Talent Development Centre

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All Talent Development Centre posts written by a member of the executive team at Eagle, Canada’s premier staffing agency.

Why a Poor Offboarding Program Hurts Future IT Projects

Frances McCart By Frances McCart,
Vice-President, Business Development at Eagle

Why a Poor Offboarding Program Hurts Future IT ProjectsIn my last blog post, I spoke about the importance of companies on-boarding contractors properly and what contractors can do to ensure they are part of the process.  Along with a great on-boarding program, companies must invest time in off-boarding contractors.  As mentioned before, independent contractors, like employees, can have a significant impact on a company’s culture and brand.  They can either be a great advocate for the company or be a negative voice out in the marketplace.  With social media sites such as Glassdoor growing in popularity as a reference point on whether to join a company, it is vital that companies take the chance to fully understand what the contractors work experience was like during their contract.

As a staffing agency, we have the opportunity to work with many clients and contractors.  After recruiters speak with contractors about a new job opening, the contractor often checks their LinkedIn network to see if anyone they know has worked with the client, and even more precise, with the hiring manager.  They might also check Glassdoor to see how happy people are with the company.  We have had the unfortunate experience of having more than one contractor turn down a potentially great role due to a poor review.  Yes, a lot of times the poor feedback is warranted due to difficult projects.  But, a number of independent contractors have mentioned that they felt even though their contract was coming to a natural end, they were poorly exited.  Often times, contractors sight that the hiring managers were not even around on their last day and they did not know who to pass their technology/pass cards or project notes to!  It left many of the contractors feeling they had done bad job even though they met all the deliverables.

Here are some pointers for both client and contractors on how best to off-board a resource/project and maintain a great brand image:

  1. The independent contractor and client should work closely to capture all of the work that has been done during the contract and document important items for future reference.
  2. Communicate to the team that the contract has come to an end and a team member will be leaving.  The contractor should pass along contact details if the client needs to reach you for clarification questions.
  3. If the contractor has stakeholder relationships beyond the key team, ensure that the whole team knows of the upcoming departure.  Often, business clients are left out of the communication chain.
  4. Conduct an exit interview with the contractor to ensure feedback is received.  This exit interview should be done by the hiring manager or by a resource manager/HR.  Key questions to ask the contractor (or for the contractor to share) is did you like the work you were involved with and would you come back to work with the manager or the company.

A successful off-boarding program will add value to the company’s brand as well as help control any potential negative feelings being left unsaid and put out into the marketplace. Maintaining a great brand will help clients attract new contractors and more importantly entice past contractors to return.

Quarterly Job Market Update Across Canada – First Quarter 2017

Kevin Dee By Kevin Dee,
Chairman of the Board at Eagle

This post first appeared on The Eagle Blog on April 20th, 2017

Canadian Job MarketGeneral Observations:

The unemployment rate at the end of the first quarter was 6.7%, an improvement over the 6.9% unemployment rate at the end of the last quarter.  During the previous 12 months Canada added 276,000 jobs.

The stock market continues to be relatively volatile, but perhaps that is the new norm.  For the purposes of this report I focus on the TSX and it has enjoyed a reasonable period of growth ending the first quarter of 2017 at around 15,600 points.  This was up slightly from a reading of 15,300 at the end of last quarter.

Oil canThe oil patch has settled a little, but that isn’t a great news story.  With the price of a barrel hovering around the $50 a barrel range there is a still a conservative approach to adding jobs.  There has been some exodus of foreign money from the oil patch, allowing Canadian companies to increase their property holdings.  While in some ways that is good, it is an indicator that the big players are investing their money in more business friendly jurisdictions.  Even the approval of some pipelines has not generated the positive job impact it might have done a couple of years ago.

Canadian dollar the LoonieThe Canadian dollar seems to be settled around the 75c US level for now, which is where it was last quarter.  While there are some small benefits of a weak Canadian dollar, including positive impact on tourism, overall it is a negative for the Canadian economy and thus for job creation.

The banking sector is one of the bigger employers in Canada, and the Canadian banks have fared well this year with their stock prices riding high.  They are also prudent money managers and have been very careful with their hiring.  Areas of growth for the banks have been any area that improves productivity and profitability, including robotics.  In addition risk mitigation in an era of economic uncertainty has created specific demands.

