Tag Archives : okanagan top recruiter

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]

The Perfect Job Description

Job Description

Gone are the days of stagnant, stale, and rambly job descriptions. Business industries are rapidly evolving, and thanks to the use of social media it is now easier than ever before to increase your pool of potential applicants. However, factoring in the sea of job positions available online through LinkedIn and other channels, HR personnel are now faced with a different problem. How do you entice the perfect applicant? Simple – The perfect job description.

Start With a Hook

As there are so many job descriptions out in the world, you need to get your applicants to notice your ad. One of the easiest ways to do this, is to start off your listing with a hook. The goal is to entice them, to be able to work for you they need to read this listing! There is no set rule on a “hook”, so feel free to get creative. Describe your ideal candidate, talk about your great office environment, tell the reader why they want to work for your company.

Detail the Role and Responsibilities

If they’ve made it this far, your reader is now interested in this potential opportunity. Now is the time to give them some details! Don’t overcrowd this section of the job description, but don’t be too stingy either. Be sure to describe the role you are trying to fill, and the responsibilities that come with it. Now would also be a good time to describe qualities your ideal candidate would have, and all of the requirements for education, software, and industry knowledge/experience they’ll need.

Job Description Secret Weapon: Culture

You want your candidate to be top notch, and all the best potential employees want to find not only a great job, but a great place to work. Your job description should include a section about the culture of your workplace, and what it’s like to work there. Include the size and style of the workplace, as well as your current staff. Hopefully this will be a long term commitment from both parties, so be sure to talk up how great the culture is! Include the salary range, and hours/days expected in this section too.

End With a Bang

Every job is different, therefore every job description will be too. Don’t be afraid to have fun while sharing the details of this potential career, but always be honest. The objective of this listing is to entice your next employee, so share any perks that come with the job, no matter how small. There are so many job descriptions out there, so you need to really shine and in order to catch their attention. Good luck!

 

Platinum Recruiting – September 2018

 

How to Jump-Start Your Executive Career in Kelowna

Kelowna Recruiter

The path to becoming an executive isn’t an easy one. You need to have a proven track record and the drive to succeed. But even if you have those things, finding a place to start your executive career search can be intimidating. Especially, if you are new to the Okanagan area.

If you’re ready for the next step in your career and want to zero in on an executive role, use the following strategies to kick off your job search:

Research

Do the groundwork on the industry you’re trying to break into. Investigate any companies you might apply to. If you’re aiming for an executive role, you only want to focus on companies whose mission and values align with your own.

Know your selling points

You need to identify what your advantage is over other the candidates who are applying for executive roles. Not only that, you need to be able to succinctly communicate your strengths and be able to give examples of your professional accomplishments.

Stay Current

Give yourself an edge over the competition by being well-versed in the latest industry news in Kelowna. Subscribe to a few newsletters, follow the top industry leaders on social media to find a pulse on what’s trending. Making an effort to stay current can help you gain experience and identify new opportunities more easily.

Overhaul your social media profiles

It’s imperative that your professionalism extends to your social media profiles. You could do everything else right, but if a prospective employer looks you up on Facebook and finds old college pictures of you partying with your friends, you’re not likely to get the job.

 

Keep in mind that LinkedIn is the preferred tool for recruiters to find candidates and referrals, so get an account if you don’t’ have one already. Be thorough when completing your profile so that recruiters and employers can get a clear idea of your experience and strengths.

Network

Networking is an especially important skill for the aspiring executive. Building and maintaining your network will help you integrate yourself within the industry and open up the potential for new opportunities. If you’re new to the Kelowna area, go to local industry events or use a service like meetup.com. Keep in mind that networking should be mutually beneficial, so make a point of helping those you network with in any way you can. They will be eager to return the favour when the opportunity arises!

Work with a Recruiter

Among those in your network should be a recruiter. At Platinum Recruiting, we know the Kelowna job market, and our comprehensive skill-evaluation system can help match you with the perfect executive job.

