Staffing Leadership

Job Search using LinkedIn

2012-01-12T15:36:00.006-05:00

Is your LinkedIn profile resume ready?
Social media sites like LinkedIn, Facebook and Twitter have become main stream for job seekers and recruiters. So much so, it raises the question of “what might happen to traditional job boards?”. We’ll address that controversial topic in a future discussion but for the time being, just accept the fact that you are at a serious disadvantage if your job search (active or passive) does not include a social media strategy. This blog post focuses specifically on LinkedIn for job seekers and how to build a profile that works better than a resume.

LinkedIn offers a simple standard that bypasses the complicated Microsoft resume templates with restrictive frames and hidden formatting. LinkedIn Resume Builder offers a quick and easy tool that helps you build a resume in less than 5 minutes in a format that is likely compatible with most corporations’ applicant tracking systems.

If the content on your LinkedIn profile is good enough for public viewing then it should be good enough for a resume. What is good enough?

•Complete every section of your LinkedIn profile.

•Ensure your contact information is thorough and accurate.

•Write your complete employment history as if it were a resume boasting your accomplishments, responsibilities, skills and talents.

•Don’t be shy! Fill in the sections that describe your previous awards, education, publications, interests and skills.

•Include a photo. A head-shot photo with professional attire works. Stay away from avatars, cartoons, group photos or personal family photos. A photo will drive up your connections, interactions and responses.

•Ask colleagues for recommendations and then reciprocate by posting a recommendation on their profile too.

•Join groups. The groups you join portray your interests, skills and demonstrate a commitment to your professional and personal development.

•Insert site addresses of your blogs, twitter account or website. LinkedIn profiles are indexed and searched by Google and other search engines. Think SEO and use key words that are unique to your skills, expertise, employment, education and interests.

Most employers use the free version of LinkedIn.com as a bare minimum and many use the Corporate Recruiter version that permits direct importing of profiles into their tracking systems and allows them to categorize, sort, list and save your profile for current or future jobs or networking.

The LinkedIn Resume Builder feature is free to all LinkedIn users. It helps you create a professional CV directly from your LinkedIn profile. There are eleven great formats to choose from. Resumes can be exported and printed in PDF format. Also, each resume gets a custom link so you can share your resume directly from Linkedin with others via email, LinkedIn, Facebook, Twitter, etc.

You can test drive this free Linkedin feature at http://resume.linkedinlabs.com

Whether you are using Linkedin to network, develop business, learn or as a job search tool, rest assured more opportunities will come your way if you present yourself in a thorough, positive and professional manner on LinkedIn There are well over 100 million Linkedin users and over 54,000 have already tried Linkedin Resume Builder.

Also, LinkedIn becomes a far ,more effective tool as you develop a larger network of connections. Stay tuned to The People Bank Blog for a future post on the benefits of and how to develop your LinkedIn professional network.

Steve Jones is President of The People Bank, Allen Professional Search, Aimco Staffing Solutions, GoTemp, Medical Recruitment Network and La Banque de Personnel which are all registered brands and divisions of Design Group Staffing Inc.

Wiki - “Curriculum vitae is a Latin expression which can be loosely translated as [the] course of [my] life.”

Interview To Win The Job

2011-12-12T10:27:00.004-05:00

Confidence, Preparation and Presentation are all key to winning the big prize. Here are a few insider tips about what employers really want from an interview.

Tip #1 – Context – Be a Story Teller Most people asking the questions are very knowledgeable of their company and the job but they are not always as experienced with conducting interviews. You may be asked questions that only prompt a YES or NO response but be prepared to help the interviewer and tell stories that support your short answers. It’s the context of your stories that will stick in the interviewers mind and give you the advantage over other candidates.

Tip #2 – Ask the Right Questions Employers can tell a lot about you from the questions you ask. For example, if you only ask questions about the company benefit plan then the employer may assume that it’s the benefits rather than the job that really interests you. Ask questions about what the the employer wants to accomplish or improve. Ask about the boss’s priorities, goals and objectives. By asking questions about results then the interviewer will assume you are a results oriented person. Results – That’s what they really want!

Tip #3 – Dress (better than) the Part You only have one chance to create a first impression. The first minute will subconsciously influence whether the interviewer will ask questions that funnel you into the job or filter you out. Arrive at your interview dressed in a way that makes the interviewer immediately assume that you are the one. Whatever the dress code is for the job, go to the interview dressed better than that.

The Close – An interview is a sales call where you are selling yourself. All good sales people know that you must ask for the order to close the deal. Don’t leave without asking your closing questions. “Will you offer this job to me?”; “Is there a date that you would like me to start?”; “What can I do that help make this decision easy for you?”; “Can we schedule the appointment for the next stage in the process?” If you don’t ask – you don’t get.
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The People Bank, is a division of Design Group Staffing Inc., employs more recruiters with the Certified Personnel Consultant, CPC professional designation than any other firm in Canada. Steve Jones, President of The People Bank is a CPC course conductor for the staffing industry Ethics and Business Practices certification module and Staffing Industry Legal Practices certification module.

Canadian Jobs Down - US Unemployment Rate Lowest in 3 Years

2011-12-02T09:15:00.001-05:00

The November jobs reports from Canada and United States offer conflicting information. Statistics Canada reported today that Canadian total jobs declined by 19,000 on a month to month basis with significant declines in part-time work and retail work while full-time and services sector employment improved. On a year over year basis, the Canadian government agency also reported that in spite of the monthly decline, 274,000 more Canadians are working in full-time jobs than the same time last year.

While Canada is reporting a slight job loss, the US Department of Labor reported this morning that 120,000 new American jobs were created in the month of November and the US unemployment rate dropped slightly. Its hard to imagine that Canadian retail jobs actually decreased in this busy Christmas shopping season. US reported a more realistic increase in retail and leisure.

In a interesting twist, US Labor Department also adjusted (up) it’s numbers previously reported for September and October to reflect more accurate job creation numbers in the range of 100,000 per month.

Stay tuned for my New Years eve prediction for the upcoming year.

Steve Jones

The People Bank

Staffing Index Follows Traditional Seasonal Trend

2011-11-23T08:45:00.006-05:00

ACSESS recently released the Staffing Index for September 2011 which rose to 98, the closest to the “100″ index standard established in July of 2008. The Staffing Index peaked in October 2008 at 107 then recessionary job losses knocked the industry down and the Index retreated to a low of 65 in May of 2009. The slow but steady climb since the summer of 2009 is an indicator that the economy is reluctantly finding its way.

In a previous blog, I threw cold water on Statistics Canada’s roller coaster reporting of monthly job gains and losses. In the ACSESS press release, ACSESS President Bryan Toffee seemed to concur with my theory that we need to look at the trend of quarterly job creation rather than month to month numbers which are rife with anomalies.

Canadian Staffing Index
“The flat or subtle net rise in index readings of 90, 85 and 92 for June, July and August, respectively, foretold the flat or subtle net increase of 7,000 jobs reported by StatsCan in September and October,” explained ACSESS President, Bryan Toffey, adding that “the Index is supporting the traditional seasonal trends which suggests that employment will peak in October and November then retract through the holiday season and first month of the new year before it starts to climb again.”

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Canadian Staffing Index Chart

The Canadian Staffing Index measures the hours of labour performed by a sampling of temporary and contract staffing in the staffing industry. The data collected is the largest sample size done in Canada provided by a number of Canadian staffing companies and accounts for approximately one third of total staffing industry sales. To preserve confidentiality the data is collected by Staffing Industry Analysts www.staffingindustry.com; an independent company specialized in staffing industry statistics. Data is available for the months starting July 2008 (the benchmark month) to the current month.

In review of similar Index research from the USA, many experts agree staffing industry employment data serves as an economic indicator. Historically, temporary employment improves as overtime hours increase and as unemployment claims decrease. This means the Index can provide a “near real time” indication of how the Canadian economy is performing.

“The Canadian Staffing Index demonstrates both the changes in the Canadian economy and the volatile nature of the staffing business. It is that ability to provide a flexible workforce that brings tremendous value to our clients.”

Source: www.acsess.org (Association of Canadian Search, Employment & Staffing Services)

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Great Recruiters Make a Great Commitment

2011-11-11T16:21:00.003-05:00

Not all staffing companies are the same and not all recruiters are the same either. Four more of The People Bank/Aimco Staffing professionals have just joined the ranks of the most respected industry professionals by successfully completing and achieving their Certified Personnel Consultant designation.

We are very proud to announce that Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have received notification of their accomplishments from the Association of Canadian Search, Employment and Staffing Services.

As employers and hiring managers, we always look deep into the credentials and qualifications of the people we hire so it only makes sense that when selecting a staffing company or recruiter, we should also look beyond the agency’s brochure and ask a few questions about recruiter and agency credentials.

Ask whether your staffing agency is a member of ACSESS. Every member of the Association of Canadian Search, Employment and Staffing Services has pledged to uphold the industry’s code of ethics and standards. This code addresses everything from disclosure of information to adherence to laws and respect of individuals.

Also look for the initials “CPC” behind a recruiter’s name. The Certified Personnel Consultant is the only certification for professionals working within the Canadian staffing industry. A recruiter with the “CPC” credentials has made a commitment to the industry and to professional performance.

Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have taken courses and passed CPC exams that address important topics such as the legal aspects of staffing services, human rights, privacy laws, employment standards, employment equity, health and safety, selection techniques, and industry ethics. With the CPC designation, a staffing professional is not like all the others. We are very proud of their commitment to professional conduct in our industry and to our company. We are equality proud and confident in the services they each deliver to candidates and clients.

Whether you are a job seeker who wants to receive professional quality treatment or an employer who wants to hire with confidence, always look for the ACSESS logo and the initials “CPC” following your recruiters name.

Kathy March, CPC
Tracey Arseneau, CPC
Alfredo de Leon, CPC
Aaron Campau, CPC

Thank you and congratulations!

Steve Jones

President

The People Bank/Aimco, Allen Professional Search & La Banque de Personnel

Crazy Jobs loss Report - Stats Can Oct 2011

2011-11-06T16:49:00.004-05:00

Statistics Canada released it's typically unbelievable and unreliable monthly jobs data on Friday November 5th. In this bizarre report the bumbling bureaucracy told us in their standard tone of brash certainty that 61,000 jobs were created in September and then in an about face 54,000 jobs were immediately stripped away in October.

Nobody really knows the exact numbers. Jobs data is developed through a series of survey samples across the country and then the small sampling of data is extrapolated to produce this national data which is presented as if it were a hard fact. Of course they offer the standard disclaimer that "estimates are based on a sample, and are therefore subject to sampling variability" however the media, markets and public policy makers tend to ignore the disclaimer to such extent that world markets and governments can rise and fall before 9 am on the news release date.

As an employment guy, I can tell you that job creation in October was not as robust as we expected but a one-month loss of 54,000 is not a credible number. More realistically, job gains have moderately out-paced job losses over the past 6 months with subtle shifts in job types and locations. These wildly fluctuating numbers that are reported by Statistics Canada are more likely a flaw in the data collection methods than a reflection of employment reality.

The Conference Board of Canada produces a summary table of Canadian economic data. When all the data is reviewed on balance, it helps us believe that the job market is probably not a roller coaster ride of neurotic employer hiring and firing.

In this self described experts opinion, temporary and contract jobs are on the rise. The unstable Euro-zone, rising government debt and the stagnant US economy cast a shadow of uncertainty that causes most employers to hedge against their lack of visibility into the medium term future. Businesses need to get the work done, orders and cash are flowing but given the constant stream of conflicting news, employers are reluctant to make job offers in the form of traditional "permanent" employment. There is an increasing number of professionals working as contractors in the fields of engineering, oil & gas, mining, transportation, manufacturing, financial services and property. There is also an increasing number of plant and factory workers who are employed week to week and month to month.

On the workforce supply side, there is also a rise in contract and term employment due to the tenacity of older workers. Freedom 55 is a dream that has not been realized by many boomers whose investment savings are less than they had hoped for due to poor performances of their investments in the equity markets. A few extra years of contract work may not be absolutely necessary before retirement but they are necessary before a "comfortable" retirement. Boomer tenacity also puts extra pressure on young workers who find themselves competing with more experienced workers who also have a more flexible employment outlook.

Smart employers will continue to use contract, term and temporary workers. As time passes and as they become more certain of the long-term nature of their needs, employers will gradually convert these workers to more traditional employment relationships . Job seekers are wise to embrace these contingent employment opportunities as their path to experience and future career employment.

Contrary to the opinions of some, the employment market is not all doom and gloom. Its just different than we expected in would be in an economic recovery. Those who adapt to change, show flexibility and embrace the reality will likely end up with a better life-style and greater prosperity than prior generations, just like every generation before them.

Commentary by: Steve Jones, President - The People Bank, Aimco Staffing and Allen Professional Search (Divisions of Design Group Staffing Inc.)

Sources: The Conference Board of Canada; Statistics Canada; CMHC Housing Time Series Database.

Safety Leadership Matters

2011-10-24T15:25:00.003-04:00

Staffing industry employers rewarded
for commitment to workplace safety
Canada NewsWire

MISSISSAUGA, ON, Oct. 20, 2011 /CNW/ – Ontario’s workplace is safer today, thanks to the continued efforts of the staffing industry and the Workplace Safety Insurance Board (WSIB).

Following another successful year’s involvement in the WSIB Safety Group Program, members of the Association of Canadian Search, Employment & Staffing Services (ACSESS) sponsored safety group will receive rebates totaling $991,244.91.

The safety group, comprised of 80 ACSESS member-firm accounts, will be awarded the rebates for initiatives that reduced both the severity and frequency of workplace injuries in 2010.

Association of Canadian Search, Employment & Staffing Services
“As a result of the continued efforts of both ACSESS members and the WSIB, Ontario is becoming a safer and safer place to work,” said ACSESS Director of Government Relations, Mary McIninch, adding that “in addition to financial rebates, ACSESS members’ participation improves safety records, productivity and morale among temporary employees.”

ACSESS has been an active sponsor in the WSIB Safety Group Program since 2001, when it was the only group within the services sector to be selected from 18 candidates to enter the program.

The WSIB Safety Group Program promotes health and safety in the workplace through pooling of resources and sharing of best practices between member-businesses. There are currently more than 50 industry safety groups in the province of Ontario.

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada.

Read more: http://www.digitaljournal.com/pr/460917#ixzz1bQ7SrOwM

The People Bank is a founding member of the Ontario staffing industry safety group and Steve Jones, President of The People Bank is a Signatory of the Senior Executive Health and Safety Leadership Charter with the Conference Board of Canada.

Posted on The People Bank blog under Employee Benefits & Assistance, HR & Management Tips, Uncategorized, Workplace Safety

GUEST COLUMN: Look to outsourcing to fill SME needs

2011-10-04T08:09:00.002-04:00

Each month, Toronto Business Times solicits opinions from four experts on a question of relevance to the small business community. This month’s question is: Small businesses often don't have enough work to employ an individual for a specialized duty. Hourly specialist charges can be expensive. Are there opportunities for small business to share personnel with other small businesses? How would you set that up? Here is my response.
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Small and medium-sized businesses don't always have a consistent demand or the resources to justify hiring expert personnel onto the payroll for every aspect of business.

It is common practice for small and medium-sized enterprises (SMEs) to hire lawyers, graphic designers or trainers on a project or hourly basis, but what about other roles like benefits administration, human resources, payroll, accounts payable, document management, safety, WSIB claims management and other daily business functions?

The thought of sharing personnel between two companies makes sense if you are lucky enough to find another company with the same part-time needs, however the likelihood of finding such a match is very slim.

The solution is outsourcing. Sometimes called BPO, business process outsourcing should not be confused with off-shore outsource. We are referring to the local kind - the small business kind, the "good for the domestic economy" kind.

The difference between hiring an expensive hourly specialist and outsourcing is in consistency of need. If you can reasonably predict that you will have a regular need for a particular piece of work, then a specialist outsource company can provide an expert service at a fraction of the cost of a full-time resource.
Take payroll, for example. An outsourced payroll service stays on top of tax reform, uses world-class software, ensures that your remittances and filing are compliant and offers a wide range of value-added services that are typically only available to world-class companies.

Another perfect example of BPO is workers compensation claims management and safety certification. This is complicated stuff and very difficult for the experts to stay on top of all the requirements and best practices. For a flat monthly fee, a claims management company can handle all your WSIB issues and will prove the ROI the deliver for their services.

HR-BPO (Human Resources - Business Process Outsourcing) is one of the fastest growing areas of outsourced services. It's an area of every business that offers the most because it is typically complicated, heavily legislated and compliance-oriented, plus any small increase in the service quality delivered to your existing employees will likely get the most recognition and appreciation.

Steve Jones is President of The People Bank, a division of Design Group Staffing Inc.

Are You Ready for AODA?

2011-09-26T09:46:00.006-04:00

Accessibility for Ontarians with Disability Act

Are you ready for the AODA Legislation? Effective: January 1, 2012

Join us for a Complimentary Webinar on October 13 at 11am Eastern time

All Ontario employers must be compliant with AODA Legislation effective January 1, 2012. AODA is not about ramps or automatic door openers. It’s about being compliant in your customer service delivery to people with disabilities who may have different needs.Space is limited. Reserve your Webinar seat now at:

https://www2.gotomeeting.com/register/512717410

The Accessibility Standard for Customer Service applies to all provincially regulated employers in Ontario that provide goods or services, and have one or more employees.

This webinar will help you understand the standard and create your plan on accessible customer service.

To be compliant with this legislation you must:

Consider a person’s disability when communicating with them

Allow assistive devices such as wheelchairs, walkers and oxygen tanks

Allow service animals

Welcome support persons

Provide notification of temporary disruption

Invite customers to provide feedback

Train staff on accessible customer service

Webinar Title:

Are you ready for the AODA Legislation? –Accessibility for Ontarians with Disabilities Act.

Date: Thursday, October 13, 2011

Time: 11:00 AM – 12:00 PM EDT

What elected officials should know about jobs

2011-09-01T17:20:00.004-04:00

Dispelling the Myths

ACSESS: Your industry’s reputation starts with you

Reprinted from the Edmonton Journal August 30, 2011

Here in Ontario, we will be going to the polls in early October. At the Association of Canadian Search, Employment and Staffing Services (ACSESS), we believe it is important to keep politicians of all parties informed about your industry, whatever your industry is.

The reality of our society is that all of government’s services are paid for from taxes, and if the tax base is not sufficient then everything else suffers. So, in order to have a healthy society you need a healthy amount of people working and paying taxes, and enough companies paying taxes. After that, you can look at spending money on programs that increase the quality of life of your electorate.

The Staffing Industry is a huge influence on jobs. ACSESS members enable the job market, create the environment that allows people to find their next job (or their first job, for that matter), and to get the experience they need to move from temporary to permanent employment.

Did you know…

88% of staffing employees say that experience made them more employable;

77% of staffing employees say their temporary assignments led to full time work;

80% of staffing clients say they use it as a means to hire permanent employees;

80% of temporary and contract employees work full-time hours.

There are a lot of myths and negative messages concerning our industry, but here are just SOME of the benefits of the staffing industry.

