hr
Hiring sales people is a lot like the proposal phase of any deal, says Lee Salz. Try not to surprise or low-ball the person you're making the offer too, and don't make the offer an afterthought in your hiring process, or you may start the employee/employer relationship off on the wrong foot.
Suzie suggests that maturing software companies don't need to pay high dev salaries -- the skills are simply too widely available. She includes this quote from an HR professional "Software developers are in the same position as automotive industry workers 20 years ago. They are frustrated that their skills no longer garner a premium, yet hamstrung by few options currently available."
Wearing multiple hats is a startup norm. But are hybrid techies attractive to larger companies? Melanie Baker looks at the Jacks (and Jills) of all trades.
"You also need to work hard, because I’m the best date that you’re going to find. I’m such a knockout that I don’t even shave my legs." Trevor takes a funny look at jobs descriptions from a blind date perspective.
When it comes to hiring, it’s wise to begin with the end in mind. Making an offer of employment is your first chance to motivate your soon-to-be employee.
Melanie Baker riffs on Waterloo Region's unique technology community and talks about the pros and cons of an interwoven, familial culture that blurs the lines between work and personal life.
Many employers complain about the low volume and poor quality of their sales applicants, says Lee Salz, but at the same time create job ads that don't sell the position, opting for vanilla job 'descriptions' over job 'advertisements'. Referencing the psychology of food retailers, he goes on to identify effective ways of reaching quality passive candidates.
Why hire a full-time HR generalist when your growing company would benefit more from a part-time HR veteran, asks Sachi.
How long, on average, should you stay in a job while keeping your career prospects rosy? Red Canary asks a pro to share her thoughts.
Energy sector job postings are up, engineering postings are down, and the employment landscape is starved for talent, according to a CATA Employment index.
This question was sparked by a conversation with an HR professional at a medium-sized software company in Toronto. Her complaint was that she couldn’t get Waterloo (or Tech Triangle) professionals to come and work for her in The Big Smoke.
It seems another software company emerges every day. And with every new arrival, Canada’s talent supply shrinks. Software CEOs know that their success depends on people. But what do you do when conventional hiring channels can’t find the good ones?
Find an executive domino and watch ex-colleagues fill your talent needs. In a recent search for a VP, Professional Services, we spoke to dozens of qualified people and all of them had a common perspective: running a successful service function, at any level, hinges on the ability to secure top talent.
Leaving your job? Remember to cross your T's, dot your I's, and preserve your connections. Red Canary gets the scoop on exit interviews, non-compete issues, counter-offers and more.
Tim Jackson, COO of Tech Capital Partners, shares his insight on managing human capital in a sizzling market
Ask any HR manager about their interview nightmares and they'll share some sordid, desperate and outright weird tales. Here's the *cough* best we found.
How behavioural hiring can lower startup turnover. t’s an all too familiar scenario for tech companies. After months of searching, a candidate with the right combination of skills and experience is hired. On paper, they have everything they need to succeed—except they don’t.
Headhunting for startups is analogous to coaching kids' soccer? Mario explains how in the first of his 'TechHunter' columns.