#1 HR SPECIFIC JOB BOARD IN CANADA

5 Tips for Tapping into the Hidden Job MarketThere are plenty of ways to bolster your job search – why not try these on for size?

Three Reasons to Hire an HRPA member.Your people are the di�erentiator between success and failure – hire HR partners who have the business acumen to handle that.

Want the best talent? Hire an Intrapreneur.They’re innovative, independent thinkers who will create their own niche within your organization. Here’s why that’s a good thing.

As many of us can attest, job-searching isn’t always a straightforward process. Sometimes opportunities come from unexpected places – so searching high and low is never a bad strategy. In that spirit, here are five tips for finding job opportunities that may not be widely advertised.

1. NETWORK, NETWORK, NETWORK. We’ve all heard it a hundred times, but it’s true – your network can be the most invaluable resource in landing that next job. Sometimes, you’ll catch wind of an opportunity that hasn’t even been posted yet – and what better way to get the jump on the competition?

2. BE PRESENT.We don’t mean the old stand-bys of eye contact and active listening – although those never hurt. What we’re talking about here is good, old-fashioned pavement pounding. Actually go to the company. Ask if you can drop o� a resume with the receptionist. Contact a point person there and ask for a co�ee meeting. Taking the initiative, and giving them a face to put to your name, could make a big di�erence.

3. LEVEL UP YOUR SKILLS. The most-considered advantage of taking a course or learning a new skill is that it tends to, you know, improve your skills. However, a side benefit is this: not only are you polishing up your resume to make it even more appealing – you’re also meeting several individuals in your industry. If you’re taking a formal course, your peers and teachers may be an invaluable resource in finding new potential job leads.

4. KEEP AN EYE ON THE NEWS.This company merging or that company acquiring some other company may seem somewhat dry, but during a job search, it can pay o� to keep up to date with this sort of business news. Is there a huge merger coming down the pipeline? Big company opening up a new location near you? You may be able to get one step ahead of their recruitment search if you know it’s coming soon.

5. BECOME A PASSIVE APPLICANT.Just because you’re not currently on thejob hunt, it doesn’t mean you shouldn’t let your resume do the talking for you. Keep your LinkedIn profile up to date, and maybe even keep a “passive” profile on a job board or two. You never know when your dream job might find you!

5 TIPS FOR TAPPING INTO THE HIDDEN JOB MARKETThere are plenty of ways to bolster your job search – why not try these on for size?

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#1 HR SPECIFIC JOB BOARD IN CANADA

They’re innovative, independent thinkers who will create their own niche within your organization. Here’s why that’s a good thing.

For most recruiters and hiring managers, there’s a pretty predictable script when it comes to searching for a job candidate: someone who ticks the checkboxes and fits the culture.

In fact, the notion of “fit” has become such a pervasive one in recruitment that we sometimes tend to overlook the value of candidates who challenge the status quo. And sometimes, it’s those candidates who may just be exactly what you need.

Talent like that has always been around, but it’s only recently that these innovators were given a name: intrapreneurs.

Like entrepreneurs, intrapreneurs share the same innovative, industrious spirit, the same drive toward problem-solving and the same ability to balance risk and reward. The only di�erence? Intrapreneurs operate within an established structure in an established company, according to Inc.

Intrapreneurs think and behave like owners, according to Forbes. Essentially, that’s what di�erentiates them from your standard employee – they take ownership of their role, of their stake in the organization, and they engage with it as though it is their own.

“Being an intrapreneur can give you the ability to gain greater job satisfaction, because you’re able to exercise your creativity, take a leadership position, build your credibility, and make a meaningful impact on the business, all within a reasonably safe environment,” according to Wired. “Intrapreneurship can be a perfect option if you think, ‘I need to do something di�erent that lets me use my talents, share my passion, and satisfy my urge to be in control, but without making a major career change.’”

WANT THE BEST TALENT? HIRE AN INTRAPRENEUR.

As you might imagine, hiring talent with that sense of ownership and investment in the role is a great way to ensure you’re hiring someone with an incredible level of engagement and commitment to the job. You’re likely to see high retention rates, increased productivity, an inspiring degree of passion for their work, and innovative ideas and problem-solving to help carry the company forward.