5 Ways to Improve Employee Engagement and Reduce Turnover

Kelowna Recruiter

Some amount of turnover is to be expected in every business, but many organizations struggle with keeping a steady roster of seasoned employees. In fact, One study found that nearly one third of new hires leave their job within the first six months! But a high turnover rate can become a costly drain on a company’s time and resources.

The key to retaining employees is by improving their job satisfaction. Satisfied employees are eager and enthusiastic to bring their very best to work each day. This is what’s referred to as high employee engagement.

Here are the top five ways to improve employee engagement at your company and mitigate turnover in the process:

Ask, then listen

Communicating with your employees is paramount to achieving high employee engagement in the workplace. But more importantly, a large part of that communication should be asking employees for their opinions – and then carefully listening to their responses.

Regular one-on-one meetings with your employees is a great way to get to know your reports and get familiar with their strengths and motivators. Group meetings and brainstorming sessions are another way to give your employees a chance to share their thoughts and ideas.

Conduct a survey

Another option is to run an annual employee survey. If done correctly, it can provide valuable insight that you can’t get by speaking to your employees directly. Invest in a third party survey service that can conduct a comprehensive employee satisfaction survey. This gives your employees a chance to express their opinions honestly and anonymously.

However, it’s not enough to just conduct the survey. You need to analyze the results and take action. Even small changes can be big wins for your employees and make them feel like they’re being heard.  

Implement a collaborative hiring process

It’s important that new hires are selected with the work culture in mind. Even if they have all the skills and qualifications to do the job, they may not be the right fit for the team. Involve your employees in the hiring process by including them in the second interview. Select a few employees to meet with the candidate in a more informal setting, like the break room or a cafe.

Afterwards, get feedback from your team about their impressions. This also makes your employees feel like they are part of the decision-making process, which gives them more ownership of their role within the company.

Invest in a positive and fun environment

The team that plays together, stays together! Find ways to infuse fun into the workplace to boost employee morale and encourage collaboration. Arrange a company barbecue, potluck lunch, or charity event. Better still, ask for volunteers to form an events committee to take the lead on arranging these events.

Recognize your employees

Good employees are career-driven and crave recognition. Many organizations don’t understand just how important this is! In fact, one survey of 1000 participants found that 75% employees who were recognized at least once a month by their employer’s reported feeling satisfied with their jobs. Weekly recognition and satisfaction boosted their satisfaction by another 10%. In other words, the more recognition, the greater the employee satisfaction and engagement.

Recognition doesn’t have to be monetary. Publicly acknowledge an employee for job well done in front of their peers, or write them a thank-you note for going above and beyond on a certain task.

Conclusion

At the end of the day, engaged employees are the ones who feel appreciated and a part of the company’s success. Make the effort to boost employee engagement in your organization and it will benefit your business just as much as it benefits them!

How to Deal with a Difficult Employee

difficult employee

There’s no such thing as the perfect employee. For that matter, there’s no such thing as the perfect employer. We’re all human, and we all make mistakes. 

But if you have a difficult employee, whose behaviour is continually affecting the business, you have a problem. Whether the issue is related to work ethic, attitude, punctuality, or competence, the following checklist can help you handle even the most difficult employees.

Address problems early

The longer you leave a problem, the more difficult it will be for you to address it. Don’t silently stew for months if they are arriving twenty minutes late for work nearly every day. If you let the behaviour continue, they will simply assume that it is okay with you.

As soon as you notice a pattern or behaviour that is causing problems, address it with them immediately to nip it in the bud. Make sure they are clear on company policies, and then be consistent in enforcing those policies to prevent any relapse into old habits.

Listen to them

Before you can help a difficult employee who is displaying a problem, you need to fully understand the reason behind it. Ask them why they think the problem is occurring, and then listen carefully to their response. They may reveal an underlying problem that you previously knew nothing about.

For example, if they are missing deadlines, it is easy for a manager to assume that the employee is not managing their time well. But perhaps they are struggling with excess workload or have some other valid obstacle that is preventing them from performing as expected.

