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The Candidate Process

What to expect when applying to a recruitment agency…

Many job seekers use online job boards as their primary means of finding employment opportunities. It may not occur to them to visit a recruitment agency; however, recruiters can play an important part in helping candidates find a role that fits their skill set, experience, interests and career goals.

If you’re curious about the process of registering with a recruitment agency, here is what you can expect when you visit the team at Platinum Personnel. Best of all, our services are FREE for job seekers.

How to Prepare

When you come to Platinum Personnel, make sure you are prepared:

  • Bring your resume
  • Bring contact information for 2-3 professional references
  • We encourage you to dress like you would for a professional interview. First impressions count!
  • Allow up to 2 hours for your visit

Initial Meeting

This is our standard process for meeting with new candidates.

  1. Register with our friendly administrative team who will collect your contact information and details about the type of work you are seeking (temporary or permanent).
  2. Meet with one of our inhouse recruiters who will review your resume with you and discuss your current and future career goals.
  3. If applicable to the type of work you are seeking, we will set you up in our computer lab to complete online testing related to the roles you wish to fill. For example: Microsoft Word, Excel, or Accounting Basics.
  4. We will review your test scores with you and answer any questions you may have.

Next Steps

  1. Our team will check your professional references to learn more about you and your experience.
  2. For permanent employment placements, we will contact you regarding available positions you may be suited to. If you have an interest in pursuing the role we will present you to the client for consideration and if they shortlist you we will then arrange for you to interview with them and will keep you updated throughout the hiring process.
  3. For temporary employment placements, we will provide you with an introductory package that outlines what you can expect while doing temporary work, payment processes, etc. When a temp assignment arises that could be a fit for you, we call you with the details to see if you’re available- assignments can range from days, to weeks, to months.

Our team is here to help every step of the way and we love meeting new candidates! If you’re ready for a new opportunity contact us today by phone, email, or a visit to our downtown Kelowna office.

Get the Stats… Holidays that is!

Did you know that there are ten official statutory holidays in BC each year?  These days can play a key role in team morale, company culture and provide some much needed work-life balance at the perfect time of year. Remember, holidays are important times in the year for everyone to take a break and enjoy spending time connecting with loved ones.

With some planning and being prepared for the unexpected situations, means that your team can rest a little easier and enjoy the time off. This month’s stat holiday is Family Day.  Family Day is the newest holiday and the 2nd of 10 in the year.  It comes in the heart of the winter months and is a great time to unwind, play and enjoy all that BC has to offer.  This year it has moved to the 3rd Monday in February to align with the rest of the country.  The 2019 date was February 18th.

If you are unsure of the other stat days in British Columbia they are:

  • New Year’s Day – January 1
  • Family Day – February 18
  • Good Friday – April 19
  • Victoria Day – May 20
  • Canada Day- July 1
  • B.C. Day – August 5
  • Labour Day – September 2
  • Thanksgiving Day – October 14
  • Remembrance Day – November 11
  • Christmas Day – December 25

Contrary to popular belief, Easter Sunday, Easter Monday and Boxing Day are not statutory holidays. 

To be eligible for statutory holiday pay an employee must:

  • Have been employed for 30 calendar days before the statutory holiday
  • Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.
  • Employees who work under an averaging agreement or variance at any time in the 30 days before the holiday do not have to meet the 15-day requirement.

There is no pay for ineligible employees and an employee who is not eligible for statutory holiday pay is not entitled to be paid an average day’s pay. If an ineligible employee works on a statutory holiday he or she may be paid as if it were a regular work day.

There are exclusions to specific groups such as managers, agriculture workers, some commission salespersons, and high technology professionals from the statutory holiday provisions of the Act.

When an employee is given a day off on a statutory holiday, or it fallson a regular day off, an eligible employee is entitled to be paid an average day’s pay.

  • An average day’s pay is calculated by dividing “total wages” earned in the 30 calendar days before the statutory holiday by the number of days worked.
  • Vacation days taken during this period count as days worked.

If you work on a stat holiday, an eligible employee is entitled to:

  • Be paid time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours plus an average day’s pay.
  • If you wish to substitute statutory holidays, an employer and a majority of employees can agree to substitute another day off for a statutory holiday.