The telecommunications companies are other big employers in Canada and are also very cost conscious.  While they demand the best talent in order to compete, they too, are also careful about keeping employment costs under control, particularly as they are also acquisitive, which can mean a big focus on integration of acquired companies.  Some of the drivers of demand here include the highly competitive nature of the business, investment in infrastructure, technological innovation and a need to plan for a retiring “Boomer” workforce.

The US economy continues to add jobs in significant numbers, averaging more than 250,000 jobs a month.  The demand for skills in the US will lure talent from Canada which is good for the individuals but not so good for Canada in the long term.  What has not happened, and is different from previous economic times, is that Canada’s economy has not improved along with US economy, which is one of the indicators of our “new normal” environment.

Construction worker

The demand for the “trades” continues unabated, as the construction industry seems to be forever busy.  Cranes dot the skies of Canada’s largest cities, and home renovation projects are hard to staff!

The three levels of government in Canada are big employers.  Municipal, provincial and Federal governments employ a lot of people and with the current Federal government it was expected their ranks would grow.  There has been some growth in the Federal payroll, about 40,000 in 2016 but it was expected to be more.  All of these governments are dealing with the issue of a fast retiring upper echelon.  The pensions are so lucrative that large numbers of civil servants are eligible for, and invariably take, retirement at a very early age.  This will create opportunity for new jobs, but will also result in a significant brain drain from our government.

The Canadian Staffing Index is an indicator of the strength of the largest provider of talent in any economy (the staffing industry) and an excellent barometer of the health of Canada’s economy. The reading at the end of the first quarter was 110, which was significantly up from last quarter when it was 96.  The reading is not adjusted and so is affected by number of available working hours etc.  Having said that the indication is a positive one.

Eagle LogoHere at Eagle we experienced a 25% increase in demand from our clients in the first quarter of 2017 versus the previous quarter, and the demand was about the same as the first quarter of 2016.  We also experienced a 20% increase in people looking for work over the previous quarter and a 16% increase over the same quarter last year.  This would suggest an uptick in activity that is a positive for the economy, if we can keep it going.

 More Specifically:

cn towerThe Greater Toronto Area (GTA) is Eagle’s busiest region, representing about 60% of our business.  It is also the 4th largest city in North America, containing more than 50% of Canadian head offices and with a population of approximately six (6) million.  This market has remained one of the busier markets in Canada, yet has not been as buoyant as previous years, with banks, telcos and provincial government all just a little slower with their hiring.   We have seen a small increase in demand in the first quarter and anticipate things will pick up as the year progresses.

The Saddledome in CalgaryWestern Canada is of course comprised of the oil patch in Alberta and the rest.  Some provinces have fared better than others, with certainly Alberta taking the brunt of the hit because of its resource based employment.  BC was actually the fastest growing province in Canada in 2016 but with an election coming and legislative interference harming the housing sector, the BC economy has started to slow down.  Saskatchewan has fared better than other provinces with a business friendly government although it too is hit by a decline in oil revenues and is struggling with deficit reduction, so no job boom here. The Conference Board expects Alberta to be the fastest growing province in Canada for 2017 but that remains to be seen as the province is not attracting foreign investment (because of Federal and Provincial government policies) and unemployment remains high.

Parliament building in OttawaEagle’s Eastern Canada region covers Ottawa, Montreal & the “Maritimes”.  While there is a better mood amongst the Federal civil service under the Trudeau government, I can’t say that I share their optimism given his focus on anything but job creation.  There has been an increase in Federal government hiring in 2017 with our civil service now employing an extra 23,000 in just the last year (wonder why our taxes are so high?).  Quebec is enjoying low unemployment and continuing to fund new tech growth in the province (wonder where those transfer payments are spent?).  We anticipate that to continue in 2017.  The Maritime Provinces continue to struggle to create employment and we don’t expect much change there.

The Hot Client Demand.

