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Corporate matchmakers

Do you fit in the recruiter's puzzle?
[November 2006]

MBA paves way to executive track

With such a high price to pay, is an MBA worth the investment?
[October 2006]

Corporate world has its free agents.

As in baseball, so in the workplace
[September 2006]

Fancy the top job? Get ready to be grilled

CEO candidates face a lengthy interview process in front of directors, Wallace Immen writes
[September 2006]

Telecommuting can be great

-- but don't completely disappear from the office if you care about your career, by Wendy McLellan and Alexandra Lopez-Pacheco
[September 2006]

The leader of tomorrow

Say goodbye - and good riddance - to the ego-driven, desk-thumping CEO. Today's more educated and worldly workers just aren't buying that act anymore.
[April 2006]

White-collar crunch: World talent search on

The Vision Awards, a prestigious event honouring human resources professionals in eastern Ontario or western Quebec, is scheduled for May 17 at the Westin Ottawa.
[April 2006]

Vision Awards Set for This May

The Vision Awards, a prestigious event honouring human resources professionals in eastern Ontario or western Quebec, is scheduled for May 17 at the Westin Ottawa.
[March 2006]

The Charisma Quotient

It's the ultimate intangible: hard to define, impossible to fake and one of the greatest assets in business - a dose of charisma and the world is yours.
[March 2006]

Poll casts doubt on urban stereotypes

A new study of six major Canadian cities is challenging common myths about our urban centres.
[March 09, 2006]

New Nortel boss mines GE

Nortel Networks Corp.'s newly arrived chief executive officer Mike Zafirovski has started assembling a new management team by recruiting past and present executives from an ex-employer. [February 5, 2006]

Latecomers to the Career Game

"Employers need to rethink hiring, training and promotion policies if they are successfully to recruit and retain professionals who have delayed their career entry," concludes a report from three professors who looked at people who started their careers later in life in the academic world. [November 23, 2005]

Headhunters beat the bushes

Shortage of skilled workers crosses sectors. [November 23, 2005]

Alberta's oil sector courts CFOs

With Alberta in the midst of an energy boom, the shortfall in construction trades, oil field workers, and technical staff have been duly noted. However, from a headhunter's perspective, the shortage of financial executives and accountants is every bit as acute and the requirements are more immediate. [October 26, 2005]

Golden handcuffs are off
Thanks to soaring stocks...

Stock options are meant to serve as so-called golden handcuffs that bind top-notch executive talent to the firms they serve. But this retention strategy appears to be backfiring in the oilpatch, where stocks are soaring. [October 26, 2005]

It's time to leave a loveless career

Up to a third of employees feel trapped in jobs, new poll shows, but experts say now is a perfect time to hunt for a better match. [September 7, 2005]

World loves to milk Canada's executive pool

"Canadian executives travel well and, as a source of talent, Canada is very important for us," adds Mr. O'Brien, whose firm recently brought partners from around the world to a meeting in Toronto "to give them a better understanding of this very critical market for the firm's growth." [September 5, 2005]

Ottawa's tech sectors get back on track

Gary Davis can size up the unemployed technology-sector workers who stream through his office in a few seconds.

"I can tell by the tone of their eyes whether they've been out of work for weeks or years. It can be overwhelming, but recently the stares haven't been as bad," says the director of the non-profit Ottawa Talent Initiative's (OTI) action centre, a grassroots networking and employment-counselling operation. [August 4, 2005]

How to get a headhunter on your side

The first thing to know: They'd rather be called recruiters. Kevin Marron offers that and other tips to get them working for you. [August 3, 2005]

Employers less needled by tattooed workers

Career advisers agree. So many people now have barbells sticking out of their eyebrows, labrets on their chin and tattoos exposed to public view that they aren't the interview-enders they were for recruiters just a few years ago.

In fact, recruiters say, body art is destined to become commonplace in the boardrooms of the future -- and employers had better get used to it if they don't want to lose out on talented employees. [July 20, 2005]

Buoyant times for managers and execs
If you're a job seeker, it's time to party like it's 1999.

There haven't been as many management and executive jobs on offer since the glory days of the tech boom -- and this has driven down the time it takes to land a new position, according to figures released this week.

"We are in buoyant times in executive searches. We are busier today than we were at the height of the tech boom," says Ron Robertson, Ottawa-based managing partner of the executive search firm Ray & Berndtson. The 560 executive searches done by the firm in Canada in the year that ended June 30 is 35 per cent higher than the previous year. "And it is not just in one sector, it is right across the board." [July 20, 2005]

Big Brain Squeeze:
Don't bother listing your strengths and weaknesses

Sometimes it's not enough to sport a superb CV and spotless track record, flaunt gushing references and then ace the interview. Many of today's CEO-hopefuls have to visit a shrink - and emerge with a passing grade - before getting a shot at the corner office. [July, 2005]

Starting Off on an Honest Footing.
Resume Fraud: It isn't worth it to lie - or to avoid checking up on job applicants

Wendy Mclellan of The Province writes, "It is so tempting to alter a few little details to make a resume shine brighter than the rest in the pile.

Who would find out you were just a small part of a successful project, not the team leader? How would they know you're six credits short of that undergraduate degree?"

