Employer Resources Archives - STRIVE Recruitment

Ontario Pay Transparency & Job Posting Rules: What Employers Need to Know for 2026

December 17, 2025/in Employer Resources, Strive News

Ontario employers will soon face major changes to how job postings are advertised. New Ontario pay transparency and job posting rules take effect on January 1, 2026, and organizations should begin preparing now to avoid compliance risks.

As a member of the ACSESS (Association of Canadian Search, Employment & Staffing Services) , STRIVE Recruitment maintains direct insight into emerging employment legislation and compliance requirements across Canada. We proactively support our clients in navigating regulatory change—reducing risk and ensuring hiring practices remain compliant, transparent, and market-aligned.

Through ongoing consultation with the Ministry of Labour, Immigration, Training and Skills Development (MLITSD), ACSESS Ontario continues to engage on behalf of employers and recruitment firms as final operational guidance is developed. While additional interpretation materials are expected closer to 2026, the core requirements are now confirmed.

Who Is Impacted by Ontario’s Job Posting Rules?

The new Ontario job posting rules apply to employers with more than 25 employees in Ontario at the time a job is publicly advertised.

A publicly advertised job posting refers to an external posting for a specific role that is made available to the general public—whether posted directly by the employer or by a recruitment partner acting on their behalf.

These rules do not apply to:

General recruitment campaigns without a specific role
General “help wanted” signage
Internal-only job postings

Ontario Pay Transparency Requirements (Effective 2026)

Under the new Ontario pay transparency legislation, publicly advertised job postings must include expected compensation or a compensation range.

Key requirements include:

Compensation ranges must not exceed $50,000 annually
Disclosure is not required if compensation exceeds $200,000 annually
“Compensation” aligns with the definition of wages under the Employment Standards Act, 2000

This change is intended to improve fairness, reduce pay gaps, and increase transparency in Ontario’s labour market.

Additional Ontario Job Posting Obligations

Disclosure of Existing Vacancies

Employers must disclose whether a posting reflects a current vacancy or is intended to build a candidate pipeline for future needs.

Candidate Communication Timelines

Applicants who participate in an interview must be informed within 45 days of their final interview whether a hiring decision has been made. Communication may occur in writing, in person, or via technology such as email or an ATS.

Prohibition on “Canadian Experience”

Ontario employers may not require Canadian experience (or equivalent language) in publicly advertised job postings.

Job Posting Record Retention

Employers must retain copies of publicly advertised job postings and associated application forms for three years after the posting is removed.

What Ontario Employers Should Do Now

To comply with Ontario’s new pay transparency and job posting requirements, employers should begin reviewing:

Job posting templates and salary ranges
Interview tracking and candidate communication processes
Use of AI and automation in recruitment
Record retention and compliance systems

Recruitment agencies posting on behalf of employers must also ensure alignment with these obligations.

Regulatory compliance in Ontario’s hiring landscape extends beyond job posting requirements alone. Employers should also be mindful of who they partner with when engaging external recruitment support. Working with unlicensed or non-compliant staffing providers can expose organizations to legal, financial, and reputational risk. STRIVE has previously outlined these risks in detail in our article on the impact of hiring unlicensed staffing agencies in Ontario, underscoring the importance of partnering with reputable, compliant recruitment firms.

How STRIVE Recruitment Supports Ontario Employers

STRIVE Recruitment works with organizations across Ontario to ensure hiring practices remain compliant, competitive, and market-aligned. As additional guidance is released by ACSESS Ontario and the MLITSD, we will continue to provide updates on Ontario pay transparency and job posting regulations.

If you have questions about how Ontario’s job posting rules affect your organization—or need support updating your recruitment processes—connect with STRIVE Recruitment.

The Impact of Hiring Unlicensed Staffing Agencies in Ontario

August 6, 2025/in Employer Resources

To support informed hiring decisions and encourage responsible practices across the province, ACSESS is sharing this message with media outlets and across social media:

The Association of Canadian Search, Employment & Staffing Services (ACSESS), the national voice for Canada’s staffing industry, is urging Ontario employers and job seekers to only work with staffing agencies and recruiters that are officially licensed.

Ontario’s licensing requirements for temporary help agencies and recruiters – introduced in 2024 – mark an important move toward better labour protections and higher workplace standards. For employers, understanding and following these new rules is key to operating successfully. By working exclusively with licensed providers, businesses can protect themselves from legal risks, avoid costly penalties, and safeguard their reputation.

ACSESS member firms commit to a high standard of professionalism and ethics, renewing their pledge each year to follow a strict Code of Ethics & Standards. This includes treating employees and clients fairly and upholding employment and human rights legislation.

Why Working with Unlicensed Firms is Risky

If you’re an employer in Ontario, it is your legal obligation to only use licensed temporary help agencies or recruiters.

Engaging knowingly with an unlicensed firm or recruiter could result in steep fines – up to $50,000 – the highest penalty of its kind in Canada.

How to Check a Firm or Recruiter’s License

Before entering any agreement, verify that the agency or recruiter you’re considering is licensed. The Ontario Ministry of Labour, Immigration, Training and Skills Development offers a searchable database – just visit the Licensing page and click the “Check licensing status” button. This quick step helps ensure the company is fully compliant with provincial regulations.

Working with an unlicensed staffing firm not only puts you at legal risk, but also reflects poorly on your organization’s due diligence. It may impact your standing with employees, clients, and other partners. In contrast, partnering with licensed agencies signals that your business values ethics, accountability, and compliance.

When you choose a licensed staffing firm – such as one of the 400+ ACSESS member organizations across Canada – you benefit from professionalism, quality service, specialized insights, a commitment to workplace safety, and the confidence of working with a firm that meets industry and ethical standards.

Partner with STRIVE

STRIVE Recruitment’s Ontario office is fully licensed and equipped to support your permanent and temporary hiring needs across multiple specialized areas, including Accounting & Finance, Corporate Administration, and Manufacturing & Operations.

To explore how STRIVE can support your recruitment goals, contact our Director of Business Development, Chanel Brasseur, at chanel@striverecruitment.ca

Uncovering the Real Cost of Hiring & Firing

June 3, 2025/in Employer Resources

Hiring and firing employees is an unpleasant reality for all business owners. Poor performance, conflicting interests, or company policy violations will force your hand. If your recruitment process isn’t dialed in, you’ll have to make these decisions more often than expected, but whatever the case, hiring and firing is still a normal part of business.

In this article, we’ll seek to uncover the real costs of hiring and firing employees.

The Cost of Firing

Firing an employee is one of the toughest decisions you’ll face running a business, especially if the employee has been part of the team for years. It’s hard to not think about the financial hardship that will be incurred and livelihood that will be impacted. But at the end of the day, if someone needs to be fired it’s probably for good reason.

Severance

The biggest cost to think about right away is severance, a mandatory payment to departing employees based on the length of their tenure and salary. In rare cases an employee will be exempt from receiving severance, but otherwise the firing company will have to fork over a reasonable sum.

Morale

Another big cost that can’t be immediately measured in dollars is cents is the impact on company morale. If the employee has been around for a while or was well-liked, this will have a lasting impact on your people. In a case where the employee was extremely well liked or had been around forever, their firing may even cause others to leave too. On the flip side, the firing of a bad apple could be widely welcomed across the company, impacting morale in a positive way.

At the very least, a departing staff member leaves a hole, which usually means others will be required to fill it until a replacement is brought in. If everyone has more work to do, low morale could also lead to lower productivity as everyone struggles to pick up the slack.

Other Costs

Aside from severance and the intangible risks of decreased morale and lower productivity, there are some minor costs to consider. Whenever there are people coming in or out, human resources and payroll expenses will be incurred. If the company already has an HR department, they’ll be tied up for a while. but if not, that means someone will have to step away from their regular operations to deal with the sending off of an employee.

The Cost of Hiring

Building out your team and hiring more people is exciting. But there are plenty of costs to consider. The benchmark is 1.2 to 1.4 times an employee’s salary, but there are so many circumstances and variables at play to lean on any kind of expectations. But if your hiring process is flawed and too many bad hires are made, it could end up costing the business far more than what’s ‘normal’.

The formula is fairly simple. The cost per hire (CPH) is all of your external recruiting costs plus the internal costs divided by the number of hires. Let’s take a closer look at some of those costs.

Hard Costs

The hard costs are easy to quantify, and will typically be included in a hiring budget.