At Eagle our focus in on professional staffing and the people in demand from our clients have been fairly consistent for some time.  Program Managers, Project Managers and Business Analysts always seem to be in demand. It might just be our focus, but Change Management and Organizational Excellence resources are in relatively high demand too. Big data, analytics, CRM, web (portal and self-serve) and mobile expertise (especially developers) are specializations that we are seeing more and more. On the Finance and Accounting side, we see a consistent need for Financial Analysts, Accountants with designations and public accounting experience plus Controllers as a fairly consistent talent request. Expertise in the Capital markets, both technical and functional, tends to be a constant ask in the GTA.  Technology experts with functional expertise in Health Care is another skill set that also sees plenty of demand.  This demand fluctuates based on geography and industry sectors, so we advise candidates to watch our website and apply for the roles for which they are best suited.

Outside of Eagle’s realm some of the in-demand in the trades, a growth in demand skills include the classic tradespeople, drivers, and new tech skills like Artificial Intelligence, Robotics, video gaming skills etc.

 Summary:

 There are some positive indicators that would suggest light at the end of the tunnel, but it is early to tell whether that will lead to economic growth.  At a very low growth in GDP, and increasing government debt loads and no clear fiscal policies to help I do not anticipate significant job growth in Canada for a while.

There are however bright spots, caused by demographic shifts (retiring Baby Boomers) and new technologies.  The growth of the “gig economy” creates new opportunities for people to define their own destiny and become mini-entrepreneurs.

The effect of US policy changes by the Trump administration remain to be seen.  Having said that early indicators could see immigration (positive for Canada), trade agreements (possibly negative for Canada) and defense (possibly negative for Canada) all having some impact.

In today’s Canada job seekers need to understand the growing sectors, the in demand jobs and be willing to go where the work is.  If I was looking for work I would be moving to the larger centres, investing in in-demand skills and increasing my marketability with the right “attitude”.

That was my look at the Canadian job market for the third quarter in 2016 and some of its influences.

You Can’t Win a Fight (or succeed at anything) without a Winning Team

Brendhan Malone By Brendhan Malone,
Vice-President, Central Canada at Eagle

You Can't Win a Fight (or succeed at anything) without a Winning TeamThe video below introduces you to this year’s Fight Team in the annual Fight to End Cancer, taking place this year on May 27th in Toronto.  These are brave men and women who have stepped out of their homes and offices and into the boxing ring.  They are doing so to raise money for the Princess Margaret Cancer Centre and the Fight to End Cancer.

I was fortunate enough to step in the ring myself a couple of years ago and I know the commitment required.  Eagle has been a proud sponsor and supporter of this event since its inception.  This event aligns perfectly with our core values of integrity, excellence and TEAM.

When a fighter prepares to step in the ring, they join a large team of coaches and sparring partners.  Everyone is working together, with different responsibilities but towards the same goal.    A fighter cannot do this on their own, no single person is a match for a good team.

Business and sports offer natural parallels, none more so than the concept of team.  As an independent contractor, one of the main parts of your job is to get up to speed with a new team.  Understanding what the team’s goals and overall objectives are can help you align yours the same way.  Just as a fight team prepares the fighter for the ring, an IT team prepares a product or service for launch day.  Independent contractors are often the newest members of a team that may have been together for a long time.  Ensuring you are quickly aligned with the team’s goals and overall objectives will result in quicker cohesion and earlier positive results.

I wrote in an earlier post that it is no longer possible for an independent contractor to live in a bubble.  You must be aligned and aware of the business objectives of any IT project.  Teams need to work together towards the same goal.  It may seem obvious… but every team member has to know what those goals are.

I wish all the fighters and their teams the best of luck as the big day approaches.  To all the independent contractors joining new teams, I hope you can align your efforts and objectives as quickly and effectively as possible with a common goal.

IT Industry News for March 2017

Kevin Dee By Kevin Dee,
Chairman of the Board at Eagle

This post first appeared on The Eagle Blog on April 6th, 2017

IT Industry News - March 2017This is my 30,000 foot look at tech events for March 2017. What you see here is a précis of the monthly report I produce, which will be available in more detail at the News section of the Eagle website, where you will also find back issues.

