Burke's Blog


Prescreening – Helping & Supporting your Organizations’ Needs

Posted: Sep 10, 2013

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The Burke Group can help any organization who has ever had to fill a role knowing they were going to receive a mountain of resumes, or simply do not have the internal resources or time to give while looking for new team members.   Our Prescreening services provide a customized solution to supplement your recruitment process ensuring top quality candidates.   We do all the groundwork by providing resume screening, telephone prescreening, education verification, assessments and referencing.    The end result is a short list of prepared, qualified candidates interested in your organization and your opportunities.  In simple steps, we can help support and further your Niagara business goals.  Here’s our process, let us help:

Advertising

The Burke Group can post the position on our established website and many other job search engines that we use and suggest.

Development of Recruitment Criteria

In conjunction with your company representatives, The Burke Group will develop screening criteria for recruitment purposes. An established criterion includes determining the behaviours and attitudes required to fit with you company’s culture and environment, as well as the specific educational and technical requirements for the position(s). This allows us to customize the screening process to meet your specific requirements.

Resume Screening

Resumes received by The Burke Group will be screened according to criteria determined by your supervisory/management team. Telephone pre-screens will be conducted to determine initial candidate suitability. A list will be generated outlining candidates not selected, including relevant rationale. A total list of candidates selected for pre-qualification will be maintained to avoid future duplication. A sample telephone pre-screen form is attached to this proposal. The telephone pre-screen form is customized for each client based upon the established criteria for the position(s). It is this step of the pre-screen that facilitates a fair and equitable recruitment process.

Initial Personal Contact / Education Verification

Candidates will be expected to attend a brief interview at The Burke Group to provide proof of credentials and complete a reference authorization form. All candidates must provide proof of credentials required as determined by your company.

Verification

Candidates will be expected to attend a brief interview at The Burke Group to provide proof of credentials and complete a reference authorization form. All candidates must provide proof of credentials required as determined by your company.

Assessments

Applicants selected will be tested based upon an assessment program developed by The Burke Group and your company to best meet your organizations’ benchmarks.  The Burke Group’s consultants will review the needs of your company in greater detail to assure the most appropriate, relevant assessment tools are utilized.

Reference Checking

The Burke Group will contact 2-3 previous employers to provide additional information pertaining to the candidates in the areas of:

v  Period of employment v  Dependability
v  Quality of work v  How quickly do they learn
v  Performance, compared to others v  Punctuality/attendance
v  Interpersonal skills v  Attitude
v  Level of supervision and guidance required v  Overall evaluation

 

Reference forms are customized to ensure specific information required by your company is covered.

This leaves you able to select from the best pool of talented candidates possible.    It’s just another way The Burke Group is able to help and support your growing Niagara business needs.


Bench Strength

Posted: Aug 20, 2013

BENCH STRENGTH

We can help load the bases in your organization with our talented recruiting/permanent placement team.i love my team

Our talented team of recruiters can help, here’s how:

The Burke Group takes pride in our knowledge of the labour market and the needs of business and industry within that market.  Our local contact network and proven track record allows us to offer the highest quality and most valid search services.

Recognizing the importance of conducting a professional search in an expeditious and highly effective manner, The Burke Group recommends the following process for effective recruitment:


Changing Careers in a Changing World

Posted: Aug 06, 2013

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Despite the current economic climate, changing careers today is not as extraordinary as you might think. A recent study conducted by DBM revealed that one-in-two people who find themselves in career transition, change industry or job function successfully.

The biggest challenge to changing careers is identifying your transferable skills and then learning how to package them to appeal to an employer in a different industry. The larger the gap between the experience requirements of your current industry and the new one, the harder it becomes to make the switch and the more compromises you must be willing to make. The stronger your skills are and the broader your knowledge base is, though, the more credibility you will have and the easier it will be to make the change.
When contemplating a career change, keep the following considerations in mind:

1. Plan for a longer job search. Changing industries requires research, which requires time. Assess your financial situation and make realistic decisions. You may have to consider an interim position or part-time work to bridge to your new career.
2. Stay grounded in reality. Successful career change is based on setting realistic goals, making an honest assessment of your skills, and then matching those against the current market conditions.
3. Network, network, network. Networking is the key to any successful job search, especially in the case of a career change. The most effective way to transfer skills to a new field or new career is by using your contacts. Companies are more willing to take risks on people who are referred to them by individuals who can account for the candidates’ abilities and potential.
4. Learn the language. Every field has its own culture and language. Assess your skill set and align it with industry needs. Then translate your skills into language that resonates within that industry.
5. Learn the business. Professionals today are expected to have an understanding of their industry – current issues and challenges faced. Read every article you can find on the industry, so that you can leverage your skills in offering solutions to industry challenges and demonstrate the value you would add to an organization.

Making an industry or career change is not impossible, but it will increase your job search time and the amount of research you have to do to be successful. Before you make any firm decisions, consider the positives and negatives carefully and seek advice from knowledgeable friends and colleagues, so that you can be sure you are willing to make the commitment necessary for success.


Career Transition Services

Posted: Jul 23, 2013

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In both difficult and dynamic times, management may find itself faced with having to make decisions affecting roles and changes to its staffing structure, including the transitioning of employees from the company. These decisions and changes require effective planning, organization, and execution of a dignified exit plan. Whether employees leave a company voluntarily or involuntarily, a goal of management should be to reduce, if not eliminate, potentially negative aspects of the termination and subsequent job-search process, with the goal of providing the exiting employee with support, and reducing anxieties for the “surviving” employees.