That is the nuts and bolts for who is eligible and who is not. Please go to Employment Standards factsheets for additional details

Here is the current list of Stats for the next three years:

Stat 2019 2020 2021
New Year’s Day Tuesday January 1 Wednesday January 1 Friday January 1
Family Day Monday February 18 Monday February 17 Monday February 15
Good Friday Friday April 19 Friday April 10 Friday April 2
Victoria Day Monday May 20 Monday May 18 Monday May 24
Canada Day Monday July 1 Wednesday July 1 Thursday July 1
B.C. Day Monday August 5 Monday August 3 Monday August 2
Labour Day Monday September 2 Monday September 7 Monday September 6
Thanksgiving Day Monday October 14 Monday October 12 Monday October 11
Remembrance Day Monday November 11 Wednesday November 11 Thursday November 11
Christmas Day Wednesday December 25 Friday December 25 Saturday December 25

So we hope you enjoyed your BC Family Day and found something fun to do in your community!

Platinum Personnel is a full-service recruiting agency right here in the Okanagan/ Thompson/Shuswap.   We offer services related to both temporary and permanent placements.  Our goal is to find the right person for each position based on the qualifications and aspirations of the candidate and needs and requirements of the company with cost effective, time saving and seamless process.

Contact us today at www.platinumpersonnel.ca

Disclaimer: Platinum Personnel does not provide tax, legal or accounting advice. This material has been prepared for informational purposes only. It is not intended to provide for tax, legal or accounting advice. You should consult your own tax, legal and accounting advisors before engaging in any transaction.

Employee Motivation in 2019

employee motivation

Employee Motivation in 2019

Whether you’re an employer, or an employee, you probably have some idea of how motivation contributes to great work. We often do our best work when we feel motivated and energized to tackle projects ahead of us. On the flip side, most of us have experienced moments when a lack of motivation for a particular task or job has gotten in the way of achieving success.

As an employer, it’s clear that tapping into employee motivation can help your business succeed, but just how do you do this? And how do you identify new hires who are going to be motivated to succeed?

What Motivates Employees?

Motivating employees can seem like a daunting task, and can require different approaches for different people. Employee motivation often depends on an individual’s personal goals and needs, both inside and outside the workplace.

Some of the most typical employee motivators include:

  •  Praise and acknowledgement from colleagues and managers
  •  Financial rewards
  •  Flexibility
  •  Opportunities for advancement
  •  Handling tasks that meet or challenge skill sets
  •  Being involved in decision making
  •  Believing in the company mission
  •  Simple love of the work

The best way to discover what motivates your employees is to actually have a conversation about their drives and needs. Start by taking notes of their answers, and see if, and how, your business can accommodate them. Having that conversation does two important things. It shows that you are listening to your employee, and care about their role in the company, and their success – this attentive listening is a big motivator all on its own. But more importantly, this conversation will help you understand how to get the most out of your employees.

Hiring for Motivation

Another important way to ensure employee motivation is to hire the right person for the job from the start. The first step in this process is to make sure your job posting is clear, detailed, and true to the role. This will encourage the right kind of candidates to apply.

Once you’ve filtered your candidates and invited your top picks in for an interview, make sure to ask them what keeps them motivated on the job. It’s also good to know why they want to work for your company, and what their future goals are.  These questions will help you assess their personal drives and if they have a real passion for what your company does. If you want to learn about their self-motivation skills, you can also ask about their least favourite tasks in past jobs and how they pushed themselves to complete them.

You also want to ensure that an employee’s skills and experience match the needs of the role.  One of the biggest motivation-killers can be repeated failure. While failure can be a tool for developing resilience and an opportunity to learn and improve, if someone just isn’t equipped to do a job, they will quickly lose heart. This doesn’t mean you should rule out keen learners who are a little bit under-qualified for a role – remember a lot of people are motivated by challenge and learning – but you’ll want to ensure you can provide them with mentorship and guidance, and/or that they have a personal learning plan in place to help their success.

The Power of Listening

What you might have noticed is that motivating your employees is a lot about the power of listening. That is, asking the right questions, and discovering how you can work together with your staff to ensure success. If you hire smart, actively listen to your employees’ needs. By providing the right environment,  you’ll be able to retain long-term motivated and passionate employees.

Conclusion

Do you need help finding motivated employees? Platinum Personnel can connect you to some of Kelowna’s best employees and will screen and find the best fit for your staffing needs!

 

 

 

Why December is the Best Month to Hire

best month to thire

Best Month to Hire

With the year winding down and the holiday season fast approaching, many offices tend to slow down on recruiting once December hits. But if you have a role to fill, it’s important not to put it off until January.

In fact, there are several reasons why December is one of the best months to hire new recruits! Here are four reasons why you shouldn’t wait:

Beat the rush

In January, recruitment firms get inundated with new resumes. More applications may sound like a good thing, but it is that much harder to pick out good candidates from the bad.