A Little History of March in previous years …

Hootsuite logoIn March 2012, there was some activity with a couple of (then) young companies receiving significant capital — Appirio ($60 million) and Hootsuite ($20 million). Cisco made a couple of acquisitions, paying a whopping $5 billion for video software and content company NDS Group in addition to a smaller network management buy, ClearAccess. NEC paid $450 million for the information management business of Convergys and Avaya paid $230 million for an Israeli videoconferencing and telepresence company Radvision. Other companies on the acquisition trail were DELL, EMC, SafeNet, Avnet and The Utility Oracle logo a large software company originally noted for its databaseCompany. Four years ago, March 2013 saw some of the “usual suspects” making acquisitions, but there were no billion dollar deals announced. Oracle continued its move into the telco space with the purchase of Tekelec; Google bought the small Toronto University-based company DNNresearch in the machine learning vertical; Microsoft sold Atlas Advertiser Suite to Facebook; and Yahoo bought Summly. In March 2014, Facebook made a somewhat surprising $2 billion acquisition of virtual reality company Oculus VR. Intel also expanded its horizons with the $150 million acquisition of smart watch maker, Basis Science. SAP added to its purchasing software suite with the acquisition of Fieldglass and TELUS made a couple of buys, Enode, a management consulting company out of Quebec HP logoand Med Access, an addition in British Columbia, to their healthcare division. March 2015 saw some significant M&A activity with HP paying $3 billion for Aruba Networks; Lexmark paying $1 billion for customer management software company Kofax; eCommerce company Rakuten paid $410 million for ebook marketplace Overdrive; Cheetah Mobile paid $58 million for mobile ad networkMobPartner; TeraGo Networks paid $33 million for cloud provider RackForce; IBM bought natural language and image processing company AlchemyAPI; and in the cable TV world Charter Communications paid $10.4 billion for Bright House Networks. Last year, in March 2016, we saw the $3 billion sale of Dell IBM logoServices to NTT, a direct result of Dell’s restructuring following the recent purchase of EMC. IBM was out bolstering its services business with a couple of acquisitions; the first was Optevia, a UK-based integrator focused on Microsoft Dynamics; and the second was Bluewolf Group, a global Salesforce consulting partner. Montreal-based Yellow Pages picked up Toronto-based Juice Mobile, primarily for its mobile marketing capability. Another Toronto company, Influitive, raised some cash ($8.2 million) and bought a couple of mobile app companies, Ironark Software and Triggerfox; and Netsuite bought IOity solutions, a cloud-based manufacturing software company.

Which brings us back to the present …

Intel logoIn March 2017, the major acquisition in the headlines is Intel’s purchase of Israeli computer vision company, Mobileye, for a hefty $15.3 billion. HPE bought storage solution provider, Nimble, for $1 billion. DeskConnect, the startup that developed the Workflow app, has been acquired by Apple who will offer the app for free. Amazon Web Services, a public cloud infrastructure provider, acquired Thinkbox Software, a company that provides software for managing media rendering workloads. Mozilla acquired Pocket, a startup that developed an app for saving articles and other content.  It is interesting to note, based on my sources that over the last few months, there has been a noticeable decline in Mergers & Acquisitions in the technology space.  Recent articles suggest this might change in the coming months.

canadian flagIn other tech news, Statistics Canada released a report highlighting Canadian participation in the sharing economy, i.e. peer-to-peer services, and its role in the Canadian economy.

Another story that took headlines last month was that US corporate information, including work email addresses and phone numbers, was leaked from a 52-gigabyte database owned by Dun & Bradstreet.

That is it for my monthly look at what was happening in the technology space over the last month, compared to the same month in previous years.  I’ll be back in about a month’s time, until then … walk fast and smile!

Artificial Intelligence Will Change the Way Recruiters Find You a Contract

David O'Brien By David O’Brien,
Vice President, East Region & Government Services at Eagle

Artificial Intelligence Will Change the Way Recruiters Find You a ContractArtificial Intelligence, AI, is here and changing our world every day; however, most of what we hear has been quite ominous at best. Perhaps Stephen Hawking’s statement that AI will be “either the best or worst thing” for humanity is a pretty foreboding statement depending on if you are a glass half full or half empty person.

The reality is that we know AI is present today in our everyday lives and is beyond the realm of science fiction. We see it in the ads presented to us in our social media, our use of Siri, Cortana, smart cars, predictive purchasing, fraud protection and apps like Netfix, Spotify and the like. But where are we in the world of Recruiting and Artificial Intelligence?

There are a number of exciting platforms that will undoubtedly change fundamentally business processes, and I believe very positively and the world of recruiting is one of them. Recruiters have used Applicant Tracking Systems (ATS’s) to source, track and manage candidates for many years. Today, there are a number of AI applications that incredibly enhance and leverage those ATS systems to the next level.

