JVS Toronto

DONATE

1 Comment

Ask the Employment Specialist: Working with Industry Recruiters

Senior Asian woman talking to insurance agent in officeDear Joanna,

I am an internationally trained accountant, with lots of experience and expertise, who is looking for a better job and career growth. I would like to work with recruiters and placement agencies in my field.I have heard mixed reports on the helpfulness of these types of companies. I really don’t understand how they operate.

Please could you explain how I can work effectively with recruiters in my field?

Signed: Recruiter Resistance

Dear Resistance,

To help answer your question, we consulted Raffi Toughlouian, Vice President – Branch Manager at Robert Half International, who is a leader in his field with more than 10 years of experience, focusing on the financial and business industries. To clarify some of the confusion around the role of recruiters in the job search process, Toughlouian always educates his candidates from the get-go on what they can expect.

He provides these tips on how to work effectively with recruiters:

1. Understand the business.

Recruiting firms may be known as placement/outplacement firms, search firms, temp agencies (for temporary work), or recruiting/consulting firms. The staff may be called recruiters or head hunters. They commonly field offers of work for many occupations, including office work, architecture, financial services, accounting, nursing, child care, creative, information technology, engineering and executive positions. Fee structures vary for different companies – but in all cases, a recruiter is paid by the employer.

Importantly, the recruiting firm should not charge you for the work they do on your behalf. Remember that the recruiter is working for the employer.

2. Be ready. Recruiting firms work quickly.

If the recruiter feels your resume and social media profiles meet the qualifications of their client (i.e. the employer), you will be invited in to be interviewed and potentially tested for work that is technical or office related. This is usually done before the interview with the prospective employer.

3. Do your research.

Often, successful recruiters specialize in one particular profession/area of expertise and are subject matter experts in those fields. Therefore, job seekers should identify companies and positions they are specifically qualified for and seek out recruiters who work with them. This is especially true for upper management roles, as companies searching to fill these positions typically rely on an established relationship with a recruiter or recruiting firm.

Keep in mind that you have the right to register with more than one search firm.

4. Build a partnership.

When working with a recruiter, you are developing an important professional relationship. There has to be mutual respect between the candidate and the recruiter for this to be successful. If you are invited in for an interview and testing, you will be working with a recruiter, or a few recruiters, who are responsible for your file. Employers hire candidates who not only have the technical skills required to do the job, but candidates who they feel have a professional outlook that is compatible with the business culture. Same applies to recruiters.

Follow up with them. They are your gatekeeper to your future boss. Be honest, state your employment conditions, salary expectations and what your goals are for your next role.

5. Be flexible — consider permanent, part-time, contract or temporary assignments.

Refer to my case above: after you apply for jobs on the staffing agency’s site, follow up with the recruiter assigned to the job (usually at the bottom of the job posting) with a phone call to make sure he or she received your resume and application.

Joanna

2 Comments

Ask the Employment Specialist: Tips for Success at a Job Fair

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna,

I’m going to a JVS Toronto Job Fair next week. As a recent university graduate, I am looking for work as a customer service representative and/or sales position. It would be my first time attending a job fair. Please could you give me some suggestions as to how to prepare in advance to be successful at this event.

Signed: Job Fair First-timer (JFF)

Dear JFF,

Job fairs are a fantastic tool to build your professional network. You can meet employers in your field, secure job interviews and learn as much as you can about the local labour market (i.e. the job openings available, the workplace culture, and the sector). Sometimes, job seekers can even have an interview on the spot. Though it is unlikely that you will get an actual job offer at the job fair, you can make progress toward getting that job offer, if you do it properly.

So here’s how I would prepare for our job fair and any other career fair that you attend.

Before the Job Fair:

1. Gather information about employers.

Do a Google search and use social media (LinkedIn, Twitter, Facebook) to dig a little deeper for information on employers that you’d like to work for. Look for current job opportunities posted on their site and consider applying to the positions you are interested in. You can bring a record of the application to share with the employer at the job fair.

2. Prepare your questions.

Recruiters will remember your conversation if they feel engaged. Show that you are interested in working for their company by asking about current opportunities, the company’s work culture, and other open-ended questions. You can also request tips for getting hired with the company, or discuss some recent positive news they’ve featured. Avoid asking about salary or benefits.

3. Be prepared to market yourself.

Prepare a personal statement — also known as an elevator pitch. This short introduction is a way to express your suitability for working at the company. Have an idea of different things to emphasize with different recruiters.

4. Prepare your resume(s).

Make sure your resume is up to date, including your LinkedIn profile. Prepare a cover letter to accompany the resume. If you know which companies you are targeting specifically, you can prepare different versions of your resume (and cover letter) to emphasize different skills.

