It’s hard to deny that in today’s competitive marketplace, top talent can be tough to find. With the recent shipbuilding contract in Nova Scotia and the booming oil and gas industry in Newfoundland, Atlantic Canada is no exception. Finding the right candidates to fill both executive and technical positions often becomes a problem for employers. In a war for talent, star candidates can be choosey, and employers can often miss out based on one important factor – compensation.

A mentor is important at any stage of the game. Whether you are just beginning your career path or you are well on your way, there is always someone one step ahead who can provide invaluable guidance and wisdom. Oprah has Maya Angelou, Bill Gates has Warren Buffett and Plato had Socrates. A mentor can act as an advisor, a teacher, a sounding board or even a counselor. Some people seek to be a mentor and others seek mentors themselves. At any rate, a mentor can have a significant positive impact on professional development, personal growth and corporate success.

Recent results of a survey published in the Globe and Mail are disconcerting to many but come to little surprise to most HR leadership coaches.  The findings, which report that one of the biggest concerns of today's Canadian business managers is the lack of leadership skills exhibited by their employees, indicate that current leaders are uncertain as to whether their employees are prepared to take on tomorrow's challenges.

Should I Stay or Should I Go: The Consequences of Accepting a Counteroffer

The day has finally arrived; you’ve accepted a job offer and now comes the tricky part....handing in your resignation. I won’t get into many details about how to resign because I want to save that topic for another blog. Below I share the types of potential consequences that could happen if you consider a counteroffer from your current employer.

In today’s competitive job market, recruiters are often flooded with responses to job advertisements. Sorting through the applications to find those who are qualified is certainly a task, yet one which leads recruiters to a group of people who seem like they may be a fit, at least on paper. Time is precious and in order to separate those who actually have the skills from those who just know how to make their résumé look attractive, a phone interview is the next best step.

I recently attended a networking event held at the Halifax Club and I ran into a few new and old friends, and the most common question that I got asked was, “Why would a company hire a recruiting firm when they could do it themselves?”

Since the question came up, I am compelled to share my experience as to why companies decide to hire professional Recruiters.

Some of the reasons may surprise you:

Lack of time.

At Meridia, a Knightsbridge Robertson Surrette company, we believe that brand is the heart and soul of an organization. Branding includes all forms of communication spread across all mediums. With the advent use of social media in the mainstream, authentic and attractive branding is now more crucial than ever. Your brand impacts customer attraction and loyalty to your products and services. Just as your employer brand impacts candidate attraction and employee loyalty to your organization. 

Typically when a company has a job vacancy, the first course of action is to place a recruitment ad on-line or in the local paper. These days amidst a war for talent and an increasing number of media choices, many clients are asking how they can make their recruitment advertising give them the best bang for their buck.

As a Recruitment Coordinator with Meridia Recruitment, I want to help candidates succeed when being selected for an interview. So I’ve crafted the top 5 mistakes some, not all, candidates make when applying for a job that should be avoided.

Here are the top 5 overall bad moves candidates should try and avoid: