Bill 168 Webinar Invitation

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

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

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

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

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

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

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

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?

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

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