How is Artificial Intelligence Enhancing Recruiting?

The likely biggest challenge for most recruiters is effectively and efficiently screening multiple applicants to find the best candidates. Recruiters can spend upwards of 50% of their time “stuck” in this application and screening phase. Automated screening with AI can reduce this time significantly by eliminating a majority of candidates who may be unqualified while making recruiters significantly more efficient. With analytics and AI, these systems will only become more intelligent, ultimately leading to better candidates and certainly shorter times-to-fill, and allowing recruiters to let their clients know when their requirement will be expected to fill. The biggest win for recruiters and contractors alike will be that with this added efficiency tool, recruiters can focus more time on really connecting with and engaging candidates for true full fit, as well as through the entire hiring and on boarding cycles. Most would say these are the real high value aspects of recruiting that lead to stronger candidate and client relationships — essentially the human elements of the profession.

AI in recruiting also provides the capability to offer deeper, more enriched candidate data that encompasses more data by scraping public social media profiles or any online professional work data or profiles. All of this contributes to better fit engagements, which of course for contractors means more successful placements, better references and ultimately more opportunities.

Additionally, we have seen together with advancement of AI in recruiting the addition of recruiter chatbots that engage with candidates in real time interaction to further pre-qualify and, in fact, digitize early stage interviews, further freeing up recruiter time to create more time to build relationships with contractors. This capability as it pertains to the future of AI in recruiting is often referred to as Augmented Intelligence, which underscores the importance and necessity of the human element in recruiting so that, far from replacing the human component, it rather enhances it.

Take a Break, Gain a New Perspective!

Morley Surcon By Morley Surcon,
Vice-President, Western Canada at Eagle

Take a Break, Gain a New Perspective!When determining whether or not to go the consulting route (vs. finding a job as an employee), there is an old adage often used: Which fallacy do you prefer? The one that suggests employees have more job security or the one that suggests that consultants have more flexibility in choosing their own work hours?

Of course, there is some truth to both but anyone who has been a part of the IT industry for any length of time also knows that neither is always the case! As my blog entry today is aimed at contractors or aspiring contractors, I thought I would share a few thoughts on the topic of using some of your “flexibility” by building in some down time for yourself.

This, it turns out, is really quite hard to do. It takes planning and conviction; and potentially some negotiating as well. A common prairie saying is “Make hay while the sun shines“, meaning that while you’ve got the work, you should be doing it. Especially for those working here in Calgary, given the down-turn in the economy, it is really hard to set some time aside for yourself knowing that many others don’t have the work opportunity that you are enjoying. Additionally, as a contractor, if you’re not working you’re not billing, and that can be a powerful detractor as well.

That said, many contractors have been “running hot” for a long time. Burn-out is becoming more common place, as are mental health issues which can range from being slightly irritable to limitless issues that can be caused by working too hard for too long in a too stressful a situation. There are rare individuals who are truly (and healthily) motivated and invigorated by this lifestyle, but most people would benefit from some respite. Most companies demand that their employees use the vacation time given to them each year and, as an incorporated contractor, you are running your own business. Part of your responsibility as a business owner is to look after the health of your employee(s)… which in most cases is just you.

How would your client/agency like you to plan time off? The key is to begin discussing this early. It gives them a chance to work it into their schedules. Also, being as flexible as possible shows that you are intent on your project’s/work’s success and will make it easier to accommodate your absence. Finally, look at the milestones set for your project and speak with your management contact to decide where your absence might have the least negative impact. There will be times/projects/clients where they simply cannot accommodate an absence request for a certain period of time, but those are more rare and most people are quite reasonable… especially if they recognize that there is likely to be a productivity and/or quality boost to your work when you return fully recharged!

One of the aspects of taking a break from work that has made the biggest difference to me is that it helps to regain a sense of perspective. When you’ve been head down/tail up working for many weeks/months straight, one tends to lose a broader perspective or, rather, your perspective becomes fixed and rooted in the day-to-day problems and issues. Creativity suffers and you can quickly find yourself in a “rut”. Some ruts are straight-up bad while others can become “comfortable” and these are the ones that can last a long, long time. The daily grind becomes routine, you aren’t as bothered by your failures, and you can become numb and ambivalent to both your work and your life outside of work. A good break changes things up, it allows you to see the bigger picture and your role in it, and it both refreshes and regenerates. That way, when you return to your work, you do so with renewed enthusiasm and energy.

If this last paragraph at all rings true for you, you may be overdue for a vacation. Instead of trying to decide whether you can afford to take a break, consider whether you can afford not to. There are plenty of benefits to taking a vacation, and this article perfectly summarizes 7 of them.

Summer is coming soon! What are your plans??!

Business Owner? Invest in YOU!

Kevin Dee By Kevin Dee,
Chairman of the Board at Eagle

This post first appeared on The Eagle Blog on March 23rd, 2017

learning quote from Brian HerbertEagle has been working with independent contractors for more than twenty years.  One of the challenges that any business owner faces is in personal development and it is particularly tough for the owner of a one person business.  If “the business” is taking time out for training, then it is not making money  and a second issue is that the business also has to pay for training.

When I started Eagle I had a similar dilemma, how do I continue to learn about running a business and still do my day job.

“Develop a passion for learning.  If you do, you will never cease to grow.”  Anthony J D’Angelo

Here are some ideas:

Read! It seems obvious … but so few people do it! I love the Executive Book Summaries because they are an 8 page (20 minute read) synopsis of some of the greatest business books. A very affordable annual fee lets me download pdf files that I print and read when I have a few minutes between meetings or when I’m traveling! I also subscribe to Harvard Business Review which produces short, very informative and relevant documents that keep me thinking, give me ideas and help me to stay relevant.

Network! I started a small group of fellow CEOs that gathered on a monthly basis to share stories and collectively grow. There are many existing groups that provide the same experience.  Over the years I have belonged to numerous such groups .. including the group of CEOs who ride motorcycles!  If you are an independent contractor why not start your own networking group?

Online Training.   In recent years there has been an explosion of available, and free or very affordable, training online.  Sites such as Coursera and others like it have great training in a plethora of subjects.

“Leadership and learning are indispensable to each other.”  John F Kennedy

My advice to any business owner, particularly the independent operator …invest a little in yourself and you differentiate from almost everyone else!

Is Your Contractor Onboarding Process Hurting Your Projects’ Success?

Frances McCart By Frances McCart,
Vice-President, Business Development at Eagle

Is Your Contractor Onboarding Process Hurting Your Projects' Success?One of the biggest complaints I hear from contractors starting a new contract with a client is the poor onboarding process.  Far too often, a contractor’s first day of work, and even sometimes their entire first work week, is spent chasing down access to technology, security passes, and access to critical documents that enable them to understand the project and their role.

Onboarding processes in many organizations are geared towards full-time hires and many of those components are transferable to contract hires.  Like a full-time hire, contract hires want to feel that the organization they are working with are happy to have them on board, are organized with their internal processes to make the transition into the organization quick and smooth, and most importantly, welcomed into the work and team environment.

Onboarding goes beyond just passing along security cards, access to technology and showing a person where they sit.  Key components of a contractor onboarding program should include:

  • An overview of company culture;
  • A review of corporate policies (security, HR policies, etc…);
  • A personal introduction to members of the team;
  • The project’s goals and the current state of the project;
  • A review of the contractor’s role on the team – setting expectations of deliverables; and,
  • Who they can go to ask questions/support.

Starting any new role, whether you are a full-time employee or a contractor, can be daunting.  The easiest way to set a new person up for success is to spend the time doing a proper, thorough onboarding.

This article from HRPS shows that people make a decision to stay with a company rather quickly and often, the onboarding process is the basis for part of their decision.

  • 4 percent of employees quit after a bad first day (Bersin by Deloitte)
  • 22 percent of turnover occurs in the first 45 days (The Wynhurst Group)
  • 90 percent of employees decide to stay at a company within the first six months (Aberdeen Group)
  • 31 percent of people have quit a job within the first six months, with half of those coming in the first 3 months. (BambooHR)

Technology talent is becoming harder to find every day.  It is critical that clients spend the time up front with hires to ensure they are properly onboarded and see how they fit into the team and the organization.  The cost of replacing talent is huge – whether contract or full time.  Resources that depart an organization months or even weeks after starting have a devastating negative impact on the team – financially and emotionally.

