Employment agencies work closely with the companies they send people to, so they always have the latest insight on available positions at companies that you might be interested in working for. (Is it good to get a job through an employment agency in Canada?)

How to find a local employment agency?

In a vast country like Canada, there are many employment agencies but if you prefer to find a job in your city or a place near you, you need to look for a local employment agency as there are possibilities that they have good connections with companies in your locality.

For example, if you are staying in Brampton, you can simply type in Google ‘Manpower employment agency Brampton’ or ‘Manpower Agency Brampton’ in the result you will get many local employment agencies who are involved in the ‘Staff Management Brampton’ for many companies located in Brampton or nearby.

Do I get paid less if I get a job through an employment agency?

The major downside you may face if you get a job through an employment agency is that you might get paid less. This can be avoided if you choose the right employment agency to represent you.

To avoid this do proper research. Before getting in touch with an employment agency you should do proper research, ask around, or try to go through the reviews and after that make sure you are choosing the agency with the best reputation and most jobs.

Working with an employment agency to find a new job will only help you expand your options. As employers are using employment agencies, you should also do so in order to find the best job available for you.

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Selecting an Employment agency Brampton is no different

• Discuss your business needs and hiring challenges internally

Before you begin searching for an Employment agency Brampton, meet with your team to discuss your business needs as well as hiring challenges.

Management and everyone who has a hand in the company’s current recruiting process should have the opportunity to contribute to the conversation at some point.

• Enquire for case studies on comparable clients

Research the agency’s leadership, management, and recruiting personnel to see where their professional networks are concentrated. Some agencies post bios of their leadership and management on their corporate website.

It’s also worth asking people that work in the role that you’re looking to recruit for if they have any recommendations of agencies they’ve used in the past. This could be current employees, friends, family, online forums, etc.

• Look for specializations

Not all Employment agency Brampton are the same. As with any competitive industry, each business has its own approach, methods, and philosophy on talent acquisition that may or may not be aligned with your company’s brand, goals, or values.

One type of recruitment agency that has been growing over recent years is the niche agency. Niche agencies specialize in a particular industry or job type (e.g. HR roles, entry-level, executive, engineering). Expertise is the core value they bring to their clients.

Strong niche agencies have substantial networks, history in the industry they recruit in, and possess great insight regarding the demographic they are recruiting for. Their focused resources and knowledge enable them to know where the purple squirrels are and how to recruit them.

There are many ways that agencies differ and separate themselves from one another. What matters, is identifying the attributes that are most compatible with your company and hiring goals.

• Join their online networks

An agency’s online presence can tell you a lot about their brand, how they control new media to connect with talent, and how successful they are in engaging passive candidates online.

Follow the company online and connect with their recruiters on LinkedIn as well to see how they interact with candidates, their networks, and their audience.

• Try before you buy

When you find Employment agency Brampton that you like, ask if they have a pilot program or would recruit for a couple of current positions your team has been working on so that you can “test” them out before committing to a long-term contract.

From their perspective, they are at the cusp of gaining a great new client, and so they are more motivated to accept those terms than refuse them.

If they insist on a long-term contract without a certain period of time that gives you the option to work with them first, then you may want to reconsider. For more details contact us.

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Digital Recruitment Services

A company who does recruitment services should keep in mind that everyone is overcoming a crisis situation, so should develop strategies accordingly.

• Go Digital in Recruitment and Onboarding

Recruitment Services must immediately shift focus on digital platforms for all aspects from recruitment, interview, onboarding, and even termination pay. The use of digital job boards has become more popular.

• Remote Hiring Is the New Future in a Post-Pandemic World

Companies would refresh their job postings online, new postings will get the most traction, and ones posted even a month ago will be viewed as potentially not relevant anymore.

Once this is accomplished, it’s important to live by a new process of “remote totality” which includes attracting, screening, recruiting, onboarding, training, and developing a work routine for all new hires remotely.

• Swing to Hiring Candidates for Flexible Roles

Recruitment Services should keep in mind that post-Covid situations would be very different from the normal scenario. Companies would look for employees who can fit in more than one role or may shift from one role to another.

Secondly, companies would want to utilize the maximum potential from the budget they spend on manpower. Therefore, recruitment agencies should prepare their candidates accordingly so that they may fit in the role as asked by the companies.