A major consideration is to provide Outplacement, or Career Transition Services to exiting employees. The benefits of providing Outplacement services far outweigh the cost of implementing a quality internal program. A quality Career Transition or Outplacement Service can be a most important severance benefit, both to the employee and to the company. For the individual, while dollars can help financially during the transition, outplacement enables the employee to make a suitable career transition more quickly and successfully. For the company, outplacement services not only provide benefits that cannot be purchased in other ways, but save resources that may otherwise be expended on organizational and/or legal problems which tend to arise when outplacement is included in the termination package.

The Primary Benefits to the Company in providing Outplacement to employees who are terminated for organizational and/or economic reasons include:

Avoiding Legal Problems

It’s much easier for an objective, third party to help an angry employee move on to the future than for the company to do so.  Often, the terminating company is seen as the enemy. Terminated employees who are in contact with Career Transition / Outplacement counsellors about future career opportunities are not speaking with labour lawyers about how unfairly they were treated. Experience proves that discrimination claims can be reduced through professional counselling directed toward future career success.

 Maintaining a Responsible External Image

From a public relations perspective, former employees can either damage your company’s reputation or report fair treatment. Which would you prefer? Being perceived as a responsible employer to your markets is part of your reputation that both your customers and your future employees will research. Employees who are treated fairly when terminated are not as likely to voice negative opinions of the company to any form of media. Outplacement supports a positive view of the company by employees and the community.

Preserving the Goodwill of Terminated Employees

Helping a former employee who has helped you for years is responsible management. Regardless of how strong the economy may be, the rules of career transition have changed since the last time the employee made a transition. Let them leave as you would want to leave a company yourself. You may be working with them in some capacity in the future. Maintaining amicable relationships with terminated employees, who may later become employed in positions within a client company or another company with future business links to the company, ensures that future business dealings with them are positive.

Improving Retention and Recruitment

Professional recruiters report that it is much easier to recruit and retain high performers for companies that treat their employees well and that have good reputations. How you handle employee terminations contributes to your long-term image. Employees who stay with the company are also sensitive to how terminations are handled. Once a company has the image of treating people poorly, it becomes extremely difficult to retain current talent, maintain productivity and obtain new talent.

Facilitating Manpower and Succession Planning

Outplacement can free management to make decisions in a more timely manner about individuals who are “bottlenecking” the organization and blocking “fast trackers.”

Improving Morale and Productivity

The least visible and most powerful reason for outplacement is to improve the morale of those left behind. All employees want to be valued. To that end, providing Outplacement services shows that the company has a “conscience” and demonstrates to remaining employees that they are indeed valued. Employees (often called “survivors,”) want to know that their former colleague has been treated fairly. There’s also a latent fear that they could be affected as well, so outplacement goes a long way to demonstrate company commitment during a time when productivity is important.

Reducing Unemployment Claims

Professional outplacement assistance has proven to reduce time-to-placement and reduces employment compensation claims.

 Financially

The cost of outplacement is consistently offset by the expenses that are avoided, such as the ones above, as well as potential severance savings. Lower recruitment and legal costs combined with higher productivity and retention rates make outplacement cost effective.

It is generally accepted that Outplacement services reduce the risks and increase the speed of changes in an organization’s workforce. Companies who use outplacement are less likely to be faced with separation-related litigation. In addition, treating former employees with dignity and offering them tangible help in continuing their careers sends a powerful motivational message to the rest of the organization. As a result, companies who provide outplacement are more likely to maintain or increase productivity and profitability than those companies that do not provide support. Additionally, from a “bottom-line” perspective, the cost of gaining these financial and psychological advantages generally averages less than 5% of the total costs of separation.

 


Costs of Hiring – we can help!

Posted: Jul 11, 2013

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Most organizations are primarily concerned with bottom line and costs.  The Burke Group recognizes and appreciates this concern.  The following information is designed to assist clients in a cost analysis of hiring.  Although initially the cost of using a professional search firm appears to be high, the actual costs are often less expensive or equal to those incurred by most companies when they hire on their own.  A few important considerations are as follows:

TRUE COSTS:

Assess resumes:  No phone calls:

100 responses @5 minutes per resume

8 hours @ $_______________

Prepare short list of acceptable candidates:

½ hour @ $_______________

Telephone pre-screening:

8 calls at 15 minutes each

2 hours @ $_______________

Telephone time to arrange 6 interviews:

½ hour @ $_______________

Interviews:

6 @ 30 minutes each

3 hours @ $______________

Testing:

3 hours @ $______________

Reference Checking:

2 hours @ $_______________

Prepare interview questions:

½ hour @ $_______________

Set second interviews:

½ hour @ $_______________

Interview final candidates:

2 – 3 candidates at ½ hour each:

1 – 1.5 hours @ $___________

Miscellaneous time expenditure:

1 hour @ $________________

Telephone calls to all interviewed candidates:

6 calls at 15 minutes each:

1.5 hours @ $_____________

The decision to hire or not hire an individual is based on an expectation of the FUTURE performance.  If these expectations are not met:

a)      A decision must be made whether to keep that person on beyond the standard 90 day probation period.

b)      If you have hired on your own, you will once again incur all the expenses of recruiting.

c)      If you have hired through The Burke Group, we have an exceptional success rate.  However, should our candidate not work out for whatever reason, The Burke Group provides a 3 – 12 month replacement guarantee allowing you to replace the individual at no additional cost.

Just some Burke thoughts and financials for you today.