Employers Recruitment Starters

HIRING IN CANADA: EMPLOYERS RECRUITMENT STARTERS

     Nunzio Presta
     Senior Sales and Marketing Executive

GETTING THE RIGHT SALARY BENCHMARKS

To start your recruitment process, you should have all the details you need first for the position. You should have a list of qualifications and skills that the applicants must have to be considered promising candidates for the job.

Also, you should include the starting salary for this position. Compensation and benchmarking information can be found on various websites such as PayScale, Glassdoor.ca, and Salary.com. 

Of course, the salary would always be negotiable between you and the candidate, but knowing the benchmarks for a particular position will help you decide before making a final offer.

CANADA’S BEST JOB POSTING LOCATIONS

Once you finalize the job scope, you should now decide where you would like to post your hiring announcement. You could use the traditional methods like advertising it through the newspaper or pamphlets, but the best option is most likely to post it to online job boards.

Indeed.ca is Canada’s largest job board and is often  the best location to post a job opening in Canada. This is followed closely by LinkedIn. Posting on both platforms can be beneficial, since they differ when it comes to their audience.

LinkedIn caters to a more professional audience, such as engineers, analysts, financial positions, etc. Whereas Indeed is geared towards a broader range of functions that include casual jobs, warehouse positions, and trade roles.

BENEFITS OF HIRING THIRD-PARTY RECRUITING CONSULTANT

Whether your company has an in-house HR department or not, the end-to-end recruitment process is arduous and time-consuming. It takes many hours of sifting through resumes, conducting direct outreach, and narrowing down options even before interviews begin.

This is where third-party recruitment consultants come in. They work closely with your company during the hiring process to make sure they find candidates that meet the company needs in terms of cultural fit and personality traits, in addition to strong qualifications for the role itself.

Be careful in choosing a third-party consultant because the services offered – and fees charged by – agencies vary considerably. One key aspect to consider is whether you’re looking for a full-service recruiting agency or an hourly consultant.

FILING RECRUITMENT RECORDS

Documenting every process of your recruitment is recommended in case any claim is made against your company regarding any discrimination in the hiring process. Employers need to keep recruiting records on file for at least 36 months.

To protect your business from litigation concerning a candidate who wasn’t selected, it is vital to provide information that demonstrates exactly why that candidate was not selected and another hire was made.

Keeping and organizing all your files, whether you hired the candidate or not, is very important to save yourself from major problems if any claims are made against your company.

CONCLUSION

Recruitment of any scale is a very serious undertaking. It must be given one’s full focus because this is about choosing the people who will work for your company and contribute to your success or failure.

Whether you hire a recruitment consultant or do all the work yourself, your end goal should always be to hire someone who is the best fit, not just for the position but also for the whole company.