At the very least, listening to your employee can help them understand that you want to help them succeed. It’s a step to show that you’re trying to work with them, not against them.

Provide Actionable Feedback

Depending on the issue, employee may not realize they’re doing something wrong, or know how to fix it on their own. Provide constructive feedback that the employee can act upon. Set a date to follow up with the employee to review with them how well they followed through on your direction. Always do this in a one-on-one setting, not on the floor in front of other colleagues.

Document All Reprimands

Even if it’s the first time you’re addressing an issue with an employee, make sure you document all reprimands and write-ups from the start and keep them in a file for that employee. It sounds harsh, but if it ever gets to the point where you need to fire them, having the documents to prove that the discussions happened can facilitate the termination without risking legal trouble down the road.

Be Transparent About the Consequences

Although there’s nothing wrong with being diplomatic when you’re addressing problems with employees, make sure they understand what the consequences are if they fail to improve.  If it ever gets to the point where you need to fire an employee, it should come as no surprise to them.

Conclusion

Handling difficult employees is one of the toughest parts of being a manager. But if you do the best you can to rectify the issues and follow through on a predetermined process, you will always do what’s right for both the employee and the business.

Need a new perspective on your new employees? Click here to check  out some of the services we offer to help your company succeed!

 

Temporary vs Permanent Placement : 3 Questions Kelowna Employers Should Consider

permanent placement

Perhaps you already know that using a recruitment agency might be one of the best things you can do for your Kelowna business. You get a hand-picked shortlist of qualified candidates to choose from, saving precious time and resources finding the perfect hire.

But there’s one more decision to make when hiring through a recruitment agency.  Will you choose a temporary hire or a permanent placement?

Consider these three questions to determine which type of placement is right for your business:

Is the role a long term opportunity?

Temp hires are perfect if you’re not sure the role will be required for the long term. But if there is a potential for long term employment, both the temp and employer can benefit from a contract. If the temp learns the job well and develops a good working relationship with the other team members, the employer can then hire them on full time.

Permanent placements are ideal if the employer is certain that the role is a long term opportunity from the start. Someone who joins the company with plans to stay long term will be more likely to show commitment to the company’s brand and vision for the future.  

Even with permanent placements, there is still a 90 day probationary period where the employer can re-evaluate if the new hire is working out or not.

How much experience does the role require?

The downside to temp placements is that they typically require someone who is willing to work in a temporary capacity. Temps usually know that their potential for future employment with the company is less secure. Candidates who are already working are as likely to leave their current job for a temp role. As a result, many of the employees who are available for temp work tend to have less work experience.

A permanent role is seen as a more secure opportunity that will attract experienced candidates, since they might then be willing to leave their current position to pursue it.

How quickly do you need the help?

Temp hires can be placed quickly, and are best utilized when you need immediate help for your team. For example, a temp is perfect for covering for an employee who had to take a sudden leave of absence.

Permanent hires typically take longer to onboard since they are often leaving another company. Also, they  need to leave a minimum of two weeks notice with their former employer.

Conclusion

Whether you are looking for long term employee, or just looking for extra help during your peak season, a Kelowna recruitment agency can help you find the perfect candidate to suit your needs.

 

Top 5 Employee Skills Okanagan Employers are Looking for 2018

okanagan employers

Kelowna and the surrounding area has been exploding with new growth and job opportunities the past few years. 2018 is shaping up to be no exception! With recent graduates and job-seekers flocking to Okanagan, the competition for jobs can be pretty stiff when facing Okanagan employers.

So what traits, skills, or characteristics will separate you from the crowd? Here are the top 5 skills that Okanagan employers are on the lookout for:

Ambition

With lots of tech startups in the area, an entrepreneurial spirit will go a long way with many Okanagan employers. Employers are looking for hires who will show dedication, drive, and loyalty, not someone who views the position as “just a job”. A candidate who demonstrates ambition will reassure the employer that they are willing to learn new skills, systems, or processes. They might even become someone who will help the employer build the company!

