hiring
Kristina hypothesizes what recruiting in the near future might look like. Ostensibly it will be a level playing field, she says, but in truth the companies that offer compelling opportunities and initiate long-term communication with passive candidates will attract the very best.
What does a low credit score say about a potential hire? Would you pass that person over? Are there extenuating circumstances? What if they were otherwise perfect for the job?
Having a great employer reputation is important, says Kristina, but it's only important if top-shelf professionals are the ones who feel good about your company. The trouble with most employer branding she says, is that it focuses on the perks, and not on the quality of the teams or products.
A good personal/resume site a tremendous advantage in a highly competitive employment market, says Trevor. He goes on to outline four must-haves for a professional online presence.
Trying to stop headhunters from siphoning talent is a waste of resources, says Kristina. She suggests that it's better to spend time and money on creating a company that people couldn't imagine leaving.
A dot-com bust and a shattered industry couldn't keep this company from success. From scrappy start to public offering, Toronto-based Points brings a startup approach to problem solving.
Plenty of Canadian content this week, from comparing moon landings to startup creation to silver linings for both small business and job-seeking boomers.
Alan interviews Cathy Keates, Author of "Not For Sale - Why We Need a New Job Search" about how a job search is something we need to learn how to do.
Kristina compares job-hunting to dating and offers three tips for making the best of an opportunity.
In this post: Canada third best for entrepreneurial biz. Crunching megadata in minutes. Some senior execs get hired on a whim. Early startup exits -- the new norm? 50 product managers with something to say. Online branding tips for execs.
He skips meetings, he's late, but he puts in 50-hour weeks and his output and talent is extraordinary. Would you hire this contractor into a full-time position in your company? Take the poll.
This startup needs a professional who can build out and run a Project Management Office capable of handling heavy-calibre Business Intelligence projects for blue-chip customers. How much should this person earn?
Can this funded startup find a professional with the experience and intellectual firepower required to build a cloud-based production system? What are they likely to earn? Help solve this (real-world) challenge
Suzanne Williams gleans more information on a parachute executive program run by Ontario Centres of Excellence.
All companies want passionate people, says Alan Kearns. So where does Indigo find it's top talent? By making it easy for book lovers to talk to them.
The OCE may well be the single most active early stage investor in Canada at the moment, says Suzie Williams, and she praises the idea of an 'embedded executive' program for young tech companies.
Hiring sales people from the competition always seems like a no-brainer, but there are many pitfalls with this hiring strategy, says Lee Salz.