Comment

Comment by Dane Anar on April 19, 2013 at 1:52pm

Hi Folks!  Allow me to intro myself real quick - my name is Dane and I'm from Seattle, WA but am in charge of managing the Canadian reqs with my company.  It's something new that I've taken on and am interested in learning the differences in recruiting for Canadian jobs vs recruiting for jobs in the US.  I'd love to network with you all and learn from the best!  Can't wait to connect. 

-Dane 

Comment by Chris K on April 9, 2013 at 10:44am

Hi Everyone!

I'm new to Recruiting Blogs. Thought I'd take a minute to introduce myself to my fellow Canadians! I am a Concordia grad from Montreal and have recently launched ACRE The Recruiting Exchange a recruiting solutions provider specializing in Generation Y.

We've build a platform that allows employers and job seekers to learn more about one another before meeting. We are soon introducing a service so that recruiters can access and connect with our GenY job seekers!
I look forward to discussing GenY and the impact they'll have on our market in the years to come.

Chris

chris.korres@acregroup.ca

Comment by Fredd Basser on March 31, 2013 at 4:23pm

Check the creative job hunting effort by a candidate:

Comment by Gerard Ezinwoke on December 10, 2012 at 5:50pm

Plan your success for 2013

Plan your success for 2013 including your business development, candidate and social media strategies...ask me how

Comment by Nick Ramos on April 28, 2011 at 4:17pm

Hello Everyone,

I am looking to connect with members who are interested in splits.

nicanor@ramos-search.com

 

Comment by Simon Yates on October 11, 2010 at 1:13pm

We're a Toronto based social recruitment start up website that will help engage everyone involved in the hiring process to find the best candidate for a job. Check out our video on YouTube at http://bit.ly/akhOMq

Comment by Ravi Revuri on July 30, 2010 at 12:00pm

I am senior recruitment professional having ten years experience in recruiting qualified professionals in the North American market.

I am looking for a job in Canadian market. For the right job with the right company I am willing to relocate at my cost to any place in Canada.

I can work as a virtual recruiter for any US company.

I would be glad to send my resume for further consideration. I can be reached at rkrevuri@gmail.com

I sincerely appreciate your help in this regard.

Thank you

Regards,
Ravi

Comment by Geoff Clendenning on February 11, 2010 at 4:55pm

Thanks to Twitter one of our own got published in the February issue of Candian HR Reporter!

Our very own Andrea Duggan became a published author this week with the appearance of her blog post entitled “What employers can learn from the Jay Leno – Conan O’Brien succession plan!” Why did she become a published author? Well a lot of the credit goes to Twitter and our social networking initiatives around the 2010 HRPA Annual Conference in Toronto, Canada. Someone once called Twitter a serendipity engine because of the interesting people, connections and opportunities that come about through it when applied correctly. Such was the case in these circumstances. Through our #hrpa2010 Twitter campaign we began to connect and build a community of Twitters in and around the HRPA conference. Within two weeks we had hundreds of people sharing the #hrpa2010 hash tag and a real-time stream of 500 to 600 tweets a day. Through this stream a connection was made with Todd Humber (@HRReporter), Managing Editor at CHHR, who happened to connect with one of Andrea’s colleagues at Armor People Link. That colleague re-tweeted Andrea’s blog post on Conan & Jay which Todd picked up in his Tweet stream. Todd then followed Andrea and replied to her tweet. They exchanged emails, had a brief conversation on the phone and a blog star was born (a star in our eyes anyways). Why is this so interesting, well it’s interesting for two reasons: one, this never could have happened without Twitter (the serendipity engine works!) and two, this entire transaction took place in less than 90 minutes.

To view the article click here

To view the original blog post click here

Comment by Ravi Revuri on October 24, 2009 at 10:35pm

I am very glad to announce the launching of Technodyne, Inc in Canada

I will heading its operations.

Pl visit our website www.technodyne.com

I am seeking business leads from recruiters/account managers in IT Staffing.

Please contact me at rrevuri@technodyne.com

Thank you

With best regards
Ravi Revuri

Comment by Sue McKechnie on July 7, 2009 at 2:36pm

Are you ready for the implementation of Bill 139?

Thanks to many staffing firms in Ontario who signed our online petition, we helped to stop certain aspects of the original Bill that would pose significant hardships to the staffing industry.

Here are some of the highlights of the Bill that will come into effect in November of 2009;

The Bill defines an assignment employee to mean an employee by a temporary help agency for the purpose of being assigned to perform work on a temporary basis. This definition is unclear as to when the associate becomes an employee of the temporary help agency - if it is upon registration or if it is the first day of a work assignment.

Staffing firms as of November 2009 will be required to give notice to any assignment employees whose work term is coming to an end. If notice is not given then termination pay must be paid out. What is unclear again, is whether the definition of the assignment employee is are they an assignment employee once they are sent out to work or on the day they register with the staffing firm. The need to provide a record of employment to a temporary associate once each assignment is complete will greatly increase as the need to define an assigned employee becomes necessary.

Staffing firms must now provide written documentation to all associates about their work assignments. The worker must receive this documentation before they have begun the assignment. This will be quite challenging for those firms who work with asap client orders.

Bill 139 prohibits any fees being charged to an assignment employee in connection with registration, assigning them work and resume or job preparation. Staffing firms cannot restrict an assignment employee or client to enter into an employment relationship with each other or charge a fee for this relationship after 6 months beginning the day on which the employee first began to perform work for the client.

Over the next few months before the Bill comes into effect in November, The Staffing Edge will be working very closely with our members to clarify these definitions and to ensure that our systems and processes are up to date and can accommodate the changes imposed by the Bill. The ability of a Staffing Agency to complete in the open market was once determined by their ability to find the people and finance the payroll, with the passing of Bill 139, this landscape has changed. Staffing Agencies must have dynamic technology in place that can set them apart from their competitors. The Staffing Edge has developed a system that meets the needs of the Canadian market place and we are ready to meet the current challenge set up by Bill 139.

We pride ourselves in being a leader in the ever fluctuating staffing industry offering our members the utmost in back office support. We welcome your comments and suggestions on how your firm will be accommodating the changes and would be happy to discuss strategies to help you meet all the requirements of the new legislature.

For information about The Staffing Edge and the services we provide for staffing companies like yours, please contact me or visit our website at www.staffedge.com.

Thank you again for your commitment to the staffing industry.
Sue Mckechnie
smckechnie@staffedge.com

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