Not only that, there are more companies hiring in January. This means that by the time you do find the right candidate, they might already have a secured position with another company!

Find better candidates

Candidates who are looking for work in December have different motivations than those who wait until the New Year. Applicants who wait until January may be in a rush to secure a job due to financial stress from the holidays. That means they are more likely to apply to and accept roles that are not the right fit for them or for your company.

For this reason, you can avoid wasting company time and resources simply by hiring in December instead of January.

Start the year off on the right foot

Even if you don’t have it in the budget to bring a new hire on board until January, that doesn’t mean you can’t source and hire candidates in December with a start date for January! Instead of scrambling to fill a position at the beginning of the year, end the holiday season knowing you already have a star player lined up to kick off the new year.

Be better prepared for unforeseen staff changes

December tends to be a popular month to resign. Don’t be surprised if one or two of your current staff members decide to part ways just before Christmas.

It’s an attractive time to quit because people enjoy having a few weeks off over the holidays to spend time with friends and family, before they start looking for a new job in January.

Conclusion:

Obviously, the best time to hire is when you need staff. But it’s just as important to look ahead and anticipate staffing needs before they become urgent. If you foresee that you may need staff for the New Year, don’t wait!

However,  end of year operations can be a very busy time for a company. We can help you find and vet candidates so that you can focus more on closing the books for 2018. Contact us today to learn more about how we can help with your staffing needs!

When Businesses Need to Use Recruitment Companies

Recruitment Companies

Finding and screening experienced and talented candidates from scratch is a very grueling experience. This is because the process can potentially take up hundreds of hours of time. Researching, contacting potential candidates, and persuading candidates to consider your opportunity really adds up. Good news: these are all the primary functions and skills of professional recruitment companies. There are many reasons why companies may need to turn to a recruitment agency, and here are our three overarching categories:

Confidentiality is Needed

Many business deal with sensitive situations when it comes to staffing changes. An example of this is when an employee is underperforming. When this occurs, it’s better for the search and selection process to be done off-site. This keeps the situation confidential and professional, and will facilitate the exchange with a minimal amount of disruption. Furthermore, when dealing with company structure changes that aren’t yet public knowledge, turning to recruitment companies is the best strategy. This is because they help you begin the hiring process without disrupting office workflow.

Lack of Resources

Some businesses don’t have an internal HR team. If this is the case, it can become very difficult to manage the hiring process effectively. This also goes for when you are hiring in a brand new jurisdiction. When your company is expanding, you’ll be dealing with an entirely new pool of applicants. Local recruitment companies will manage the search and selection process for you. This choice ensures you are not missing anything, from compensation variances to perk expectations.

Recruitment Companies Have Experience and Expertise

Recruitment companies are a great source of second opinions. If you have a candidate in mind, they can help reaffirm your decision. This also goes for when you need to narrow down your selection from a small group. Recruitment companies will work with you to review all of the potential candidates that you are considering. Furthermore, they’ll be able to help you select the perfect new recruit for the job. Another reason companies turn to recruitment companies is due to previous non-success. This means that maybe your business has previously tried to fill a specific role, but the candidate didn’t quite work out. When the need arises again, perhaps it’s better to turn to a recruiter from the beginning.

If you find yourself in any of the above situations, or would like a second opinion, contact us. We’re always ready to help out with any and all staffing and recruitment needs.

 

Platinum Personnel – November 2018

 

Okanagan Recruiters Look At This First On Your Resume

Okanagan Recruiters

Being great at interviews requires a lot of social skill, and a bit of luck. But first, you need to actually land an interview… How do you do that? Make sure your resume stands out above the rest, so that Okanagan recruiters will notice you! To get an interview for your dream job your entire resume has to be great, but only one part needs to be outstanding. When Okanagan recruiters are looking at your resume, they will probably be opening it up as an attachment from an email. This means that they’ll only see the top half of your resume at first glance, so that’s the part that needs to really shine! Read on for some strategies to make the most of that small chunk of real estate.

Use Limited Space Wisely

When you only have half of your document to showcase how great you are, make sure to include all of your best bits in it. Try to keep your contact info and margins at a minimum, which leaves room for the topics that will really help you stand out. Don’t go too far in the other direction though, as you don’t want your resume to appear cluttered. Okanagan recruiters need to be able to read all of your top selling points, so be sure you don’t make everything too crammed.

Make Your Profile POP!