At the Job Fair:

1. Dress and act professionally.

Even if there isn’t a dress code, take care with your appearance and make sure that you appear well-groomed. At the very least, dress business casual. While you may not need to be in a full suit, slacks and a button up shirt and tie (for men) can go a long way toward projecting a professional image.

Speak and act professionally! Offer a firm handshake when you meet the recruiter and make appropriate eye contact. Silence your cell phone and don’t let it interfere with your conversation with employers.

2. Schedule a follow-up appointment, if you can.

At some job fairs, companies prefer making an appointment to speak with a representative following the event. This is an opportunity to have an in-depth conversation with the employer – something that is really difficult to do at larger events!

As one of our employment counsellors warns, “… if your sole purpose in attending a large job fair is to get quality time to discuss your application with a recruiter, you will probably be disappointed!”

Find out from the job fair organizer whether appointment slots are available, and arrange to meet recruiters during or after the event.

If you are making multiple appointments, make sure you schedule adequate time between your interviews so that you are not late to a meeting.

3. Gather business cards or contact details of employers.

Follow-up is key. After each conversation or meeting with a recruiter, take notes and ask for a business card. If this is not available, get the person’s name, company, job title, and email. Ask permission to connect with the recruiter on LinkedIn and find out whether you can send a follow-up email after the event.

Following these guidelines will guarantee that you stand out at any job fair, and increase the chances of getting hired after attending one.

Good luck with the job fair!

Joanna

P.S. Check our workshop calendar for upcoming job fairs in Toronto and York Region.

Leave a Comment

Precarious Work in Ontario: trends and resources

Freelance Worker on laptopMaybe it’s just me, but since 2015 swung around, I have noticed a surge of reports on the poor quality of jobs that are being created in our economy. It’s no surprise to my colleagues and me, who, almost daily, meet people who are struggling to make ends meet, while often working in multiple low pay, unstable jobs. The Workers’ Action Centre tell us that this phenomenon, often called “precarious work”, is more common than we think:

Today, one in three jobs in Ontario is temporary, contract, part time or self employed. Working in these jobs, we are often denied basic protections and rights – for example, public holiday pay, access to employment insurance, much less pay than permanent workers doing the same jobs, adequate health & safety coverage.”

These low paid, insecure jobs are found in all sectors, from general labour, to banking, retail, journalism, administration and anywhere else where people are hired as temps, relief, contract workers or freelancers. The worst pay and most precarious jobs often go to women, youth and immigrants, working long unpredictable poorly paid hours, often with families support.

Toronto’s United Way reported in February this year that income inequality in the city is growing faster than in other major Canadian cities, with a 31 percent growth in the last 25 years. The report found that Torontonians express pessimism about the benefits of hard work, with almost three-quarters reporting that hard work doesn’t necessary lead to success, and that many residents experience unequal opportunities, believing that their background and circumstances (including race, gender, and household income growing up), impact on their chances for a good financial future.

Recently, the CIBC released their Canadian Employment Quality Index, which showed a decline in the quality of jobs on all their measures, including full vs part-time and pay. In terms of the distribution of part- vs full-time jobs, the report showed that since the late 1980s there has been a steady rise in part-time positions, although this did improve a little in the last year. The report also noted a drop in pay levels , with “The number of low-paying full-time jobs has risen faster than the number of mid-paying jobs, which in turn, has risen faster than the number of high-paying jobs” and a widening in that gap, over the past year.

In response to these trends, Ontario’s Premier Kathleen Wynne recently announced a formal review of the province’s labour and employment standards, to consider changes to the Employment Standards and Ontario Labour Relations Acts, so to better protect people in precarious work.

This may include addressing issues such as:

  • minimum wage
  • overtime
  • public holiday pay
  • scheduling
  • pay levels for temporary and part-time workers
  • paid sick days
  • union rights
  • temp agency workers’ rights
  • wage theft

Rights and Resources

Probably my favourite source of information about the rights of workers in precarious jobs is the Worker’s Action Centre, who describe themselves as a “worker-based organization committed to improving the lives and working conditions of people in low-wage and unstable employment”. In addition to their advocacy work, they also offer a very useful annual publication called Your Rights at Work. Workers who are seeking advice can also call them at (416) 531-0778 for support with workplace issues.

Another excellent source of information is CLEO (Community Legal Education Ontario), who provide detailed and informative information to people in a range of languages. Their Employment and Work section includes a number of publications that would be useful for precarious workers.

It also is worth reading the actual legislation. The Labour Relations Act can be found here and the Employment Standards Act here.