Workforce benefits of the staffing industry:

1) Temporary and Contract – Employees

i. Explore a wide range of opportunities

ii. Find positions they are uniquely qualified for

iii. Valuable experience leading to career growth

iv. Lifestyle flexibility

2) Temporary and Contract – Employers

i. Reduce fixed costs

ii. Rapidly respond to economic changes

iii. Meet fluctuating labour demands

3) Search & Placement – Employees

i. A source of jobs the never get advertised

ii. Advice that helps get the job

iii. The inside track on employer needs

iv. Career advice

v. Insight into the employment marketplace

vi. Services at no charge

4) Search & Placement – Employers

i. Find the best people for the job

ii. Talent across a range of professions and trades

iii. Consultative advice, including HR

iv. Insight into the employment marketplace

If you work in the staffing industry, ACSESS encourages you to tell your elected officials about the value your industry brings to the economy. That way, when they are tempted to bring in legislation that will hurt the industry, they will at least understand the consequences of their actions.

If you work in another industry, we encourage you to develop messages that educate your elected officials about the value your industry brings.

Every economy needs jobs. Let’s tell politicians how best to help business do that!

About ACSESS

The Association of Canadian Search, Employment and Staffing Services (ACSESS) is the single voice promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. With more than 1,200 member offices offering staffing solutions in the areas of professional search, and temporary and contract staffing, ACSESS members provide a key service to businesses and offer a broad range of career planning and employment opportunities.

Workplace Loyalty & Motivation

2011-08-15T17:28:00.007-04:00

It’s a simple equation. Employees who care about their work and their workplace are more likely to perform better. That’s why we take our “Employee Satisfaction” surveys seriously. Each year, every division of Design Group Staffing Inc. conducts a comprehensive employee satisfaction survey. We ask confidential opinion questions about supervisors, teams, divisions, executives, training, business processes, tools and technology. We set goals for employee satisfaction within our business plans. Expectations are defined within each manager’s performance appraisal and the actual results are factored into our management compensation and bonus plans. Here are six important lessons we have learned.

1. Keep Employees Happy & Keep Employees
It may seem like a daunting task but managing for employee satisfaction doesn’t have to be so elusive. At our company, a rookie employee typically becomes a net contributor within his/her second year on the job and then productivity continues to grow almost indefinitely. We know from experience that high employee satisfaction is the most significant factor affecting employee retention and that translates into higher per desk performance. Improve satisfaction, reduce turn-over and the results are profound.

2. Encourage Curiosity & Engagement
Technical skills and experience are an important part of any position. Often, the employees with the highest level of technical competency and experience have great ideas on how to improve but they don’t mention anything because they are stifled by a corporate culture of reluctance to change. We have the power to create an environment where employees feel comfortable, even excited, to learn more and offer new ideas. Foster a culture where questions and suggestions are encouraged and employees will feel like an important part of the “big picture”. Engaged employees translate into increased productivity.

3. Forgive Mistakes
Perhaps even you have made one or two (or three or four…) mistakes in your day. We all have, and so will our best employees. But they shouldn’t be afraid to make an occasional mistake. Accept mistakes as a learning opportunity. Encourage employees to try new things and, yes, make mistakes – so that they can learn from them. When employees aren’t afraid of being scolded by the boss for making a mistake, they’re more likely to embrace the mistake and truly learn.

4. Have Their Backs
Ever hear of the phrase “The customer is always right?” It’s an interesting catch phrase however, from time to time, your organization may have a customer that…well…isn’t. When an employee has followed procedure and tried their best, it’s important to “have his or her back” when dealing with an aggressive or dissatisfied customer. The same goes for when an employee who needs assistance with something like a faulty computer, or a tricky health benefits claim, or is in need of scheduling flexibility. Don’t let your employees take a beating from customers, or silly administrative policies. Show some empathy and support and your satisfied employee will return your thoughtfulness in spades.

5. Show Respect
This one probably shouldn’t have to be mentioned – it should be automatically ingrained in every organizational culture. It is simply the right thing to do, and it can also have a profound impact on employee morale. Act like a professional, and show professional and personal respect to your team.

6. Give Recognition
Taking a few minutes to call attention to something your team did, or to show your personal interest in your employees can make the world of a difference in how people feel about their work and their employer. Show recognition for special days, anniversaries and achievements. People don’t quit companies, they usually quit their supervisor. A small amount of interest can make a big impact.

At The People Bank, we complete our annual Employee Satisfaction Survey to ensure we’re doing things right with our team. Employee satisfaction leads to increased results for you. If you are interested in learning more about our survey or how we ensure our best-of-class employees feel like superstars, contact our team. We’d be happy to talk to you.

Steve Jones Blog can also be found on The People Bank website at http://www.thepeoplebank.com/

Canadian Staffing Index - June 2011

2011-07-26T17:57:00.007-04:00

“Although the Staffing Index remains below the pre-recession 100 level, it is continuing along an encouraging trajectory. On the ground, ACSESS members are reporting anecdotally that temporary assignments are lengthening, more employers are hiring permanent employees with the assistance of staffing companies, and there is a return to the traditional and predictable seasonal fluctuations in Temporary hours,” explained ACSESS President, Bryan Toffey, adding that, “These are all signs of stability and cautious optimism in the Canadian employment market.”
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The Canadian Staffing Index measures the hours of labour performed by a sampling of temporary and contract staffing in the staffing industry. The data collected is the largest sample size done in Canada provided by a number of Canadian staffing companies and accounts for approximately one third of total staffing industry sales. To preserve confidentiality the data is collected by Staffing Industry Analysts www.staffingindustry.com; an independent company specialized in staffing industry statistics. Data is available for the months starting July 2008 (the benchmark month) to the current month.

In review of similar Index research from the USA, many experts agree staffing industry employment data serves as an economic indicator. Historically, temporary employment improves as overtime hours increase and as unemployment claims decrease. This means the Index can provide a "near real time" indication of how the Canadian economy is performing.

"The Canadian Staffing Index demonstrates both the changes in the Canadian economy and the volatile nature of the staffing business. It is that ability to provide a flexible workforce that brings tremendous value to our clients."
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For more information regarding the Canadian Staffing Index contact:

Amanda Curtis, CAE
Executive Director, ACSESS
1-888-232-4962 / 905-826-6869

www.acsess.org

More Canadian Job Creation

2011-07-08T08:02:00.004-04:00

Go Canada!

The Canadian Staffing Index produced by Acsess (Association of Canadian Search, Employment & Staffing Services) has consistently given us a two to three month leading indicator on job creation.

28,000 Canadian Jobs created in Canada is considered to be a moderate by meaningful number of new jobs indicating that we are still improving. Its my impression over the years that the Statistics Canada employment numbers are not always spot on but the aggregate sum of their employment data over any rolling three month period is probably pretty accurate. This is three consecutive months of reported gains. Woo Hoo!

It's nice to see Ontario's manufacturing continue recovering. Alberta is also making tremendous gains thanks to a strong resource commodity sector.

To see where some of these jobs are, you can follow The People Bank on Facebook. Just click the like button!

Follow more blog postings by Steve Jones of The People Bank on The People Bank Website www.thepeoplebank.com/Blog

Temp Staffing Index Continues to Rise

2011-06-26T08:53:00.001-04:00

Staffing Index Turns Upward, May 2011
The Canadian staffing index — a measure of temporary staffing in Canada — edged up one point to 85 in May, the Association of Canadian Search, Employment and Staffing Services (ACSESS) reported Thursday.

The news is mixed from sector-to-sector, according to ACSESS President Bryan Toffey. “We’re still seeing some shutdowns and lower hours worked in manufacturing, particularly with respect to the automotive segment. Despite this, the demand for services remains strong, keeping the total number of hours worked per day on the rise.”

The index has demonstrated consistent long-term growth, said Robert Balicki, research associate with Staffing Industry Analysts, which produces the Canadian staffing index in conjunction with ACSESS. “Though the [May] gain was small, year-over-year growth was 8 percent. This is the sixteenth month of uninterrupted year-over-year gains, truly a good sign for the Canadian temporary staffing industry and the overall economy.”

The staffing index measures the hours of labor performed by temporary and contract staff in May of 2011 compared to the benchmark index of 100 established in July of 2008.

Inexpensive Perks - Attract & retain Talent

2011-06-06T10:09:00.002-04:00

May 17th, 2011

For most companies, the idea of a big bonus or an automatic salary increase has been relegated to “the good old days.” But there are ways to add perks to a job listing and reward your employees without sending your company to the poorhouse. Offering flex-time, telecommuting, and tuition reimbursement are the most popular, but there are many more options. Use a little creativity and you’ll create a buzz about your business that will attract and retain top talent.

Here’s some perks to consider:

• Sports & Entertainment: Buy tickets from charity silent-auction tables for theatre, hockey, baseball, football or basketball and offer them as recognition, rewards and thank you throughout the year.

• Catch A Movie: Give away movie tickets (and money for popcorn, snacks and drinks).

• Grab A Bite: Restaurant coupons are always popular. Include a bottle of wine to say thank you to hardworking spouses for all that overtime work.

• Give A Gift Card: Whether it is to a local retailer, a Tim Horton’s card or shopping mall certificates, these are great ways to say thanks for a job well-done.

• Come And Get It: Leave the office early and treat everybody to a barbeque at a local park or throw a summer ice cream party or a winter pizza party in the conference room.

• Club Memberships Aren’t What They Used To Be: Most employees don’t need or want a fancy club membership but a family membership to a warehouse store like Costco will help your employees with food and clothing.

• Come Fly Away: If you don’t let your employees keep frequent flier miles earned for their business travel, use the accumulated miles to buy free flights for employees and/or pre-paid vacations at resorts or spas. (Mexico and the Caribbean are very popular destinations during Canadian winters.)

• Play, Dance, Laugh: Take some time to play games. Organize games in the park, ski days, skating parties, sailing excursions or fishing tours. Enter teams into charity bike-a-thons, walk-a-thons and 5 km runs. Bring in board games, cards or play charades. Break-out sessions at meetings and training days should include fun team building activities. Physical exercise and laughter are great perks.

• Ahhh! Spa: Have local masseuses come in and give chair massages to your employees. Reflexology foot massages are great, too. Also, buy some gift certificates to a neighborhood spa and treat your hard-working employees to some serious relaxation.

• Sponsor Teams: Offer to sponsor your employee’s kids’ Little League teams. Your company name on every uniform is good advertising too!

Look around your own life to see the types of things that make your daily existence just a little cushier and then offer those things to your employees. You’ll attract and maintain the good ones without breaking the bank.

To help you find those great employees, contact The People Bank today.

If you find this blog interesting you can:

Make a connection request to Steve Jones on Linkedin

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Partners in Prevention speakers say CEOs must focus on workplace safety – Daily Commercial News

2011-05-20T09:51:00.001-04:00

Partners in Prevention speakers say CEOs must focus on workplace safety – Daily Commercial News

VINCE VERSACE

staff writer

Improving safety in workplaces has to be a constant focus of conversation in company boardrooms, say the top executives of four Ontario-based companies.

“We are the keepers of the keys. If we are not living and breathing it, then we should not expect our employees to embrace that safety culture,” said Ted Moroz, president of The Beer Store and Brewers Retail Limited.

“CEOs have to embrace it … and have to surround themselves with people that share those values so employees believe you when you talk about how much you care for them.”

Moroz was joined by Frank Saunders, vice- president of nuclear oversight and regulatory affairs for Bruce Power, Roy Slack, president of Cementation Canada Inc. and Steve Jones, president of The People Bank, on a panel moderated by CBC TV journalist Amanda Lang during the recent Partners in Prevention 2011 Health and Safety Conference and Trade Show.

“Visibility is key,” said Saunders. “If a CEO does not ask about safety, people will believe he is not thinking about it. In the executive boardroom, how much does the issue of safety come up?”

Safety is paramount for a mining company like Cementation Canada that basically does “underground construction” as Slack said. In addition to already conducting intense work, a growing workforce always tests the safety culture of a firm such as Cementation since integrating new workers presents the possibilities for site safety to erode.

“We are hiring more people — our Canadian operations have 600 more employees in the last eight months — so you try to establish your corporate culture of safety on these projects,” explained Slack.

“We are working on how do we orientate. How do we get new people into our culture as quickly as possible?

“That is our challenge, to get back to zero (injuries),” said Slack. “It is a constant battle. There’s always a chance of an injury and you have to do whatever you can to prevent them. To get to zero is one point. Sustaining it is another challenge.”

Slack said that for some projects, a management team will show pictures and reports of other Cementation project sites that achieved perfect safety records to prove it is possible.

In the temporary staffing industry, there’s a highly transitional workforce that enters a work environment that companies like The People Bank cannot manage, supervise or control, said Jones. Joining industry safety associations has been key in learning best practices, innovations, improved worker training, securing rebates and injury reduction, he added.

Jones said his company’s safety culture focuses on “activities” such as inspections or training program attendance to see if the safety message is coming through. Year-end reports are “lagging indicators” of safety effectiveness.

“Focus on the activities knowing that if we are doing the right thing today the result we will get, in the future, is the result we are hoping for,” Jones said.

Linkedin Resume Builder

2011-02-21T17:14:00.008-05:00

Over 22,000 LinkedIn users have signed up for the new "Resume Builder" application since it was introduced in December 2010. Resume Builder is a new feature created by LinkedIn employee Yevgeniy Brikmanthat through a monthly employee competition called Hackadays.

In my test of the application, I was able to develop a reasonably professional looking resume in less than 5 minutes by allowing it to use my existing LinkedIn profile.

I admit that my existing Linkedin profile is designed to attract attention through key word searches rather than with a resume in mind. I've been in the same job with the same company for 28 years and don't really expect to need a resume any day soon but with another 4 minutes of work on my profile content, I would have a resume that rocks!

If you are a job seeker and need professional looking CV, never mind those complicated Microsoft templates with restrictive frames and hidden formatting; check out LinkedIn Resume Builder. If the content on your profile is good enough for public viewing on the social network then it should be good enough for a resume.

There are eleven formats to choose from. Resumes can be exported and printed in PDF format. Also, each resume gets a custom link that you can share with others via email, LinkedIn, Facebook, Twitter, etc.

Another great innovation for job seekers and recruiters from our friends at Linkedin.

Check it out http://resume.linkedinlabs.com/

Steve Jones
Wiki - "Curriculum vitae is a latin expression which can be loosely translated as [the] course of [my] life."

Ontario Family Day. Seriously, what’s all the confusion about?

2011-02-14T20:57:00.002-05:00

Following the Ontario election of 2007, the Ontario Liberal government introduced Family Day as Ontario’s ninth provincial holiday adding to the pre-existing holidays of New Year's Day, Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, Christmas Day and Boxing Day.

Alberta and Saskatchewan also celebrate Family Day. Under a different name, Manitoba celebrates Louis Riel Day and PEI celebrates Island Day on the same third Monday of February each year. It is a school board holiday, in Newfoundland but not an official provincial holiday.

The third Monday of February is a regular working day in British Columbia, Quebec, New Brunswick, Nova Scotia and the territories. To confuse matters further, Family Day is not recognized in any province by the federal government of Canada.

The provincial Employment Standards Act and provincial governments do not have the jurisdictional authority over labour laws affecting people who work within federally regulated industries. The federal government of Canada retains authority over employment laws applicable to chartered banks, the post office, inter-provincial trucking, airlines, railways, broadcast communications companies, shipping firms and telephone companies.

Ironically, the Family Day holiday continues to cause great confusion in the National Capital Region and the Ontario Premier’s own provincial home riding of Ottawa South where a significant percentage of the riding’s population are employed by the federal government of Canada and other federally regulated industries. Notwithstanding all the hoopla made by McGuinty propagandists about the importance of a new Family Day holiday, many of those who elected the Premier are not eligible to take advantage of the day off with pay.

Greater disappointment and confusion arises, when two working parents are employed within different industries. A parent employed within the federal government is required to work while children are given the day off by provincially run schools and spouses are home because most private sector businesses are closed.

Even further confusion arises for the thousands of Ontarians living near the Quebec border who are employed by Quebec based companies. They are not permitted the day off because it is not a Quebec holiday. Conversely, Quebec residents who are employed by Ontario based companies are given the day off with pay but they sit home without kids and spouse as Quebec schools and business remain open. This all seems to take the “Family” out of the Family Day, doesn’t it?

If you are not confused enough, the temporary staffing industry and other provincially regulated businesses that provide services to the federal government are required to give their workers a day off with pay while the federal government users of these services are all at the office. Imagine two-hundred thousand federal government employees aghast by having to make their own coffee, fix their own printer, answer their own phones and type their own memos.

In one recently leaked, misguided and then retracted missive, a federal government employee actually claimed to have the authority to over-rule provincial employment standards, commanding their provincially regulated service providers to attend work and denounced the prescribed laws which guarantee time & one half pay. Thankfully, that memo has been deep-sixed.

Imagine a situation where an employee is a resident of Quebec, working for an Ontario based provincially regulated employer that provides services to the federal government of Canada at a service site located in Hull Quebec. The rules are clear. The worker is entitled to a day off with pay. Why is that not obvious?

Would you like to know the Ontario government’s prescribed method to calculate the amount of public holiday pay? Let’s leave that for another blog on St. Jean Baptiste Day or Remembrance Day when everything will be clear as mud.

For greater clarity, you can find out more about Ontario Public Holidays and the Employment Standards Act at http://www.labour.gov.on.ca/english/es/

Chris Roach - Regional Director of Business Services

2011-02-06T10:56:00.007-05:00

It gives me great pleasure to announce that Chris Roach has joined the leadership team of The People Bank, a division of Design Group Staffing Inc. (DGSI)

Chris joins The People Bank as Regional Director of Business Services in a role specifically created to suit his talents. Chris will leverage his industry specialization and well established relationships within the Electronics, Pharmaceutical, Aerospace Science, Defense and Manufacturing sectors to help develop new markets, new branch offices and new services for our company.

He is recognized as a thoughtful executive who understands the opportunities in the market and then leverages the knowledge and skills of his teams to translate those opportunities into plans, actions and results. Chris brings exceptional operating experience and a strategic strength that will undoubtedly contribute to the continued renowned success of The People Bank and Design Group Staffing Inc.

I first met Chris over 15 years ago when he was rapidly advancing his career and developing his reputation with TES Staffing. He immediately impressed me as a much needed future leader in the Canadian staffing industry. In more recent times, he served six years as President of Cadre an Engineering Search and Contract staffing firm, a company named one of the top 50 fastest-growing Canadian small businesses in 2007. During his entire 23 years within the recruitment and staffing industry, Chris has earned his reputation as a staffing industry expert, a talented practitioner, a tenacious hard worker and most importantly, he has been fulfilling his role as an ethical and inspirational role model and thought leader within the Canadian staffing industry.

Chris Roach has served as a board member and past President of ACSESS (Association of Canadian Search, Employment and Staffing Services); the single national voice and governing body for staffing providers. He has served on industry committees for Ethics & Standards, Government Relations & Legislation, Professional Certification and Education & Safety. He currently serves on the ACSESS National Nominating Committee.

