Teema Press

Innovative. Informative. Insightful. Find out how TEEMA is creating news across the country. We’re focused on impacting the industry in a positive way.

Welcome New TEEMA Member – Doug Martin

DOUG MARTIN

Martin,Douglas-HeadshotDoug is an accomplished professional with over 15 years in staffing solutions. His success is predicated upon high-touch engagement with clients and candidates. He takes pride in a record of placing people in career-defining roles, and of landing numerous strategic leaders for his clients. He is passionate about the business of technology, and goes the extra distance to understand his current and prospective clients’ to-market strategy, corporate culture and competitive landscape. This assists him in clearly defining the parameters of a search, leading to placements that consistently exceed client expectations.

Wecome New TEEMA Member – Michelle Hillman

MICHELLE HILLMAN

Michelle Hillman has been a 3rd-Party Recruiter for over 13 years and offers a wide breadth of experience sourcing and recruiting candidates for clients in multiple industries, including Banking, Bio-Tech, Finance/ Accounting, Healthcare, High-Technology, Manufacturing, Retail, Software Development, and Telecommunications.  She is skilled in developing and executing recruiting strategies to meet the needs of her clients and her mission is to provide results and a high-quality experience.

Welcome to the TEEM!

COLLABORATION TECHNOLOGY NEEDS COLLABORATIVE HUMANS

COLLABORATION TECHNOLOGY NEEDS COLLABORATIVE HUMANS

By Vaclav Vincalek, CIO

CollaborationTechnology helps us work better together – but only if we let it. One of my trusted technology colleagues was chatting with me about Microsoft OneNote this month and we started seriously discussing using it ourselves. The program has been out since 10 years ago, ‘forever’ in tech terms, but we’d got by without it for all that time. However, recent improvements had caught our attention.

The app lets me instantly take and share notes on all my devices, from my Mac to my iPad and iPhone. It integrates with the cloud and my Microsoft Sharepoint collaboration centre. Basically, it’s synchronized with everything I use. Now, it’s synchronized with what my team, partners and customers are using. It works for the most part – but of course, if I’m trying to communicate with someone, they do have to make the effort to actually look at what I’m sharing with them.

Collaboration solutions are not a new thing; from old standby’s like IBM Lotus solutions to Sharepoint and Google Apps to newer entrants to the field, we’ve got hundreds, if not thousands of application suites to choose from – and it’s not uncommon for offices to mix and match, depending on their needs. Some say we’re even approaching an era of unified communications – but hold on.

The human factor, as usual, is a bit of a wrench in the works. Getting all members of a team in sync, much less all members of a company of hundreds or even thousands of people, is an organizational challenge as much as a technical one. People get hung up on particular devices, bits of hardware or software, and can be resistant to change. A strategic roll-out involving small groups before moving out to the whole firm isn’t always possible – and just a few holdouts can cause big problems.

It’s not that the new technology won’t work if they’re not on it; the problem is that sometimes, when companies don’t do the proper education, employees can feel entitled to use the old system and are likely to start a revolt if they’re not accommodated. If the change hasn’t been properly communicated, others in the firm may actually rally around the old guard preventing the change that’s supposed to improve how you work.

As with many aspects of running a business, communication is key. It takes cooperation and patience to pull it off. Even getting my colleagues on board with OneNote’s elegant simplicity took a bit of convincing. When you change up the technology, the biggest hurdle is just changing behavior.

Want to improve your office collaboration and communication without a whole lot of stress? Contact us to learn more about how we can make the transition as seamless as possible.

SOFT SKILLS, HARD SKILLS & SMART JOBS

SOFT SKILLS, HARD SKILLS & SMART JOBS

By Brian Antenbring, President

NERDDr. Seuss coined the term “nerd” back around 1950 and jockish lunkheads and James Dean wannabes supposedly began using the term to repress their socially-awkward, pocket-protected mental superiors. After that, it was a cliché that smart people with ‘hard’, technical skills tend to lack the other critical skillset that is so useful for getting along with their fellow humans. From the Nutty Professor to Peter Parker and today’s cast of oddballs on the Big Bang Theory, our pop culture just keeps on reinforcing this odd and (for the most part) untrue perception of technically skilled workers.

