The Employment Opportunities List

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Gone Fishin’

gone fishin2If you happened to have sent me an e-mail in the past week, chances are that you received my out-of-office message with the heading “Gone Fishin'”.  I use that expression to ensure my message is actually read.

Truth be told, I don’t actually fish when I go on vacation.  Sometimes I watch other people fish.  Sometimes I watch fish jump out of the water, reaching for that elusive bug.

Sometimes I watch people tubing or skiing.

Sometimes I sit in the boat and write inspired blog posts.

The point is, we all need a little down time.  We in HR especially.  Every July, I use The EO List to advocate for us, to remind us, to be good to ourselves. To fish.

My family has had a house on a lake in Wisconsin for almost eighteen years now.  My parents live there about half the year.  Each of my siblings have their specific weeks they come to visit, and there is always something going on.  It is here that I do everything and nothing at the same time.

I’ve written a lot of posts from the lake, using experiences from there as fodder.  How building a float for the pontoon parade encourages imagination and fosters teamwork.  What we can learn about orientation from watching a family of ducks at feeding time. The need to tap into our inner puppy.  What to do when faced with unfamiliar plants.

The Apple computer would not be what it is today, if Steve Jobs hadn’t taken that fateful calligraphy class. What diversion from your everyday life will spur your next great business idea?  I’m sure my idea will come from here.

Excuse me now while I go and explore, and see where that takes me.

Untapped Talent Pool: HR’s Social Media Blind Spot

Canadian companies are well attuned to changing technology and are social media savvy when it comes to talking to their consumers and clients, but there is a significant gap between how companies are using social media, and how they can reach potential candidates.

More than 90% of Canadian candidates are on social media, but just half of employers are using these networks to promote jobs – and often they’re not reaching the right audience.

If you want to build a sustainable, strategic approach to hiring you need to understand how to reach top candidates where they’re already spending their time. Employers need to ask themselves are they effectively using digital tools to engage with the right target audience?

The Hays Canada Where People Are report found that 91% of candidates are on LinkedIn, but just 50% of companies are promoting jobs on the professional network.

And it’s not just younger workers – the survey found that Gen X and Baby Boomers use social media at almost the same rates as Gen Y, although Gen Y were 21% less likely to use job boards in their hunt.

The Where People Are analysis found that just one-third of most employers’ social networks are possible candidates, and of those, 66% rated the quality of candidates as poor.

This means that less than 15% of the people your company is talking to on social media are potential quality candidates.

How can you use digital tools to find, engage, and attract the right candidates?

Separate your candidate message from your consumer message

Companies are trying to build their employer brand but are targeting their consumer audience. There is a temptation to be everything to all people, using all available tools in a blanket outreach approach that can lead to diminishing returns. A one-size-fits-all approach means that career opportunities are not reaching the right people.

Start by defining your Employer Value Proposition – why should people want to work for you? Why do your current employees choose to work for you? This should speak to people across seniority levels, and will help you determine who your candidate target audiences are, for today and future hiring needs.

Build your candidate network

Recruitment today requires many different digital tools to recruit a candidate, but with the pace of technology advancement many employers struggle to identify which digital tools will be most effective.

The first step is to determine what digital channels your target audiences are on. Create your own career-specific groups or feeds so you can focus on building a high quality network.

Create a content plan

Once you have your channels, the only way to tap into those passive candidates is to engage regularly with quality information, insight, and analysis. Your candidate pool wants to know that you are a top employer, who understands their occupation and can explain why your organization is right for them.

Developing a content plan that can be used to engage with your target audience on a daily basis, will nurture your audience and build trust, so when they are looking for a new opportunity or see a job ad, they are more likely to seek your company out.

For more insights from the Hays Where People Want guide or to request a copy, visit

Hays Canada division manager Rachel Finan has more than 14 years of experience working in HR recruitment, She excels in making the right match and brings expert insight into market trends, employer needs, and candidate requirements.



Recruiting and Sourcing

How many times as a recruiter, are you faced with the challenge of not having the right candidate? In this changing economical and technologically advanced time you can’t solely count on your posting as a means to attract the right candidate. You are responsible for your own success as a recruiter and Human Resources professional. Rather than sit back and wait for something to happen you have to be proactive and not reactive especially when it comes to recruiting.

Some key areas to capitalize on when recruiting for a role that seems to be lacking applicant flow are:

Utilizing the Power of LinkedIn Searching 

  • Most professional have set up some sort of profile and can be searched. The approach for this should be a soft informative introduction. Even if people are not advertising that they are looking for a change, they will be interested in hearing about other opportunities. And if not, you have just made a connection and quite possibly someone that you can reach out to for future opportunities or referrals.


  • Referrals are the untapped hidden applicant source. Most great employees associate with other great employees. There is no harm in asking someone for a referral, most people like to help others. Networking goes along with referrals, networking is the key when looking for a candidate. Reaching out to your small business network for assistance will increase your visibility and at the same time help with relationship building.

Associations and Groups  



  • Associations have individuals and members that are industry specific. You can often reach out to the association or group and introduce yourself and the position you are working on and ask them to advertise the role within their group. Groups exist for a number of professions including Human Resources, Accounting and Engineering Professionals.

Social Media

  • Posting a blog, headline, or job posting on your LinkedIn and Facebook will instantly increase your audience level. With a single post you notify anyone that you have in your network with one single click that will direct them to your posting and that is a big and powerful way to directly reach any online audience.

Recruiting has evolved and our approach has to change and adapt as well. To be a successful recruiter you can’t just sit behind your desk expecting the resumes to flow in, you need to have alternate sourcing methods that will aid you in your recruitment efforts.

Magdalena Bencze is a recruitment partner at Lucas Professional Search Group Her background includes a diploma in Human Resources, and a degree in Commerce and an extensive history in recruitment and selection. She is currently a member of the HRPA of Windsor and has a passion for ‘finding the best candidate’.