The People Bank is a specialty division of Design Group Staffing Inc., Canada’s largest privately owned staffing firm. DG Staffing Inc. (DGSI) operates specialty divisions and brands such as Design Group, The People Bank, Inteqna, Project Search Group, Placement Group, Aimco Staffing Solutions, Allen Professional Search, La Banque de Personnel and The Medical Recruitment Network. We provide permanent search, contract and temporary staffing, payroll services and managed services for thousands of Canadian customers and tens of thousands of employment opportunities each year.

Design Group Staffing Inc. has been consistently selected as one of Canada’s 50 Best Managed Companies, and has earned Platinum Status, one of this country’s most elite business designations. Our commitment to quality is reflected in our ISO 9001:2000 certification and our commitment to safety is reflected in our COR safety standard in Alberta and as a founding member of the Ontario WSIB/ACSESS Safety Group.

Although we lead the industry in size, business process and recognition, our success truly comes from our team of great people. We are very pleased and proud to announce that Chris Roach has made the decision to become a member of our team.

Steve Jones
President
Business Services Division, DGSI
The People Bank, Aimco Staffing Solutions, Allen Professional Search, La Banque de Personnel

Canadian Staffing Industry Leads The Way

2011-01-16T07:13:00.012-05:00

We can look back upon 2010 and easily describe it as the year of staffing industry leadership. For starters, we lead the Canadian economy out of recession by helping employers fulfill their rehiring plans. While we were going about our business, our new Canadian Staffing Index provided a leading indicator of job recovery for economists, businesses leaders and government policy makers.

Our Safety Groups also showed tremendous leadership, helping to prove that staffing companies are some of Canada’s best and most responsible employers. ACSESS, in cooperation with the Alberta government, the Workers Compensation Board and the Alberta Association of Safety Partnerships, initiated the first industry specific Certificate of Recognition (COR) safety program and over thirty member companies registered to help lead the way.

The members of the Ontario ACSESS Safety Group continued to “lead by example”, demonstrating the kind of leadership that fosters pride in our industry. Once again, this Safety Group was successful in reducing lost time injuries and frequency of incidents and they were rewarded with over $900,000 in member rebates. Leadership has its benefits!

Our Chapter Presidents are also stepping up their leadership game. Local Presidents from across Canada have been regularly meeting with each other to discuss, share and learn best practices in the operation of a local chapter and to develop winning chapter initiatives.

During our annual conference in 2010 we recognized the following people and companies for their leadership:

Award of Excellence, Johanne Berry, CPC, Tele-Ressources Ltee.
Leadership Award, Jacqueline Pourreaux, CPC, Hunt Personnel
Special Recognition Award, Sherri Strong, CPC, The People Bank
Community Service Award, Randstad Canada
Community Service Award, The Bagg Group
Health & Safety Award, C-S Personnel Ltd.

Time after time, ACSESS members assume various leadership roles with a sense of purpose, shared vision and a desire to make our individual companies better and our industry better. As we turn every corner another staffing industry professional is leading us to change and improve. You are a passionate group and it’s no surprise that the staffing industry is the source of so many leaders doing so many great things.

In this issue recently published issue of Dialogue and on the ACSESS website, you’ll find a summary of the upcoming conference for 2011. Whether you are looking to lead or to be lead, the industry’s best will converge on Montreal in May 2011. If you are staffing professional, this is an event that you don’t want to miss.

(Reprinted from my President's Message in ACSESS Dialogue Magazine)

Enjoy,

Steve Jones

ACSESS National President

Click here for: ACSESS Conference Brochure and Registration Form

Click here for: ACSESS Dialogue Magazine

Safety Matters - Temporary & Contract Staffing

2010-11-02T10:26:00.005-04:00

The Association of Canadian Search, Employment & Staffing Services (ACSESS) sponsored safety group will receive rebates totalling $900,681.07. The safety group, comprised of over 65 ACSESS member firm accounts, will be awarded the rebates for initiatives that significantly reduced both the severity and frequency of workplace injuries in 2009. A rebate ceremony for ACSESS members will be held on November 24th, 2010. Please click here to view our press release.

As a sponsor since 2001, ACSESS oversees member companies' participation, liaises with the WSIB and other health and safety organizations, recruits new safety group members, measures progress and regularly reports to the WSIB. The association also encourages members to share ideas and pool resources by organizing joint meetings and leadership workshops and helps participants to develop action plans.

ACSESS Safety Groups 2011 - Accepting new applications

Benefits of a staffing firm joining a safety group:

Access to health and safety resources and best practices from other participants

Help with developing and managing effective health and safety programs

Healthy and stable workforce

Increased productivity

Increased employee morale

Benefit from ongoing support from a health and safety consultant with industry specific expertise

Along with improving workplace safety, staffing companies can reduce WSIB premiums and earn financial rebates.
Interseted Staffing companies can click here to complete an application form.

Open Houses for staffing company owners and managers are scheduled for December 2nd in Windsor and December 10th GTA - Please click here for Open House Details.

Congratulations to all Staffing companies who are active members of the safety group you for your dedication to this industry.

Together, the sataffing companies are reducing workplace injuries and setting higher standards for safety in the staffing industry.

Mary McIninch, B.A, LL.B (Membre du Barreau du Québec)
Director of Government Relations/Directrice des Affaires Publiques
Association of Canadian Search, Employment and Staffing Services
Association Nationale des Entreprises en Recrutement et Placement de Personnel
905-826-6869/888-232-4962

Temporary Help & the Federal Government

2010-10-26T18:47:00.005-04:00

Tuesday, October 26, 2010

Federal Government & the THS Supply Arrangement

The past 24 months have been tumultuous times for suppliers operating under the federal government’s THS supply arrangement in the NCR. The recessionary economy combined with changes in the government’s procurement rules have resulted in unprecedented business challenges and a real threat to some staffing companies whose core business is the supply of temporary help services to the public sector.

While suppliers, workers and buyers are all trying to adapt to the changes, the government’s procurement model for temporary staffing, users of the services and the industry remain under constant scrutiny and duress because of several converging and influential forces. The following summary briefly describes some of the issues, the forces at play, ACSESS involvement and the current ACSESS position.

Temporary Help is a Valuable Service

For starters, managers within government with budget and performance objectives know that Temporary Staffing Services, acquired through the PWGSC “ THS “ procurement vehicle, is the most efficient, cost effective and value based solution available to solve their peak workloads, staff shortages, skill shortages and projects. Thousands of various government managers independently come to the same conclusion over and over again. There is a need for temporary help; there are legitimate motives driving the procurement of temporary help; and temporary staffing providers deliver a high quality service. These are undisputed facts.

THS - Right of First Refusal – The Critical Flaw

In May of 2009, PWGSC implemented a new rule that requires buyers within the federal government, to issue their purchase requests (Call-ups) to the lowest priced suppliers, with no special consideration allowed for “value issues” like availability of resources, past service experience, call-backs of previously assigned temporary workers, fit, or comparative skills of the available workers through different suppliers. Commonly referred to as the “right of first refusal”, this rule requires buyers to take several unnecessary and time consuming steps to attempt to buy the lowest price resource from the THS price list or they must document their justification for not buying the lowest priced supplier. This model is failing! It is the source of a variety of unintended consequences and undesirable buyer and supplier behaviors. The “right of first refusal” relies upon three false assumptions. 1) all workers and all staffing companies are indiscernible, homogeneous commodities; (2) lowest priced and lowest wage worker = greatest value; 3) buyers cannot be trusted to make best value decisions from a list of vendors that are pre-selected by PWGSC and from predetermined prices that are set weekly through price competitions.

The “right of first refusal” rule has been implemented in the regions outside the NCR with better flexibility and cognizance for providing proper value to the crown. Nevertheless in spite of the existence of a more value emphasized approach the relative constraints of the system has led to widespread "category manipulation" by having to call for a much higher category to ensure a billing rate that can support a pay rate to attract the suitable candidate. Therefore the regions are not experiencing similar failings. The undesirable consequences and behaviors are exclusive characteristics to the NCR which is the only region where the “right of first refusal” is being pursued with such inanely excessive vigour.

THS – Advisory Committee

An Advisory Committee comprised of several representatives from PWGSC, client departments, ACSESS NCR chapter and non-ACSESS industry representatives has been meeting regularly for several years to monitor, evaluate and improve Public Works THS procurement model in the NCR. Minutes of each meeting and a list of committee members since November 2006 are available for review at http://www.tpsgc-pwgsc.gc.ca/app-acq/sat-ths/rcc-acm/2010-07-20-eng.html . Our ACSESS committee representatives have done an excellent job of raising issues, presenting our positions, making recommendations and keeping the issues alive and prioritized. You’ll note from most recent meeting minutes that our current focus is on improved communications, training and best practices in an effort to offset the harmful declining wages rates resulting from the current flaws in the THS model. Our committee representatives have consistently delivered the message that “right of first refusal” does not work. We repeatedly urge PWGSC to abandon the ”right of first refusal” policy and allow buyers to apply their own unique needs criteria to their selection process, so long as they buy from the list of authorized suppliers at the approved pricing. Several alternatives have been offered and discussed. PWGSC has resisted our requests maintaining that the principle of "Right of First Refusal " constitutes good contracting policy.

After more than 20 years of ACSESS working with PWGSC on procurement policy, it is a known fact that bureaucrats are constantly influenced and pressured by a confluence of disparate factors which may involve unions, legal counsel, media, Public Service Commission, Auditor General, competition bureau, political forces and other parties that have motive or responsibility to scrutinize and influence government policy and practices.

Treasury Board Meeting

In an effort to address the contention that the THS system and specifically the “right of first refusal” is a Treasury Board issue, ACSESS representatives from the NCR and National Government Relations committee met in April 2010 with Roy Rempel, then Policy Advisor, Treasury Board - Office of the Minister Stockwell Day. Mr. Rempel has since moved to the Prime Minister’s Office. In the April meeting we submitted a detailed report http://www.acsess.org/CAPITAL/PDF/Treasury-RempelR1-b.pdf describing our experience and concerns with the flawed THS system. Mr. Rempel expressed his interest in and his understanding of the issues. He assured us that Treasury Board had no specific role in the development of the THS system or in the “right of first refusal” policy. He encouraged us to deal at the appropriate senior levels at PWGSC for a resolution.

Senator Pierrette Ringuette

In June of 2010, The Hon. Senator Pierrette Ringuette from New Brunswick requested that the Senate Standing Committee on Finance be authorized to examine and report on the use by the Government of Canada of temporary staffing agencies to fill Public Service jobs. That, in conducting such study, “ the committee take particular note of 1) The approximate $300 million annually that is charged to the Canadian taxpayer by agencies to staff Public Service positions; 2) Whether the use of such agencies has allowed the circumvention of geographic, linguistic and merit rules in the hiring process; 3) The cost to Public Service employees for the use of services provided by temporary staffing agencies; 4) Its impact on the ability of a sound, stable Public Service to provide services to Canadians”

It seemed obvious to industry insiders that she had bias with a predisposed conclusion to any study that might be undertaken. It also seemed transparent that points 1, 3 & 4 are more like statements of her desired findings rather than the objects of study. The Senator’s motive is held within point #2. ( ie. “use of such agencies has allowed the circumvention of geographic, linguistic and merit rules in the hiring process”). The reference to “geographic” and “linguistic” criteria is intended to mean that the Senator wishes to create or emphasize easier access to high paying public service jobs for the predominately French speaking constituents of her province. Moreover, if the government was forced to reduce its use of temporary help in the NCR (and other forms of temporary hiring such as casual services) then the alternative would be an advantage to those constituents living within a predominately bilingual population such as the Senator’s home riding.

Subsequently, parliament requested that the Public Service Commission, under the direction of President Maria Barrados, conduct a study into temporary help services. The PSC completed their study during the summer months and tabled their findings in parliament in early October 2010. As a result, Senator Ringuette withdrew her request for the Senate to prepare an independent study. The Senator also gave notice of her intention to introduce a Bill that would address the issues as she sees them. It is unclear what recommendations the Senator might make in her bill but we anticipate a thinly veiled effort to use the Public Service Employment Act to achieve her objectives.

Public Service Commission

The Report prepared by the Public Service Commission can be found at http://www.psc-cfp.gc.ca/adt-vrf/comrpt-rapter-y-eng.htm#n2010 and http://www.psc-cfp.gc.ca/arp-rpa/2010/index-eng.htm
The Public Service Commission regularly audits and studies various aspects of the governments hiring practices as a core responsibility within its mandate which is “to safeguard the integrity of the public service staffing system as well as the political neutrality of the public service. The PSC recruits qualified Canadians to the public service and develop policies to ensure that appointments respect the core appointment values of merit and non-partisanship, as well as the guiding values of fairness, access, transparency and representativeness.”
Included with the list of studies (2009-2010) prepared by Public Service commission, several similar or related topics include:

Within, almost all of these studies, the Public Service Commission address a recurring theme whereby they maintain that regardless of whether an individual’s experience is gained through Term, Casual, Temporary Help, Student Employment Programs, or Acting Appointments, the candidates with prior government experience have an “Unfair” advantage over those without such experience.
In these reports and within subsequent reporting to parliament, President Barrados also placed emphasis on the following:

Temporary Help, Casual and Term assignments are important tools for managers to have the flexibility and ability to get someone for a short term and;
Patterns of people on temporary help assignments, then casual for a while, term assignment then back to temporary help suggest there may be an ongoing employment relationship which is best served by the Public Service Employment Act.
She does “not think we need more rules and process. I think we have enough. People must better understand the tools available to them.”

ACSESS representatives from the NCR local NCR-THS Committee and representatives from our National Government Relations Committee met on Tuesday October 5th, 2010 on conference call with the PSC Study team headed by Terry Hunt, Director General, Data Services and Analysis. The objective of the call was for the study team to describe the Public Service Commission’s study methods and to provide clarity and interpretation of study findings and remarks.

On Friday October 15th, 2010 ACSESS representatives met directly with President Barrados and Terry Hunt in the President’s Ottawa office to discuss the interpretation of the finding and next steps for government and ACSESS. From that meeting we learned the following;

The Public Service Commission is not likely to recommend any future policy changes, legislative changes or rule changes that will effect procurement policy on Temporary Help
The PSC may ask for permission to take a future role in the data collection and study of temporary help is it does with other government hiring practices
The President would report the study results as a subset of the complete Annual Report to the Standing Senate Committee on National Finance (Completed Tuesday October 19, 2010)
The PSC would have no further role or intervention responsibilities on this issue following the Annual Report.

It is important to note that ACSESS does not contest the validity of the data collected by the Public Service Commission. As a matter of fact, the data seems to support the industry’s long held contention that managers within government rely upon Temporary Services to gain access to highly qualified, experienced and skilled workers and that they often transition these same resources to government casual, term and indeterminate positions.

ACSESS does challenge some of PSC interpretations of the data and some of their assumptions regarding the meaning of the data. While the Commission openly maintains that their study was never intended to determine the value of Temporary Services relative to the other options, we are specifically frustrated by the fact that the object of the report intentionally omitted the issue. The report fails to address in any detail driving the need for temporary help including the legitimate motives or the high quality of service. We maintain that the data reinforces that fact that thousands of various government managers independently come to the same conclusion over and over that Temporary Services are the most efficient, cost effective and value based solution available to solve their peak workloads, staff shortages, skill shortages and projects.

Media & Public Relations

The topics of employment, unemployment, the economy, government procurement policies, labour issues and the staffing industry are all issues that frequently find their way into the press, mostly because they touch everyone and because of the diverse ideological spectrum on these issues. Controversy and thought provoking content sells.
In recent months, Kathryn May of the Ottawa Citizen, has delivered her unique perspective on a variety of industry related topics. Kathryn May covers the Ottawa Citizen’s government beat and she has a penchant for discovering (or creating) issues related to government operations, labour relations and procurement policy. Editor Andrew Potter once wrote of Kathryn May, “she strikes fear into the bureaucracy like few journalists can or do; I’m not kidding nor exaggerating when I say that Kathryn May is a weapon of democracy.”
In an article published in the Citizen on October 5, 2010 May misquoted the PSC report incorrectly stating that the “study found 73 per cent of temporary workers in its sample ended up with term or permanent positions” when in fact the report stated that one in 5 (20%) eventually landed these positions. In May’s typical controversy seeking style, she also stated in her article that spending on agencies has “exploded” while President Barrados specifically denied the use of the term in her report or her interview with May.

On behalf of the industry, ACSESS Executive Director Amanda Curtis responded to the Ottawa Citizen with a published editorial letter on October 12, 2010. You can find a copy of our response at http://www.ottawacitizen.com/life/hires+temps+most+effective+staffing+
solution/3655565/story.html?id=3655565.

We can expect that Kathryn May and other journalists will continue to report on industry related topics and we will continue to respond in an appropriate and measured fashion under the names of our Association Staff, Amanda Curtis and Mary McIninch so that individual local members will not feel targeted or scrutinized as a result of speaking out on behalf of the entire association or industry.

Closing remarks

In closing, we will continue to defend the interests of industry at both the local and national levels. Locally through the THS Advisory committee and nationally by corresponding regularly with appropriate senior bureaucrats (PWGSC, Treasury Board, PSC and HRSDC) and elected officials.

The THS Advisory Committee comprised of several representatives from PWGSC, client departments, ACSESS NCR chapter and non-ACSESS industry representatives will continue to monitor, evaluate and work towards improving Public Works THS procurement model in the NCR. Our national office will continue to correspond with senior bureaucrats, senators and elected officials in support of local efforts. We will ensure that our message is effectively communicated to key decision makers in both the political and bureaucratic sectors.

I would like to take this opportunity to thank you for your continued support of ACSESS.

Steve Jones, National President

National Capital Region Government Relations Committee:
Chair - Jeremy Ingle, SPI Consultants
Committee Members - Steve Jones, The People Bank
Martin Chenier, Lannick Group of Companies
Isabelle Copeland, Harrington Staffing Services
Meredith Egan, The AIM Group

National office contact:
Mary McIninch, LL.B (Barreau du Québec)
Director, Government Relations/Directrice, Affaires Gouvernementales
Phone/Tél. : 905-826-6869/1-888-232-4962 Fax/Télécopieur : 905-826-4873
2233 Argentia Road, suite 100, Mississauga, ON L5N 2X7
www.acsess.org

Canadian Staffing Index - September Employment

2010-10-19T14:19:00.006-04:00

Several recent economic measures suggest that the Candian economy is in a state of guarded and uncertain, moderate recovery. In times like these, employers rely upon a contingent workforce comprised of temporary and contract workers to augment their core staff. Here are the most recent results from the ACSESS Canadian Staffing Index. We are still moving in the right direction.

Four Point Gain in September ACSESS Staffing Index
MISSISSAUGA, ON, Oct. 19 /CNW/ - The Association of Canadian Search, Employment and Staffing Services (ACSESS) released the Canadian Staffing Index for September 2010.

For the second consecutive month, the Canadian Staffing Index saw a four point increase, which brings it to within seven (7) points of the July 2008 benchmark of 100. Notably, this result is the strongest showing in more than 20 months and demonstrates six months of continued recovery in the Canadian staffing industry.