Adaptability

The ability to embrace change is a crucial soft skill to many employers. Adaptable employees are more likely to rise to tackle new challenges head-on, and be willing to perform tasks outside their job description. They can easily cross-train on other desks when the need arises and often become indispensable in their departments.

Precision

Work output that is riddled with errors and omissions can become a huge expense for a company. Therefore, the ability to conduct duties with accuracy is one of the most important skills an employee can have. Detail-oriented employees will produce quality work that will save the company time and money.

Critical-Thinking

Employers are looking for employees who can take direction but also solve problems on their own. Employees who are able to troubleshoot and prevent issues will streamline workflow and free up management to focus on other tasks.

Cultural Fit

Lastly, an employer wants to know that their new hires have good interpersonal skills and will work well with the rest of the team. A good team-player will increase efficiency and help create a positive work environment. Cultural fit means also means the employee understands and shares the company’s core values and vision.

Conclusion

Education and work experience are important and will likely always play a factor in an employer’s hiring decisions. But it’s the other employee skills and characteristics that will often make or break a candidate’s chance of making the short list! Not sure which skills to put on your resume? Contact us at Platinum Recruiting for a skills assessment. 

 

Resume Rules 101: How to Pass the Six Second Test

resume rules

Employers can get more than 75 resumes for every position they are hiring for. It’s no wonder then, that the average employer uses resume rules and looks at each resume for no more than six seconds before tossing it into the shredder. It’s an intimidating statistic to be sure, but with the right layout and content, you can keep pass this lightning-quick vetting process.

These are the 5 Resume Rules you must adhere to:

Grammar and Spelling

One of  the most obvious resume rules, yet it’s staggering how often resumes are submitted without proofreading. One typo and your potential employer won’t make it past the objective line. Proofread yourself several times, then get a friend to proofread it. Alternatively, you can use free online tools like Grammarly to catch typos and grammatical errors.

Don’t Skip the Cover Letter

In your employer’s eyes, a well-drafted cover letter is a strong indicator that you’re someone who really wants the job. For many employers, skipping this step it an instant prompt to delete your resume.

Use Keywords

Every resume you send should be tailored specifically to the role you’re applying for. Read the company’s website for details on what they do, and what their mission statement is. Then review the job description and determine the keywords used for what they want in an employee. Be sure to include those keywords in your resume, preferably near the top, in your objective line or summary statement.

Professional Layout and Font

A blank Word doc with a few bullet points is lazy and unprofessional looking. With a plethora of free templates available on programs like Word and Google Docs, there’s no excuse not to have a professional looking resume. Make sure your font is easy to read and avoid dense paragraphs; there should still be a lot of white space. Keep your resume to one or two pages. Be concise in order to include as much information as possible without cluttering the page.

While a pop of colour can help your resume stand out amongst the monochrome ones, use it sparingly and keep to darker colours, like navy blue.

List Accomplishments, not just Duties

An employer isn’t interested in what duties you performed in your role so much as how well you performed them. Therefore, don’t just list out your responsibilities and duties. Keeping to a concise, bullet-point format, describe your duties as accomplishments. Back up your accomplishments with facts and numbers. For example, instead of saying you were “responsible for order entry,” say, “entered orders efficiently and improved turnaround time by 60%”.

Conclusion

Your resume is your first impression on a prospective employer, so ensure that it represents you as the ideal candidate. With a strategic approach to your resume, you’ll be sure to make it past those critical first six seconds and onto their shortlist.

Not sure if your resume is enough? Contact Us for friendly advice! Make sure to also check out the list of available jobs Platinum Recruiting has to offer to find your perfect employer fit.

