, which leaves room for the topics that will really help you stand out. Don’t go too far in the other direction though, as you don’t want your resume to appear cluttered. Okanagan recruiters need to be able to read all of your top selling points, so be sure you don’t make everything too crammed.

Make Your Profile POP!

Start off your resume with an elevator-style pitch. Include about 5-8 lines of compelling text that explains your best attributes and high level abilities. Don’t bother writing an objective statement, as its very redundant to include in a job application. Your main goal in this section is to sell your talents and get your foot in the door. Avoid writing clichés like, “hard working team-player” in your profile. It may sound impressive, but it is entirely overdone and will get your resume thrown out. Try to offer a concise snippet of your demeanour with evidence of your skills. Focus on using what you’ve been achieving in your previous role.

Don’t Forget A Core Skills Section

A core skills section is essential when giving Okanagan recruiters an instant glance of your skillset. Keep it point form and right underneath your profile, highlighting your most in-demand skills and industry knowledge. Focus on the most in-demand skills you have, after all, everyone has proficiency in Microsoft Office. Take a look at the job posting, and be sure to include their most sought-after skills for the position.

Highlight Your Most Recent Role

This step is most important if your most recent role is the most relevant one to the vacancy you’re applying for. Give a clear description of the company and where you sit within its hierarchy, as well as a summary of your accomplishments. If possible, include impressive achievements with quantifiable results, as this will prove the impact you’ve made at the company. Saving costs, generating revenue, and improving efficiency are always worth noting. Allow Okanagan recruiters to see the true scale of your work, and benchmark you against their own standards.

Get Okanagan recruiters interested in the first few lines of your resume, or they won’t bother to continue reading. Think your resume is up to the task, and need a little help getting your foot in the door? Platinum Recruiting has been successfully making employment connections within the Okanagan region for employers and employees since 1999. Contact Us for a free consultation, we’d love to work with you!

October 2018 – Platinum Recruiting