The Canadian Staffing Index, which is compiled by "Staffing Industry Analysts", measures the hours of service provided by Canadian staffing firms. This recent monthly boost indicates continued job creation. Typical to seasonal trends, the autumn months tend to reflect an increase in contract and temporary positions based on the combination of students leaving the marketplace and the need to move product for the Christmas and winter seasons. ACSESS forecasts that employers will continue to augment their core staffing levels with a growing contingent workforce to hedge against uncertainties of the improving economy and to meet season demand.

Steve Jones, ACSESS President, says, "Anecdotally, our members have been reporting increased demand from clients across the board, the Canadian staffing Index is empirical evidence that the labour market is strengthening. As the pendulum continues to shift, Canadian business will need to address the inevitable concerns of both skills and labour shortages. Canada's staffing industry is well placed to work with their client in addressing these concerns."

About the Canadian Staffing Index:

An Index value of 93 is the measure of hours of labour performed by temporary and contract staff in September 2010 compared to the benchmark index of 100 established in July 2008, prior to the recession. The data collected for the Canadian Staffing Index is the largest sample size ever collected in Canada offering valid, real time information for economists, politicians, business analysts and journalists. It provides accurate information on current trends and clear visibility into near-future employment as the staffing industry is the first to see both positive and negative adjustments due to economic influences.

About ACSESS

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org

About Staffing Industry Analysts

Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

For further information:
Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org

Ontario Track 3 - 2010 - Adaptive Skiing & Snowboarding

2010-10-18T19:20:00.000-04:00

University and College Students

2010-09-07T23:47:00.006-04:00

Career Paths, Choices & Options

If you are currently attending college or university then it’s okay if you don’t know exactly which career path you will follow. Most 40 year olds don’t know either. Rest assured that a good education, the experience of taking many different courses and a degree will set you on the right path. The right path has many options and leads toward many places.

Here are a few tips for students and recent grads. (Probably good advice for any job seeker!)

Tip #1 - Network, Network, Network

"It's not what you know but who you know." As a student or recent grad, your network may not seem robust right now but the key is to get connected to people who have the right connections. Hiring through referrals is still an employer's #1 source for candidates. So, get out there and meet 3-4 people every day. Join different clubs and associations at your school. Be involved. Set up Linkedin, facebook and twitter accounts and get connected to everyone you meet. Schedule regular meetings with classmates, friends and professors. Yes, call them meetings. Have a clear meeting objective, which is to build your network so that you can share introductions after you graduate.

Tip #2 - Use Your Technology Tools

Your iphone, Mac, PC, Blackberry or smartphone comes with a calendar and contact management software preinstalled. Choose software that will sync with your other gadgets and then live by it! Use it! Make it a daily ritual! A network of contacts is most effective when it is at your finger tips, up to date and complete. Use your calendar software to help get busy. If you do not have a scheduled class, club meeting or study-time then fill that spot in your schedule with a networking meeting. Also book appointments and block out times with yourself. This is how things get done. Every appointment with yourself requires a specific task associated to it.

Tip #3 – Build a Profile with Social Networking

Facebook is an awesome networking tool but it can also be a silent career killer. Employers look at facebook and other networking platforms such as linkedin, twitter and classmates.com to look behind the resume. Change your facebook persona from playful to professional. Every time you join a group, post a photo or create a status update you should assume that potential employers and future contacts will see what you have been up to. Build a profile that says you are active, energetic, involved, and professional. Remember to never whine on social media sites. It’s good practice for never whining anywhere.

By attending school you are building options for your future. You are not only learning your course curriculum but you are also building a network of connections, you are learning what you like and dislike and you are developing the interpersonal skills and social skills that will ultimately have the greatest impact on your future career options.

Most important is that you enjoy your experience. The deadlines and the workload may seem stressful but it won’t get easier after you graduate. Enjoy what you have. When you look back on your university experience from the vantage point of your successful middle age, you will declare it was the best 4 years of your life.

Check back again soon to find more job hunting tips on resume creation, using job boards and interview tips.

Steve Jones
President
The People Bank

PS. If you know either of my two children who are currently attending university then pass this advice on to them. They are more like to take advice from somebody else than they are from a parent.

Safety Programs - A Great Return on Investment

2010-08-03T09:34:00.008-04:00

Many businesses reluctantly join or create safety programs either because we are legally obligated or we recognize the financial incentives. Typically, senior managers examine the cost/benefit of the provincial workers’ compensation penalty and rebate system, and then decide to implement a safety program because of the affect on the bottom line. The good news is that, regardless of the motive for starting a safety program, it soon becomes exponentially beneficial to our companies.

There is substantial evidence that the benefits of a robust safety program go well beyond the obvious measurable financial rewards of rebates and reduced lost time injuries. When effectively rolled out and communicated to employees, a safety initiative also supports a healthy corporate culture, conveying a sense of community and caring. This messaging consistently improves morale, employee engagement and retention, resulting in improvements across all areas of the organization. As an added bonus, our employees remain, safe and healthy.

At a basic level, the motives for workplace safety include:

• Legal compliance;
• Cost reduction (the average lost time injury costs over $59,000);
• Business interruption protection;
• Employee relations improvement;
• Reliability and productivity improvement;
• Building organizational capability; and
• Building public trust.

The temporary staffing industry is leading the way in driving and supporting safety programs. The Association of Canadian Search, Employment and Staffing Services (ACSESS) Safety Group founded one of the very first industry safety groups in 2002 to improving the staffing industry’s safety record. When the temporary staffing industry has an improved safety record it means that our clients have an improved record, too. The ACSESS Safety Group's objective is pretty simple: achievement. Each Safety Group member sets reduced incident and lost time injury performance objectives and commits to annual operational improvements called “safety elements”. Group members earn rebates of up to 6% of their premiums if they achieve their planned results.

The ACSESS Safety Group earned an achievement factor of 100% in 2008 resulting in a total group rebate of $1,305,354.56. We expect a similar result to be reported for 2009 and 2010. The People Bank is a founding member of the ACSESS Safety Group, and most industry safety meetings are hosted at The People Bank’s conference and training centre. The People Bank and other staffing industry companies are voluntarily working together to enhance industry best practises and to improve our collective results.

Of course, this type of program could not be successful without the shared commitment of client organizations who demonstrate the same “Safety First” mindset. We partner with client organizations to share best practices and to hire people who fit into a corporate culture of caring, safety and productivity. When we are achieving our safety objectives then, ultimately, our clients are achieving theirs.

We have experienced the benefits of joining a Safety Group firsthand, and we recommend this approach to all of our safety-minded clients. Each province has a different approach to promoting safety at work. We have provided some Safety Group and Safety Program links for your reference.

Ontario Safety Groups
Alberta Certificate of Recognition COR
WorkSafeBC
Work Safe. For Life. Nova Scotia
Safe Manitoba

Here are a few hints on how to improve your Safety ROI:
• Make workers’ safety your highest priority
• Create and nurture a safety culture in the workplace
• Enhance employee morale by showing you care
• Increase your business competitiveness with a dedicated workforce
• Boost productivity and improve quality with a passionate team
• Develop a structured approach to health and safety programs
• Promote and support employee safety committees
• Hold frequent safety committee meetings with clear objectives
• Publish and post safety policies and programs
• Develop best practices through networking and groups
• Provide safety training to all employees
• Include temporary and contract workers in safety orientations
• Establish objectives to reduce WSIB/WCB claims and claims costs
• Set goals for reduced lost-time-injuries
• Implement effective Return To Work and Modified Work programs
• Access free health and safety resources from safety and industry associations
• Set targets for financial incentives to avoid penalties and earn rebates
• Partner with a staffing service provider that shares your commitment to safety

This issue of the Staffing Insider was written by Christopher McOuat, Chair of The People Bank and Aimco Staffing Solutions's Operational Quality and Safety Committee

Lies, Damned Lies & Statistics

2010-07-23T09:50:00.009-04:00

Mark Twain popularized the saying in "Chapters from My Autobiography", published in 1906. "Figures often beguile me," he wrote, "particularly when I have the arranging of them myself; ...There are three kinds of lies: lies, damned lies, and statistics."

The title of this blog is not to suggest that the recent employment data is false, but only that some interpretations of the data may be misleading.

Earlier this month, Statistics Canada reported that employment rose in Canada by 93,000 in June prompting some prominent Canadian media to prematurely declare that the economy is roaring ahead.

Globe and Mail columnist Jeremy Torobin wrote " Central Canada’s job machine is back and revving into high gear" in his article published on July 9, 2010.

Immediately following the shocking report from StasCan, the Association of Canadian Search, Employment and Staffing Services (ACSESS) reported that the industry Hours Index jumped by 7 points from the previous month of 79 to 86 in June, 2010.

The reality of the Staffing Index is that temporary and contract hours are a real-time indicator of employment activity that will typically translates into Stats Canada number 3 months later. The increased numbers reported by ACSESS for June are an indicator that Stats Canada will report another bump in jobs in the fall.

The reality is that times are still tough. We are forced to reinvent our businesses, realign our costs and respond to the sluggish global economy. Our markets are changing, our jobs are changing and our industries are changing. Temporary and contract employment are the tools that help our business leaders to transition from old to new.

Another reality at The People Bank and Aimco Staffing, is that we are experiencing an increase in sales, marketing and customer service full-time jobs. This is an indication that our customers believe in economic growth ahead.

Here is a copy of the ACSESS press release.

Positive Results from Canada’s Staffing Index for June

More Signs of Economic Recover from ACSESS

Mississauga, ON – July 2010. The June 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).

June’s Index showed a significant increase of 7 points over the May score representing the highest score in over 18 months. Since June 2009 the index has recovered 18 index points but is still 14 points off the benchmark 100 set in July 2008.

While single month differences can fluctuate based on available billing hours, seasonal differences, summer employment and other trends, overall the index is a very positive sign for Canada’s economy. The temporary workforce is returning to pre-recession levels, meaning that companies are cautiously ramping up their workforces.

While still some way to go, the Staffing Index would suggest that we remain on a steady, if somewhat slow economic improvement. The industry expects July numbers to reflect increased holidays and vacations, resulting in a lower index number. That trend should revert to being positive in the Fall.

“Canada’s staffing industry is encouraged by these results and we feel this is a true “pulse” on the economy here. Cautious optimism and a gradual steady recovery remains the watchword according to the Canadian Staffing Index.” said Steve Jones, President of ACSESS.

ACSESS’ belief that the Index is a “real time” indicator of the current state of the economy becomes stronger with each month that data is released. Numerous ACSESS members in regions across Canada have reported a significant increase in recruitment activity and are anxious to see how this will be reflected in upcoming numbers that are expected to be high during the fall months, traditionally the busiest quarter for staffing firms.

About the Canadian Staffing Index:

The data is collected by Staffing Industry Analysts, an independent company
specialized in the staffing industry.

The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.

ACSESS believes that this “real data” supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.

About ACSESS

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org

About Staffing Industry Analysts

Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

Media Contact:

Suzanne McInerney, CPC
ACSESS
Communications and Marketing Specialist
Phone 1-888-232-4962
Email: smcinerney@acsess.org

Covering Letters

2010-07-20T07:08:00.016-04:00

In a recent application for employment, the following covering letter caught my attention. It turned out to be a slightly modified copy of a previously written piece of internet folklore.

According to about.com the satirical hoax has been circulating since 1990 as an asnswer on a college application to NYU. It was originally written by a high school student named Hugh Gallagher, who entered it in the humor category of the Scholastic Writing Awards and won first prize. It was subsequently published in Literary Calvalcade, a magazine of contemporary student writing, and reprinted in Harper's and The Guardian before taking off as one of the most forwarded "viral" emails of the decade."

I am a dynamic figure, often seen scaling walls and crushing ice. I have been known to remodel train stations on my lunch breaks, making them more efficient in the area of heat retention. I translate ethnic slurs for Cuban refugees, I write award-winning operas, I manage time efficiently.

Occasionally, I tread water for three days in a row. I woo women with my sensuous and godlike trombone playing, I can pilot bicycles up severe inclines with unflagging speed, and I cook Thirty-Minute Brownies in twenty minutes. I am an expert in stucco, a veteran in love, and an outlaw in Peru.

Using only a hoe and a large glass of water, I once single-handedly defended a small village in the Amazon Basin from a horde of ferocious army ants. I play bluegrass cello, I was scouted by the Mets, I am the subject of numerous documentaries. When I'm bored, I build large suspension bridges in my yard. I enjoy urban hang gliding. On Wednesdays, after school, I repair electrical appliances free of charge.

I am an abstract artist, a concrete analyst, and a ruthless bookie. Critics worldwide swoon over my original line of corduroy evening wear. I don't perspire. I am a private citizen, yet I receive fan mail. I have been caller number nine and have won the weekend passes. Last summer I toured New Jersey with a traveling centrifugal-force demonstration. I bat 400.

My deft floral arrangements have earned me fame in international botany circles. Children trust me. I can hurl tennis rackets at small moving objects with deadly accuracy. I once read Paradise Lost, Moby Dick, and David Copperfield in one day and still had time to refurbish an entire dining room that evening. I know the exact location of every food item in the supermarket. I have performed several covert operations with the CIA.

I sleep once a week; when I do sleep, I sleep in a chair. While on vacation in Canada, I successfully negotiated with a group of terrorists who had seized a small bakery. I balance, I weave, I dodge, I frolic, and my bills are all paid.

On weekends, to let off steam, I participate in full-contact origami. Years ago I discovered the meaning of life but forgot to write it down. I have made extraordinary four course meals using only a mouli and a toaster oven. I breed prize-winning clams. I have won bullfights in San Juan, cliff-diving competitions in Sri Lanka, and spelling bees at the Kremlin.

I have played Hamlet, I have performed open-heart surgery, and I have spoken with Elvis.

But I have not yet had an interview with you.

This particular applicant did not get the job he was applying for but he reminded me that a good covering letter really matters! Here is a little tip.

When you are applying for a job through an internet application or job board, the system may limit the number documents you can attach. Always attach your resume. Since covering letters really matter, customize your covering letter for every job and then copy and paste the entire letter into the comments box of the application form.

ACSESS Staffing Index

2010-06-20T17:49:00.006-04:00

Although the Canadian Staffing industry Index is up 19 points over this time last year, industry leaders are looking for explanations for the fact that there was a single point drop in the index last month. They know that business is up so why is the index pointing (slightly) down?

The Canadian Staffing Index is the best data that this country has ever collected on temporary help hours but it is far from perfect. No data is perfect. I have been watching writing and providing editorial on the Statistics Canada monthly Employment data for years and it has some serious flaws too. I put a lot more credibility into the Canadian Staffing Index than I do Stats Can numbers but I also have enough industry insight that I can read between the Staffing Industry numbers

Here are a few insights.

1. The Canadian Staffing Index counts hours of work within a month and it is not adjusted for days of work within the month. April had 22 billable work days minus Good Friday while May only had 21 days minus Victoria Day. That is a 5 percent reduction in the number of days available to work! So when the May Index reports a meager decline in hours worked by only 1%... business activity is really up.

2. Some Staffing companies bill by the week and report their numbers according to their accounting or billing cycles which may have nothing to do with the number of work days within a month. For example, my company will produce 5 sets of weekly invoices during the month of June. This means that my company's number will jump by 25% in June then settle back down again in July. This will happen during 4 months of the year producing an hours growth anomaly.

3. Flat is the new up! A huge portion of temporary help temp to perm transitional work. When the Staffing industry remains flat that means that thousands of workers have transitioned to full time work and new tempo assignments were created and filled. When the temp industry is flat, that means that new jobs are being created.

Here is a copy of the Press release.

May Shows Steady Economic Improvement
ACSESS Staffing Index Indicates a Cautious Recovery

MISSISSAUGA, ON, June 17 /CNW/ - The May 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).

The May report shows a slight decrease in temporary and contract hours of 1 point compared to April 2010. The Index also illustrates a healthy 13 point gain as reported in May 2009.

An Index value of 78 indicates the hours of labour supplied by the Canadian Staffing industry during the month of May remained 20% below the 100 Benchmark of July 2008 and 29 points below the industry high reported in October 2008. The Index continues to show a steady recovery but it also reflects the nuances of the temporary and contract staffing industry and the sensitivity of the recovering Canadian economy.

"The validity of the data collected by the ACSESS Canadian Staffing Index is consistent with real time information," says Steve Jones, President of ACSESS. This slight decline in May reflects normal seasonal declines based on college and university students flooding the employment marketplace and being hired into positions staffed by staffing firms during the balance of the year. Jones predicts that based on the data collected, Statistics Canada will report a moderate job increase for June in its upcoming Employment Report to be released at the beginning of July.

Each monthly release of the ACSESS Canadian Staffing Index clearly answers the question, "How's business?" Temporary and contract hours are coincidental with real time economic activity and ACSESS believes serves an excellent indicator for journalists, economists and analysts who are focused on current staffing and employment trends.

About the Canadian Staffing Index:

Hours of labour data is collected by Staffing Industry Analysts, an independent company specializing in the staffing industry. The source data is provided by a representative number of Canadian staffing companies providing services in almost every industry across the country.

The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.

-------------------------
Date Not Seasonally
Adjusted
-------------------------
Jul-08 100
-------------------------
Aug-08 97
-------------------------
Sep-08 99
-------------------------
Oct-08 107
-------------------------
Nov-08 94
-------------------------
Dec-08 81
-------------------------
Jan-09 75
-------------------------
Feb-09 67
-------------------------
Mar-09 71
-------------------------
Apr-09 70
-------------------------
May-09 65
-------------------------
Jun-09 68
-------------------------
Jul-09 73
-------------------------
Aug-09 70
-------------------------
Sep-09 78
-------------------------
Oct-09 78
-------------------------
Nov-09 77
-------------------------
Dec-09 74
-------------------------
Jan-10 69
-------------------------
Feb-10 71
-------------------------
Mar-10 82
-------------------------
Apr-10 79
-------------------------
May-10 78
-------------------------

About ACSESS

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: (less than)http://www.acsess.org/(greater than) www.acsess.org

About Staffing Industry Analysts

Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

_____________

Steve Jones is the Volunteer President of ACSESS and President of Aimco, Allen, Professional Search, La Banque de Personnel, The Medical Recruitment Network and The People Bank, all divisions of Design Group Staffing Inc. www.thepeoplebank.com

Recruitment & Social Media

2010-06-12T22:25:00.019-04:00

The world is a buzz with social media sites as an emerging alternatives to the big job boards.
For example, LinkedIn has over 40 million users. LinkedIn is rapidly becoming an employment networking site more than anything else. I personally have over 3,770,500 total Linkedin users that I can contact through an introduction. That's powerful stuff! There may come a day soon when a LinkedIn profile will replace traditional resumes.

The immensely popular social networking site Facebook has over 200 million users and can be used in a low key medium for job seekers and job postings. Employers and recruiters should know their Facebook etiquette before they risk their brand by unintentionally offending hardcore Facebook users. Advertising on Facebook is a cost effective recruitment tool with a CPC (Cost per Click) billing model. Its also a great place to set up a free corporate profile with some built in Web 2.0 features. Facebook users are a committed community so it only makes sense for recruiters to get into the network rather than constantly attempting to lure job seekers to other platforms.

Twitter and the Blogsphere are also fabulous platforms for corporate marketing and job broadcasting. Twitter still has a long way to go to catch up with Facebook in terms of user volume but just wait and see how Twitter explodes in the following weeks as it becomes a primary communication source for FIFA World Cup soccer.