Talent Acquisition

One of the biggest costs will be talent acquisition. Quality recruiters that know your industry come at a price, but the cost of making the wrong hire or fumbling around for months trying to get it done internally will be far more costly. The standard cost of a recruiter is 15% to 25% of the employee’s base salary, but a number of factors could impact the real number.

If a company chooses not to hire a recruiting agency, the costs of talent acquisition will be a bit more spread out. The company could pay for access to premium job boards, social media ads, HR software and apps, and more.

Onboarding

Once you’ve made a hiring decision, there are more costs to think about. New employees will need some kind of welcome kit, and likely some new equipment. Plus for a more comprehensive idea of what it takes to hire, companies will also want to factor in wages, benefits, perks and taxes.

Soft Costs

The soft costs are much more difficult to quantify. But it’s these soft costs that can quickly balloon out of control and end up costing the business far more than that 1.2 to 1.4 times an employee’s salary number.

Managerial Time

To start, there’s the managerial time spent working with a recruiter (or recruiting yourself), interviewing, and training. It will be difficult – if not impossible, to calculate the cost of everyone’s time put into the process of hiring someone new.

Productivity

That managerial time is just one aspect of the soft costs a business will incur. Where things will really start to add up is the indirect spending of company resources. When the new hire is adjusting to the learning curve, countless hours of other employees will be spent helping out and picking up the slack. That knowledge transfer will take serious time. During this period, productivity will not be humming along at the pace it once was. During onboarding, training, and even beyond, companies should expect disruption to dynamics, productivity, and team synergy.

At the end of the day, the cost of hiring the wrong people is almost immeasurable. The real question is, are you willing to do what it takes to hire the best? What could the future of your business look like with true all-star players added to the team?

STRIVE Recruitment has been a key player in the recruiting industry since 2008, with a focus on roles in Accounting & Finance, Corporate Administration, and Manufacturing & Operations. We can help you find your next all-star player. Contact us today about our permanent, temporary, and executive recruitment services.

How Tariffs are Impacting Manufacturing Recruitment

March 24, 2025/in Employer Resources

In the midst of a trade war with our long-time neighbours to the south, tariffs have been at the forefront of political agendas, as well as on people’s minds and in the media. Talk of tariffs is everywhere.

With $2.5 billion (US) crossing the border every day, tariffs have the ability to significantly impact the day-to-day lives of consumers and businesses on both sides of the border. But in this article, we’re going to zoom in on the unique impacts of tariffs on the world of manufacturing recruitment.

But first, let’s lay out the real definition of the word ‘tariff’ and eliminate any confusion.

What is a Tariff?

At its essence, a tariff is just another form of tax – the key difference being on where it is applied. A tariff is a type of tax that is imposed by a government on imported products, where a tax is charged directly to taxpayers.

The goal of a tariff is to protect domestic industry by making foreign goods more expensive.

Consumers don’t pay tariffs directly, but they do end up holding the bag when businesses inevitably hike their prices to cover the cost of the tariff. But it is the importing business that pays the tariff upfront.

Tariffs on Manufacturing

In March of 2025, the US Government imposed 25% tariffs on Canadian goods and 10% on energy exports. Cars are one of Canada’s biggest exports to the US, along with motor vehicle parts and accessories, steel, and aluminum. As such, machinery and equipment manufacturing are one of our largest US-bound export industries.

It’s important to note that the Government of Canada has retaliated with its own tariffs in an attempt to protect our industries as well. The US tariffs combined with the Canadian retaliatory tariffs will mean even higher price tags for Canadian consumers.

Example: Car Manufacturing

The car industry is a great example of how tariffs will impact the Canadian manufacturing industry, consumers, and manufacturing recruitment. In a typical scenario, Canadian steel plants will sell steel to US auto parts factories, which is subject to a tariff. The US auto factory will then us that steel to make parts and sell them back to Canadian car assembly plants, which will be hit with a Canadian tariff. That means by the time Canadians go to purchase a new car, sticker prices at the dealership will be far higher to offset the addition of two separate tariffs.

The Impact on Manufacturing Recruitment

What does this mean for manufacturing industry recruitment?

Increasing Costs

Cost is at the heart of the issue for businesses, consumers, and recruiters. Increasing costs are the first domino to fall with the ability to impact everything else down the line. The tariffs make everything more expensive, including raw materials for production and finished products.