• Stay Connected with Top-Tier Talent Digitally

Even during this time, companies would keep looking to stay connected with top-tier talent. Recruitment Services should keep communicating with their resources and identify their top-notch talents so as to present them to companies as and when required. Contact our expert for better service.

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The growing population is exerting enormous pressure on resources, forcing mankind to brainstorm and invent new things and methods for survival. We have almost invented whatever human brain could conceive, but we cannot settle for what we have, and so innovation seems to be the only path to meet the challenges of the future.

Today a lot of time, money and energy is invested in research and development, in every sector, from agriculture to aerospace; to elicit more output than before. More yield from the land, more fuel efficiency from vehicles, better power to weight ratio from our machines and so on and so forth. This race for efficiency has its own consequences, and the one, that is posing a serious threat to our planet, is climate change.

So apart from focusing on efficiency, manufacturers now have to work simultaneously to reduce the carbon footprint; this started a movement to lessen dependency on fossil fuels and triggered a clean energy revolution. With more stringent emission norms manufacturers had to devise new methods and materials to access optimum utilization of resources.

To meet the demands of the present time, composite materials were invented. As the name suggests composite material means, combining two dissimilar materials together to create a material that is superior to the individual materials. For instance, dry fibre with resin is cured into a hard carbon fibre part, that is then very lightweight yet stronger than metals.

Manufacturing Industry Growth

Composite materials having high strength to weight ratio is more durable, this not only adds to the life of the product but also extracts superior performance. For instance, automobiles and aircraft made from composite materials like carbon fibre are lightweight, they return better fuel efficiency and performance, resulting in reduced carbon emission and better utilization of resources.

The use of composite material is not confined to the automobile and aviation industry only, it has made forays into other sectors for example; consumer products like eyewear, footwear and designer furniture; industrial products like manufacturing tools, prototypes, and also functional end-use parts.

By far the biggest contribution of composite materials has been in the field of health care, especially in the manufacturing of dental implants and prosthetics like artificial knee or hip joint. State of the art composite material prosthetics can mimic the density and feel of organic bone which in turn facilitates the growth of blood vessels through them resulting in faster recovery time and lower hospital bills. The use of composite material has amplified the potential of possibilities by many folds; it’s just the tip of the iceberg, and the best is yet to come.

Technological advancement warrants highly sophisticated machines, which traditional manufacturing method is unable to create; therefore new manufacturing techniques have been devised. Additive method of manufacturing like 3 D printing, is replacing the traditional subtractive method of manufacturing.

For example in traditional subtractive method to make a cube from a piece of rock, the rough edges would be subtracted or chipped off till we get the perfect cube, just like a Renaissance sculptor, using a chisel and mallet to eliminate the excess material to carve out a figure.  In the subtractive method, small simple structures are joined together to make a complex structure.

On the contrary in the additive method of manufacturing, to make a cube; thin slabs of square stones are placed one on top of the other till the cube is formed. Instead of a cube, if we have to make a pyramid, then we need to place proportionately smaller slab on top of the previous ones so that we get a tapering formation on the top. This is a very simple example just to illustrate the basic understanding of additive manufacturing, in reality, it is a much complex process.

The advantage of additive manufacturing is that, unlike the traditional method, there is no loss of material. The additive method allows us to manufacture complex parts without any joints, for instance instead of joining several small components to make the outer body of a car, the additive method enables us to manufacture it as a seamless single unit, thus making the product much more durable, rigid, lightweight and efficient.

The present manufacturing industry, by pairing composite material with additive manufacturing; is not only promising new heights in human progress but also ushering in the next industrial revolution. With this swift change in the landscape of the manufacturing industry, HR teams and recruiters of leading manufacturing organization need to collaborate with universities producing the future engineers and skilled personals. Educationalists and industrialists should have joined sessions, and mutually devise, the best way to prepare the future generations, to cash in the advantages of the new dawn in human civilization.

The post How is the Manufacturing Industry changing? appeared first on Pathfinder Staffing INC.

The labour force does the basic work for the organization, and the management team gets the work done by the labourers. When these two teams work in harmony, the organization moves in the right direction, and everyone is happy. However, sometimes a split between these two teams or overcome labour issues can be a source of immense damage to productivity, reputation and overall wellbeing of those who are associated with the organization. Breach of trust is the chief cause for labour issues in any company.