While most job boards and good corporate websites have features that allow job seekers to set up a profile and receive job notices, twitter helps bridge the gap between web sites, email, smart phones and text messaging. HR departments will soon be Tweeting every new openings to meet the needs of the growing Twitter community.

An interesting online recruitment development is emerging within the buy/sell Internet sites like Craigslist and Kijiji. These sites offer low tech, high traffic, free employment advertising sections. GenNext job seekers lean toward Indy-bands, Indy-movies and so it follows that they also tend toward the grassroots job marketplace rather than the big corporate job board space.

New media and social networking sites are not yet structured to interface and systematically broadcast every job postings from a corporate website. They all require some form of individual intervention. But, most large job boards are figuring out how to integrate their services with these popular new media formats.

The People Bank is always trying to say ahead of the recruitment advertising curve. Our jobs already appear on hundreds of Internet job boards but it won’t be long before all of our jobs are also rebroadcast to targeted audiences through Twitter, Kijiji, Facebook and Craigslist. We call our strategy "A Thousand Pathways". We take the view that all job boards, new media, traditional media, social networks and Buy & Sell sites should lead the way back to www.thepeoplebank.com

April Indicates a Slight Correction in the Recovering Economy

2010-06-02T16:21:00.005-04:00

ACSESS Staffing Index Continues to Show a Steady Recovery

MISSISSAUGA, ON, June 2 /CNW/ - The April 2010 Canadian Staffing Index was released this week by the Association of Canadian Search, Employment & Staffing Services (ACSESS).

The April report shows a slight decrease in temporary and contract hours of 3 points compared to March 2010. The Index also illustrates a healthy 14 point (21.5%) gain since the industry low in May of 2009.

An Index value of 79 means that hours of labour supplied by the Canadian staffing industry during the month of April remained 21% below the 100 Benchmark of July 2008 and 28 points below the industry high reported for October 2008. The Index continues to show a slow but persistent recovery but it also reflects the dynamic nature of the temporary and contract staffing industry and the sensitivity of the recovering Canadian employment market.

"The dramatic 10 point jump reported by the Canadian Staffing Index in the previous month of March 2010 accurately predicted the large employment gain that was subsequently released by Statistics Canada for the month of April." says Steve Jones, President of ACSESS, "This slight decline in April reflects the industry's normal seasonal decline of April and May and may also reflect a minor correction for the extraordinary gain reported in the prior month. Our members continue to report strong year over year growth including a healthy transition of temporary workers to full-time employment."

Each monthly release of the ACSESS Canadian Staffing Index clearly answers the question, "How's business?" Temporary and contract employment hours are coincidental with real-time economic activity and ACSESS believes the Staffing Index serves as a valuable leading indicator for economists, journalists, analysts and policy makers who are interested in current staffing and employment trends.

About the Canadian Staffing Index:

Hours of labour data is collected by Staffing Industry Analysts, an independent company specializing in the staffing industry. The source data is provided by a representative number of Canadian staffing companies providing services in almost every industry across the country.

The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.

Canadian Staffing
Index Not Seasonally Adjusted
-----------
Jul-08 ---- 100
Aug-08 ---- 97
Sep-08 ---- 99
Oct-08 ---- 107
Nov-08 ---- 94
Dec-08 ---- 81
Jan-09 ---- 75
Feb-09 ---- 67
Mar-09 ---- 71
Apr-09 ---- 70
May-09 ---- 65
Jun-09 ---- 68
Jul-09 ---- 73
Aug-09 ---- 70
Sep-09 ---- 78
Oct-09 ---- 78
Nov-09 ---- 77
Dec-09 ---- 74
Jan-10 ---- 69
Feb-10 ---- 71
Mar-10 ---- 82
Apr-10 ---- 79

About ACSESS

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org

About Staffing Industry Analysts

Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

For further information: Media Contact: Suzanne McInerney, CPC, Communications and Marketing Specialist, Phone (905) 826-6869, Toll Free: 1-888-232-4962, Email: smcinerney@acsess.org

First, Break all the Rules

2010-05-26T08:43:00.011-04:00

"People leave their immediate managers, not the companies they work for."

Different authors, speakers and mentors have their own unique styles of telling us what we should already know. In their book, "First, Break all the Rules", Marcus Buckingham & Curt Coffman have a very effective style in describing their research on great managment and leadership. This book cuts to the point.

Here is a re-print of the book summary from Bizsumm.com , Break All The Rules The book is highly recommended. Reading the summary is an absolute must.
_________________________________________________

‘What The World’s Greatest Managers Do Differently’
By Marcus Buckingham & Curt Coffman
Simon & Schuster, 271 pages

Based on a mammoth research study conducted by the Gallup Organization involving 80,000 managers across different industries, this book explores the challenge of many companies - attaining, keeping and measuring employee satisfaction. Discover how great managers attract, hire, focus, and keep their most talented employees!

Key Ideas:
1. The best managers reject conventional wisdom.
2. The best managers treat every employee as an individual.
3. The best managers never try to fix weaknesses; instead they focus on strengths and talent.
4. The best managers know they are on stage everyday. They know their people are watching every move they make.
5. Measuring employee satisfaction is vital information for your investors.
6. People leave their immediate managers, not the companies they work for.
7. The best managers are those that build a work environment where the employees answer positively to these 12 Questions:

a. Do I know what is expected of me at work?
b. Do I have the materials and equipment I need to do my work right?
c. At work, do I have the opportunity to do what I do best everyday?
d. In the last seven days, have I received recognition or praise for doing good work?
e. Does my supervisor or someone at work seem to care about me as a person?
f. Is there someone at work who encourages my development?
g. At work, do my opinions seem to count?
h. Does the mission/purpose of my company make me feel my job is important?
i. Are my co-workers committed to doing quality work?
j. Do I have a best friend at work?
k. In the last six months, has someone at work talked to me about my progress?
l. This last year, have I had the opportunity at work to learn and grow?

The Gallup study showed that those companies that reflected positive responses to the 12 questions profited more, were more productive as business units, retained more employees per year, and satisfied more customers.

Without satisfying an employee’s basic needs first, a manager can never expect the employee to give stellar performance. The basic needs are: knowing what is expected of the employee at work, giving her the equipment and support to do her work right, and answering her basic questions of self-worth and self-esteem by giving praise for good work and caring about her development as a person.

The great manager mantra is don’t try to put in what was left out; instead draw out what was left in. You must hire for talent, and hone that talent into outstanding performance.

More wisdomin a nutshell:
1. Know what can be taught, and what requires a natural talent.
2. Set the right outcomes, not steps. Standardize the end but not the means. As long as the means are within the company’s legal boundaries and industry standards,let the employee use his own style to deliver the result or outcome you want.
3. Motivate by focusing on strengths, not weaknesses.
4. Casting is important, if an employee is not performing at excellence, maybe she is not cast in the right role.
5. Every role is noble, respect it enough to hire for talent to match.
6. A manager must excel in the art of the interview. See if the candidate’s recurring patterns of behavior match the role he is to fulfill. Ask open-ended questions and let him talk. Listen for specifics.
7. Find ways to measure, count, and reward outcomes.
8. Spend time with your best people. Give constant feedback. If you can’t spend an hour every quarter talking to an employee, then you shouldn’t be a manager.
9. There are many ways of alleviating a problem or non-talent. Devise a support system,find a complementary partner for him, or an alternative role.
10. Do not promote someone until he reaches his level of incompetence; simply offer bigger rewards within the same range of his work. It is better to have an excellent highly paid waitress or bartender on your team than promote him or her to a poor starting-level bar manager.
11. Some homework to do: Study the best managers in the company and revise training to incorporate what they know. Send your talented people to learn new skills or knowledge. Change recruiting practices to hire for talent, revise employee job descriptions and qualifications.

APRIL Job Boom Predicted by Staffing Index

2010-05-07T07:35:00.003-04:00

May 7, 2010 - Statistics Canada’s Employment report for the month of April shows an astonishing increase of 109,000 jobs during the month April. This tremendous increase surpasses any analysts’ previous expectations by more than 100% and supports the theory that the Canadian Staffing Industry Index is an early indicator of job and employment activity in the Canadian economy.

During the month of April, the Association of Canadian Search, Employment and Staffing Services reported that the Staffing Industry Index for March increased 11% over February 2010; the largest single month gain since the creation of the report.

ACSESS believes there is a close correlation between staffing industry performance and the real-time state of the economy. The Canadian Staffing Index can be used as a barometer of Canadian economic performance and a predictor of other lagging economic indicators such as the Statistics Canada Employment Report

The Staffing Industry Index uses July 2008, prior to the recession, as the benchmark index of 100 and tracks the performance of the staffing industry on a monthly basis.
In an earlier press release I stated "Although some of the increased numbers reflect a seasonal correction, the recovery that seemed to have stalled in December is now gaining momentum. We predict that April results will display another notable increase. Our industry is a leading indicator of economic performance, and we are confident in the ability of Canada's economy to show moderate but consistent growth throughout the balance of the year", Said Steve Jones, ACSESS National President.

Statistics Canada reports that unemployment in April fell from 8.2% to 8.1%. Full Report

Canadian Staffing Index Not Seasonally Adjusted
Jul-08 - 100 (indexed to July 2008)
Aug-08 - 97
Sep-08 - 99
Oct-08 - 107
Nov-08 - 94
Dec-08 - 81
Jan-09 - 75
Feb-09 - 67
Mar-09 - 71
Apr-09 - 70
May-09 - 65
Jun-09 - 68
Jul-09 - 73
Aug-09 - 70
Sep-09 - 78
Oct-09 - 78
Nov-09 - 77
Dec-09 - 74
Jan-10 - 69
Feb-10 - 71
Mar-10 - 82

About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.

The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.

The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.

About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org

About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company’s proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org

Bill 168 Webinar Invitation

2010-05-03T21:37:00.002-04:00

Are You ready?

The New Workplace Violence and Harassment Prevention Law
Webinar Date: Tuesday, May 11
Webinar Time: 10am to 11am Eastern Time

You are invited to participate in a complimentary webinar on the amendments to the Ontario Occupational Health and Safety Act and the new Workplace Violence and Harassment Prevention Law.

In this 55-minute webinar, Steve Jones and subject matter expert Christopher McOuat will discuss the new legal requirements in Ontario. You will receive valuable information and template samples that you can modify for your business.

We will be discussing:

• What constitutes workplace violence and harassment;
• Employer requirements and obligations under the new law;
• Prevention policies and programs;
• Risk assessments including domestic violence in the workplace;
• Worker rights; and
• Penalties associated with non-compliance.

Steve Jones is the President of The People Bank, a division of Design Group Staffing Inc. Design Group Staffing is Canada's largest privately owned staffing company. Steve has over 26 years of leadership experience in the recruitment and staffing industry. He is also the current President of ACSESS (Association of Canadian Search, Employment and Staffing Services), the single national voice and governing body for staffing providers.

Christopher McOuat is The People Bank's Operational Excellence and Quality Control Team Lead. With over seven years' experience in this role, Christopher is responsible for developing, implementing and analyzing policies and procedures for ISO certification, Quality Management, and Workplace Health and Safety, including the new Workplace Violence and Harassment Prevention Legislation.

Register Here

Employment Data Shows Hope

2010-04-21T16:34:00.003-04:00

Canadian Staffing Index Continues to Demonstrate Employment Recovery

MISSISSAUGA, ON - April 21, 2010 - The February 2010 version of the Canadian Staffing Index was released by the Association of Canadian Search, Employment & Staffing Services (ACSESS) today. ACSESS believes there is a close correlation between staffing industry performance and the state of the economy, hoping that in time this index could provide a "near real time" indicator of the current state of the Canadian economy. As each month's number is released this correlation becomes more and more evident.

The index uses July 2008, prior to the recession as a benchmark index of 100 and tracks the number of hours worked by flexible and contract workers, therefore tracking the performance of the industry on a monthly basis. The following are some observations based on the latest results:

February 2010 saw an almost 3% increase month over month from January 2010. Although the numbers are 29% off the July 2008 benchmark they have seen a gradual increase of 8% from the low numbers in May 2009.

ACSESS believes this modest upturn in February supports the anecdotal evidence from ACSESS members that the economy is improving. Numerous ACSESS Members in regions across Canada have reported a significant increase in activity and are anxiously waiting to see if this will be reflected in the upcoming March numbers which will be released shortly.

"These recent statistics accurately reflect what is happening in Canadian businesses on a real time basis. Staffing services provide a valuable, dynamic, 'just-in-time' delivery of labour to businesses when they need it. As a result, these numbers predict that the more traditional lagging statistical measures such as the Canadian Employment data will reflect continued moderate employment growth through April and May." said Steve Jones, ACSESS National President.

About the Canadian Staffing Index:
The data is collected by Staffing Industry Analysts, an independent company specialized in the staffing industry.

The data is provided by a representative number of Canadian staffing companies providing services in the provinces across the country.

The data is collected on a monthly basis, with the initial data capture dating back to July 2008, providing real historical insight into the Canadian staffing landscape.

ACSESS believes that this "real data" supports U.S evidence that the Staffing Industry is a barometer of economic performance, and will provide information for economists, politicians, analysts, researchers and journalists in addition to members of the staffing industry.

About ACSESS
ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. For more information visit: www.acsess.org

About Staffing Industry Analysts
Staffing Industry Analysts is the premier research and analysis firm covering temporary employment and the contingent workforce. Known for its independent and objective insights, the company's proprietary research, data, support tools, publications and executive conferences provide a competitive edge to decision-makers who supply and buy temporary staffing. In addition to temporary staffing, Staffing Industry Analysts also covers these related staffing sectors: third party placement, and staff leasing (PEOs). Founded in 1989, the company is headquartered in Los Altos, California. For more information visit: www.staffingindustry.com

Media Contact:
Suzanne McInerney, CPC
Communications and Marketing Specialist
Phone 905-826-6869 / Toll Free: 1-888-232-4962
Email: smcinerney@acsess.org

Canadian Staffing Industry Awards - ACSESS

2010-03-20T09:43:00.005-04:00

It’s ACSESS award season. The timing couldn’t be more perfect to feature our highly respected industry awards. As I write this message for Dialogue magazine, the Vancouver Winter Olympics are in full swing. Omnipresent on every television set, in every home and in every restaurant, is the background chatter and ticker tape reminding us of the medal winners.

Whether awards are international Olympic medals, commemorating incredible athletic feats, or national ACSESS industry awards, acknowledging outstanding contributions to staffing in Canada, it is always exciting and uplifting to celebrate award recipients and recognize their extraordinary accomplishments.

We will be announcing our industry award recipients at the national annual conference in Mississauga, Ontario, in May, 2010. Each of our ACSESS awards has meaning on many levels. Intensely vigorous competitors pause and join together to honour and celebrate their business rivals’ special accomplishments, leadership, chapter success, community service, and health and safety performance. The recipients deserve every bit of recognition we can offer.

We all deserve a little bit of special recognition. I propose that we introduce the “Survivor Award”. If you are reading this magazine, you survived the most difficult economic cycle ever experienced by the Canadian staffing industry. Although we are still in a fragile recovery period, it’s probably safe to say that the worst is now behind us. You survived. Congratulations…you are a winner!

During these tough economic and political times, ACSESS has demonstrated the depth of its strength. While most staffing associations in other countries experienced reduced membership levels accompanied by service and staff reductions, ACSESS held strong. Canadian staffing companies turned to ACSSES for representation, training, tools and resources. More companies became new members and our membership continued to grow. ACSESS has clearly secured its status and reputation as the single national voice of staffing, effectively representing our industry and membership. If there were an international award for best industry association, ACSESS would be a winner, too.

We remain in a fragile economic environment and there is no easy path to follow; there never will be. We remain surrounded by political and social forces that do not fully appreciate the value we offer to people, companies and the economy; we always will be.

Every permanent, contract and temporary job that we fill is exciting and uplifting. That’s the nature of our business. The best way for us to achieve greater recognition is to stand on the award podium and proudly show the world what we have accomplished. We have a lot to celebrate. This spring, ACSESS will recognize our award-winning member companies, chapters and individuals. Let’s take a lesson from the Olympics and flaunt our every success for the whole world to see.

This is a reprint of the Presidents Message in the spring edition of the ACSESS Dialogue magazine (Association of Canadian Search, Employment and Staffing Services.

You can download the entire magazine from the ACSESS Website

Steve Jones
ACSESS
National President

Canadian Staffing Index: A Leading Indicator of Economic Recovery

2010-03-16T12:33:00.017-04:00

The Canadian employment rate is heading in the right direction and temporary staffing is leading the way!

Last week, the Association of Canadian Search, Employment and Staffing Services (ACSESS), in conjunction with independent research firm Staffing Industry Analysts, released a new groundbreaking monthly index that tracks temporary employment across Canada. The Canadian Staffing Index reported consistent job growth for several months as far back as May 2009. Statistics Canada then followed with the news that 25,000 Canadian jobs were created during the month of February 2010.

It’s a well known fact that Statistics Canada’s job creation numbers are a lagging indicator of the economy, however, it is believed that the new Canadian Staffing Index, which measures temporary help hours, will provide a real-time barometer of employment activity and a reliable leading indicator of near-future full-time job creation.

The March 12, 2010, the Labour Force Survey produced by Statistics Canada says that “employment has been on an upward trend since July 2009 (+159,000 jobs),” and that “this contrasts with the sharp drop of 417,000 between the peak in October 2008 and July 2009.”
http://www.statcan.gc.ca/subjects-sujets/labour-travail/lfs-epa/lfs-epa-eng.pdf)

In comparison, the Canadian Staffing Index shows that temporary employment hours were on an upward trend three months ahead of the more traditional Labour Force and Unemployment data.(http://www.acsess.org/NEWS/IndustryPress-Feb8-2010.asp)

It’s interesting to note that the lagging Statistics Canada Labour Force Survey and the current Canadian Staffing Index both confirm that employment peaked in October of 2008. Had the Staffing Index been in place at that time, the decline in temporary personnel hours may have provided an ominous foreboding of the devastating job losses that ultimately followed. It only makes sense considering that temporary workers are typically the first to be cut back in slow periods and the first to return in a recovery.

Temporary staffing is primarily used by business managers to hedge against the uncertainties and fluctuations in the economy. Other research data shows that temporary employment will often transition to regular full-time employment when the work requirements become more consistent and predictable.

The Canadian Staffing Industry Index is a reliable tool for business managers, economists and governments in their development of policy and decision making. The names of the actual survey participants and the individual companies’ data is kept confidential, administered by an independent research firm, Staffing Industry Analysts, but we know that no other survey of its type with such an extraordinarily high percentage of the total market share has ever been collected or reported on in Canada.

All of our companies within Design Group Staffing Inc., including The People Bank, Placement Group, Design Group Technical Staffing, Allen Professional Search, INTEQNA, Aimco Industrial Staffing, The Medical Recruitment Network and La Banque de Personnel participate in the submission of confidential and timely data. When our data is combined with the other respondents’ data, the survey provides trends and hours worked by over 30,000 employees. Now that’s a sample size to be reckoned with!