Along the many CTOs, engineers, coders, software project managers, financial wizards, SEO analytics experts and other technically skilled people I’ve been lucky enough to have known over the years, very few of them lacked what the recruitment sector today calls ‘soft skills’: EQ, the ability to listen and empathize, communicate effectively and more. To be sure, these people they weren’t all on the highest end of the spectrum for those skills, but among those who rose to the top, most already had these kinds of aptitudes before they ever took on higher responsibilities.

The problem for companies looking for skilled workers isn’t that there are too few technical workers with soft skills; the real problem is that there are fewer opportunities for these smart people in the tech sector to prove they’ve got it.

A programmer you know might be the most gregarious, collaborative, team-inspiring person you know outside of work – but at their office, assuming their company has some kind of peer review system in place, those social skills are likely not even measured. The metrics for a programmer are essentially writing error-free code that works as advertised – and everything else is superfluous.

The upshot is that for personable, technically-skilled workers to get the recognition they deserve from companies and recruiters, they often have to show those soft skills in indirect ways: extracurricular, off-the-clock projects and networking online and in person.

Companies need to stop selling their own people short. They need to institute more comprehensive employee reviews that include an EQ portion – and giving technically-gifted employees a chance to actually demonstrate what they’ve got. It won’t just make the job of recruiters easier in finding the top talent they can get – it will also help valued employees ultimately reach their full potential.

Is your company struggling to find employees with the right mix of hard and soft skills? Let us know about your challenges.

Welcome New TEEMA Member – Megan Angus

MEGAN ANGUS

042d09fMegan has over 10 years’ experience in the area of HR and Recruiting. She has a varied background which includes Management, Recruiting and Sales. Megan attended St. Leo University where she focused in HR studies. In her spare time she enjoys outdoors and spending time with her family.

Welcome New TEEMA Member – Tom Stewart

TOM STEWART

277c58eHaving come from the teaching profession, Tom joined the staffing industry in 1997, starting conversations with clients and candidates just as he  had with his students; asking “how can I help?” Tom has continued to seek ways to help the people (clients and candidates – employees and consultants) who make up successful companies across North America. As a former educator, Tom believes in and practices a discipline of life-long learning, and encourages others to do the same. He loves what he does, believes others have a passion for what they do, and that together we can tackle any challenge confronting their business or career.

Welcome New TEEMA Member – Chris Nesbitt

CHRIS NESBITT

Chris has over 19 years’ experience in the staffing and recruiting industry spanning several business lines including Engineering, IT, Clinical, Health Care, Administrative, Professional, Call Center, Light Industrial and Manufacturing. He has spent the last 12 years in a leadership role staffing in the Phoenix Market most recently as an Area Manager for a global staffing company. Chris has a Bachelors Degree in Business Management.

Welcome New TEEMA Member – Nikki Buchan

NIKKI BUCHAN

1fa4d7fNikki started in the recruitment industry just over 10 years ago where she went from a Recruitment Specialist for AppleOne Canada, specializing in Supply Chain Management and Senior Manufacturing roles, to an Account Manager building her own client base and filling the majority of her own roles. She then went into Niche recruitment for the Accounting and Finance Division of her company where she was selected to move out to BC to build their divisions and brand on the West Coast. Successfully Managing the Western Branch she aided in opening another two offices and also became the primary trainer for the Western Region. Once back in Ontario Nikki decided to try her hand at Corporate Recruitment with Organizational Solutions Inc. where she excelled and soon became the HR Lead, taking on a Generalist and Strategic role in the company. Lowering the turnover rate substantially and filling over 155 internal positions primarily in Healthcare related fields in almost 3 years.

Welcome New TEEMA Member – Brittany McClarey

BRITTANY MCCLAREY

2e1535fBrittany is a passionate relationship builder and strategic communicator with 8+ years of recruiting across a variety of industries. She is highly adaptable with experience ranging from a locally owned company to a Fortune 50 company. Manufacturing, insurance, healthcare and IT recruiting expertise.

Welcome New TEEMA Member – Michael Nelms

MICHAEL NELMS

Michael is a Navy vet and business professional with 20 years of business experience in engineering, information technology, field support, account management, sales, customer service, management, logistics and distribution. As a recruiter, Michael’s past professional experiences enables him to bring a level of personal expertise to each and every client he works with to ensure that he not only understands the role as described, but also the little details involved because he has “walked a mile in those shoes”.