Trust is the foundation for everything we do, it is the bedrock of every relationship, and be it personal or professional. If we learn to trust we can experience unprecedented human progress, or else it’s downhill all the way.

A breach of trust can happen due to various reasons, if employees experience culture bias, exclusion or if they feel isolated; trust can also be broken if a data violation cover-up is not seriously addressed, or due to a technological failure resulting in loss of human life. The motivation for a breach of trust can be intentional or unintentional.

Redemption of trust between the labour force and the management team is imperative for the health of an organization; it is difficult, but yes, it’s possible to recover trust. The three pillars on which trust is built are a) authenticity b) logic and c) empathy, if anyone of the pillars wobbles; trust is threatened. If management teams understand where trust wobbles; they can devise a prescription to overcome it.

Minimise Labor issue outcome

Let’s discuss some of the reasons that break trust, and some of the techniques that can salvage trust.

1. Empathy wobbles – Sometimes the management team is so self distracted in their own world that they don’t have the patience to give enough time to address the issues of the labourers, this sends a wrong signal and empathy wobbles.
2. FIX – Listen to their issues patiently, make them feel really important, as if they are the CEOs, actually they are more important than the CEO because if CEOs do not show up for work, productivity is not impacted; but if the labourers decide to take a day off, productivity will be impacted. So if the management gets deeply immersed in the perspective of the labour force, empathy becomes steady
3. Logic wobbles – When the management proposes something that fails to convince the labour force, and if they start to doubt the feasibility of the proposal, logic wobbles. There are 2 main factors for logic wobble, firstly quality and secondly communication. If the quality of the logic, fails to inspire confidence among the labourers, then there is nothing much to be done; but fortunately, most often logic wobbles are caused by poor communication of ideas.

Fix – There are two ways to communicate ideas,

• before revealing the true intention, some speakers like to take the audience on a journey. So, after a lot of twists and turns, which raises more suspicion in the mind of the already doubtful people, when the truth is disclosed, oftentimes it’s universally rejected by the addressees.
• So instead of beating around the bush, it is better to come directly to the point, and then give supporting evidence of how the idea has reaped rich dividends in the past, with other organizations. This way you eliminate the risk of increasing the suspicion of an already doubtful crowd, and chances of your idea getting acceptance are much more.
• Authenticity wobbles – The human race has an inherent talent to sniff out a phoney; so while addressing the labour force, if members of the higher management team think, that they can beguile the labourers by putting up an act of solidarity, then they have grossly mistaken and authenticity wobbles.

Fix – Be you, it is very easy to be authentic with people like yourself, but if you represent any sort of difference, it is super challenging. You would be tempted to mute the voice of the real you but fight that temptation. Voice your opinion with deep conviction, instead of beating around the bush, use direct speech.

Payless attention to what people want to hear from you, and far more attention to what you need to say. We are all different from one another, this difference is individuality; so if you hide the difference trying to be pleasant, you lose your authenticity as an individual, and will be less likely to be trusted.

Conclusion

Trust comes from a sense of common values and beliefs. The very survival of the human race depends on our ability to surround ourselves with people who we trust. With trusted people around we feel more confident to go out and explore the mysterious, knowing that someone we trust will watch our back. Our very survival depends on trust.

This article is presented by Pathfinder Staffing Inc who are into Staffing Services in GTA, Barrie, Chatham-Kent, St Thomas, Barrie, Newmarket, Hamilton, Brantford, Guelph, Minto, Kitchener, London, and surrounding areas.

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The pandemic and the new normal of social distancing that we are aspiring to have been a catalyst for accelerating trends of change, and it’s time for the HR to step up and put on their thinking caps and find new ways on how to choose staff smartly that add value in this new world.

HR will have to evolve with technology and enable organizations to unleash the full potential of their employees. With the pandemic dealing a paralyzing blow to businesses across the world and bringing the global economy to a grinding halt, it’s time for a paradigm shift.

To alleviate the damage caused by the pandemic HR teams will now have to meticulously review the cost of its employees, not just in terms of salary, but also the cost involved in the day to day function of the organization, for instance, space occupied by the employees, the equipment they use like phones, computers, printers, papers, other stationery items, also the cost of the telecom minutes and broadband used by them. And find ways of better managing these facilities to optimize productivity and enhance the profitability of the organization.

Instead of basking in the glory of past achievements, HR will now have to focus on how to tap into the present possibilities and future options.

