The Employment Opportunities List

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

Archive for HR

Making Lemonade

The good news is that it is March and spring is in sight.

The bad news is, wow, I have been dealt a lot of lemons lately.

Of course, I am referring to where I am at on the Bruce Trail right now.

Ahh, setting a goal of walking 1000 kilometers in the wilderness in one year, it was so lofty.

Then came the downer of realizing in about September that there was no way it was possible to do it at my pace, and that I’d have to revise the goal to extend to 18 months.

Deep Snow in Meaford

Then December came. It snowed. A lot.

Most of you know little about winter “up there”.  Geez, it sounds funny even saying it that way.  After all, you can get in a car and start driving and as long as there’s no snow, you can get there in 3 hours.  How can the weather 300 kilometers northwest of Toronto be so dicey?  Well it is.  It is kind of the Buffalo of Canada. The wind comes off the Bay and brings gads of snow.

Then in January it was freezing.

Then in February it started snowing again.  3 feet deep in some places.

Try to imagine how far you would get in a single trip walking in 3 feet deep snow?  3 kilometers, 5 kilometers?  And would you get in an accident in your vehicle on the way up those slippery roads?  We nearly did, twice.  And at one point I had to be towed out of a hole.  Lemons, lemons, lemons!

Walter’s Falls

So, in 3 months, instead of walking from Epping Lookout to perhaps Wiarton, we’ve been stuck in the nothingness of countryside around Walter’s Falls.  I have nothing against Walter’s Falls.  Cute falls, little Inn next to it, but I have grown to hate the road signs to it.  There are many.  Once you get there it feels like Hotel California.  You can check out any time you like, but you can never leave.

Rock Walls West of KOA in Owen Sound

I am determined to make lemonade from this experience.  Despite long drives for short hikes there have been some bright spots.  For one, I’m getting pretty good on snow shoes.  For another, there have been some surprises, like the day we skipped forward by 10 walks and saw Inglis Falls just after a heavy snowfall.  Or, the extraordinary rock wall just west of the KOA in Owen Sound.  Or the caves to the west of the Owen Sound airport.

By the way, the greater Owen Sound area is a pretty big place.  I think I have been walking there for 8 weeks now.

I am still in the game.  You can’t get to where I am on the trail right now and give up.  They tell me the best parts are still to come.

It is this part of the experience that I hope will resonate with you.  Look, I know that the chances are that none of you are ever going to try and walk across Ontario.  That said, it is important to find something challenging in your life, something where you will win and you will lose.  HR can be a tough field to be in. It is helpful to have something else challenging in your life that you succeeded in to refer back to when you just don’t see a positive light.

Do you want ice with your lemonade?  I’ve got a lot of it right now.

Futureproofing the HR function

Are HR hiring managers creating future skills shortages by failing to provide entry-level positions for new graduates?

Almost half of the HR managers surveyed for the Hays Canada 2016 Salary Guide said they were experiencing at least a moderate skills shortage. This is interesting because in our experience recruiting we’re seeing quite a few available candidates in the market. However, the difference seems to be that these candidates don’t have the exact skills that employers want.

For example, one pattern we’re seeing is a desire to find candidates with hybrid skills in combinations that could be difficult to find, such as compensation and talent acquisition. These types of combination roles are becoming more common, and one-third of employers say they are combining roles to manage internal talent gaps. But when employers want one candidate to do two jobs, is it surprising that they’re not finding the exact skills they need?

A surprising number of HR respondents (34%) cite fewer people entering the industry as the reason for skills shortages. However, we have seen high numbers of new graduates struggle to find their first HR role and interpret the survey response as reflecting the difficulty finding those with two to five years of experience. Many employers have essentially done away with entry-level roles, looking for at least two years of work experience for what in previous years would have been filled by a graduate.

HR professionals with a few years’ experience can hit the ground running faster than new graduates, so it’s understandable that given the choice many employers are looking for that experience. However, if employers continue to be hesitant to hire entry-level candidates, this mismatch between employer demand and market availability will worsen.

We asked employers about how they were attracting candidates, and most are focused on salaries and company culture, rather than on offering career progression and training opportunities. Training is no longer a nice-to-have. It is a necessity, not only as a candidate attraction tool, but as a crucial step towards reducing internal skills gaps and creating a leadership pipeline.

HR leaders need to look at their current teams and future plans to ensure they are nurturing the talent they will need in the future. While every organization will have its own hiring needs, if the trend away from hiring new graduates continues we could see a serious skills shortage for junior and intermediate HR talent, especially in niche areas where opportunities for on-the-job training are becoming scarce.

Learn more about the HR labour market. Request a copy of the Hays Canada 2016 Salary Guide.

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.

The Day I Started In HR

This blog post is part of our “Day In the Life” series offered this summer.

Picking up a day to write about doesn’t come easy when everyday of the journey has stories to share and celebrate. While writing this post, I decided to share the story of my first official day on job as HR (I had worked as HR intern prior). Of course I had stuffed myself with everything that was written in HR books during management degree days but some things are better learned from experiences. While sailing through the day a little anxious, little enthusiastic, I learned some essentials of an HR career.

“To err is Human” isn’t for HR

Making a typo mistake or missing out on an important date sound like common human errors …Right? But for HR it is not. HR is expected to be free from regular and repeated mistakes. An eye for details is a crucial part of the job. I learned my lesson by making a similar typing error. Of course, HR is entitled for its share of errors but they are trusted with accuracy.

 For HR, no employee concern is silly

As part of my orientation I was accompanying a colleague(also in HR) to all departments, meeting all teams. Along the way, she was talking to employees about everything from cafeteria menu, to over-time issues, personal concerns and many more. She was listening to each and everyone compassionately. “No problem is silly, we have to listen to them all” she said and taught me the core of employee engagement.

HR is mostly about historical data

I felt good when an employee walked to me to discuss something (I can’t really recall the conversation now) but then he instantly turned to my colleague saying “Oh, she would understand my case better”. Though I was too new for employees and the organization but I was very disappointed on this. Now I understand why they say “HR must not change jobs frequently”. Building trust with employees takes time.

Today, HR talks about business, strategy and technology more than it did ever before. Yes, we as Human Resource professionals have moved out of so called administrative role and wear our HR hat with dignity but basis of the role still hold strong. As is said, that the day you can say “I know all there is to know about HR” will never come and thus the journey continuous, learning and unlearning with experiences every day.