Addie Staffing (Addy Global Solutions)

Unlocking Top Talent in Canada: A Proven 3-Step Playbook for Hiring Directors & Managers Hello Talent Acquisition experts! 👋 Navigating the hiring landscape in Canada is a bit difficult, especially when it comes to hiring technicians and specialized roles.. Here's the inside scoop straight from our Top Team, on how we consistently snag top-tier talent: 1️⃣ Build Relationships, Not Just Databases: A robust database filled with real connections. We actively seek out relationships and referrals, creating a talent pool that's more than just names on a screen. You can build something too. It takes time, but worth it. Think quality over quantity. 🌐 2️⃣ Direct Recruiting FTW: Cutting through the noise and removing all duds, is the main focus here. Direct recruiting really helps here. Targeting talent where they are – looking at organizations with backgrounds that align with your vision is the main key. It's not just finding a fit; it's creating a symphony of skills and matching them with the right person. 🎯 3️⃣ Job Boards Done Right: We get it – job boards can be a headache. We've cracked the code a bit, and we've seen some agencies who have done it too.. Using job boards strategically, and blending speed with precision is what should be done... Planning a lot based on the internal systems of these job boards and aligning our requirements takes intricate knowledge about each one. In Our team's words, "It's a balancing act. Job boards for speed, but never at the expense of personal touch." Efficiency without compromise. ⏱️ Share your hiring hacks in the comments, especially to hire Technicians 💪 #HiringTips #skilledhiring #TopTalentHacks #canadahiring

Attention Canadian Hiring Managers in Growth-Stage Companies! 🌟 Navigating through our growth phase is exciting, isn’t it? But let’s be honest, hiring the right people can be a bit of a puzzle. 🧩 Here are some innovative approaches from Addie Staffing: Forecasting Talent Needs: Are you using predictive modeling to anticipate your hiring needs? It’s a game changer, that enables us to forecast our staffing needs based on our business growth patterns. 📊 Gamified Assessments: Gamification in assessments isn't just engaging; it reveals real skills. It’s about seeing our candidates in action, in scenarios they'd face on the job. 🎮 Building Talent Communities and being in access with Talent Communities: Cultivating relationships early means we have a ready pool when it’s go-time. 🤝 Engaging with talent through updates and industry insights ensures we’re not starting from scratch every time a role opens. 🌱 AI-driven Cultural Fit Analysis: Beyond resumes, AI can help us peek into a candidate's potential cultural fit, analyzing their public data for a more rounded view. 🤖 (You can just google this. ) Global Talent, Locally Engaged: The world is our talent pool with remote work. Expanding our search internationally can bring diverse and fresh perspectives to our teams. 🌍 Embrace diversity & different perspectives to bring in innovation Custom EVPs(Employee Value Proposition) for Different Roles: Each role is unique, and Different roles need different EVPs. Tailoring our Employee Value Proposition to resonate with specific roles can make all the difference. 💬 Let’s keep pushing the boundaries of traditional hiring. What are some innovative strategies you’ve been exploring? Drop your thoughts below! #CanadianHiring #GrowthMindset #InnovationInHR #FutureOfWork #TalentStrategy

7 Unique Proven Ways to Evaluate Employees within their Probation Period, especially Skilled Trades and Technicians 1. 360-Degree Feedback: Implement a comprehensive feedback system. This involves evaluations from all levels - peers, supervisors, and even self-assessment, giving a well-rounded view of the employee's adaptability and teamwork skills. 2. Project-Based Assessments: Assign a specific project relevant to their role. Evaluate their problem-solving skills, creativity, and ability to deliver results within deadlines. This Leap-frogs most bottlenecks. 3. Regular, One-on-One Insightful Check-ins: Replace traditional probation reviews with regular, meaningful meetings. Blend these with continuous feedback to foster growth and address challenges head-on. 4. Self-Review Surveys: Encourage new hires to self-reflect. This promotes self-awareness and aligns personal goals with organizational objectives. This can be revealing of their self-awareness and ambition. 5. Cultural and Team Fit Questions: Craft review questions that reflect our unique work environment and team dynamics. This ensures that we're not just hiring skilled hands, but also the right fit for our team spirit. 6. Constructive Review Meetings: Focus on building a welcoming and positive atmosphere during review meetings. Feedback should be a two-way street, supporting mutual growth. 7. Follow-up and Growth Planning: Post-probation, let's engage in discussions about career trajectories and future growth plans. This sets a clear path for professional development and shows our commitment to their success. 🌟 By focusing on these strategic elements, we're not just assessing skills but nurturing talents, aligning them with our organizational goals, and building a stronger, more cohesive workforce. #CanadianHiringManagers #Hiring #TechnicianHiring