Shrinking Demand

At the end of the day, higher prices will make Canadian products from Canadian manufacturers less competitive at home and abroad. Not only will Canadian businesses earn lower profits, but they may lose customers altogether.

Layoffs

With skyrocketing costs and increased competition, the Canadian manufacturing sector is ripe for rounds of layoffs and hiring freezes. A reduction in staff will be the best strategy for controlling costs and remaining competitive in this new market for many manufacturers.

Unfortunately, the layoffs are already underway. Algoma Steel, Canada Metal Processing Group, Sheertex, and South Shore Furniture have already introduced layoffs for plants in Ontario and Quebec.

Job Market Saturation

With hundreds of Canadians already out of work due to the tariff-induced layoffs and many more to follow, the job market is soon to be flooded with applicants. Businesses can expect high volumes of job applications for open positions, which will put strain on resume screening and the entire hiring process. Times like these make manufacturing recruitment services even more vital.

Loss of Investment

With tariffs in effect and uncertainty around costs and demand looming overhead, major manufacturing projects may be put on hold or cancelled altogether. The tariffs create a market filled with lots of risk, which investors tend to avoid at all costs.

Major Disruption

With the layoffs and funding cuts, Canadian manufacturing recruitment can expect major disruption. With the cost of doing businesses becoming unbearably expensive for many operations, it’s possible that entire manufacturing facilities pick up and re-locate overseas.

Degrading Trade Ties

Ontario is by far the largest manufacturing province in the country, accounting for nearly half of all manufacturing sales. Along with nearly 60% of all vehicle manufacturing taking place in Ontario, the province also boasts strong manufacturing sectors for food, metal, and energy products. With Ontario’s strong trade ties, this all means the province is at greater risk than others that rely less on manufacturing.

With the manufacturing industry in flux due to the recent US tariffs, having an experienced manufacturing and operations recruiter in your corner is more important than ever. STRIVE Recruitment specializes in connecting with top-tier talent in various manufacturing and operations roles, with offices in Vancouver and the Greater Toronto area. Contact us today to learn more and inquire about our recruiting services:

Become a Great Place to Work: The Best Talent Attraction Strategy

February 14, 2025/in Employer Resources, Strive News

Company culture has become a focal point for companies and employees. With an ultra-competitive job market that makes holding onto top talent difficult at the best of times, senior leadership is starting to place more of an emphasis on culture. In a 2021 PWC study, 67% of senior leadership reported that culture is more important than strategy or operations – that’s a significant increase from the 53% who said so just 8 years prior.

Becoming a Great Place to Work

When it comes to talent attraction and retention, fair compensation has always been a big factor, but we know now it isn’t the only one. People are looking for alignment with the company mission and values, a deeper connection to their work, work-life balance, and opportunities for development. These factors combined are what make a great place to work.

Invest in Professional Development

Encouraging a culture of continuous learning and development is a great way to increase motivation and productivity among your employees. It feels good to have someone invest in your future. Not only that, a well-trained and motivated workforce leads to increased adaptability, competitiveness and innovation.

There are a number of ways to provide this professional development, but usually it involves a multi-pronged approach including training, mentoring, workshops, and assigning new responsibilities. But it all starts with encouraging your team asses their skills and helping them identify room for growth.

For some organizations, investing in professional development will mean bringing in external voices for training sessions and workshops. For others, it will start from within with one-on-one coaching, attending conferences and trade shows, or management training. You could also offer employees time off or money to pursue career advancement, or a membership in some external organization.

Provide Flexibility & Work-Life Balance

Work-life balance has become an increasingly pressing issue in a post-pandemic world, where employees are often working from home, during evenings or on weekends. Work-life balance is defined as the intersection of work and personal life.

As an employer, you can help your team manage that balance and create some separation. Work-life balance will mean something different to each of your team members, so a good strategy would be to make an effort to decrease work-related stress while doing whatever you can to make people happy and healthy while they’re at work. Flexibility is a big piece.

During the pandemic, we saw companies scramble to provide flexible solutions. But now, flexibility has become something that people look for in a great place to work. Flexibility could mean offering the option to work remotely. But on a deeper level, a flexible workplace allows people the freedom to prioritize their personal needs and responsibilities. That could look like flexible start and end times, compressing work weeks, and allowing for childcare responsibilities, pet emergencies, and other realities of life.

Ensure Competitive Compensation

One undeniable aspect of attracting skilled people and retaining them in the long-term is fair compensation. Money isn’t the only driving factor, but it’s an important part of becoming a great place to work.

The wages you provide your employees should allow them to live comfortably in whichever city they reside in. This will vary greatly, but if you aren’t keeping up with the cost of living, you’re giving people a reason to leave.

Wages or salary is just one piece of the puzzle. There are other ways to incorporate benefits and incentive-based compensation for employees. Health insurance is a big one, and consider benefits like profit-sharing, performance bonuses, and stock options. Get creative with it too – some of today’s greatest places to work offer meals, gym memberships, fitness classes, and counselling services.

Hold Events & Uphold Traditions

One of the most tangible methods of creating a strong workplace culture and becoming a great place to work is by regularly hosting events and upholding traditions that your people can participate in. Not only will these events give people something to look forward to, but they’ll encourage an environment where people can connect on a deeper level than just work. This approach will become even more necessary when you have people working on a remote or hybrid basis.

It could be something small, like celebrating birthdays or company milestones. It could be treats at the office. But to take your community building to the next level, think about team outings and activities like bowling, scavenger hunts, volunteering, art or cooking classes, barbeques, beach days, or sporting events.

Be There for Your People

Showing people that you care and being there for them is a central theme in any strong workplace culture. And there are a number of ways to do so.

It all starts with making everyone feel included. The best workplaces accept people with a range of experience and skill levels, backgrounds, and beliefs. An organization that prioritizes a inclusive work environment and makes an effort to encourage diversity is a strong one. That’s where creativity thrives.

Helping your people prioritize their physical and mental health is one way to show up for them. Not only does overall health impact their happiness and well-being, but it also affects performance. Employers can make healthy food and snacks available to people, and introduce healthy activities like yoga, fitness classes, and nutrition coaching.

Mental health is another important aspect that shouldn’t be ignored. Stress and burnout is real, and as an employer, you bear some responsibility in helping your people with those challenges. Many people would benefit from mental health resources like counselling, stress management, and meditation.

Great Place to Work® Certification

Any company can claim they’re a great place to work with an enviable workplace culture, but how can you prove it to job candidates and potential hires? That’s where the Great Place To Work® Certification™ comes into play. The certification represents a comprehensive independent review process that stamps on the best of the best as a Great Place To Work®.

Over 30 years of research has culminated into a time-tested, scientific approach known as the Great Place To Work Model™, for determining which companies are great to work at. But at the end of the day, the input comes from real employees at your company. In a survey format, they’ll be asked a number of questions focused on trust, respect, and real-life experiences at work. As a result, you’ll get real-time feedback on your company culture.

STRIVE Recruitment has been honoured to receive the Great Place To Work® Certification™ 2 years in a row now. We’ve tried hard to create a workplace culture that’s positive, inclusive, and values everyone, and our commitment is paying off.

If you’re looking for help hiring top talent in your industry, reach out to STRIVE Recruitment. We offer permanent, executive, and contract recruitment services with a specialty in Accounting & Finance, Corporate Administration, and Manufacturing & Operations. Discover the STRIVE difference and contact us today to get started.

The Role of Temporary Workers in a Flexible Workforce

December 5, 2024/in Candidate Resources, Employer Resources

Temporary workers are pivotal in fostering a flexible workforce that adapts to the fast-paced business environment and fluctuating workload demands. They enable companies to address short-term needs efficiently and cost-effectively while accessing specialized skills without long-term commitments.

Temporary workers often cover short-term absences, such as maternity or sick leave, bridging staffing gaps until permanent roles are filled. Additionally, they are essential for managing seasonal fluctuations, ensuring continuity, and preventing disruptions in productivity.

A fantastic example of how temporary workers have successfully been incorporated into a business model is Spirit Halloween, a leading retailer for seasonal costumes and decorations. It maintains a year-round e-commerce team for planning and online sales, however, during the Halloween season it expands operations to include temporary pop-up stores across North America. In 2024, the company opened more than 1,500 locations and hired over 50,000 seasonal sales associates and store managers to support this effort, demonstrating the critical role of temporary workers in scaling operations during peak periods.

