BCjobs Blog

Hiring a foreign worker may seem like a struggle, causing many employers to skip over a non-Canadian’s resume in favour of the next. However, by hiring a temporary foreign worker, companies can better compete in a job market during labour shortages.

I know that there are some folks who don’t believe a job description is necessary anymore and of course, that is the decision of the organization to make.
I do believe in job descriptions – and let me tell you why.
A job description helps a business in understanding what the needs are of a particular position. What are the functional responsibilities and skills required in the position? How will you know what a reasonable amount of pay should be if you don’t have some sort of understanding of the duties? How would you classify the role? Who would the person report to and who would be responsible to manage the incumbent? For that matter, how will you hire someone into a position that has no description? How would you construct a set of interview questions that would be relevant to the role?

More and more small businesses are popping up due to the economic downturn. People are realizing that they need to become more reliant on themselves to be gainfully employed. As these startup businesses increase, there will be some challenges that must be considered.
One of many challenges will possibly be in hiring a strong and stable group of employees. The reality is that you will probably not be able to compete with larger employers that offer higher salaries; benefit packages; stock options; flexible work-weeks, etc. For a while, folks are going to try to hold out for these positions and may very well turn you down.

Finding the right person for your job isn’t easy. If it were we’d all be happy and businesses would be humming along contentedly without any conflict whatsoever because we’d all be living in the fantasy world as illustrated in the satirical movie, “The Stepford Wives”.
So, we need to be honest here and figure out what you can realistically do to ensure you find the right person.
What I am going to suggest may sound to some of you like it’s too much work – but my years of experience have taught me that doing the work up front will save you ten-fold as you begin to move forward and people are indeed doing what it is you hired them to do.

Recruitment strategies become vital in a tight job market. Many companies succeed by hiring non-traditional candidates.

Barely 2 weeks old and the buzz of Google+ has already taken over technology blogs, business sites, and my personal Facebook feed (invites anyone?). According to a recent article in PC World, estimates for the social network’s user base run as high as 5 million (not quite the 200 million of Twitter or 750 million of Facebook, but it’s only been 14 days). I recently received my own invitation and can’t stop reading anything and everything about the new social site. Like its social networking cousins, Google+ has the potential to further revolutionize business – from new marketing and advertising techniques to personalized and quick customer service responses. But what effect will Google+ have on the recruiting world?

My kids have always summed up my career in this fashion: “People pay mommy lots of money to find other people”. They have never questioned the logic of this. Mommy plays a mean hide n seek. Now that my baby has graduated from Kindergarten, I have come to realize that really, some of the most important elements of recruiting he has now mastered. Since school let out I’ve been watching him interact with his friends – and here’s what I’ve found…

Many managers view hiring as one of the easier decisions they have to make. Problem is, it’s also one of the hardest decisions to unmake!
Here’s a common scenario for busy managers. A vacancy is posted on the web. Some promising, skilled candidates apply–you interview, conduct a reference or two, make an offer and you’re done.

It’s a fundamental law in recruiting that you “are limited to hiring individuals who have applied for a position” (even direct sourced candidates will at some time will be requested to acknowledge application). Assuming you want an applicant pool that is bulging with superior talent, a logical question would be, ‘What factors restrict qualified individuals from applying?’. Prior to the most recent global economic meltdown, most recruiting professionals guessed that the top factors were pay, benefits, and employer reputation, which are important, but one factor has always trumped them: geography.