Recruiting Options
In recent years, the job market has become increasingly competitive, with qualified candidates in high demand. Population, age demographics, regional economic conditions, and recruitment competition challenge companies to look at new and creative ways of staffing.
Several recruiting options are available to your company, each offering unique advantages and disadvantages, and each requiring a slightly different approach.
1. Recruitment Services.
Use personnel agencies, executive recruiters, headhunters and other agencies that perform the function of finding, screening, and recommending candidates for a position. The selection of a specific agency is like the procurement of any service provider; you must look at reputation, experience, success, warranty, and cost.
- Advantages
- You can take advantage of the agency’s knowledge and contact network to find qualified candidates.
- You can save time and the expense of advertising, screening, and conducting preliminary interviews.
- You can maintain confidentiality of the recruitment process.
- You can be assured that sourced candidates are qualified for the position.
- Disadvantages
- Fees can be expensive, ranging from 5% to 25% of the candidate’s starting salary.
- You might be unfamiliar with the use of recruiting services.
- You or your peers might have had negative experiences with recruitment services in the past.
2. Internet.
You can use online recruiting sites, or you can use your own website to create careers page(s) to advertise and accept applications for employment opportunities.
- Advantages
- You are able to recruit candidates from a much broader market.
- You can save time and money.
- Disadvantages
- Online recruiting requires flexibility, creativity, and a willingness to consider new methods of interacting with potential employees.
- You might be unfamiliar with the use of online recruiting methods.
3. Other sources:
- Newspaper and trade journal ads
- Campus / school recruiting
- Job fairs
- Recruitment open houses
- Recommendations and referrals
- Walk-ins and unsolicited resumes
- Job hotlines
You've Made a Hiring Decision, Now What?
When you hire employees, refer to the following organizations to ensure you are meeting your legal obligations as an employer:
Payroll Requirements
As the employer, you are responsible for ensuring you understand and follow each step involved in the payroll process:
- Register and maintain a Payroll Deductions account
- Ask each employee for his/her social insurance number (SIN)
- Have each employee complete a TD1 Form: Personal Tax Credits Return
- Calculate and deduct Canada Pension Plan (CPP) contributions, Employment Insurance (EI) premiums and income tax, and keep deducted amounts in a separate bank account
- Remit payroll deductions with your share of CPP and EI
- Report employee deductions on T4 or T4A slip by the end of February each year
- Complete a Record of Employment (ROE) upon employee departure
- Keep all records
Managing Your HR Process
For many businesses, finding, hiring, training, motivating, coaching, disciplining, and developing employees is one of the highest priorities. While establishing a well-functioning staff might not appear to be straightforward, it’s a linear process.
From hiring, through orientation and development, you have the ability to select and nurture employees to closely fit your company’s culture and performance requirements. Human resources management is a process that can be effectively and productively managed.
