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Submitted by gramey on Thu, 2006-10-05 14:07.

I'd like to conduct a little poll, and see if we can get some talk and solutions flowing...

I would like everyone to think for a moment, and answer the below question by responding via a comment to this post.

What is the #1 recruitment issue/problem/dilemma that you organization is facing right now? (What keeps you up at night?)

Sum it up in a sentence. You're only allowed 1 thing! Pick the most critical to your business.

Please include your name and company in the comment as well.

Let's see who's got common problems and try and get some sub groups or discussions going on solutions.

Happy posting,

Geoff.

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USA lack of understanding!

Submitted by rebecca.sargeant on Wed, 2008-11-19 16:31. *

OMG - I work for an American company and the more problems they have in the states the more they try and kill us - this week alone we lost 9 people.

BTW - anyone looking for some GREAT recuiters - please let me know I have a pile on my desk here.

Rebecca
rsargeant@volt.com

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Challenges of Recruiting Bilingual Staff

Submitted by mwilk@starbucks.com on Wed, 2006-11-15 13:40. *

To add to Paul's concerns regarding finding bilingual staff in Ontario:

Previous to my position in the financial services industry I recruited for RNs in a call centre environment. We were located in several locations in Ontario. Needless to say, it was challenging. We even went to Timmons, On to try and recruit bilingual RNs for an open house - no one showed up. We placed radio ads in French in small French communities in Northern Ontario. We even placed bus ads and of course, advertised in local papers frequently. The adverting budget was very generous!

Some things that did work were: increasing referral bonuses (to staff) for bilingual new hires, participated in Bilingual jobs fairs in Toronto (Paul, email me if you require more info), had a bilingual shift premium. Bottom line is that we tried to make the deal as attractive as we possibly could. In a way, the bilingual staff was our most important assets, esp. with strict client SLAs.

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Here's an issue

Submitted by rlopez on Mon, 2006-10-30 17:33. *

Hi Geoff,

Here's one that I hear often -- reducing cycle times for recruiters...eg. total of the time spent by recruiters waiting for decisions eg. by hiring managers, interviewers, due diligence process, etc. -- this is part of the "time to fill" metric but is not necessarily challenged or managed by recruiters.

The "last place" I worked we actually did an analysis using Lean Manufacturing principles to investigate more efficient ways of doing recruiting and cut down cycle times considerably -- we involved key stakeholders to ensure that they understood their role and signed off on proposed changes to the process to reduce the cycle time -- and demonstrated consequences. It was a very eye-opening and interesting exercise.

R

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More on the call centres...

Submitted by gramey on Tue, 2006-10-24 09:37. *

OK. So... Now I'm interested in hearing a bit about what is being done. (Without, of course, giving away too much strategy to your competitors who may be reading this)

The pending labour shortage came up a few times. I know I did not initially ask about solutions, but it seems whenver the topic comes up anywgere - NOBODY ever talks about the solutions.

I'll pick on the call centres... Has anyone targetted new or non-traditional sources for recruitment? Tried any targetted job fairs? Worked with operational management to recommend opening a call centre in a more resource rich location? Anything else?

Let's hear some solutions or recommendations.

Geoff.

Geoff Ramey | Xstrata | Phone : 416.982.3951 | Fax : 416.982.7316 | Email : geoff.ramey@xstrata.ca | Web : www.xstrata.com

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Diversity - reflecting the changing face of Canada

Submitted by rgoodall on Thu, 2006-10-19 09:06. *

As the nation's public broadcaster (CBC/Radio-Canada)it is critical that our workforce and content reflect Canada's diversity.
Getting programs in place now that will feed specialized "Programming & Production" skilled, diverse candidates into our stream for delivery in 5-10 years is our big challenge.

Regards,
Rhys

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Call Centre Recruiting

Submitted by psruss on Mon, 2006-10-16 09:27. *

It's Paul Russ from Sun Life Financial, I would say call centre recruiting in all of locations: Toronto, Waterloo, Montreal and Ottawa is really tough, especially because we do in-bound customer service calls and we need bilingual staff in all locations....any ideas would be appreciated.

Paul

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Bilingual call centre talent in Toronto

Submitted by dpeltola on Wed, 2006-10-11 08:09. *

Difficult to pick one thing but seeing as comments are already posted regarding labour shortage and I am sure someone will comment on the Alberta boom I will comment on the shortage of bilingual (French/English) talent in Toronto for call centre roles. Challenging to find individuals who are fluent in both official languages. I would be interested in hearing about compensation others are paying for customer service and sales call centre roles in Toronto and if premiums are paid for the language skill. Also any tips on how to attract this pool when compensation is not at high end of market.

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Demographics

Submitted by jnugent on Tue, 2006-10-10 19:51. *

We are all experiencing a tight candidate pool currently.

What keeps me up at night is what will the candidate pool look like 5 - 10 years from now as the Baby Boomers and the skills they possess start leaving the workforce in droves.....

How are we as organizations going to replenish those skills?

How as recruiters are we going to find individauls that can fill those vacancies?

Jeff Nugent Flextrack - Procom - 416-545-5253

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Whoops, forgot mine! It's sourcing.

Submitted by gramey on Thu, 2006-10-05 14:12. *

At Xstrata, our biggest issue has been sourcing, specifically the influx of candidates with mine engineering and geology specialties - due to a lack of support of schools and programs in the past decade when metal prices were low and mining companies were not hiring (schools cut programs because they could not place grads). Now we are starved for talent and projects face shortages and stalls because of staffing. We need to look at how, as a business partner, to build those programs back up in schools, increase enrollment so that the program output has more grads.

Geoff Ramey | Xstrata | Phone : 416.982.3951 | Fax : 416.982.7316 | Email : geoff.ramey@xstrata.ca | Web : www.xstrata.com

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