HAVING TROUBLE HIRING ENGINEERS? CHANGE YOUR RULES

By Steve Reimer, VP

lego-programer-700x325Tech companies live or die depending on the talent of their engineers – and these days, pretty much every company is a tech company. Whether you’re actually selling a technology product, you’re using it to buttress your value proposition and differentiate you from the competition. As such, engineers are in high demand – and some of the hiring rules you are used to just don’t apply to this unique class of professionals who can pretty much write their own ticket, often right out of school. Continue reading

selfservWHY YOU STILL NEED A STRATEGIC SEARCH EXPERT IN A SELF-SERVE ECONOMY

By Steve Reimer, VP

I remember the first time I encountered the self-serve checkout, at a pharmacy in Los Angeles. I guess I hadn’t noticed the lack of staff on my way in, or as I debated the pros and cons of orange juice vs. Gatorade on that blazingly hot day. But as I went to the checkout, I exchanged nervous glances with two other customers as we simultaneously realized the store eerily seemed to be running on its own. There were no staff anywhere to be seen in the aisles or by the registers. Continue reading

15014282_l“WHEN EXPERTISE MATTERS”

C-level executives don’t search for their next job opportunity on their own, just like they don’t cut their own hair.

I thought about that as I sat in my regular barber shop chair getting a trim. The barber could see the back of my head and the front; he knew what style I wanted even without asking; he had a deft hand with the clippers – and if I’d tried to cut my own hair, it would have made for an awkward meeting in the board room later that afternoon (“Brian, uh, is that a new look? Er, you look… nice”). Continue reading

By Steve Reimer, VP

I don’t ordinarily pay a lot of attention to political ads, but there’s been a lot of drama of late about Conservative ads targeting Justin Trudeau. Whichever side of the partisan spectrum you find yourself on, there’s no question that the ‘Just Not Ready’ ads are getting plenty of play, both as ads and as a subject of media scrutiny. In the ads, a group of professionals reflect on resumes for the top job in Canada – and deem that this candidate’s fine haircut is the best thing about him. “I’m not saying no forever, but not now,” comes the last line. Continue reading

HOW TO MAKE YOURSELF IRRESISTIBLE TO A RECRUITER
By Steve Reimer, VP

 

bigstock-Capturing-People-With-Marketin-47772403“If you do a little better, I can do a lot better,” pioneering New York recruiter Duck Phillips tells high-flying account man Pete Campbell in an episode of Mad Men. That line ought to be the mantra of every executive recruiter in the world to potential candidates – particularly ones that haven’t yet turned up on our radar. Continue reading

HOW TO IMPRESS AT THE INTERVIEW
By Steve Reimer, VP

 

670px-Impress-Someone-on-a-First-Date-Step-1-Version-2Professional recruiters connect top talent with companies in need – but once a prospective employee steps into the interview, they don’t have anyone to count on but themselves.

Beyond a firm handshake and a winning smile, how do you impress a company that’s looking for a new member of the leadership team?

Understand How the Company Works Before You Show Up. You’re not just looking at where the company has been. You want to have enough of an understanding of this firm that you can hit the ground running alongside the rest of the team – and possibly even suggest a new way forward if they seem to be looking. That’s when the person doing the hiring says, “Funny, we were just thinking of that idea for the next quarter – are you interested in leading the effort?”

Continue reading

ALIGNING PEOPLE

THE BIG BENEFITS OF DIVERSITY IN RECRUITMENT

By Steve Reimer, VP 

diversity-conceptMore companies these days include diversity as a major plank in their overall strategy for recruitment and retaining quality employees. Still, at the very top, the makeup of executive boards remains stubbornly resistant to change. A recent Globe & Mail article noted that on the FP500 list of private companies, Crown corporations and other major kinds of firms, visible minorities held just 2 percent of board seats; this, in a country that has officially embraced a cosmopolitan and welcoming outlook for many decades. Those with disabilities or who come from an Aboriginal background are about as common as unicorns in the boardroom. Hiring of women for top positions fared better, but was still lacking – with women accounting for less than 20 percent of director positions.

Clearly, companies still aren’t doing enough to reach, mentor and promote from a diverse talent pool. That’s just bad for business.

Continue reading

STIGMA AROUND UNEMPLOYED EXECUTIVES IS BAD FOR BUSINESS
By Steve Reimer, VP

stink

Unemployed executives don’t literally stink – but many companies looking to hire their next big player sure seem to treat them like they’ve doused themselves in blue cheese sauce. Even taking a year or three off to raise a family can carry an unfair stigma in the eyes of some HR managers (ie. “This person isn’t committed to their career). As for the capable, can-do department leader who got canned a year ago along with 1,000 others in a crude, across-the-board cost-cutting measure by a big corporation – well, “if she was any good, the company would have found a way to keep her on board.” When recruiters go looking for new hires, priority goes to professionals who already have jobs – and that’s a potentially costly mistake. More and more companies are recognizing this blind spot now – but not as fast as I’d like to see.

Continue reading

talent-pipelineFinding and Recruiting IT Developers – Getting Top Talent
When it comes to building your IT development team, you are going to find that the avenues that most people take are useless. Sure, you could try to post an ad on a classifieds page, and you could even try to put up a few links here and there, but you’re going to find that it’s going to be pointless. The truth of the matter is that every major company needs talent, and they are scooping people up left and right. They are doing so through direct contact, head hunters, and much more. You will not be able to recruit anyone within the world of computer programming, software engineering, or marketing without thinking outside of the box. You are not going to get the best candidates by playing it safe, and just waiting for people to reply. The best in the business already have a job, or are freelance, reaching them is going to take a bit of effort.

Continue reading

KNOWLEDGE MANAGEMENT & MITIGATING RISK

By Vaclav Vincalek, CIO

 

manage-your-riskIf the USA wanted to put a person on the moon in 2015, NASA would be hard-pressed to repeat their grand achievement from 1969. Sure, we have better technology now – but the old Apollo rocket scientists who got Neil Armstrong to the moon and back are all long-since retired. Virtually all of their successors have been given their pink slips. That’s not exactly a small problem.

It’s also a problem to which most companies can relate.

Continue reading