Find out more regarding a  wide-range of recruitment and selection topics at The PEI HR Toolkit. Simply click on the link to access a comprehensive toolkit of new ideas and tips, practical guides, checklists, downloadable templates that you can customize for your business, and links to other relevant resources you need to help you find, keep and develop valued employees. See more at:  http://www.peihrtoolkit.ca/

 

The Recruitment Process!
 
Before you begin to recruit potential candidates, you need a clear job description for each role. You can start with the National Occupational Standards for each position. These standards, developed by the Canadian Tourism Human Resource Council, have been established for over 40 tourism jobs. They can be used to build job descriptions for the positions you need to fill, and they're available free of charge to all tourism employers!

A job description is an outline, which typically includes these basic elements:
  • Job title
  • Paragraph overview of the job
  • List of primary duties and responsibilities
  • Reporting relationship(s)
  • Working conditions

Applicant Recruitment

  • Make a list of the most likely sources of qualified candidates in your area.
  • Consider present employees for existing job openings.
  • Post job ads online - provincial jobbank and this website (Jobboard)
  • Accept applications from unsolicited applicants.
  • Post job ads or bulletins at secondary schools in your area.
  • Attend job fairs/recruitment events - see the list below
  • Invite current employees to refer people they know.
  • Place "Help Wanted" advertisements.


Below are articles specific to the recruitment and hiring process:


 


 

7 Easier Ways to Find Employees: Hiring Shortcuts for Successful Employee Recruitment

 

By Susan Ward, About.com

1) Connect with your local college or training school.

  Instructors of various [tourism] related programs can be invaluable shortcuts to finding good employees. Get to know who's who and call the instructor of the relevant course or program, introducing yourself, explaining what you need, and asking for recommendations.

2) Get involved with your local college or university's cooperative training program.

  Cooperative programs are always looking for employers to provide suitable job placements. You get an employee with current skills and while it's a temporary staffing solution, you may be able to hire the person as a full-time employee when he or she has completed the program.

3) Hire through a government program.  

Human Resources and Skills Development Canada offers Programs and Funding Opportunities can be found at HRSDC

.

You'll find more employment programs listed in my Small Business Grants library. The downside of these programs is the time spent leaping through hoops, such as filling out application forms; the upside is the considerable cost savings.

4) Hire a student. 

If you can get by without having a permanent employee fill the job, the various hire-a-student programs available can be a great staffing solution. 

  • Local programs are also very visible in season (late spring/early summer).
  • If a college or university exists locally, it will also have its own "hire-a-student" program - another great place to find enthusiastic temporary employees.
  • HRSDC Just the Facts is a federal government website initiated to help dispel myths and misconceptions as well as raise awareness about HRSDC programs.]

5) Use the web. 

There are many "job board" sites on the 'Net where you can place a job listing or search for employees. [The Choose Tourism website has a free job board that is easy to use and focuses on tourism related jobs on PEI.]  Using job sites can help you get your job posting before a local, national (and international) audience of job seekers at a low monetary cost. You will have to spend some time, however, learning how the particular site's system works and/or searching for desirable employees.

6) Put the word out on the street.

  If the situation isn't critical (an "I need someone right now" situation), try using word-of-mouth and/or referrals to find employees. Tell all your contacts (both business and personal) about the position you're seeking to fill and what kind of employee you're looking for.

For small businesses that don't have departments devoted to Human Resources, finding the right employees at the right times can be an especially time-consuming and frustrating struggle. Why not try one or more of these strategies for hiring employees the next time you have a position to fill?

You may be surprised at how much shorter and more successful your hiring process becomes.

Source:  About.com  Small Business: Canada

 


 

Recruitment Do's and Don't's

Now that you know what you need in relation to filling positions and determined the job descriptions, you may be ready to recruit and interview.  Test your knowledge as to what is and isn't appropriate to ask.

Questions

1) If a position requires regular overtime and has an irregular schedule, can an employer ask: "Do you have children?" 

2) If a job requires heavy lifting, can an employer ask: "Do you have a bad back or any medical issues?"   

You need to ensure your interview process is not intentionally or unintentionally asking questions on prohibited grounds. It is important to describe the job and requirements in a way that gives all applicants a chance to apply.

Solutions

1) An employer cannot ask: "Do you have children?" as you may be assuming a person with children could not work longer hours or is not committed to their job.  To ensure the candidate can work the schedule you need, you should ask: "This job requires regular overtime and has an irregular schedule, can you meet this requirement?"

2) An employer cannot ask: "Do you have a bad back or any medical issues?" as you might be discriminating against a candidate with a disability.  To ensure the candidate can meet the physical requirements for the role, you should ask: "This job requires periods of heavy lifting for most of the day. Are you able to do this?"

Source: 

Legal Issues You Need to Consider in Your Recruiting Process

For more information regarding Human Rights on PEI, go to the

PEI Human Rights Commission website.


 Temporary Foreign Worker Program

Every year, Canadian employers hire thousands of foreign workers to help address skill and labour shortages.

Human Resources and Social Development Canada (HRSDC) and Citizenship and Immigration Canada (CIC) work to ensure that the employment of foreign workers supports economic growth and helps create more opportunities for all Canadians.

http://www.hrsdc.gc.ca/en/workplaceskills/foreign_workers/index.shtml

Where there is a demonstrable shortage of Canadians citizens and permanent residents available, the Department of Human Resources and Social Development Canada (HRSDC)/Service Canada (SC) allows for the temporary entry of foreign workers into lower-skilled occupations under the Pilot Project for Occupations Requiring Lower Levels of Formal Training (NOC C and D).

In Canada, lower levels of formal training are defined as occupations that usually require at most a high school diploma or a maximum of 2 years of job-specific training according to the National Occupation Classification (NOC) system and are coded at the NOC C or D skill level. See NOC job descriptions.

GUIDELINES FOR HIRING FOREIGN WORKERS:


Before you apply to hire foreign workers under the Pilot Project for Occupations Requiring Lower Levels of Formal Training (NOC C and D), HRSDC and CIC will expect you to:

  • Demonstrate comprehensive and on-going efforts to recruit Canadian youth, Aboriginal peoples, recent immigrants and Canadians in areas of high unemployment;
     
  • Show efforts to hire unemployed Canadians through HRSDC and provincial employment programs;
     
  • Consult with the local union if the position is covered under a collective agreement;
     
  • Sign an employer-employee contract outlining wages*, duties, and conditions related to the transportation, accommodation, health and occupational safety of the foreign worker;
     
  • Cover all recruitment costs related to the hiring of the foreign worker;
     
  • Help the worker(s) find suitable, affordable accommodation;
     
  • Pay full transportation costs for the foreign worker to and from his/her home country;
     
  • Provide medical coverage until the worker is eligible for provincial health insurance coverage;
     
  • Register your worker under the appropriate provincial workers compensation/workplace safety insurance plans; and
  • * If the offer of employment is for longer than 12 months, the employer/employee contract must indicate that you agree to review and adjust (if necessary) the foreign worker's wage after 12 months of employment. This will ensure that the wages you pay the foreign worker continue to meet the prevailing wage rate of the occupation and region where he is employed.