Temporary roles also address project-specific needs, such as hiring a data analyst for a tech rollout or a marketing specialist for a product launch. These short-term hires allow businesses to complete key initiatives effectively while avoiding costs associated with benefits, severance, and lengthy hiring processes. This approach supports lean, agile operations by aligning workforce expenses with demand.

For both employers and workers, temporary assignments can also serve as a valuable trial period. Employers can assess candidates’ skills and cultural fit, while workers gain firsthand experience of the company’s environment and potential for long-term opportunities. This mutual evaluation often leads to stronger matches when temporary roles transition to permanent positions.

In summary, temporary workers empower businesses to remain competitive, adaptable, and efficient. They provide a versatile solution to talent management, enabling companies to thrive in an ever-evolving job market.

Amazon’s Bold Move: Bringing Workers Back to the Office Full-Time

October 4, 2024/in Candidate Resources, Employer Resources, Strive News

In the evolving business landscape, many companies are still struggling with the question: Should employees continue working remotely, return to the office, or embrace a hybrid model? Amazon, the tech giant that revolutionized online shopping and cloud computing, recently made waves by announcing that they are bringing workers back into the office full-time. This decision has stirred discussions across industries, given the global shift towards remote work over the past few years.

At STRIVE Recruitment we’ve observed that while job seekers still overwhelmingly prefer hybrid or remote work, we’ve seen a trend where many are accepting roles without these options. This is especially true for in-demand roles where the need to secure employment outweighs the desire for flexibility. On the employer side, we’ve seen an alignment with Amazon and a growing shift back to full time in-office policies as the norm.

So, what drove Amazon to make this bold decision, and what are the implications for both employees and the future of work?

The Rationale Behind Amazon’s Decision

Amazon’s choice to revert to an in-office work model comes after a prolonged period of remote work during the COVID-19 pandemic. While other tech companies, like Google and Microsoft, have embraced hybrid work models, Amazon’s leadership believes that full-time office presence fosters better collaboration, innovation, and long-term success.

The Employee Reaction

Despite Amazon‘s reasoning, it’s important to consider how employee preferences play a role. Research from Statistics Canada shows that nearly 25% of Canadian employees who were working from home in 2023 would have preferred to increase their time working remotely. This discrepancy between employer goals and employee desires may affect long-term talent retention, as workers increasingly seek flexibility as a core benefit.

Additionally, PwC’s 2024 Trust in Business Survey reveals that 71% of employees believe flexibility around when work gets done builds trust, yet only 43% of executives offer such flexibility. This growing gap between employee expectations and executive policies, like that of Amazon’s, could challenge efforts to maintain a trusting and motivated workforce.

There are also concerns around the impact on talent retention. In an industry where skilled workers have plenty of options, Amazon risks alienating employees who prefer remote work or those who relocated to different areas during the pandemic, relying on the flexibility of virtual offices. The shift could lead some employees to seek opportunities at companies with more lenient remote policies.

However, not all reactions have been negative. Some employees welcome the change, seeing it as an opportunity to regain the social aspect of work that remote setups lack. For younger professionals or those earlier in their careers, working in an office can offer better mentorship, networking opportunities, and access to resources that are harder to replicate in a remote environment.

The Impact on Industry Trends

This return-to-office decision could have ripple effects across the tech industry and beyond. As a major employer [Amazon], their move may set a precedent for other companies contemplating the same shift. Some industries may follow Amazon’s lead, betting on the importance of in-person collaboration to drive business results. As stated in an Entrepreneur article, Google, will not be following suit and will continue to uphold a hybrid model as long as employees continue to uphold productivity during their remote workdays.

However, the broader trend appears to be moving toward hybrid work models, which offer a compromise between remote flexibility and in-person collaboration. Amazon’s decision to go against the grain might work for them due to their size and scale, but other companies, especially smaller ones, may struggle to make a full-time return feasible without alienating their workforce.

Conclusion

Amazon’s decision is a bold experiment, and its outcome will likely be watched closely by leaders in all industries. It poses a fundamental question: How important is in-office work for driving innovation and maintaining productivity?