We will continue to deliver future Canadian Staffing Index results through future editions of the Staffing Insider. The way things are going, we predict that the next Canadian Staffing Index will verify that there is more job growth in the current month. That’s because we are busy…so you will be, too.

This article was written by Steve Jones and published during the week of March 15, 2010 in the Staffing Insider, a regular email broadcast produced by The People Bank, Aimco, Allen Professional Search, La Banque de Personnel and the Medical Recruitment Network.

Subscribe to the Staffing Insider Newsletter

Internet Job Boards - Friend or Foe

2010-03-12T09:46:00.010-05:00

By Steve Jones, CPC March 11, 2010 for www.working.com Photograph by: Handout, ACSESS

The Internet and job boards have given you and the rest of the entire world an equal ability to discover and apply for all the same jobs.

The Internet and job boards have given you and the rest of the entire world an equal ability to discover and apply for all the same jobs. Technology makes it easier for the qualified and the unqualified to clutter the field making it more difficult for you to stand out from the crowd. Understanding Internet job board technology can give you the upper hand when developing your resume and employment application strategy.

Here are a few quick tips that will increase your job board application results.

Tip #1 - Resume Key Words
Most employers use indexed database technology where the words and phrases contained within your resume are stored and then searchable within the database. It is very important that your resume contains the words and phrases that an employer will likely use in their resume searching and filtering process. For example, you may have had the title of "Product Support Specialist" in a call centre for an electronics company. If your job search is focused around customer interaction then the words "Customer Service", "Call Centre", "Client Support", "Inbound" and "CSR" are common words and expressions that might work for you. On the other hand, if your career objective is more technically focused than people focused then you should shift the emphasis of words in your resume to describe the specific products and technologies that you are familiar with.

You already have the headings in your resume like “Career Objective”, “Education” and “Career History” so why not include a heading called “Key Words” then list a set of key words that might match common words used by employers when using a database search engine.

Tip #2 - .doc File Format
Employers use Applicant Tracking Systems (ATS) to store and sort the resumes and applications they receive. Most ATS are capable of handling Microsoft word .doc file formats but many have difficulty handling resumes in other formats such as PDF, .docx, wpd, html and other standards. These formats may have their advantages but not when attaching your resume to an on-line application form. If the words and phrases within your resume cannot be extracted by the employer’s applicant tracking software then you run the risk of never being noticed by a real person. Always submit your resume in the world's most common format.

Tip #3 - Follow Up
The biggest problem with on-line systems is the lack of human interaction. In the end, people will hire people to work with other people. Do your research and figure out who the human resources or hiring manager is and then send them a personal note pointing out that you have applied on-line. Include a professional letter that contains information that will motivate them to bypass the computer sorting process and go directly to your application. Try to make contact in person, over the phone or by email.

We frequently hear people talk about how lucky or unlucky they are in their job search. Luck has nothing to do with it. Remember that the smarter you work, the luckier you'll get.

The People Bank is an active member of ACSESS, the Association of Canadian Search Employment and Staffing Services and Steve Jones is President of both The People Bank and ACSESS.

Employment Screening

2010-02-23T15:43:00.002-05:00

Employers are becoming increasing wary of the risks associated with hiring people who may not be who they claim to be. Where reference checks once served as satisfactory employment verification, the process may now include a verification of education, professional accreditation, credit information, identification and immigration employability status but the real emphasis is shifting toward, security clearances and criminal background checks.

Comprehensive pre-employment background screening and identity verification have become common steps in the recruitment selection process. Here is a little more helpful information on the topic.

The terms “Security Clearance” and “Police Record Check” are often used interchangeably but they are two very different screening processes. A “Security Clearance” is a background screening process facilitated by the federal government that assigns an individual’s eligibility to access certain information or to perform specific tasks. Levels of security clearance range through categories known as Basic Reliability, Enhanced Reliability, Secret and Top Secret. Government employees and the employees of private sector companies providing services to the federal government are required to have levels of security clearance respective of the work being performed.

On the other hand, a “Police Record Check” is a review of the Canadian Police Information Centre or “CPIC” national database administered by the Royal Canadian Mounted Police. It contains information used by law enforcement officials including a history of criminal offences.

The CPIC database is populated by Canadian police forces and government agencies and queried by authorized “CPIC Agencies” including authorized commercial service providers. CPIC is the only official national database of criminal records available to employers and volunteer based groups with a need to screen new hires.

The most basic CPIC check available to employers identifies whether an individual has a record of a conviction. A more comprehensive “Vulnerable Sector” check is available to organizations such as schools and not-for-profits hiring individuals or volunteers to care for children. The degree of information available is determined by the Criminal Records Act of Canada.

Recently, the RCMP announced that they would only release a Yes or No response for criminal checks performed by third parties. “Yes” means that there is a name match for an unpardoned criminal record. No other information concerning the offense is disclosed.

They also announced that the more comprehensive Vulnerable Sector checks must be done by the person, in person, at the local police station. This takes several weeks with finger printing.

Two pieces of government issued identification must accompany each request for a CPIC - Police Record Check. Interestingly, photo heath cards are not are not permitted.

Human resource professionals, temporary staffing services and professional recruiters are constantly grappling with the balance of protecting individual privacy and human rights while using criminal history investigations for employee selection criteria. Human Rights and Privacy laws require that selection criteria are relevant to the specified employment.

At The People Bank, we are industry leaders in the areas of security clearances, criminal back ground checks, employment verification and the relevant employment legislation. Don’t take risks in your hiring decisions. Call The People Bank.

The People Bank, a division of Design Group Staffing Inc, was recently re-awarded Platinum Club Member status by Deloitte, CIBC Commercial Banking, National Post, and Queen's School of Business for maintaining Canada’s Best Managed Company status for over 9 consecutive years.

OnTrack Magazine - Ontario Track 3

2010-01-06T08:12:00.012-05:00

from the editor
Here it is! Read or Download the entire magazine

Behold the Preview Edition of the new Ontario Track 3 newsletter,“OnTrack”. This colour magazine format is a transformation from the original black and white information bulletin. If branding really makes a difference then the new OnTrack magazine is a symbol of how Ontario Track 3 transforms the lives of children with disabilities.

In the past, the OnTrack newsletter was the communication tool dedicated to members of Ontario Track 3 including students, volunteers and donors. This bold move to the new magazine format is part of our plans to extend our communication reach to the entire alpine sport community.

As we move toward the Winter Olympic Games in Vancouver, it is uplifting to see that adaptive sport and the Paralympic Games have captured the attention and hearts of people across Canada and the rest of the world. It’s obvious that people get it. The popularity of the Paralympics is a testament to societal awareness giving us the inspiration and confidence to launch a magazine that blends content spanning alpine sport, adaptive sport and Track 3 news.

Except for the ink and paper, this entire magazine is created by volunteers. Writers, researchers, photographers, graphic designers and advertising sales are all the result of the benevolent, caring and talented people who share the common goal of making a difference in the life of a child with special needs. Don’t be shy! If you want to contribute your efforts to OnTrack, contact Ontario Track 3 soon. We will only produce three editions per season, so the time to volunteer is now!

Each issue will offer tips from celebrity ski pro Steve Young, ski resort profiles, snow destination reviews, alpine equipment features as well as stories about skiers, snowboarders, volunteers and others. Our goal is to produce a communication product that raises the awareness of Ontario Track 3, to inspire new volunteers to get involved and to attract corporate sponsorship. Corporate advertising opportunities are available (nudge, nudge, hint, hint).

We plan to engage even more people in the creation of OnTrack magazine. The more contributors, the better it will be. Send in your photos, write letters to the editor, tell us what you think, suggest a story or contribute content. OnTrack is a communal effort. You are not just a reader; you are a member of the Ontario Track 3 community.

While a six-inch curb might be an obstacle for some people, Track 3 helps turn entire mountains into opportunities for excitement and accomplishment. This winter, Ontario Track 3 will help hundreds of children with disabilities experience this freedom. This Preview Edition, a shortened version of OnTrack, is a sample of great things to come. With your support, greatness has no limits.

Thanks and enjoy!
Steve Jones
President, The People Bank
OnTrack Editor

Pandemic Planning - A Human Resources Perspective

2009-10-12T08:18:00.006-04:00

For many years Pandemic Planning has been a priority for healthcare facilities and government officials. Since June 2009, when the World Health Organization raised the H1N1 alert from Phase Five to Phase Six, business professionals also began taking note. Pandemic Planning involves a thorough review of all policies, procedures and practices to assess and reduce the potential impact of business interruptions. While many organizations are well on their way to developing and documenting a robust Pandemic Plan, some have not yet focused on the most important element, their staff.

Adopting a few simple best practices can help you focus on leading your people through the upcoming anticipated pandemic.

COMMUNICATE
Early, frequent and thorough communication is essential so that everyone understands their roles and responsibilities during a pandemic. Advanced communication also helps employees feel more secure, enabling them to focus on their work. This allows them to reflect on changes to their normal work routines, ask questions and understand the key aspects of the Plan. Test out your Plan with employees and promote two-way communication to gather feedback and identify areas requiring improvement.

EDUCATE
Your employees need to learn about the H1N1 virus and its prevention in order to protect themselves, their families and your customers. Education about Influenza, symptom recognition, hand-washing practices, customer contact precautions, isolation considerations and workstation hygiene is essential in order to slow the spread of the virus within your workplace. Keep all educational materials and resources visible and up-to-date, and make sure all employees know where to access current information and updates.

CROSS-TRAIN
Train and cross-train so that all functions can be performed by more than one "back-up". Employees must be comfortable with additional tasks and responsibilities. The flu can affect anyone. Ensure cross-training covers a couple of levels up and down the command chain and keep all decision-making documentation accessible and updated, including staff contact lists and delegations of authority.

ENABLE REMOTE WORK
Although telecommuting is not possible for the majority of the workforce, it's important to identify which functions can be performed remotely or externally. Proactively plan on performing some administrative, accounting and coordination tasks remotely. Investigate your organization's technical capacity and restrictions, including remote computer system access and re-routing telephone services. Ensure your Information Technology team is up to the challenge of dealing with data security issues. Enabling remote work functionality ahead of time will ensure continuity throughout the pandemic period.

STAFF REINFORCEMENT
The Public Health Agency of Canada (PHAC) states, "During an outbreak in a specific area, it would be appropriate for employers to plan for a total workplace absenteeism rate of between 20% and 25% during the peak two-week period with lower rates in the preceding and subsequent weeks". Most experts are predicting that the first pandemic wave will come in November with one or two subsequent waves, each lasting six to eight weeks, with three to nine months separating each outbreak. With these staggering numbers in mind, it is important to have a proactive staffing plan in place before the pandemic strikes. Hiring in October and November rather than waiting for the pandemic strike, plus making advanced arrangements with a staffing provider will alleviate last minute scrambling. A staffing expert such as Placement Group or The People Bank can provide specialized and flexible recruitment solutions based on your needs.

MONITOR
A successful Pandemic Plan should be able to sustain your business' essential functions for a period of months. Monitor the situation closely and perform course-correction as necessary. Ensure your Pandemic Plan is implemented consistently across all departments and areas and monitor your workforce to make sure they are following all policies and procedures.

APPRECIATE
When the first wave has passed show appreciation for the fact that you were able to maintain service for your clients throughout a challenging period. Many of your employees will have gone through a difficult time, overcoming both personal and professional demands and perhaps battling illness. Recognize employees who did something extraordinary and reward those who went above and beyond to aid co-workers or clients.

Be prepared for a range of situations. Although the full impact of the anticipated H1N1 outbreak will not be known until it happens, it's your people who must react and adjust to the circumstances to carry you through this challenging period. If you adopt these simple best practices you have a better chance of successfully leading your troops through the crisis.

This is the most recent issue of the Staffing Insider and is also a modified reprint of an article published in Complete Purchasing Solutions' national magazine, Directions, written originally by Desirée C. Kerr, Manager of Communications at Placement Group and The People Bank. The Staffing Insider is a regularly published insider's view of human resources issues and staffing industry best practices, trends and success stories. You can subscribe to the Staffing Insider e-letter and view back issues of the Staffing Insider are posted on our website.

Is The Recession Over?

2009-09-10T08:28:00.007-04:00

Even though some economists have declared the recession officially over, nobody realistically expects a hiring boom to start any time soon. Is there really such thing as a "Jobless Recovery"? Not likely. The complete economic cycle has four stages:

1. Prosperity,
2. Recession,
3. Trough, and
4. Recovery.

Then...back to prosperity again! Jobs are created in the recovery period, but not in the trough.

Economic indicators suggest that we are in the trough. This is the time after a recession freefall, but before we start growing again. We are currently bouncing along in the trough (the bottom), with occasional moments of euphoria followed by equally frustrating moments of financial impatience. How long will the trough last? A close look at the staffing industry offers signs that an economic recovery may be near.

According to years of research conducted by the American Staffing Association, staffing industry employment is a three-month leading indicator of mainstream employment when the economy is emerging from a recession.

The best measure of the temporary staffing industry is total hours per week. The Canadian temporary staffing industry began its decline as early as February 2008. This was six full months before most other economic measures revealed that we were in a troubled economy. Temporary hours across all industries slowly declined from February 2008 to February 2009. This turned out to be coincident with the official recessionary months when Canadian GDP was also in decline.

The period from March through June 2009 remained relatively flat for the staffing industry. The staffing industry was able to inform us on a real-time basis during June that June was flat, yet it wasn't until three months later that Statistics Canada could confirm. In early September, Statistics Canada officially confirmed that June was the first month within the previous 11 that Canadian GDP did not decline. GDP grew in June by .01% which is as close to flat as you can get. This supplies more evidence that temporary staffing hours are coincident with real-time economic activity and several months ahead of other economic measures such as GDP and employment measures.

Recently, in August and September, temporary hours have been creeping their way back up, assignment starts are gradually outpacing assignment ends and short-term assignments are getting a little longer. If past experience is an accurate predictor of the future, these moderate improvements in the temporary staffing industry suggest that there will be moderate hiring across the Canadian economy in Q4 of 2009, marking the beginning of a "Job Creation" recovery. Click here for a report on August employment data issued by Statistics Canada (The Daily, September 4, 2009).
We will continue to share insider information about the employment and recruitment marketplace in future issues of the Staffing Insider. We would encourage you to share our email with friends and colleagues who might be interested in joining the discussion about HR issues and solutions in the upcoming recovery.

Register here to join the Staffing Insider distribution list and find printable versions of back issues.

This is a reprint of the September 9, 2009 issue of the Staffing Insider. This issue was written by Steve Jones, President of The People Bank. The Staffing Insider is a regularly published insider's view of human resources issues and staffing industry best practices, trends and success stories.

Staffing Insider Newsletter

2009-08-27T22:07:00.011-04:00

Over the next few months I'm going to write and share a newsletter with you about the employment and recruitment marketplace. You can sign up to recieve the occasional email about best practices, employment trends, industry news, hot candidates, webinar invitations, and more.

Our company's exposure to thousands of clients across a broad spectrum of industries and Canadian regional markets gives us a unique and timely perspective of what's happening. We are going to do our best to keep you informed.

Even though the current economic environment is filled with uncertainty, we believe that courage and optimism are critical to our collective future prosperity. We believe in offering solutions, highlighting opportunities, and sharing success stories, strategies and celebrations. We want to influence the creation of renewed optimism and we want to be a partner in your future success. That's just the way we think.

Staffing Insider will address Human Resources topics like recruitment branding, job boards, employee retention, on-boarding, technology and the occasional spotlight on regulatory issues such as temporary foreign workers or reforms to employment standards. We are committed to your success and our goal is to share meaningful, valuable and relevant information that will contribute to your business' ongoing prosperity.

If you sign up for the email then you are encourage to share it with friends and colleagues who might be interested in joining the discussion about Human Resources issues and solutions in the upcoming recovery.

Steve Jones
President
The People Bank

The Canadian Staffing Industry - A Story Worth Telling

2009-07-10T07:14:00.004-04:00

ACSESS printed this message in the July 10th, 2009 membership e-newsletter.

MESSAGE FROM THE PRESIDENT

At ACSESS AGM 2009, returning President Steve Jones asked to make a general address rather than the standard president’s message. His motivational speech was followed by a standing ovation and left all those in the room feeling positive and excited about the industry and their future.

Consider these points that he made…..

• We are the single largest employment pipeline for job seekers, job changers, up graders, new immigrants, new entrants, students and career changers.

• Last year, our industry provided hundreds of thousands of Canadians with opportunites for full time careers, contract work and temporary employment.

• We make the process of job finding, job changing and upgrading easier, quicker and more effective. When a candidate makes one contact with a staffing company they enhance their network through us, to our clients and employers by dozens – even hundreds.

• We can take credit for removing barriers that job seekers might otherwise experience. We create and provide access to employment opportunities giving people the dignity and respect that they deserve.

• We lead all industries in foreign skill assessment and recognition of foreign experience.

• We are the buffer between unsuspecting workers and unsafe workplaces. Our safety programs, education, communication, worksite inspection and operational standards ensure that workers are assigned to safe work environments. We play a vital role in the reduction of workplace lost time injuries, illnesses and fatalities. For example, empirical data in Ontario proved that we lead all industry groups in the reduction of lost time injuries.

• We help people and businesses to make the right fit, enhancing productivity, improving employment longevity while contributing to employee satisfaction.

• We are an ombudsman, agent and filter between employers and potential future employees. We protect their rights and help them achieve their career objectives.

• We provide income and income security for people who need it the most. When a man or women needs income for a sort term to pay rent, or feed a child then temporary help will provide a lifeline for a day, a week or a month.

• We help doctors, nurses, lawyers, engineers, IT professionals, accountants, administrators, drivers and labourers. We help executives and students, new immigrants, return to work moms, injured workers and the semi-retired. Every Canadian has the opportunity to benefit from our services.

• Every day, we make a meaningful difference in the lives of the people we serve. Simply put, we help people! We give people dignity. We contribute to their happiness while we deliver the right people that employers need to succeed.

Steve’s closing words - “I am proud to be a friend to so many industry colleagues. I am proud of what we do. I am especially proud to be the President of ACSESS because of all that ACSESS does and all we represent. I know that we share this pride. So please, go out and tell the world your proud story. You deserve the recognition”.

ACSESS Members can click here to view the full speech within the members only section of the ACSESS website. http://www.acsess.org/NEWS/PresidentsAGMMessage.asp

Statistics Canada 2007 Employment Services Report

2009-06-29T07:21:00.005-04:00

Report validates temporary staffing industry as a significant economic indicator.

MISSISSAUGA, ON, June 26 /CNW/ - Statistics Canada yesterday announced its detailed composite report on the 2007 Employment Services Industry. The results of this annual report give us a snapshot of the staffing industry and provide historic validation that year over year, the industry has continued to grow.

The Employment Services Industry report confirms a stable industry in which the 20 largest firms generated 38 percent of the total industry operating revenue; this dispels the misconception that the industry is dominated by "fly-by-night" temporary staffing operations. In fact the Statistics Canada report confirms that the staffing industry is a significant employer in the economy, accounting for $5.7 billion in salaries, wages and benefits.

According to Steve Jones, President of the Association of Canadian Search, Employment & Staffing Services (ACSESS), "While the Stats Canada survey is lagging data, its real value is in affirming, through hindsight, the fact that the temporary staffing industry is an important leading economic indicator."