However, may also see them challenging the established norms and “rocking the boat,” so to speak. Additionally, if they don’t feel their ideas are being heard, if they feel they are being stifled, or if they feel they are not in charge of their own domain within the company, they are likely to feel very dissatisfied very quickly – and it probably won’t be long before they leave, taking their great ideas with them.

In fact, a full 70 per cent of successful entrepreneurs report they incubated their business ideas while employed by someone else, writes Tomas Chamorro-Premuzic in the Harvard Business Review.

“Indeed, most people start their own companies — or go freelance — in order to stop working for others. Why? Because most managers are simply unbearable. Year after year, Gallup reports that most employees are unhappy at work, and that the number one reason for dissatisfaction is their boss,” he wrote.

But there is one upside to incompetent management, he says.

“By failing to attend to their employees’ ideas, and continuing to demoralize their sta�, bad leaders accidentally stimulate entrepreneurship. Indeed, if entrepreneurial employees (i.e., those who have the talent and drive to be inventive and enterprising) were happy at work, or at least felt that their ideas are being valued, they would contribute

to innovation and growth in their employers’ organization, rather than setting up their own company. Therefore, bad leadership — or, if you prefer, incompetent management — is a major source of entrepreneurship. In fact, America owes much of its recent growth, technological innovation, and socioeconomic progress, to inept managers.”

So what’s the takeaway for your recruitment process? Definitely hire intrapreneurs if you want to boost growth, innovation and productivity. But hire them with the understanding that they will need the freedom and the support to make those ideas a reality for your business.

Legal Tips for the Interview ProcessIt is all too easy for an employer to ask or say something inappropriate during the interview process. In fact, certain types of questions could be considered a breach of the Ontario Human Rights Code.

Workshop – Hiring Secrets to Attract the Best CandidatesThis seminar focuses on the best methods for finding and hiring the best candidates as e�ciently as possible.

HRPA AC2018HRPA’s Annual Conference & Trade Show is Canada’s largest human resources conference, attracting more than 4,500 HR and business professionals. The 2018 conference will be held on January 31st to February 2nd, 2018 at the Metro Toronto Convention Centre, South Building. Our popular three-day event features world-class keynotes, informative sessions on cutting-edge HR issues, more than 230 trade show exhibitors and an opportunity to network with others in the industry

UPCOMING EVENTS

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#1 HR SPECIFIC JOB BOARD IN CANADA

THREE REASONS TO HIRE AN HRPA MEMBER

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professional with the Certified Human Resources Professional (CHRP), Certified Human Resources Leader (CHRL) or Certified Human Resources Executive (CHRE) designations.

Here’s why hiring an HRPA Member will give your business a competitive edge.

1. THEY’VE PUT IN THE HOURS – AND THE PROFESSIONAL DEVELOPMENT.Our members must meet strict standards each year to remain a member in good standing with HRPA – and a big part of those standards includes a Continuing Professional Development (CPD) requirement. Our members are continually learning, upgrading their skills, and keeping abreast of legal and procedural changes – so your business will never be at risk.

2. THEY’RE ACCOUNTABLE.As a regulator of the HR profession, our members are accountable to HRPA – and they are held to high ethical and

Your people are the di�erentiator between success and failure – hire HR partners who have the business acumen to handle that.

We’ve all met someone who sort of “fell into” an HR career – it wasn’t in their long-term plan, and it certainly wasn’t something they devoted countless hours of study to. But those days are long over. Today, your talent is the key di�erentiator between business success and failure – and as the strategic stewards of your talent resources, your HR professionals need a whole new set of skills and competencies to perform for your business.

Hiring top HR professionals is the most important competitive advantage you could give your organization – and Hire Authority can help you there. Our job board connects you exclusively with HRPA members – many of whom are designated

professional standards. We have a complaints system in place, and we ensure that our members are held to the upmost standards of professionalism.

3. THEY PROVIDE REAL BUSINESS VALUE. Our CHRP, CHRL and CHRE designations are the designations business leaders respect and value. Eight in 10 executives believe designated HR professionals contribute positively to business success, with 49 per cent saying they contribute very positively, according to a targeted national research survey of 200 C-level executives conducted by LegerWeb. Six in 10 would place more value on an HR professional who had any of HRPA’s three HR designations (CHRL, CHRE, and CHRP), and 74 per cent said designations enhance their view of the professional’s ability to find the right people for the right job.

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