The Employment Opportunities List

The Ultimate Source for HR Jobs and Blogs. Friends Helping Friends of Friends.

Happy Anniversary EO Blog!

Five years ago this week, we launched the EO List blogsite.  The first post is full of giddy enthusiasm and idealistic beliefs about how we could change the world.  Our goal in launching was to be a beacon of ideas and to create an environment of sharing. Five years later, we’ve achieved some aspects of these goals.  Imagine where we’d all be if the true ideals had come to fruition.

In the coming months and years we, the EO Network, need to step it up.

If relationships matter in establishing meaningful employment, then we all need to a better job of digging deeper and connecting. Social media has come a long way in just five years, but the one thing that we’ve learned is that good relationships transcend social media. Essentially, that means we have to get outside of it more often. And, we can be purely passive in our interaction with others.

Today is American Thanksgiving. In the spirit of what this holiday means, I encourage you to take stock of your relationships and be thankful for them, and continue to pay it forward by helping others in the profession.

You can access the first post of the EO List website here:


Do your target candidates know who you are?

Not every hiring manager or HR leader can work for a high profile company but some high potential candidates are looking for that element of name recognition when job seeking. How can you make sure your potential employees know your company – and want to work for you?

Social media can be a great leveler, and used effectively it is a recruitment tool that companies of any size and profile can use. However, few employers are using it to its fullest potential.

Nearly 100 per cent of Canadian professionals are on at least one social media network and more than half use them as tools to hunt for employment. As the hiring market gets tougher, employers need to stand out from the crowd, but less than a quarter are using social media to find talent.

Who are you connected with?

According to the Hays Canada Where People Are report, employers tend to favour generic online job boards, post-secondary career sites and traditional online ads, while candidates gravitate to social media such as LinkedIn, Facebook and Twitter. And when businesses do use social media to recruit, they’re often talking to the wrong people.

That’s because they’re missing a crucial step in building those networks. Most are talking to their clients and consumers, not potential candidates, and of the candidates that are in their network few are high quality with sought-after skills and experience. According to our research, only about 10 per cent of the average company network is made up of good quality candidates.

This is partly due to the fact that most companies are selling their products and services on social media, rather than positioning themselves as a top employer. That means that when you then try to post jobs on the channel that message is lost in the noise because most of your network are consumers not candidates.

How can you raise your profile?

Create a content plan that engages with your top candidates with information that is interesting and relevant to them. This can include sharing external content such as news stories, or internally-produced content like blogs or reports. Sharing non-job-related content now, and building interest and engagement with potential employees means that when you do have a job to post, they already know who you are, and know that it will be relevant to you.

Sell your company culture and build awareness of your employer value proposition as well with posts about internal incentives or programs, team events or celebrations, and other activities that contribute to making your company a great place to work.

The goal of this is to build and nurture a group of engaged professionals who will come to know and trust your brand so when you share job postings they are more likely to apply and accept an offer. Putting the groundwork in early is key to getting the results you’re looking for.

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.


Postcard from HRev–

I’m back on this side of the border after a whirlwind tour of St. Louis and a day among friends at HRevolution.

First, I want to thank the organizers (Trish, Ben, Steve and Matt) for putting together a great program that caused “aha” moments and the creation of good lists of things to follow-up on later. Having been HRev #8, I have to imagine that it was difficult to come up with new approaches and material, especially with so many repeat attendees in the audience. It was good to see HRev repeaters Dave, Mike, Tim, Joan, Shauna and Jesse, my discussion partners for the day. The event didn’t disappoint.  (And Dave, I’m still thinking about your advice to me to start expressing myself in bullets)

The truth is though that not everyone has the budget or time to schlep over the border to a conference with a provable agenda. That’s sad to me because it is not only they who lose.  I myself didn’t necessarily have the time to go this year, but I went to St. Louis for two reasons–one I could lump it with something else, and two I had a strong FOMO.  And despite being an event attended by the who’s who of virtuality and the HR blogosphere, it isn’t the type of event to be enjoyed from remote. Even at a place where you have trigger happy tweeters, there are some moments for highly obvious reasons that just don’t make it to the wires.

HRevolution isn’t really a conference anyway. It is notoriously sans Powerpoints or anything you might project on screen. You are in and out of conversations and there’s constantly something going on in the background of every main discussion. You can go wide and deep on the same subject at the same time.  You have to experience that to understand its value, and old school HR folks sometimes get frustrated by the “all-over-the-place” vibe. That format has come to be known as the unconference, but it isn’t like cola, where uncola is almost nothing like cola except for the fizz. Unconferences still have many of the same elements as conferences, and in fact, people still need to connect, still need to gain mutual understanding and still need some level of interdependence to be successful.

This has me thinking that if a barrier to HRevolution is location/time then somehow the event needs to be offered differently. Every year there is a big discussion about next year’s location; and quite frankly I feel like it would grow in more of a franchise framework. Certainly its competition is doing just that. It is an awesome brand.  With a little help from some central players who know how to make the vibe work, I think HRevolution would play beautifully in London, in Sydney, in Rome and selfishly, in Toronto, perhaps all at the same time.

Ultimately that’s my learning this time. HRevolution is infectious and it is time to spread the contagion. Enough said.