Historically, the temporary staffing industry experiences economic shifts approximately three to six months prior to when they are actually revealed by other economic indicators. "With regard to this current recession, our industry was feeling the decline in temporary help hours as early as May 2008 - a full 6 months ahead of what was clearly obvious by October 2008,"explained Jones.

The American Staffing Association released research on Monday, based on a statistical analysis of 36 years of data, confirming that when a sustained upturn in staffing industry employment occurs, it would indicate the end of the recession and suggest that overall nonfarm employment would start growing again approximately three months later.

As a leading indicator of economic activity, ACSESS will introduce an independent, industry-wide monthly study as early as next year to track economic trends on a more timely basis.

About ACSESS

ACSESS is the single voice for promoting best practices and ethical standards for the recruitment, employment and staffing services industry in Canada. Its members provide a key service to businesses and offer a broad range of career planning and employment opportunities to their clients. For more information visit: www.acsess.org

For further information: Media Contacts: Mark Van Tol, Miranda Keyes,NATIONAL Public Relations, Phone: (416) 586-0180, mvantol@national.ca, mkeyes@national.ca ; Mary McIninch, Director of Government Relations, Association of Canadian Search, Employment and Staffing Services Association (905) 826-6869, (888) 232-4962, mmcininch@bbandc.com

Temp Staffing – Barometer for Economy

2009-05-31T08:33:00.008-04:00

Here is a reprint from Canadian HR Reporter May 2009

Staffing industry was first to feel pinch and will be first to recover
By Steve Jones

The only thing certain about this global economic recession is it will eventually end. Everything else seems unclear. Has the economy hit bottom? How long will it last? And, most importantly, where will the jobs appear in the post-recession recovery?

Governments within developed nations across the globe are strategically placing stimulus capital into sectors they believe will win in a post-recession competition. There will be winners and losers and the challenge for each government and investor is to pick the industries, regions and players that have a fighting chance to come out on top.

When the forces of the global economic recession eventually loosen their grip and trade and capital begin to flow, where will the Canadian jobs be? History tells us the winners will likely be the traditional industries of energy, mining, automotive, manufacturing and financial services, but we can also expect new sectors to emerge. And early indicators won’t be found in the stock markets but in the temporary help and contract employment markets.

While hit hard in the downturn, temporary employees will be the first to return to work in the recovery period. The temporary staffing services industry is a leading indicator of the economy, says Mary McIninch, manager of government affairs for the Association of Canadian Search Employment and Staffing Services, which promotes best industry practices for the recruitment, employment and staffing services industry in Canada.

“Our members began reporting a reduction in their hours as far back as April 2008, a full six months ahead of the dramatic declines in the stock markets and other traditional economic measures.”

On a micro level, businesses will remain cautious and uncertain about the permanency, magnitude and timing of recovery prospects. Managers won’t jump to rehire and sign on long-term permanent employees until the fog has lifted and there is visibility down the road of recovery. The first jobs to emerge will be temporary and contract. The staffing services industry will provide just-in-time skilled resources to meet staffing needs while helping businesses hedge against the uncertainties ahead.

“It’s like the hockey pre-season exhibition games,” says Rolie Hamar, president and COO of Inteqna, a staffing company specializing in information technology and accounting roles, who has been through these cycles before.

“Short-term employment contracts will give workers and managers the opportunity to check each other out and to eventually choose their roster of regular players. Many of the contractors and temporary workers will be signed to full-time employment agreements. It’s a great way to find talent, determine if there is a match and build a winning team.”

If history is a good indicator of the future, then renewed activity in the temporary services industry will signal the beginning of a broader economic recovery, says Judy Tidlund, a veteran staffing industry manager with Placement Group in Alberta.

“New temporary assignments, then shortened gaps between assignments, will be followed by longer contracts and, eventually, a return to permanent hiring.”

However, there are some who see a negative side to the use of temporary workers during a recession. When speaking in April to an Ontario parliamentary committee about the temporary help industry, Ken Lewenza, president of the Canadian Auto Workers union, cautioned that 80 per cent of the job opportunities available to his laid-off auto workers are temporary. Instead of describing this as a transitional return to work phase in the economic cycle, he said it is a “trend in the employment market that offers less security and benefits.”

But recent changes to Ontario’s Employment Standards regulations ensure temporary workers now have equal access to public holiday pay, the same as all other workers, putting a long-standing, contentious issue to rest. This is an example of how the staffing industry and various governments are raising the bar to ensure temporary and contract employment serves the needs of workers and employers in these difficult times.

Before traditional hiring and the traditional lagging indicators of recovery, such as inventories, production volumes and financials, companies will rely on flexible staffing options, often choosing temporary, contract or temp-to-perm recruitment. The staffing industry remains the best leading indicator of recovery and we look forward to the early signs.

Steve Jones is president of the Association of Canadian Search and Employment Services and president of the business services division of Design Group Staffing.

Say What You Will with Justin Hines!

2009-05-13T17:04:00.017-04:00

Justin Hines deserves all the recognition we can give him. Every one of his new creative ventures reinforces his well established themes of benevolence, caring and empathy. His new creative work, CHASING SILVER, and the marketing campaign around it are no exception.

Justin is promoting his new album with a creative and interactive experience. You can Say What You Will (Before It's Too Late) by sending a customized message to a friend or relative along with Justin's new music video. In keeping with a similar theme to his previous music video success "April on the Ground", his new video captures the genuine emotion of everyday humanity. That's us!

Justin's new album, CHASING SILVER , will be released through Walmart locations and other fine music retailers across Canada on June 2nd.

Justine Hines does tremendous work for Variety-The Children’s Charity, Walmart - Walk for Miracles and he operates the Justine Hines Foundation, helping all kinds of organizations that choose to emphasis abilities - not disabilities.

I first met Justine on the Easter Seals tele-thon and then in 2008 he graciously appeared as our guest judge/performer at Ontario Track3 Craigleith Idol.

You can check out his new release of Say What You Will and send a very cool video email to a friend by following this link http://swyw.inmusic.ca/ Justin's success as an artist and performer also influence his success as a philanthropist.

When he's rising to the top, he lifts up thousands of people with him. Spread the word - This guy is good!

Steve Jones
Past President
Ontario Track3 for Disabled Children

President
Business Services - Design Group Staffing

Canadian April Employment Data

2009-05-08T14:18:00.009-04:00

Friday May 8, 2009

Monthly employment data is a lagging indicator that confirms what really happened in the two to three months preceding. Nevertheless, the markets and the media react to this information as if the Colonel had just unveiled his secret formula of 11 different spices.

Today's information was an exception to the rule. Job creation? Who would have imagined that 36,000 jobs were created in April 2009? Did that really happen? Nevertheless, the April overall unemployment rate remained unchanged at 8% because more people entered the job market to offset these new job gains.

Quebec lead the way with new jobs. It's not hard to imagine why Quebec is out pacing Ontario when you compare the Quebec dynamic leadership of Minister David WHISSELL (PQ, Minister of Labour) and Minister Sam Hamad (PQ, Minister of Employment and Social Solidarity) to the over interfering and regulation loving controversial Minister Peter Fonseca (ON, Minister of Labour) and over taxing Premier McGuinty. I'm certain that Ontarians will eventually succeed in spite of their government.

The temporary staffing services industry is a leading indicator of the economy. The industry began reporting a reduction in their hours as far back as April 2008, a full six months ahead of the dramatic declines in the stock markets and employment data.

This new April data may be a sign that we have found the bottom but it does not mean that we on the road to recovery just yet. Managers won’t jump to rehire permanent employees until the fog has lifted and there is visibility down the road of recovery. The first jobs to emerge will be temporary and contract. The staffing services industry will provide just-in-time skilled resources to meet staffing needs while helping businesses hedge against the uncertainties ahead.

If you know people who are unemployed, then encourage them to consider temp and contract work. Between 45% and 65% of the people who start working temporary will eventually convert to full time. Flexibility, adaptability, a positive outlook and a willingness to seize opportunity - these are just four spices in the Colonel's formula for future prosperity.

BTW - Suhana Meharchand of CBC News Today is absolutely charming. Watch the video and see for yourself.

Steve Jones

President

The People Bank, Design Group Staffing Inc.

Fancois Mulder - Soul- Jazz - R&B

2009-04-22T20:36:00.007-04:00

Francois Mulder just released his first CD. If you are a Track 3 supporter then you'll remember Francois from the Track3 Steam Whistle event in November 2008 and Craigleith Idol in February 2009.

To quote my daughter Alexandra, "He is an AMAZING person and an AMAZING R&B vocalist. The CD is brilliant and features a wide range of VERY talented artists. (Many of them also performed at Steam Whistle and Grandma and Papa's anniversary). Francois wrote all the songs on the album, they are beautiful! I went to his CD release party last night and the entire restaurant gave him a standing ovation."

Francois has a great talent and he also has a great character. He has willingly donated his time to perform at Track 3 events supporting disabled children. But he really stood out when he came back to the stage after Craigleith Idol and put two children on his knee and sang a memorable rendition of Over the Rainbow. It was a real crowd stopper.

I encourage you to support this talented young artist. Follow the link to CD Baby.
http://cdbaby.com/cd/francoismulder. Listen to the demos and buy the album online. You'll enjoy every one of his orginal songs on this indy label CD. It's a great way to support a young Toronto musician and a great way to say thank you to a young man who has helped make a difference.

Good luck Francois!

Steve Jones
President
The People Bank

Thank You Craigleith

2009-04-13T20:18:00.003-04:00

Craigleith Liftline

Several years ago, I met an inspiring Craigleith member named Doreen. While standing in a liftline we engaged in typical lift line chit chat. Weather, snow conditions, and then the obligatory “I remember when”. Then the conversation changed and Doreen told me of her plans to ski as often as possible with her husband Rene. She looked up the hill, smiled and squinted into the sun. With a tone of sympathy or maybe it was appreciation she said, “I can’t imagine what people do in the winter time if they don’t ski. The winters must seem so long.”

Over the next few years I learned that Doreen was an accomplished ski racer and also a member of a dragon boat team called “Dragons Abreast”. It is a team of survivors, who travel the world paddling, racing and inspiring people to live life to its fullest.

Our first encounter stands out in my mind because it made me think about our own daughter Samantha. Could Samantha ever be like Doreen? At that very moment, Samantha was not building a memory worthy of saying “I remember when”. Sammy was in a daycare, with her wheelchair. She was not skiing and her winter probably felt like an eternity.

Samantha was on a waiting list for Track 3. No matter how much we try, there is always a waiting list of children with disabilities like Samantha hoping for a chance to gather their own moments of reflection. Thanks to Track 3, hope became reality for Samantha. It’s been over ten years as Craigleith members and seven years sit-skiing together. We spend our winter weekends as a family, surrounded by Craigleith friends. Little did I know how Doreen’s words would ring true and our winters would fly by so fast. This past season did not seem long enough. I know that all of the Track 3 kids and their families feel the same.

Since joining Track 3, I have been inspired by all kinds of supporters. They are selfless givers who understand what Track 3 can do to achieve an incredible difference in the life of a child and the dynamics of an entire family. Supporters are not limited to the heroes who ride the buses and volunteer as instructors. They include people who donate time to boards and committees, those who run events and attend events, people who donate or raise the necessary funds, those who spread the word and encourage others to be supporters too.

This past season has been quite extraordinary. More kids participated in Track 3 than ever before. More kids gathered their own personal memories so they could someday say “I remember when.” This was made possible because Craigleith supporters like Jutta Witt and Hugh Fallon turned the hugely successful Switchback Snowshoe Challenge into a Track 3 event. The Men’s Day committee dedicated the afternoon to Track 3. The Club Championship committee dedicated their race broadcast to acquiring a new sit-ski. And who could forget when over 800 members showed up on the Family Day weekend for Craigleith Idol. Craigleith families, staff, committees and board members stood up to make a huge difference. You took photos, created videos, played music, printed materials, donated, bought and sold tickets, purchased equipment and helped maintain facilities. The only disappointment was that it went by too quickly. If we could only have more days on the hills with the kids and more time to say thank you to everyone involved.

Craigleith is the cornerstone of Track 3 and is filled with inspiring members like Doreen. It’s easy to be a proud Craigleith member. Thanks for everything you do!

Hopefully we’ll see you at our annual general meeting, Hockley Valley golf classic or our autumn Winterlude at the Steam Whistle Brewery. All events are listed at http://www.track3.org/

Steve Jones
President
Ontario Track-3 Ski Association

Rick Mercer - Paralympian Skier (in training)

2009-03-29T17:38:00.006-04:00

Last week, Rick Mercer (CBC Mercer Report) did a wonderful piece on the upcoming Paralympics to be held in Vancouver and Whister in February 2010. Thank you Rick for raising attention to these heroic atheletes and their tremendous accomplishments. You can watch the entire segment at http://www.youtube.com/watch?v=1Y5e5w59KcA&feature=channel_page .

Below is a short segment of the show on sit-skiing. If you are a skier and would like to help prepare young para-atheletes to learn to sitski then contact Ontario Track3 Association for Disabled Skiers. We always need volunteers.
http://www.track3.org/ or call (416) 233-3872

Enjoy

Steve Jones
President
Ontario Track 3 Ski Association for Disabled

Patience & Perseverance

2009-03-18T08:45:00.006-04:00

“Patience and perseverance have a magical effect before which difficulties disappear and obstacles vanish” – John Quincy

I thought that business might get easier with time and experience. Last year marked my 25th year in the Canadian staffing industry and my fourth tour as an industry association President, and yet “easier” is not how I would describe these unprecedented times. Although it’s difficult to predict the economy and short term business outlook, my experience says that we should have tremendous confidence in our medium and long term futures.

The ACSESS (Association of Canadian Search, Employment & Staffing Services) organizational structure including our board, management, support staff, chapters and committees is stronger now than ever before. We have clearly established ACSESS as the highly respected single voice of the industry. We continue to develop greater expertise in the areas of government affairs, education, safety, business practices, ethics and conferences to a degree that we can all be very proud.

People continually ask me what I hear about in the industry and what I predict for our future. Here are a few of my predictions:

Prediction #1: The ACSESS conference to be held this spring in Montreal will be one of the best and highly attended conferences ever. In these challenging economic times, good business managers and owners will take the opportunity to network, learn and prepare for a roaring recovery.

Prediction #2: Staffing companies will play an integral and critical role in Canada’s recovery within the global economy. We will be a significant contributing factor when Canada competes and wins post recession business. We will offer new, innovative and better services to match and deliver the best people for jobs. We will do all this quickly, efficiently and seamlessly.

Prediction #3: Technology will enable us to deliver advanced value-added customer services including integration to customer payment systems, time and attendance reporting, dashboards for key performance indicators, applicant tracking systems, job board and internet integration, order management and vendor management. Staffing companies will be among the fastest adopters of new technologies within the entire services sector; this will be critical to our ability to leap forward.

Prediction #4: ACSESS and the CPC designation will continue to improve to such a degree that our acronyms will become synonymous with professional standards, ethics, and quality services. They will resonate with credibility. Other associations in other industries will look to us as a model for establishing industry professionalism and recognition.

Prediction #5: We will continue to be confronted with segments of the media that are addicted to misguided, uniformed sensationalism. Some elected officials will astonish us with their inaccurate industry generalizations and their desire to regulate and intervene. Some unions will continue to support groups that propagate misinformation about non-unionized industries. Unfortunately, there will always be a questionable staffing company, somewhere, that provides fodder to these destructive forces. Nevertheless, ACSESS will be seen by the mainstream public, government and media as the industry experts who can be relied upon for balance, expertise, truth and meaningful solutions.

I hope to see my fellow staffing profesional colleagues at the ACSESS conference in Montreal on April 30th . Participation at our conference (Prediction #1) is important to making the balance of the predictions come true.

Steve Jones
ACSESS National President

Ontario Track3 Association for Disabled Children

2009-03-01T14:19:00.008-05:00

Conquering a Mountain

Ontario Track3 for disabled skiers is wrapping up the 2009 season. It seems too short! Each week of this winter, volunteers across the province showed up at different ski hills to help hundreds of children with special needs to experience the fun and excitement of adaptive skiing and snowboarding. In the seven weeks of this 2009 ski season, we saw so many children change and grow with confidence and pride. It was another fabulous year!

Imagine a child that lives each day with a cane, walker or wheel chair. "Transfers" and "Barriers" are regular occurances in daily living. A transfer from bed to wheel chair, another transfer from chair to toilet, transfer to vehicle, transfer, transfer, transfer. The curb, a slope and stairs are also barriers to daily living. When most kids see grass, fields, ice and sand they think of fun and games. Yet, our Track3 kids often see these same typical sources of happiness as transfers, barriers, obstacles and challenges.

Then imagine, that same child making one final transfer from a wheel chair to sit ski or some other adaptive ski equipment and all of a sudden a snowy mountain transforms from an obstacle to a source of excitement. All barriers fall and anything becomes possible including bumps, moguls, powder, snow, ice, chairlifts, and vertical height. Even though a curb was an obstacle yesterday, a mountain is conquered today. It is amazing!

Check out this photo video prepared by Track3 volunteer Tim Fryer. The photos were all taken by Tim at Craigleith Ski Club on Saturdays of 2009. It’s a wonderful tribute to Craigleith, the volunteers and especially the children and their extraordinary accomplishments.

Enjoy,

Steve Jones,
President

The People Bank, Design Group Staffing Inc. & The Ontario Track3 Association for the Disabled.

2009-01-13T12:06:00.002-05:00

ACSESS - Staffing Industry Association

Despite the economic uncertainty, it is very encouraging to hear so many ACSESS members from the staffing industry describe their personal optimism for this coming year. The staffing and recruitment industry is known for its hardworking professionals who demonstrate both vision and entrepreneurial leadership. Our industry and the people within it will continue to serve an important role in Canada’s economic success. ACSESS is committed to supporting our members to achieve their vision through information, training, professional certification, public policy development, public relations and the sharing of best practices, enabling us all to be our best, now and in the future.

ACSESS enjoyed an outstanding 2008. This success was due, in no small part, to the commitment and participation of our members.

The Ontario Safety Group members collectively received a rebate exceeding $1.7 million. This exceptional performance is a reflection of our members’ commitment to putting people first when it comes to improving safety in the workplace.
Our record breaking National Conference demonstrated that ACSESS industry members value the importance of a forum for sharing information, recognizing excellence, strategizing and networking.
Individuals demonstrated their personal commitment to professional development by setting both enrolment and attendance records for CPC modules, with outstanding subscription to the first offering of the program in the French language.
The new Dialogue magaize was launched, and while still in its infancy, our members have repeatedly expressed their appreciation for the rising standards for Canada’s only magazine specifically written for and about our industry.

ACSESS celebrated its 10th anniversary, marking 10 years since the important merger of two strong associations to give ACSESS an expanded mandate to represent all facets of the employment, recruitment and staffing services industry.

It is a privilege to serve as President of ACSESS. I am proud of what our industry does for both the clients and the candidates we serve. Making a difference in the lives of people through meaningful employment is an honourable calling. I would like to take this opportunity to thank you for doing your part in creating an industry and an industry association that we can all be very proud of.