In our experience at STRIVE Recruitment, while the demand for remote and hybrid work options remains strong, job seekers are increasingly accepting in-office roles when necessary, in this competitive job market. Flexibility is still a top preference, but it’s no longer a dealbreaker for many candidates. Despite Statistics Canada data showing a substantial rise in hybrid and remote work since 2022, we’re seeing more candidates adjust to market realities, accepting roles that prioritize in-office collaboration.

The future of work remains up for debate, and as companies continue to adapt and evolve, the balance between in-person and virtual work environments will shape the workplace for years to come. Amazon’s bold decision to bring workers back to the office will be an interesting case study, but the larger trend of hybrid work is here to stay.

Reference Checks: A Critical Step in Your Hiring Process

August 23, 2024/in Employer Resources

Reference checking is critical within the recruitment and staffing industry. It allows recruitment firms and agencies to ensure the validity and strength of a candidate’s background and experience. Though often thought of as mundane, asking thoughtful questions elicits responses beyond a yes or no. In our experience, the quality of the questions asked during reference checks can mean the difference between feeling uncertain or confident about a hire.

For this reason, we have created a downloadable Reference Check Form, modelled after our process at STRIVE, to ensure you feel assured throughout this crucial stage of the recruitment process.

But why is referencing checking a crucial final step in the hiring process? Here’s a detailed look at the key reasons:

Verification of Information

Accuracy: Ensures that the candidate’s qualifications, experience, and skills are accurately represented.

Truthfulness: Confirms the authenticity of the information provided during interviews and on resumes.

Insight into Work Ethic and Performance

Work Habits: Gathers insights into the candidate’s punctuality, diligence, and reliability.

Attitude and Strengths: Provides information on the candidate’s positive traits and areas for development.

Predictive Value: Helps predict the candidate’s future performance and how they might integrate into the new role.

Cultural Fit

Values and Work Style: Assesses whether the candidate’s values align with the company’s culture.

Behavioral Alignment: Evaluates if the candidate’s work style and behavior match the team dynamics and organizational environment.

Identification of Red Flags

Potential Issues: Uncovers any potential problems related to punctuality, teamwork, or compliance with company policies.

Hidden Concerns: Identifies issues that may not be apparent from resumes or interviews alone.

Understanding of Achievements and Challenges

Contextual Understanding: Provides a deeper understanding of the candidate’s past achievements and the challenges they have faced.

Performance Scope: Offers insight into how the candidate has handled various situations and the true scope of their contributions.

Legal and Ethical Protection

Risk Mitigation: Helps avoid hiring decisions that could lead to legal or ethical issues.

Past Misconduct: May uncover issues related to previous misconduct or performance problems, protecting the organization from potential future problems.

Decision-Making Confidence

Comprehensive Picture: Provides a fuller picture of the candidate, enhancing confidence in the final hiring decision.
Risk Reduction: Mitigates the risk associated with hiring by ensuring all aspects of the candidate’s background and capabilities are thoroughly checked.

The STRIVE approach to referencing checking not only provides detailed and reliable information but also instills confidence in your hiring decisions, ultimately leading to better hiring outcomes and a stronger team. Download our free Reference Check Form today!

THE HIRING PROCESS: Create a Positive Candidate Experience and Secure Top Talent

May 30, 2024/in Employer Resources

Creating a positive candidate experience during the hiring process is crucial for securing a potential star applicant. From transparent communication to continuously improving the process, here are tips for fostering a positive candidate experience from application to offer letter:

Transparent Communication

It is extremely important to keep candidates informed at every stage of the recruitment process. This includes acknowledging the receipt of an application and providing updates to applicants regardless of the outcome. Communicate clearly via email, video or phone calls about timelines, next steps, and what to expect. The transparent and professional level of communication builds trust and helps mitigate fraud, as there has been an increase in fraudulent job postings and recruiter outreach on messaging services such as text or WhatsApp. Job searching and the hiring process is stressful for candidates, being respectful of their time and efforts with transparent and consistent communication is key.

Personalization

Tailor communication and interactions to each candidate whenever possible. Address candidates by name, acknowledge their specific skills and experiences, and personalize your approach to show genuine interest in their candidacy. Consider making the first level interview a video call (Zoom, Teams, etc.), this allows you to connect “face-to-face”, creating a personalized approach, while still being considerate of the applicants’ time.