 

6 Best Habits to Become a Successful Employee

successful employee

For the job-seeker, finding the right job can be a daunting task. However, it’s just as important is to perform the job well once you have it! If you want to hit the ground running at your new job and fly through your probation period with flying colours, here are these six habits you should develop as a successful employee:

Participate in the office culture

The office is a place you spend a lot of time in, so make an effort to get to know you coworkers a little and contribute to the office culture. Developing a good camaraderie with your co-workers can help you work more effectively with them and create a more productive work environment.

Be a problem-solver

It’s certainly important to ask for help when you need it. But running to your manager with every little question can be frustrating to your boss and in many cases, unnecessary. Make an effort to troubleshoot issues on your own to show your employer you’re capable of working independently.

Be a reliable successful employee

It seems simple, but it’s surprising how many employees struggle with the simple prospect of showing up for work each day. Understand that every time you call in sick with a sniffle or are late for work, you put strain on your coworkers.

Be reliable in the quality of work you produce as well. Make it a priority to meet deadlines and follow through with what you say you are going to do. Show your colleagues and employer that they can depend on you!

Proactively communicate and follow up

Today, a lot of correspondence is done over email and can be a highly efficient way to communicate. However, if you aren’t receiving the response you need to move forward with your job, follow with a phone call.

Follow-up and proactive communication skills are often critical to preventing issues and completing tasks in a timely manner.

Strive to be efficient

Be aware of your time-management and how long it takes you to complete your tasks. Keep your cell phone out of sight to reduce distractions and help keep you focused on the work at hand during company time.

For the most time-consuming tasks, try to come up with some ideas to make the process more efficient. Make suggestions to your boss if you think you find a faster or better way to do something.

Be a team-player

Help others with their workload when your own load is lighter. Be flexible and willing to take on work that is different from your day-to-day in order to help out a colleague. Listen to your coworker’s challenges and collaborate with them to find solutions.

Conclusion:

Regardless of whether you’re new on the job or a seasoned employee, these six habits can can get you noticed by your employer as  a successful employee. Show the company your dedication to the job, and you will achieve long-term career success. 

Can’t wait to become a successful employee? Check out Platinum Recruiting’s latest job positions here.

Why Jobs in Okanagan are on the Rise

Jobs in Okanagan

2017 was an impressive year for Okanagan region job market. Within the span of one year, Kelowna – the largest city in Okanagan Valley – went from having the worst job market in Canada, to being number one. The number of jobs in Okanagan has increased a whopping 14.3% in 2017, and has one of the lowest unemployment rates in the country.

So what’s the reason behind the growth? Here are three major factors contributing to the rise of jobs in Okanagan:

Innovation:

The technology sector in particular has had a significant impact on Okanagan. In just three years, tech has grown 30% to become a 1.3 billion dollar industry. QHR and Disney Interactive are sector leaders that paved the way for new tech businesses and are further enabled by Accelerate Okanagan. AO is a not-for-profit organization that provides tech business with mentorship and connections needed to succeed in Okanagan.

New Developments

Aside from the technology sector, Okanagan has seen impressive growth among a number of other industries. Healthcare, Tourism, Agriculture, and Manufacturing, have all become economic strengths within the region.

From an international investment standpoint, it’s far cheaper to open a business in Okanagan than in the lower mainland. The Business Development Bank of Canada also offers more support to small businesses and programs for local Okanagan businesses. As a result, entrepreneurs are flocking to the region.

Great Community

There are a number of compelling reasons to relocate to Okanagan. It’s a beautiful place to live, with Okanagan Lake is one of the regions highlights. Okanagan has a better weather and more sun, than its rainier counterpart in the Lower Mainland.  

The thriving agriculture in Okanagan means access to fresh local produce. And of course, those enjoy wine will also be attracted to the 30+ wineries in the region!

Finally, Okanagan has become a far more affordable place to live compared to Vancouver’s dramatically inflated housing market.

Conclusion:

For the recently graduated who looking to enter the workforce, Okanagan is an excellent place to begin your career. The Okanagan and Kelowna area offers the best of both worlds: opportunities to thrive your industry while enjoying a high quality lifestyle.