Through continual focus on professional standards, member commitment, progressive vision and entrepreneurial leadership, I also believe that our industry optimism will become reality. Wishing you prosperity in 2009.

Steve Jones

ACSESS National President

Design Group Inc. - Staffing Services Division

Track3 Volunteer Window

2008-11-21T16:53:00.005-05:00

Autumn is always a critical time of year for Ontario Track3. The number of volunteers who sign up within a small window of November and December will determine the number of children we can invite into the program for the coming winter.

There are many factors that influence the size of our volunteer base during any given year. A cold snap in October can make the difference in drawing 15 volunteers from the Ski & Travel Show…that’s eight children on hill. Snow in late November may prompt 20 more volunteers…that translates to another 10 children on the slopes. A chair lift running in early December may motivate another 10 volunteers, resulting in an additional five children on hill. The waiting list is long and the weather does not always cooperate. There are never enough volunteers to invite every child into the programs and it can be truly heartbreaking.

The weather isn’t the only factor affecting the size of our volunteer base. While colder weather helps bring the upcoming ski season to mind for potential volunteers, our current volunteers and supporters are our most valuable resource to get people thinking about Track3. The vast majority of our volunteers come from referrals. It’s the stories we tell that make the biggest difference in what people are thinking. When each of us tells a story about our experience with Track3 kids, we create a snow storm of excitement and enthusiasm. Then, volunteers come through the window!

If there were ever a time to email everyone you know, now is that time…spread your story and invite some friends. If you have a bulletin board in the office, Track3 can give you posters to help you spread the word. If you belong to a health club, rowing club, badminton club, sailing club, golf club, bridge club, or any club, for that matter, now is the time to request a newsletter insert or to speak for a few minutes at a meeting. You’ll be a big hit at holiday cocktail parties if you change the topic from depressing stock market tales to heartwarming stories about the Track3 students. Please take a few minutes to get in touch with old friends, family and colleagues. These next few weeks represent our only window to encourage and receive volunteers for the coming season.

I love the bright, clear blue sky of a winter morning and the squeak of frozen snow under my ski boots. It won’t be long before I hear the familiar call, “The bus is here!”, as Track3 instructors, assistants and staff shuffle out to the parking lot, no coats and hands in pockets, to greet the kids from the Track3 student bus. One by one, each child will arrive in the doorway at the top of the steep bus stairs and while scanning the crowd for a familiar face, a smile will erupt. Each face, every smile, the sun, the snow…it just might be another best day of a child’s life. I know it will be mine.

That’s my story for today. I know you have a thousand of your own. Don’t be shy! Your stories matter.

To all the families with kids, returning and new to Track3, welcome! We are looking forward to seeing you soon for a wonderful season of fun and excitement.

To all the volunteers, returning and new, thank you for your support, for your time and for telling your stories. We have another great season ahead of us.

I hope the holiday season greets you with a new pair of warm ski mitts, a friend that joins as a volunteer and plenty of snow to make it all worthwhile.

See you on the slopes.

Steve Jones
President

Ontario Track3 Association for Disabled Skiers

Great recruiters make a great commitment

2008-10-13T13:18:00.008-04:00

Not all staffing companies are the same and not all recruiters are the same either. When selecting a staffing company or recruiter, look beyond the agency’s brochure and ask a few questions about credentials.
Ask whether your staffing agency is a member of ACSESS. Every member of the Association of Canadian Search, Employment and Staffing Services has pledged to uphold the industry’s code of ethics and standards. This code addresses everything from disclosure of information to adherence to laws and respect of individuals.

Also look for the initials “CPC” behind a recruiter’s name. The Certified Personnel Consultant is the only certification for professionals working within the Canadian staffing industry. A recruiter with the “CPC” credentials has made a commitment to the industry and to professional performance.

CPC exams address important topics such as the legal aspects of staffing services, human rights, privacy laws, employment standards, employment equity, health and safety, selection techniques, and industry ethics.

As employers, we take great care in verifying the credentials of each candidate we consider so why wouldn’t we take equal care in verifying the credentials of the recruiters who make the referrals. Hire with confidence. Look for the ACSESS logo and the initials “CPC”.

2008-09-17T08:47:00.001-04:00

Ontario Track 3 Association for Disabled Skiers

Another fabulous winter is only a few short months away and our office staff are working full “Steam Whistle” ahead on preparations for our 36th season of helping kids and teens to experience the excitement, freedom and personal development through Ontario Track 3.

Our dedicated Track 3 office staff of Henk Engles, Kathy Saunders, Amy Hopkins have been recently augmented with the temporary specialty skills of Dana Robertson, Jennifer Hill and Diane Guiney to help with our various projects. Thanks to everyone, we are on track with volunteer recruitment, student enrolments and preparations for our annual fall fund raiser to be held at the historic Steam Whistle Brewery on Friday November 14th. The ski season might only be 3 or 4 months out of each year but the business of Track 3 spans all 13 months. Well, it feels like there is never enough time to do it all!

The seasonal nature of Track 3 usually means that volunteers, students and donors tend to delay winter plans until the first signs of snow. Too Late! If you (and everyone you know) offer early notification (Now!) then we can make important commitments to more students for this winter. There are dozens of children on our waiting list whose lives will permanently change for the better if we can provide the necessary volunteer support. If you are a volunteer (or want to be) then please take a few moments to contact the office and even more importantly, to invite some friends to join in on the greatest experience of a lifetime.

Great News! The Ontario Ministry of Health Promotion, Communities in Action Fund has provided us with an interim subsidy to help reimburse travel expenses to instructors who participate in our “Week Day School Ski Day Program”. Last year we assisted over 120 students on School Ski Trips. More students will benefit from the Track 3 experience this year however our growth and success may be limited by the availability of week day volunteer instructors and assistants. This is a wonderful opportunity for people with a flexible schedule. For the first time, we will also offer a special Level 1 Instructor certification session at Centennial Park for any new School Ski Day instructors who cannot attend the standard January Level 1 instructor training in Collingwood. Do you know any retired skiers, work-from-home mom skiers or self employed snow boarders? Tell a friend about the travel reimbursement, convenient training and the new week day opportunity to hit the slopes a few more times this year.

Funding, donations and event revenue are critical to our ability to continually meet the needs of Track 3 kids. One of our current initiatives is to join forces with existing corporate events to add our Track 3 flavour to corporate ski days, parties and functions. Does your company have a social, client or employee appreciation ski day? How about a barbecue or art show? There’s a good chance that we can help arrange auction items, offer sit-ski rides and contribute volunteer organizers. Consider turning your corporate event into a socially responsible event. Contact the Track-3 office to find out more.

Special thanks are owed to Gord Hines, Gillian Morrison, Jeff MacInnis, Allen Palmiere and Bruce Creighton, who have all served for many years as directors on the Track 3 Board. Thank you for your time, commitment, wisdom and guidance. I also wish to welcome new board members Dawn Lunan, David Thompson, Philip Brooks and Jens Mayer.

The business of Track 3 might seem simple on the surface however the orchestration of fund raising, government grants, facilities management, volunteer recruitment, technology, etc can be a challenge. Fortunately, we have been blessed with talented volunteers, board members and staff. It only takes a brief moment to reflect upon the experiences we have all had with the kids to stay focused on our task. One skill progression, one new friend, or one smile makes all the effort worth while.

We are looking forward to another fabulous Track 3 season. Thanks for everything you do and enjoy.

Steve Jones
President
Ontario Track-3 Ski Association

Quote for Today ...."Everyone has the power of greatness. Not for fame, but greatness. Because greatness is determined by service." Martin Luther King

Ontario Consultations on Temporary Help

2008-09-11T23:26:00.005-04:00

This morning, I had the pleasure (sort of) of being interviewed by Andy Barrie on CBC FM Radio. Recently, FM 99.1 Metro Morning has been on a tear to disparage the credibility of the staffing industry. It's obvious that Mr Barrie has been told outrages stories about "human trafficking" and he has been lead to believe that this is some sort of norm. He is using his radio show to right the alleged injustices and do the good thing.

It's unfortunate but I believe that this sort of ratings ploy does more harm than good. I take tremendous pride in the meaningful differences that we (my company and my industry) make in the lives of people. It’s important work and people are almost always much better off because of what we do for them.

Whether we are helping a professional confidentially change careers or helping a Gen-Y into a first job, people benefit from the services we provide. We never charge a fee to a candidate. We always try to make a match that will move a person to a better place in their life.
.
If you listen to the attached Podcast, you’ll hear from Andy’s language and tone that he really wanted to hear a nasty story about exploitation and skulduggery. I have none. I only have warm heartfelt stories about removing barriers for recent immigrants and helping moms return to work. I have more stories about summer students, relocating professionals, etc, etc, etc.

My objective in the interview was to de-escalate the rhetoric. (That’s polite for stop the lies and exaggerations.) If you have been listening to the intensity of Andy Barrie's one sided position on Tuesday and Wednesday mornings, then you’ll probably agree that my interview was somewhat successful in taking the edge off. Although, it’s hard to win the game when you have your defense on the field.

I heard a story once, that at the end of a press conference, Henry Kissinger asked the press gallery..... “Are there any more questions that you think will suit my answers?” Listen to the interview. You’ll know what I mean.

http://cbc.ca/metromorning/media/20080911SEP11TMP.ram

Have a great day!

ACSESS Membership

2008-08-15T18:49:00.004-04:00

All indicators point to challenging times ahead for the staffing industry and, therefore, challenging times for the National Industry Association too. ACSESS (Association of Canadian Search, Employment and Staffing Services) is the only national association representing the industry.

Demographic experts remind us about skill shortages and a growing future dilemma. Social policy experts point out systemic flaws in our country’s immigration policies. The media and advocates for the under-employed are demanding more legislation to help solve the woes of our society’s most vulnerable workers. Economists and statisticians are quick to point out recent job losses. There is no shortage of important issues for the "experts" to wade in on.

Of course, we don’t need experts outside of our industry to tell us about these issues – we deal with these realities every day! WE are the employment and staffing experts. WE are the country’s human resource utility. WE have our finger on the pulse of the labour market. For example, most of us knew six months ago what Statistics Canada is just starting to identify today.

ACSESS is currently engaged in a more diverse list of complex issues than ever. This means that membership in our industry association is also more important than ever. If you are an ACSESS member, then perhaps I am ‘preaching to the converted’ but keep in mind that the real benefit comes from participation in ACSESS initiatives. Are you engaged?

One of my favorite Mark Twain quotes is, “Everybody talks about the weather, but nobody does anything about it.” Unlike the weather, ACSESS offers our membership the opportunity to participate and influence our climate and our future.

Participation can simply mean involvement in a local chapter event, or being a member of a national advisory committee. It can be the pursuit of your CPC designation or your attendance at a national conference (don’t miss Montreal in May of 2009). You can participate in a provincial safety group or reinforce the principles of the ACSESS Code of Ethics within your business. Our effectiveness as an organization and your personal benefit is directly related to your degree of involvement. Are you involved?

Media relations and public relations are of growing concern for ACSESS. The sad reality is that the media likes bad news stories (even if they are not always accurate). We are working to proactively spread the truth about our industry, our services and about the contributions we make to people, business and the Canadian economy. We are making progress, but if you see or hear media coverage (good or bad) that intrigues you then please enquire with ACSESS so that real experts can provide insights.

Membership in any industry association is important. It is a sign of commitment and dedication to your profession. Remember, an industry association is only as good as the members make it. Over 80% of the staffing services provided in Canada are delivered by an ACSESS member. That's a tremendous participation rate and that's why ACSESS is doing such a great job and is so well positioned to help through some tough times that may be ahead.

Steve Jones
ACSESS
National President

Ontario Track 3 Association for Disabled Children

2008-03-16T09:18:00.006-04:00

It’s amazing how everyday people can transform into everyday superheroes when they put their hearts into something. This past winter I had the pleasure of experiencing hundreds of superheroes with the Ontario Track3 Ski Association for the Disabled.

The first group of superheroes includes the kids. Ranging in age 6 to 19 years old, the Track3 children and teens live their everyday lives with the type of challenges that most of us can’t imagine. Paraplegia, amputations, Cerebral Palsy, Down, Visual Impairment, Autism... but like all superheroes, the obstacles go unnoticed as their superpowers define their greatness. The super-kids all share a few of the most common superhero powers like determination, fearlessness and happiness. They are infectious and influence others to also rise up and achieve extraordinary things.

There is nothing subtle about the expression of the Track3 kid’s superpowers. You can usually tell by an ear-to-ear smile, eyes that well up with pride and loud noises that sound like “yeeee-hooooo” or “Sweeeeet”. One of the most common side-effects is typically a bear hug or a high five.

The other group of superheroes is volunteers. Of course, they don’t know or think they are superheroes. That’s what makes them so special. Track3 volunteers ride the buses, check the equipment, dress kids warm, teach the skills, keep kids safe, and inspire the kids to discover their own superpowers within. The volunteers also share a few common powers like passion, commitment and selflessness. Making a difference in the life of a child is an addictive social virus. Infection (or affection) can occur from a single Track3 experience.

One volunteer worthy of special recognition is Tim Fryer. Tim committed his Saturdays to photograph the superheroes at Craigleith Ski Club and then he built a few photo videos that truly capture the essence of Track3, the kids and the volunteers. Take a look. I think you’ll see what I mean.

Thank you Tim! Thanks Volunteers, and especially thanks to the kids!

http://www.youtube.com/watch?v=H0mV9Xe3jXk
The Craigleith Idol Video is from a special fund raising and awareness event hosted annually at Craigleith Ski Club. Justine Hines performed as a celebrity guest and judge. Thank you Justin.

http://www.youtube.com/watch?v=GstXMeQ0SIE
The Believe Video is the essence Track 3 spirit. Thank you Craigleith Ski Club.

Thankfully - we are the makers of our own reputation

2007-06-06T20:04:00.000-04:00

Ontario Bill 161 was a Private Members Bill designed to license temporary staffing firms. The Bill was poorly conceived and if it had become law, it would have had very serious repercussions upon the staffing industry, our clients and our workers. Simply put, this was a bad Bill. We worked very hard along with the Association of Canadian Search, Employment & Staffing Services (ACSESS) in opposition to this Bill. We had tremendous cooperation from Ontario Ministry of Labour staff and also received strong support from conservative MPP Tim Peterson (Mississauga South).

Unfortunately, the sponsoring member, Vic Dhillon (Liberal, Brampton West – Mississauga), was less than cooperative. He cancelled every appointment we had and in my opinion, he was repeatedly quoted in the media and in the legislature making inaccurate and disrespectful comments about our industry. He clearly underestimates the valuable contribution that the staffing industry makes to the people and the companies we serve. I know that our staff at all of our companies within Design Group Staffing Inc are proud of the services we provide. I sure am!

The good news is that we were effective in getting our message out to the more reasonably minded politicians, bureaucrats and the media. On June 5th, 2007, Premier Dalton McGuinty called for an early end to the Ontario Legislature. He probably had dozens of good reasons for his decision but one good result was that Bill 161 was quietly put to rest as it failed to become law. Thank you Premier McGuinty!

During this recent period of heavy lobbying, I was able to make bold claims and public comments about our company and how we operate. Ethically, Effectively and Respectfully! National media chose our company as a positive example of the industry. The CTV coverage last week was a good result of the positive messages we have to offer.

http://www.thepeoplebank.com/video/ctv_temp_staffing.wmv

ACSESS continues to provide tremendous value as an effective industry association and I encourage all of our staff and industry members to participate and contribute to ACSESS activities. The Certified Personnel Consultant designation is a good start to industry association involvement.

Thankfully, all is good….

Cheers,

Steve

The Broad Stroke of Staffing's Good Deed

2006-12-26T17:58:00.000-05:00

Referrals are the best known source to find a new career but the Staffing Industry is the single greatest conduit connecting people with jobs in Canada. There are over 2000 staffing companies in Canada and each one is responsible for helping hundreds or even thousands of people find work every year.

Just in case your local Ontario Liberal MPP has recently tried to convince you otherwise... Work is good! Work provides the income necessary for healthy living, family sustenance, and enjoyment. Work may not give people dignity but a lack of work certainly can take one's dignity away.

Staffing companies are not directly responsible for the creation of work but they do play a vital role in helping people and employers to connect with each other in an efficient and productive manner. The growing shortage of skilled human resources in Canada is common knowledge. The Staffing industry provides a valuable service to people and companies by helping Canadian organizations to efficiently search for, evaluate, select and hire people.

Competition is good too. With over 2000 staffing firms to choose from in Canada; companies and job seekers can take their pick of a staffing company that will deliver the greatest value.

Liberal MPP Vic Dhillon (Brampton West-Mississauga), a strong advocate for the under-employed and homeless has recently delivered his constituents a disservice by thinking and acting as if Ontario's Temporary Staffing companies create the jobs. What Dhillon fails to realize is that staffing industry does not make the jobs, they just help to fill the jobs. Even the good jobs! Dhillon is unhappy with the short length of some work assignments and the levels of pay that is sometimes available to the under-employed. Through some sort of misguided logic, Dhillon has decided that crushing the Human Resources department will create better jobs. Not!

Everybody wants our society and our industries to be filled with good work, meaningful work, skilled work, high paying work and secure work. This would also make the staffing companies happy too.

With an election year rapidly approaching, Liberal MPP Vic Dhillon is attempting to make political traction by introducing a Private Members Bill in the Ontario Legislature which is designed to license or regulate staffing companies. If Mr. Dhillon is concerned about the type of work available in Brampton then maybe he should focus on job creation. If he says that there are disreputable staffing companies in his jurisdiction then let's go and straighten them out. But please, do not unjustifiably disparage a whole industry.

Our staffing company (Design Group Staffing Inc.) has been selected for Platinum Status as one of Canada's 50 Best Managed Companies. We are ISO certified and have been recognized for our safety standards and commitment to the communities we serve. I personally and many of my piers have received awards and recognition for business success, volunteerism, community service and for contributing to the high standards of our companies and the staffing industry. I know that my thoughts and feelings are echoed by thousands of other human resources professionals and staffing industry professionals when I say that I am insulted by Mr. Vic Dhillon's broad stroke of ignorance.

It's probably time to go and visit Mr. Dhillon to share views. Please feel free to send me your rant. I'll be sure to pass it along.

It's going to be a great New Year and we're determined to make a meaningful difference to more lives than ever before. Because... that's what we really do!

Happy New Year

First Time Blogger

2006-09-22T17:54:00.000-04:00

This is my very first attempt at blogging and I am still learning the in's and out's of posting, formatting and editing. Once I'm somewhat familiar with the process, I'll turn more of my efforts to content. It’s pretty difficult to imagine that I will have the time to blog every day but will definitely take up my keyboard from time-to-time when I think I have something worth sharing. Expect to read the occasional blog about management or leadership.

I will probably also use this space to give public recognition to people who have done something extraordinary, made a difference or encouraged a positive change in the world. People deserve recognition.

Employment and recruitment are my real specialties so I’ll likely have something to say on these topics, but don’t be surprised if my thoughts wander into the fields of customer service, sales, charities or even the occasional rant. I’m also uncertain if the purpose of blogging is to satisfy the writer or the reader. Hmm?

Wish me luck!