Start off your resume with an elevator-style pitch. Include about 5-8 lines of compelling text that explains your best attributes and high level abilities. Don’t bother writing an objective statement, as its very redundant to include in a job application. Your main goal in this section is to sell your talents and get your foot in the door. Avoid writing clichés like, “hard working team-player” in your profile. It may sound impressive, but it is entirely overdone and will get your resume thrown out. Try to offer a concise snippet of your demeanour with evidence of your skills. Focus on using what you’ve been achieving in your previous role.

Don’t Forget A Core Skills Section

A core skills section is essential when giving Okanagan recruiters an instant glance of your skillset. Keep it point form and right underneath your profile, highlighting your most in-demand skills and industry knowledge. Focus on the most in-demand skills you have, after all, everyone has proficiency in Microsoft Office. Take a look at the job posting, and be sure to include their most sought-after skills for the position.

Highlight Your Most Recent Role

This step is most important if your most recent role is the most relevant one to the vacancy you’re applying for. Give a clear description of the company and where you sit within its hierarchy, as well as a summary of your accomplishments. If possible, include impressive achievements with quantifiable results, as this will prove the impact you’ve made at the company. Saving costs, generating revenue, and improving efficiency are always worth noting. Allow Okanagan recruiters to see the true scale of your work, and benchmark you against their own standards.

Get Okanagan recruiters interested in the first few lines of your resume, or they won’t bother to continue reading. Think your resume is up to the task, and need a little help getting your foot in the door? Platinum Personnel has been successfully making employment connections within the Okanagan region for employers and employees since 1999. Contact Us for a free consultation, we’d love to work with you!

October 2018 – Platinum Personnel 

 

 

Onboarding Is Important

Onboarding

What is Onboarding

As a business owner, it is doubtful that you are not familiar with the term onboarding. But what does it really mean, when all is said and done? Google tells us that it’s “the process of integrating a new employee into an organization”, and we have to agree. Onboarding is what starts your new employee on their career path in your company, and it is what will set them up for success. A successful and meaningful onboarding procedure will set up your employeeproperly, allowing them to become a high-contributing member of your team.

Here’s the nitty-gritty bit: onboarding doesn’t just happen in a day. It doesn’t even happen in a few months! Onboarding is NOT the first day orientation and HR paperwork, even if that’s what you’ve been lead to believe. It’s more than just orientation, it’s about employee retention. If your workplace is suffering from high frequency turnover and costs due to low employee retention, you probably need to take a good look at your onboarding program.

When Employees Leave

A 2014 Equifax report states that 40% of the employees who decided to leave their jobs voluntarily in the previous year did so within 6 months of their start date. Furthermore, an additional 16% left within the first 12 months. This means that more than half of independent turnover happens within an employee’s first year. What do you need to take away from this? When people decide to leave a job, they do it quickly. This means that the first year and onboarding of new employees are critical for encouraging a high employee retention rate.

Why Employees Leave

Communication is important, especially when it comes to the hiring process and onboarding.  Hiring in accordance to culture fit is a great way to go about hiring people that will best fit into your workplace, so be open about your goals and values! New hires are less likely to end up disappointed, confused, or overwhelmed by their new position if they understand their prospective employer’s company values. In fact, they’ll be more likely to be invested and engaged in their work, meaning that they’re less likely to have an eye on the exit.

Don’t Ignore Onboarding

As you can see, it’s really important for your new hires to feel valued right away in their new position. A good onboarding plan will help with this, boosting employee engagement while clarifying roles, responsibilities, and expectations. If you’re seeking new qualified applicants to onboard into your company, you may need our services. Platinum Personnel is happy to help, click here to schedule a free consultation with us. We’d love to hear from you!

 

Platinum Personnel, Oct.2018

 

The Perfect Job Description

Job Description

Gone are the days of stagnant, stale, and rambly job descriptions. Business industries are rapidly evolving, and thanks to the use of social media it is now easier than ever before to increase your pool of potential applicants. However, factoring in the sea of job positions available online through LinkedIn and other channels, HR personnel are now faced with a different problem. How do you entice the perfect applicant? Simple – The perfect job description.

Start With a Hook

As there are so many job descriptions out in the world, you need to get your applicants to notice your ad. One of the easiest ways to do this, is to start off your listing with a hook. The goal is to entice them, to be able to work for you they need to read this listing! There is no set rule on a “hook”, so feel free to get creative. Describe your ideal candidate, talk about your great office environment, tell the reader why they want to work for your company.

Detail the Role and Responsibilities

If they’ve made it this far, your reader is now interested in this potential opportunity. Now is the time to give them some details! Don’t overcrowd this section of the job description, but don’t be too stingy either. Be sure to describe the role you are trying to fill, and the responsibilities that come with it. Now would also be a good time to describe qualities your ideal candidate would have, and all of the requirements for education, software, and industry knowledge/experience they’ll need.