The present work environment which is undergoing a complete makeover on the backdrop of a pandemic is much more challenging with its social distancing norms; it has given the HR responsibility to choose staff smartly for some more taste of success.

Engaging the labour force under the social distancing guidelines and at the same time mitigating the loss of the organization by ensuring no shrinkage in productivity; is the new challenge posed by the pandemic.

The role of the HR team in an organization is similar to that of music conductors, who coordinates with all the musicians in the orchestra with their silent gestures, to create a symphony. In the same way, the HR although not directly involved with the company’s operations, makes sure smooth functionality by setting up the right teams, for the right job.

A good soccer team does not comprise of players who can play in every position, instead, they have strikers in the frontline defenders in the rear line and midfielders in-between them; each of them specialized in their particular role. Proper player selection is the key to a team’s success and that is what the HR does for the success of an organization.

With the onslaught of COVID-19, social distancing and personal hygiene have become absolutely paramount, this has changed the whole equation. Let’s discuss some of the points on how HR teams have to adapt to new situations and rewire their recruitment policies; to attract the right talents for the relevant positions.

Covid-19 is playing the role of a harbinger of new work ethics. The headcount of manpower has taken a direct hit, as social distancing warrants more space. So instead of hiring talents only specializing in one particular field, fast learners capable of multitasking is the need of the hour.

3 things while choosing a staffs

To hire a talent basically 3 things are assessed.

• Brain (IQ or ability to learn and comprehend information and leverage that information).
• Heart (personality and talent).
• Toolbox (past experiences, education, things they learned working in previous organizations).

Conventional HR practice is to look at the toolbox and come to a conclusion whether to accept or reject an applicant, now that practice has to change, as multitasking and fast learning is the new flavour of the season.

The first thing contemporary HR teams should look at is the heart, that is with due respect to the applicant’s speciality, they first need to know the candidate’s personality, if they can blend into the work culture of the new organization and their willingness to learn new things. An amicable personality will make a great team player and elicit the best from other team members.

The next thing they need to check is the brain to see if the applicant has the ability to learn and apply the knowledge. Talented candidates having the willingness and ability to learn new things, can shoulder new responsibilities and go up the corporate ladder adding value to the organization.

Last but not the least, a peek into the toolbox will give the HR team a fair understanding of the candidate’s strengths and achievements. This inspires confidence in the applicant’s potential to face future challenges.

An efficient HR team or a  Staffing Services would be able to identify if the candidate has the talent needed to be successful in the position they are being hired for and also if they can fit into the work culture of the organization. Since the information on the resume is not enough to recognize if the candidate has the required talent needed for the position, the HR team should draft a smart questionnaire; so that the answers to those questions can reveal what’s not mentioned in the resume, enabling the HR team to find out if the candidate has, what the organization is looking for.

Highly effective HR teams know exactly what they are looking for in a candidate to be successful in a certain position, and also the flip side of the quality they are looking for. For instance, if a candidate is required to be empathetic, the HR team should be aware that generally emphatic people have difficulty making decisions.

Hiring the right talent for the right job in a competitive economic environment has been the biggest challenge for HR teams or Recruitment Services; now that bar has been raised, with the advent of COVID-19, and it leaves no room for error. In these difficult times, HR teams need to do a bit of introspection, so that they do not reject a good talent, for the sake of entertaining an illogical personal prejudice. The two magic words, that can save them from being unconsciously biased is, ‘SO WHAT’.

Many times HR teams have rejected candidates for having one drunken picture on Facebook, so what, that does not mean the person will come drunk to work.

Many times HR teams have rejected candidates for having a weird hairstyle, so what, Albert Einstein had the most wonderful brain under a weird hairstyle.

To overcome these difficulties company HRs should look for such Employment Agency or Manpower Agency who can provide the correct fit for the correct job.

Owing to this unconscious biases many HR teams have thrown away diamonds in the rough, thinking them to be mere pieces of glass; today on the backdrop of COVID-19, HR teams have no other alternative but to drop this discriminatory inclination like excess baggage.

After all, our individual differences and similarities help us build our collective strength, and that is the only way we can overcome hurdles in lifelike COVID-19.

The post Choose Staff Smartly During Covid-19 Crisis appeared first on Pathfinder Staffing INC.