...Patrick Reynolds, a partner in the Vancouver office of Ray & Berndtson, a national executive-search company, says most people exaggerate something on their resumes, but only a few of those applying for high-level positions are bold enough to make significantly false claims.

Still, the company does extensive reference checking and contracts BackCheck to investigate the background of every candidate. [July 3, 2005]

Execs cash in on booming economy, thin talent pool: Compensation packages soar as competition for top talent in 'super-heated' market increases

Vancouver Sun reporter Bruce Constantineau writes: "British Columbia's top executives took home much larger pay packets last year and a strong economy and a shrinking pool of executive talent suggest the trend will continue, Vancouver executive compensation experts predict."

"The search for talented people gets more competitive every year," said Craig Hemer, a partner at executive search firm Ray & Berndtson. "Baby boomer CEOs are moving through the system and retiring, and there are simply fewer qualified people available to step into those positions. With an expanding economy, there are even more positions to fill.

"In the next five to 10 years, it's going to become a super-heated market for senior executives in almost any sector, public or private." [June 17, 2005]

City's 'black-and-white' mindset proof against exec pay scandals

Executive search firm Ray & Berndtson partner Jim Harmon cites three interesting trends in CEO compensation. He said that while there aren't significantly more companies out there, many are going to market at the same time, necessitating a sudden need for the right person at the top. [May 25, 2005]

Dress for success -- it really works, honestly.

Want a promotion? You might want to look for it in your closet.

A new survey suggests that dressing up for the office significantly helps how people are perceived on the job. And that mean no more Casual Fridays. [May 20, 2005]

Political polarization in the U.S. drives talent north, providing business for B.C. headhunters

Brian Morton of the Vancouver Sun writes: "A growing number of U.S.-based business executives who want to escape the America of George W. Bush are heading north to Canada. That's the word from a major B.C. executive headhunting firm that's tapping into a market that didn't exist a few years ago." [April 30, 2005]

'Tech gap' may lead to loss of top employees

Companies risk becoming prime targets for headhunters looking to steal top-performing workers, while they also tend to see productivity fall, if they don't ensure employees have the best technology, say experts on managing technology in the workplace.

"There are many examples of where (technology) is working as an enabler, but there are certainly examples where it has crippled organizations," says Kevin Hall, managing partner of executive search firm Ray and Berndtson's Calgary office. [April 2, 2005]

Hugged an executive today? Get squeezin'

"Talented executives can expect some hearty 'bear hugs' from their employers this year, top recruiters predict." writes Globe and Mail columnist, Wallace Immen. "As a battle to attract and keep top talent heats up, not only in Canada but around the world, organizations are realizing that 'if you want to keep key executives, you've got to make sure you are figuratively hugging them,' or they will succumb to the embrace of a competitor who is offering more, says W. Carl Lovas, president of Lovas Stanley/Ray & Berndtson Inc. in Toronto, one of the largest executive recruiters in Canada." [March 30, 2005]

Would-be recruits want tech tools

Canadian companies that lag behind in equipping their employees with technology tools will suffer in their ability to attract and retain workers, says a poll to be released tomorrow. The survey, conducted by Ipsos-Reid for Microsoft Canada, shows that 75 per cent of Canadians "see technology tools and software as an important consideration" when choosing a place to work. [March 27, 2005]

Job Satisfaction and the tech-savvy employee

"Polls show software and tools a major consideration for many workers." writes Globe and Mail columnist, Wallace Immen... Despite growing awareness, a lot of executive job candidates still think of technology as an afterthought, says Sue Banting, a partner at Lovas Stanley/Ray & Berndtson Inc., an executive search company in Toronto. She finds that all too often in interviews for executive jobs, candidates seem afraid to ask about the technological arsenal their prospective employers will provide. But they should make a point of asking, because the skills that companies are looking for in executives have changed in recent years. [March 26, 2005]

The gadgets and tech toys of yesterday are today's business tools

It's almost a cliché to say that while an employer is choosing an employee, the worker applying for a job is also choosing an employer. A new study conducted by Ipsos-Reid for Microsoft Canada indicates that the potential employee might have a new -- and very important -- factor for choosing who they go to work for. writes Chris Talbot for Connect IT

"...It might seem like the types of workers that would be demanding the highest level of technology could be information technology workers, but the results are more far-reaching than just IT workers, said Sue Banting, a partner with Ray & Berndtson. For instance, the healthcare industry is seeing new doctors coming out of school that have been trained on the latest and greatest technologies in their profession. Those new doctors are expecting the same level of technology from their new -- and potential -- employers." [March 23, 2005]

Top gun recruiting: Jim Harmon's take on the 10 most common mistakes made by tech startups

"Changing CEOs is one of the riskiest bets a high-tech firm can make. Tech companies by their very nature constantly present new leaders with a slew of options -- technologies, sales partners, geographies, financing -- any one of which can lead down a dangerous path." writes James Bagnall for the Ottawa Citizen. "...But big companies usually have enough cash and institutional history with customers to allow for a recovery. For startups, a wrong choice for CEO can be a death sentence.

Jim Harmon, a managing partner with Ottawa's largest executive search firm, Ray & Berndtson, understands this reality better than most. Since 1999, his company has placed 19 CEOs at Ottawa firms along with more than 120 senior level managers and directors of company boards." [Feb 3, 2005]



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