It is important that companies take the time to develop a solid on-boarding process for employees as well as contractors.  Of course, coupled with a great on-boarding process, is a thorough off-boarding process, which I will expand on in a future post.

Is the Information Technology Industry as “Open” as We Think?

Cameron McCallum By Cameron McCallum,
Regional Vice President at Eagle

Is the Information Technology Industry as "Open" as We Think?

I work in as culturally diverse an industry as can be imagined. The candidates and clients that Eagle works with on a daily basis have origins that span the globe. Eagle itself is a company made up of a conglomerate of languages and cultures. We celebrate our diversity and inclusion almost daily with email bulletins which tell us what days of significance and celebration are occurring. And our work on this front has made us a better company. We are one of Canada’s Best Managed, Best Workplaces and just recently we were named One of Canada’s Best Workplaces for Women. I’ve personally experienced how being a part of this kind of a workplace can create challenges, but I can also attest to the strength of an organization that takes this approach.

At the same time, when I see the current state of politics in the US, I am saddened by the examples xenophobia being expressed by a vociferous minority of Americans. The reality is that this expression of distrust and bigotry is nothing new, instead just choosing a time and place to reemerge in a consistent and persistent manner. Travel bans, patriotic chants, racist actions are not new although headlines from all media sources seem intent on making us feel like they are. And I don’t believe that as Canadians, we are somehow immune to these emotions and, in fact, we share historical and modern similarities with our American neighbors when it comes to discrimination and bigotry.

These actions aren’t limited to national politics, but frequently affect us in our daily lives, including the workplace. As noted above, in the IT industry we have the privilege of working with a diverse group of people, but it’s not to say racism doesn’t exist.  This CIO article written last week by Sharon Florentine asks the question of whether the IT industry is really as open as we think it is and it contains a sobering message. We need to be aware of and take action against systemic discrimination. While outward appearances infer that all is well, there is ample evidence to suggest otherwise.

Referenced Article
Racism in tech runs deep
Sharon Florentine, Senior Writer, CIO
March 9, 2017

10 Reasons to Take a Face-to-Face Interview with a Recruiter

Brendhan Malone By Brendhan Malone,
Vice-President, Central Canada at Eagle

10 Reasons to Take a Face-to-Face Interview with a RecruiterA recruiter asks you to come in for an interview but you have so much on the go. What do you do? Should you blow them off? After all, you’ve already sent over a resume and had talked to them over the phone about what kind of work you want. What more could a face-to-face interview possibly do for you?

Face-to-face interviews with recruiters are more than you may think! Here are 10 reasons to take that interview and increase your chance of getting the next job you’ve been wanting.

  1. Your Recruiter Will Remember You in the Future. Science shows that we remember faces far easier than we remember emails.  🙂
  2. Face-to-Face is Second-to-None. There is simply no technological replacement for face-to-face interaction… including Skype/video interviews!
  3. Get Across What Your Resume Can’t. Communication is over 90% non-verbal.
  4. Your Recruiter Will Better Understand You. Inevitably an unknown skill or strength of yours is going to come out in a face-to-face meeting.
  5. It Will Help Your Recruiter Sell You. Recruiters are not only interviewing you, but also working to provide the strongest presentation of your skills and attributes to the end client. You have a mutual objective.
  6. Its great practice! In today’s business market, IT skills are not enough.  We should use every opportunity available to hone communication and networking skills.
  7. It’s Efficient. Relationships are built more quickly, strongly and efficiently in face-to-face meetings. Recent surveys have shown that it takes five Skype/video meetings to equal one face-to-face meeting.  It’s a safe leap to surmise that the number of emails required to do the same would be incredibly high, and very likely still not reach anywhere near the same level of rapport.
  8. Build Trust. Face-to-face meetings foster a greater sense of trust and commitment to honesty. People are able to “dehumanize” written email communication.  Most people are committed to doing right by others, face-to-face meetings foster relationships which allow for the humanization of the communication, therefore resulting in more people doing the “right thing”.
  9. You will learn something valuable. It is almost impossible for two professionals to communicate without learning something. Recruiter and contractor meetings/interviews offer a great opportunity for each to learn about the others profession and craft.  We are working together in the end!
  10. Meeting with people is FUN! Approach these sessions positively and with enthusiasm and hopefully it will be remembered as a very positive experience.