Smooth Application & Hiring Process

Streamline the application process to make it as straightforward and user-friendly as possible, avoid lengthy forms and unnecessary steps that can deter potential candidates – this could include condensing multiple interview stages into 1-3 steps. As stated in a CNBC article, “Sometimes the answer to lengthy interviews can be as simple as companies not knowing what they want.” Processes that are unnecessarily drawn out with several steps and multiple decision-makers indicate to job seekers that there is a lack of decisiveness and structure.

Responsive Feedback

Provide timely and constructive feedback to candidates, whether they are progressing to the next stage or not. Special care should be taken to provide an appropriate and thoughtful response, especially to rejected candidates. Indeed’s “Guide to Giving Constructive Feedback”, is a great resource that defines constructive feedback, offers a guide for giving constructive feedback and provides a list of examples for you to reference. This step shows respect for candidates’ time and helps them improve their skills for future opportunities.

Engaging Interviews

Conduct interviews that are informative, engaging, and respectful. Prepare interviewers to ask relevant questions, actively listen to candidates’ responses, and provide a positive and welcoming atmosphere. It’s important to remember the applicant needs to be sold as much as the interviewer on the opportunity. By successfully explaining your Employer Brand, including all of the wonderful things about the position (i.e. culture, leadership team and the potential career journey for the successful applicant. Time and time again, we see employers shocked when their offer is rejected by the applicant. Often, this is due to a lack of a sales pitch.

Continuous Improvement

Regularly review and refine your recruitment processes to identify areas for improvement. Solicit feedback from candidates about their experience and use this input to make meaningful changes that enhance the candidate journey.

This is why many businesses work with their specialist recruitment firm of choice. At STRIVE, we are hyper-focused on a smooth application process, transparent and personalized communication, responsive feedback, engaging interviews, and continuous improvement. A positive hiring experience for candidates is a company’s first impression and is crucial in securing top talent.

If you are interested in having STRIVE review your current interview process and suggest any changes, contact us today.

The Impact of Successfully Communicating Employer Branding on Recruitment

May 22, 2024/in Employer Resources

An employer brand is the full physical, intellectual, and emotional experience of current employees and the anticipated experience of future employees. A well-defined talent or employer brand communicates the company’s values, mission, and culture across various channels, and can affect the number of quality applicants you receive, and the frequency of job offer acceptances. Here is a breakdown of the importance of employer branding throughout the recruitment process:

Attracting Talent

A strong employer brand acts as a magnet for top talent. When a company is known for its positive work culture, values, and employee experience, it naturally draws in skilled individuals who want to be a part of that environment. Although word of mouth from current and past employees plays a large role in how a company is perceived, ensuring that core messaging, company events or initiatives, and the people behind the brand are communicated publicly across social media (i.e. LinkedIn, Instagram) and your website (i.e. Who Are We page).

Retention

Employees are more likely to stay with a company that has a strong employer brand, seeing as a positive reputation and culture contribute to higher employee satisfaction and engagement. According to research done by LinkedIn, a strong employer brand can reduce an organization’s turnover rate by 28%. Their data often reveals a positive correlation between employee satisfaction, pride in the company, and retention.

Cost Savings

High turnover can be costly due to recruitment, onboarding, and training expenses. As stated above, a well-established brand can mitigate turnover rates, leading to significant cost savings in the long term. According to the LinkedIn article, “Employer Branding: A Strategic Advantage”, it can also reduce the cost of hiring by 50%.

Employee Advocacy

When employees are proud of where they work, they become powerful advocates. They’re more likely to recommend their company to others, whether through word of mouth, social media, or company review platforms such as Glassdoor, enhancing the company’s reputation and attracting more talent.

Competitive Advantage

In an oversaturated job market, a strong employer brand sets a company apart from its competitors, and the key is in how you communicate it. If you are a purpose-driven culture or company, is this highlighted on your careers page? If you partner with charities, is this easily recognizable to the applicant? Consistently highlighting positive client and employee experiences, previous work, company events or office culture, could be the deciding factor for a candidate who has multiple offers.

Overall, investing in strong company branding not only enhances recruitment efforts but also fosters a positive work environment, improves employee satisfaction, and contributes to the long-term success of the organization.

At STRIVE, a large part of the value we bring is how we can convey our client’s employer brand to the market. If you’re interested in learning more about how we can showcase your company to top talent in the industry, please don’t hesitate to reach out.