Job Description Secret Weapon: Culture

You want your candidate to be top notch, and all the best potential employees want to find not only a great job, but a great place to work. Your job description should include a section about the culture of your workplace, and what it’s like to work there. Include the size and style of the workplace, as well as your current staff. Hopefully this will be a long term commitment from both parties, so be sure to talk up how great the culture is! Include the salary range, and hours/days expected in this section too.

End With a Bang

Every job is different, therefore every job description will be too. Don’t be afraid to have fun while sharing the details of this potential career, but always be honest. The objective of this listing is to entice your next employee, so share any perks that come with the job, no matter how small. There are so many job descriptions out there, so you need to really shine and in order to catch their attention. Good luck!

 

Platinum Personnel – September 2018

 

Your Perfect Career

Kelowna Recruiter

As human beings, many factors contribute to our sense of self-worth and well-being. Employment is a very important part of our lives as well, and finding the right career will make all the difference for your own happiness. But how do we find that perfect career path?

Where to Start

The best place to begin your job search is a self analysis. Really take some time to get to know yourself better… What are your strengths and weaknesses, what are your main core beliefs and values, do you have any particular interests or hobbies that could feed into a career? The key here is to focus on what truly energizes and excites you, as focusing on your key needs will help you stay motivated. Your ideal job and career path will stay centered around some of these things, so be sure to take the necessary time to figure yourself out.

Research Career Industries and Connections

The next step is to begin researching the various industries that interest you. Use your lists from the previous step to help you if you get stuck. Try and find people to connect with who have a career in the industries you are looking at, as they can give you some insights into what you are getting into. Ask them questions about their career, so that you can learn the realities of the role on a day to day basis. Networking enables you to determine if the job is a good fit for you, and can help you find more opportunities.

Don’t Be Afraid To Explore

So what happens if you don’t like that job? Don’t panic, you need to be able to explore your options! Start over, and focus on some different responsibilities that interest you, or a different industry. Explore the career, and be sure to continue talking to people who are really “living it”. Never stop networking, and don’t be afraid to try new things. Life is an adventure, and why shouldn’t that include your job?

Conclusion

Finding the right career path can often be quite tricky. It is important to focus on your own values and personality to find the perfect job for you, and sometimes it isn’t what you might have originally thought. Whether you are actively seeking new opportunities, or just casually perusing your options, sometimes you need a professional’s help. At Platinum Personnel, we can help you personalize the process even further and find you a perfect position. Click Here to find out more.

Platinum Personnel – September 10th, 2018

 

How to Jump-Start Your Executive Career in Kelowna

Kelowna Recruiter

The path to becoming an executive isn’t an easy one. You need to have a proven track record and the drive to succeed. But even if you have those things, finding a place to start your executive career search can be intimidating. Especially, if you are new to the Okanagan area.

If you’re ready for the next step in your career and want to zero in on an executive role, use the following strategies to kick off your job search:

Research

Do the groundwork on the industry you’re trying to break into. Investigate any companies you might apply to. If you’re aiming for an executive role, you only want to focus on companies whose mission and values align with your own.

Know your selling points

You need to identify what your advantage is over other the candidates who are applying for executive roles. Not only that, you need to be able to succinctly communicate your strengths and be able to give examples of your professional accomplishments.

Stay Current

Give yourself an edge over the competition by being well-versed in the latest industry news in Kelowna. Subscribe to a few newsletters, follow the top industry leaders on social media to find a pulse on what’s trending. Making an effort to stay current can help you gain experience and identify new opportunities more easily.

Overhaul your social media profiles

It’s imperative that your professionalism extends to your social media profiles. You could do everything else right, but if a prospective employer looks you up on Facebook and finds old college pictures of you partying with your friends, you’re not likely to get the job.

 

Keep in mind that LinkedIn is the preferred tool for recruiters to find candidates and referrals, so get an account if you don’t’ have one already. Be thorough when completing your profile so that recruiters and employers can get a clear idea of your experience and strengths.

Network

Networking is an especially important skill for the aspiring executive. Building and maintaining your network will help you integrate yourself within the industry and open up the potential for new opportunities. If you’re new to the Kelowna area, go to local industry events or use a service like meetup.com. Keep in mind that networking should be mutually beneficial, so make a point of helping those you network with in any way you can. They will be eager to return the favour when the opportunity arises!

Work with a Recruiter

Among those in your network should be a recruiter. At Platinum Personnel, we know the Kelowna job market, and our comprehensive skill-evaluation system can help match you with the perfect executive job.