8 Comments

Ask the Employment Specialist: Help! I’m Not Getting Paid

Tired waitress reading notes at the end of working dayDear Joanna,

My current employer has not paid me for two months. I’ve emailed him my invoice for the month including several follow-up phone calls and meetings. He always has an excuse as to why he cannot pay me. There is no question that I am doing a great job and have accomplished a tremendous amount for his company within this time period. I have been paid once since I started three months ago.

What do I do? I like my job and would really hate to quit, especially since it is very hard to get another job in my field.

Signed: Late Payer

Dear Late,

Miriam Anbar, a legal expert on employment issues from the leading firm Rodney Employment Law, warns employers who are withholding wages to watch out! Anbar offers the following guidelines below and she emphasizes that each case is unique and individuals should consult with an employment lawyer to ensure that they are fully protected.

1.Know the law.

The law in Ontario is very straightforward when it comes to withholding an employee’s wages. Employers are prohibited from withholding an employee’s wages, deducting from an employee’s wages or causing an employee to return his or her wages to the employer according to the Ontario Employment Standards Act (ESA), which sets out the minimum standards that employers and employees must follow in the workplace. Employers may only legally withhold or deduct an employee’s wages in situations where the deductions are authorized by law, by a court order, or by the employee in writing (subject to certain restrictions and conditions).
[Read more…]

Leave a Comment

Ask the Employment Specialist: Disclosing your Disability in the Job Interview

Drawing of a typewriter with the words "Dear Employment Specialist"Dear Joanna,

I am a person with a hidden disability. Due to my mental health illness, I have a few gaps in my resume and work history. I am eager to return to the working world in my field of marketing and communications.

Should I disclose my disability to an employer in my application and job interview and how should I do this?

Signed: Difficulty in Disclosure (DD)

Dear DD,

I found an excellent post based on the work of Gandolfo, Gold and Jordan on this topic. It points out that one of the most challenging aspects of dealing with an invisible disability is deciding when, or even whether, you should disclose, identifying and giving details about your disability to a stranger in a job interview. There are pros and cons of disclosing during the job interview and the authors offer some information and suggestions to help you make that decision:

1. The risks of disclosing.

Analyzing the risk factors from the employer’s point of view is critical. If you disclose, you take a chance that you may not be hired, and that you may be labelled and face discrimination. Remember that unless your disability could put you or someone else at risk on the job, it is a matter of personal choice whether you tell an employer about it. If safety is an issue, you’ll need to disclose your disability at an appropriate time. Think through these questions:

  • If you do decide to disclose, will this information help or hurt your chances of getting or keeping the job?
  • How will the interviewer react?
  • If you have your disability under control, is there a reason to disclose?
  • Do your coping strategies allow you to meet the job requirements?
  • If you know you can’t perform some of the duties of the job description because of your disability, would disclosure help you get the job?

2. Benefits of disclosing.

If a company is federally regulated (like the banks, telecom and transportation), they will have employment equity requirements. These firms are interested in diversity. They seek to recruit and hire candidates with disabilities. Therefore, it might be a good opportunity to disclose that you have a disability (don’t mention what it is!) in an application, cover letter and/or the interview. Sometimes employers value your openness and how you overcome your disability.

I recommend engaging in-depth research on the company and employer in advance before making a decision to disclose. Also, remember that you may benefit from the accommodations that the employer could provide once they know. Information interviews, networking and finding a mentor in your field are strategies to learn as much as you can about the company and its culture.

3. Look for employers who focus on your abilities and potential.

Make sure your skills and experience are a good match for the role and that the work meets your needs. For example, if you like to work from home sometimes, apply to companies and organizations that offer this possibility. Figure out what you need to succeed at a job.

4. You can always disclose later.

In an interview, if you don’t disclose your disability, the employer won’t know that you need accommodations. Once the job is offered, you can discuss accommodations with the employer; make sure you are clear and reasonable about the accommodations that you require to be the best employee possible.

5. Disclose during the job interview.

Be concise and prepared to explain the gaps in your resume whether or not you decide to disclose. For example, you can say something like: “for the last three years, I’ve been dealing with a medical issue, but it’s under control now and I’m ready to work.” Legally, the interviewer can only ask questions about your disability that relate directly to the requirements of the job (such as how much weight you can lift, or whether you can stand on your feet all day). However, according to Canadian and Ontario employment law, it is illegal to ask candidates about their disabilities.

Joanna

JVS Toronto

For general inquiries, contact:
T: 416-787-1151
E: [email protected]

Find a Location

North York

More Information

Follow Us

Imagine Canada Trustmark JVS Toronto is accredited under Imagine Canada’s national Standards Program dedicated to operational excellence.
Imagine Canada Trustmark