That doesn’t have to be the case, though. There are plenty of things you can do to help highlight how you could be the right person for the job, including showcasing your transferable skills and showing you can learn the new job. This will help you form a convincing argument for why you should be given the opportunity to show what you can do.

Network in the industry

Making connections with key figures in the industry you’re seeking a job it should be your starting point. There is a huge amount you can learn from those already established in a field, after all.

Subscribe to industry publications to ensure you are kept up to date with the latest events, where you could meet connections with valuable insight into the industry. They will also give you the knowledge you need to impress these professionals when you do meet them.

Social networking in itself can also help you keep in touch with industry experts, giving you the knowledge you need to sound informed about who the major players are and what they’re doing to drive the sector forward.

Marketing software firm Hubspot has explained the advantages of joining LinkedIn groups, highlighting the fact that if you belong to the same group as someone, “you can bypass the need to be a first-degree connection in order to message them” as well as “view the profiles of other members of the same group without being connected”.

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That doesn’t have to be the case, though. There are plenty of things you can do to help highlight how you could be the right person to apply for the job at any industry, including showcasing your transferable skills and showing you can learn the new job. This will help you form a convincing argument for why you should be given the opportunity to show what you can do.

Network in the industry

Making connections with key figures in the industry you’re seeking a job in should be your starting point. There is a huge amount you can learn from those already established in a field, after all.

Subscribe to industry publications to ensure you are kept up to date with the latest events, where you could meet connections with valuable insight into the industry. They will also give you the knowledge you need to impress these professionals when you do meet them.

Social networking in itself can also help you keep in touch with industry experts, giving you the knowledge you need to sound informed about who the major players are and what they’re doing to drive the sector forward.

Marketing software firm Hubspot has explained the advantages of joining LinkedIn groups, highlighting the fact that if you belong to the same group as someone, “you can bypass the need to be a first-degree connection in order to message them” as well as “view the profiles of other members of the same group without being connected”.

Find out what successful people do

When you’re looking to apply for a job, find out who the most successful people in that position are and establish what they have in common. When you’ve done that, you’ll have an insight into what skills and traits you should be highlighting in your application.

Career coach Jon Carpenter advises job seekers to ask “What do the very best people in this role so that the average ones don’t?” as well as “What’s required of this role that [the company] wouldn’t actually say out loud?”.

He encourages applicants to search out the “unspoken (and potentially more important) requirements” in order to gain a better understanding of the job and the company than other candidates. This could mean that you will be favoured over other candidates who may have the experience, but not the knowledge of what will make them – and by extension the company – successful.

Highlight your relevant experience

Looking into the daily activities of one of those successful people will allow you to establish how your own experience is relevant. You may not have done the job before, but there will likely be aspects of it that you have done.

The Guardian encourages candidates to “communicate the relevance of your skillset” by pointing out how what you’ve learned over your career is relevant to the job you’re applying for. For example, if a central part of the role involves fundraising, and in a previous job you were responsible for finding the money for your team’s projects, you’ll have something to talk about with the hiring manager.

If you can show that you’ve carried out some of the most important duties associated with the job, you’ll be demonstrating your transferable skills and abilities. This could be seen as just as valuable as having done the job before, so it’s essential to use this to your advantage.

Focus on your soft skills

What’s important to all employers, regardless of the position being filled? Soft skills. All businesses need their staff to be able to communicate well, for example, or to be able to contribute to a team.

LinkedIn economist Guy Berger has said that “hard skills vary based on the job, but soft skills are required for every job”. Research carried out by his company also found that US hiring managers “said it’s hard to find people with the right soft skills for 59 per cent of their open jobs”.

Therefore, if you can show that you possess the necessary soft skills, you’ll likely already be seen more positively than other candidates who may have the hard skills but lack your capabilities. Pointing out how you have used these skills practically – such as demonstrating that you made use of them for the company’s financial gain – will be even more relevant to hiring managers.

Show you can learn

When you started out in your career, you undoubtedly had to learn a lot of new information. This is a valuable experience since you’ll have to do it again if you go through with a career change.

Market yourself as adaptable and you’ll be gaining an advantage, as in most fields technological advancements are ensuring things don’t stay as they are. If you can show that you’re ready to challenge yourself by learning something new and updating your skillset, you should see serious interest from hiring managers. So don’t wait for the change to come let’s change your self and apply for a job to showcase your skills.

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