🍁 Canadian Hiring Directors! In today's dynamic business environment, the true north star of HR success is retaining your brightest stars. Here's what sets apart the leaders who keep their skilled employees with em : 💡 Fair Pay, Bright Future: Benchmarking and exceeding industry standards to offer remunerations is the one main aspect that shines as brightly as your skilled employees. 🤲 Culture of Kindness: Build a workplace where "Appreciation" is as common as "Sorry", and every success is celebrated. 🏠 Embrace Flexibility: Show you care by adapting to the changing tides of work-life needs. Just setting up a deadline and letting them be goes a long way! 🌱 Growth is the Goal: Nurturing employees' aspirations with clear paths for advancements and providing continuous learning opportunities will keep their juices flowing giving them an experience they would not get elsewhere. Let's endorse these strategies within our organizations that keep our best talent with us. #TalentRetentionCanada #LeadershipNorth #CanadianHR

Quoted: Leila Hormozi "Validation = Recognition. And recognition reinforces behavior. Which is why systemizing recognition can be a MASSIVE competitive advantage." 💡 Employers, If you want employee Retention, this simple yet Powerful mindset shift is much needed.

As we move into the final quarter of 2023, the realm of hiring for Management, Administration, and Leadership roles, is witnessing a paradigm shift. We went depths deep in the past year into the trends and narratives shaping the domain and started implementing these strategies. Here are The Best of the Strategies we implemented for our Clients. 🗒 1. Quiet Hiring: The concept of "quiet hiring" was making waves as employers started discreetly onboarding in-demand talent. So we started it too. It's a gentle way to get the right people on board without a fuss and is a gentle shift from the "quiet quitting" trend (First shared in : hbr.org) Practical actions you can take: For your next hiring spree, try a soft approach. Reach out to potential candidates personally, making them feel specially chosen. 📝 2. Flattening Organizational Structures: Less layers, More teamwork was becoming the trend, making communication and decisions quicker and simpler. MADE ABSOLUTE SENSE. A less hierarchical setup can lead to a more collaborative and agile workforce, ready to adapt to the fast-paced changes of the modern business landscape. (stratx-exl) Practical actions you can take: Test out a flatter structure in a department and observe the change in communication and collaboration. 🎩 3. Developing Future-ready Leaders: Making sure our leaders are ready for tomorrow is key. We started Educating that too. Training, with a global expansion mindset, and a strong emphasis on diversity, equity, and inclusion are some of the strategies to prepare leaders for the challenges ahead. Practical Actions for You: Set up a leadership training workshop focusing on these areas, making it a fun learning experience. ✳ 4. Navigating Potential Market Downturns: With the market taking a downturn, we started advising a measured approach to recruitment. And It played out well. Scenario-based workforce strategy planning can help in preparing for varying economic conditions, ensuring organizations remain resilient and adaptive irrespective of the financial climate ( kornferry) Practical Actions for you: Create a simple “what-if” plan with your team, covering different market scenarios.

My Personal 2-Cents..., Structured Process with a Personal Touch, to Understand where the Candidate is Coming from. We want candidates who are Driven, Able to break their Status quo, and Grow with the Company. As Our Company grows, It will become Fragmanted, So we want Future Leaders who can be trusted to lead Departments of our Company.

We at Addie Staffing recommend every Company we work with to have a Structured Interview Process that Promotes Fairness, Evaluates Cultural Fit and Delivers Awesome Candidates.