recruiting
September 20, 2011 John Proctor Employee Relations, Human Resources, Recruiting and Hiring
How does an organization identify the best person for the job when filling a position? Companies generally follow a defined process for recruiting, hiring and promoting. They have a job description and certain criterion they are looking for. Whatever the process may be, it needs to be robust and legally defensible. The best method for achieving this is to use a formal assessment centre.
assessment centre, Assessment of human resources, effective hiring process, employment law, hiring and promoting, HR, International Congress on Assessment Centre Methods, job description, maximizing workforce competence, minimizing legal liability, productivity, recruiting, selection process
June 30, 2011 Yosie Saint-Cyr Corporate Immigration, Human Resources
Legislation cracking down on crooked immigration consultants (Bill C-35) comes into force on June 30, 2011. At the same time, the Immigration Consultants of Canada Regulatory Council (ICCRC) is confirmed as the new regulatory body for immigration consultants. The ICCRC will…
Canadian immigration system, Canadian Society of Immigration Consultants, Foreign workers, Hiring foreign workers, immigration consultants, Immigration Consultants of Canada Regulatory Council, legislation cracking down on crooked immigration consultants, recruiting, regulatory body for immigration consultants
April 8, 2011 Christina Catenacci Human Resources, Human Rights, Recruiting and Hiring
The gap between men and women is still very significant when it comes to employees in the top ranks of the financial sector. That is, there are still very few women in senior executive roles in Canada’s financial institutions. Worse yet, there are currently no women in line for a CEO position at a big bank.
appointment process, banks, CEO position, employment law, few women in senior executive positions, Financial sector, gap between men and women, gender equality, male-dominated industries, pay equity, recruiting, status quo, succession, women in the workplace
November 18, 2010 Henry J. Chang Corporate Immigration, Human Resources
On November 10, 2010, Citizenship and Immigration Canada published regulations in the Canada Gazette, which reinstate the Canadian Federal Immigrant Investor Program (“IIP”). However, the new IIP now requires an investment of $800,000CAD and a personal net worth of $1.6 Million CAD. The regulations come into force on December 1, 2010.
Canada Gazette, canadian employment law, Citizenship and Immigration Canada, employment law, Federal Immigrant Investor Program, Immigration Law, recruiting
July 28, 2010 Henry J. Chang Corporate Immigration, Human Resources
Following the issuance of revised Ministerial Instructions in June 2010, Citizenship and Immigration Canada also revised its IMM 5612 Document Checklist, which is used for the initial filing of Federal Skilled Worker applications with the Central Intake Office. The language proficiency assessment was an expected addition to IMM 5612. However, what was not expected is the requirement that applicants also submit all documents listed on the specific visa office document checklist applicable to the consular post where the application will be processed.
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July 28, 2010 Henry J. Chang Corporate Immigration, Human Resources
Until recently, a work permit extension application (for a NOC 0, A, or B occupation), which required an approved Labour Market Opinion (“LMO”), could be filed concurrently with a pending LMO application. However, in July 2010, Citizenship and Immigration Canada (“CIC”) posted a notice on its website indicating that concurrent filing would no longer be permitted.
Citizenship and Immigration Canada, Foreign workers, Human Resources and Skills Development Canada, Immigration and Refugee Protection Regulations, Labour Market Opinion, recruiting, recruiting and hiring, recruitment, work permit, work permit extension
June 25, 2010 Christina Catenacci Human Resources, Recruiting and Hiring
As the competition for jobs increases during these tough economic times, many job applicants are tempted to bend the truth by embellishing or omitting information on their résumés. That is why it is important to fact-check résumés…
background checks, check references, embellishment, Employment background checks, employment law, hiring, interview process, job applicants, job qualification, ommission, performance review, pre-screening, recruiting, recruitment firms, reference checking, résumé, selection process
February 26, 2010 Christina Catenacci Human Resources, Recruiting and Hiring
Upon first thought, employers may not be sure what to do when a prospective employer calls asking for a reference on a former employee. Is it safe to provide a reference when a prospective employer is conducting a background check on one of your former employees?
background check, background checks, employee references, employer reference checking, Employment background checks, former employer, hiring, prospective employee, prospective employer, recruiting, reference, reference checking, selection process
December 3, 2009 Yosie Saint-Cyr Employee Relations, Human Resources, Recruiting and Hiring
I recently read an interesting blog post on Brand For Talent. The author, Libby Sartain, says that organizations across the globe are struggling with their reputations as employers. Those employers need to engage their workers as fans, while reaching out for new workers as the economy begins its turnaround. She also asks: is there a difference between corporate branding and employer branding? Well, according to Sartain, there is. While companies such as Apple and Nike are able to rely on the power and strength of their corporate brand to attract talent, this is not the case for companies with less powerful brands.
50 best employers in canada, best diversity employers, brand for talent, communicating, communication, compliance, Corporate branding, corporate governance, corporate social responsibility, employee engagement, employee retention, Employer brand, Employer branding, employer of choice, employment law, great place to work, human capital, Human Resources, Internal Controls, productivity, recruiting, recruitment, Top 100 employers, worker engagement
October 19, 2009 Adam Gorley Human Resources, Human Rights, Recruiting and Hiring
Here’s a question about an issue that is becoming increasingly relevant:
By using social networking sites—such as Twitter, Facebook and LinkedIn—to search for and recruit employees, are employers discriminating against groups that are less likely to use those services?
canadian employment law, discrimination, employment, facebook, hiring, human rights, LinkedIn, recruiting, social, social media, social networking, twitter
I believe smoking (i.e., nicotine) is recognized as an addiction, as Simon mentions, which would engage the question of discrimination. – Jun 18, 9:40 PM
Even though as a non-smoking employer I support the actions of Momentous Corp, I am surprised they have even attempted to take this position, given... – Jun 17, 5:46 PM
Where in Human Rights does it say that smokers are now protected under one of the grounds and if so which ground are they protected... – Jun 17, 3:28 PM
