The companies on the Top 5 last year are still in the Top 5 this year, but each one has changed its position when ranked by revenue. This is always an exciting moment for those of us in the staffing industry in Canada. We love to see who’s in the top three spots, who’s moved… Here are the Top 5 as reported by Staffing Industry Analysts. Notably missing from the Top 5: Manpower. Much like Randstand and Adecco, Manpower is a global staffing provider but doesn’t share Canadian figures from all operations in the country. If they should choose to do so in the future, I’m thinking they would land in one of the top spots.
Top 5 Canadian Staffing Companies Ranked By 2012 Revenue
- #1 Adecco takes over the #1 spot with an increase in revenue from $515M in 2011, to $679M in 2012. Kudos for that increase!
- #2 Randstad gave up the top spot to move into #2 despite a nice increase from $525M in 2011 to $650M in 2012.
- #3 Procom slid up 2 spots to hit #3. Revenue increased a whopping $2M to hit $500M in 2012.
- #4 Design Group comes in at #4 with $390M revenue in 2012.
- #5 Allegis Group is at #5 with $385M revenue in 2012. For comparison, here’s the list that was published last year, based on 2011 revenue.
Congratulations to all five firms! – To keep up to date with recruiting news and the latest on social recruiting, join Plugged In Recruiter on Facebook.
Source: Staffing Industry Analysts
You know you’ve conducted a great interview when the applicant feels that you really “get” them and you leave the room understanding his or her career goals and approach to work. Not every interview will be ideal, but there are steps you can take to increase the odds.
Know the resume before the interview starts.
Recruiters work at a hectic pace. When time crunches hit, studying the resume is often the step that doesn’t get done. Developing a standardized pre-interview review process may help you get it done quickly and reduce the temptation to skip it.
- Take a first pass through the resume with no attempt to dive into detail. What jumps out at you? Do successive positions point to a clear career path or is it difficult to understand how one position relates to the next? Are there employment gaps? Circle each area that leaves you with a question.
- Now take a second run through. This time, write out questions that will encourage the applicant to open up and help you understand. At this point, you may feel that some of your questions have been answered. Don’t drop them. Often initial questions are the result of your recruiter intuition advising you to probe.
Interviewing on purpose.
Enter the interview room with a clear intention to understand. Try to put any job openings out of your mind so that you’re not meeting for the purposes of deciding yes/no. That can get in the way. Stay with your questions long enough to get second and third responses. Often, successive answers provide the most valuable detail. Don’t feel you have to fill every gap in the conversation with another question. Allow the candidate a little ‘white space’ to more fully develop the topic.
Do you have additional techniques you’d like to share?
How great would it be to end the week knowing you had accomplished your major goals, impressed your clients, and maximized your earnings? You can do it by giving yourself a strong start Monday morning.
Step 1 – Create your own personal definition of success for the week.
What are your goals? Is it to make 2 placements this week? Present a full slate of 5 candidates for your hottest perm order? Increase your number of temporary workers on active assignments? Whatever your personal key metric is, set a specific goal for yourself and keep it in a place where you can see it all day.
Step 2 – Share your hot jobs and your best talent with colleagues early in the day on Monday.
If your recruitment software program has a built in feature to broadcast orders and candidates within the company, take advantage of it. If you don’t have this feature, send a quick email highlighting what you’re working on. This can help you fill orders and place candidates more quickly.
Step 3 – Review your past and planned actions on open orders to make sure you’re taking multiple approaches to fill them.
- Passive recruiting: Write job ads that are appealing and inviting. Consider including your phone number so that candidates can contact you directly. This can cut down on the time it takes to connect with great applicants.
- Active recruiting: Resume mining on job boards, phoning past placements to ask them to refer their friends, sharing current openings with colleagues, searching for candidates on LinkedIn or in other professional or social networks.
Step 4 – Control the recruitment and order fulfillment cycle.
This can be the trickiest — and the most valuable — skill to cultivate. Many lost orders are due to the client filling them internally or filling them with a candidate from a competing firm. By maintaining close control of each step, you’ll fill your orders more quickly, lose fewer candidates as you won’t waste time waiting for responses from clients, and you’ll reduce your stress. Here are a couple of examples where you’ll need to gently assert yourself.
- When the client says “no hurry” — don’t listen. Filling the order or presenting candidates within 24 hours demonstrates that you’re on top of the market and reduces lost orders. This will increase your production and your income, and most likely, your personal satisfaction. If they’re not ready for candidates, you’re probably not working a real order.
- Never present candidates by email. Phone or visit the client to reconfirm what you understand to be the critical skills sets needed, and then tell them what you learned about your candidate during the interview, assessment, and reference checking process that speaks to those skills. Your verbal presentation should focus on elements they’ll never get from a resume. Once they confirm they’re interested, then email the resume if they want it. In most cases, forwarding a candidate’s profile and waiting for feedback from the client is a rookie move that will slow down the process and will do nothing to build your reputation as a recruitment professional.
There’s no shortage of stuff to keep you busy throughout the week. The trick is to fill your calendar with important things so that there’s little room for all those little things that will get in your way.
Make it a super week!
We recruiters are pretty quick to point out mistakes candidates make during job searches. We talk about common resume errors, we roll our eyes and relate tales of candidates who answer cell phone calls during interviews, and we complain about the ones who apply for every position posted – even when they clearly don’t have the required background or experience to get the job done.
Let’s turn the tables and think about the things we can do to keep job seekers happy and engaged throughout the process. What got me thinking about this today? An article I read in Forbes, entitled A Job-Hunter’s Bill Of Rights. I suffered a few pangs of guilt as I read Lydia O’Connor’s account of unprepared interviewers, hiring managers showing up in sweat pants, and — the big one — no follow up. Go ahead and take a few minutes to read it. See if you can relate.
I know lots of recruiters. For the most part, we’re an empathetic lot who would never knowingly irritate or pain applicants. Let’s take Lydia’s story as a warning of what could happen if we ever forget that candidates are every bit as much our clients as are the companies who pay our fees.
Companies are unstoppable when they’re powered by people with heart and a little skin in the game. Add a sense of humour to the mix and you’ve got a recipe for success — and maybe a few shenanigans.
This past week, we finally got to enjoy the result of many months of hard work when we unveiled our new brand joining the east and west into one, single national entity. First came the pre-launch at the national management meeting earlier in the month. This is where the orange pants made their debut. Because wearing neon-coloured pants was not outrageous enough, we donned T-shirts, each with a single letter emblazoned on the back. We entered the room dancing to Bom Bom Bom, proudly sporting our somewhat matching orange garb, eventually forming a lineup to spell the new company name – Talentcor. Our CEO was there and confidently scored our performance as an 11 on a scale of 1 to 10 when it comes to spirit and enthusiasm. Unfortunately he could only award us a 2.5 for the dancing. He told us not to quit our day jobs. The day’s festivities set the stage for the management team to start planning fun events for brand launch day in their local branches.
The orange pants surfaced a second time on Monday when we did a soft launch for our employees in 17 offices across the country. The Branch Managers outdid themselves with balloons, candies, decorated cakes, and every kind of orange food you can imagine. We posted fun pics on a new Instagram site, keeping them private until Wednesday – which is when we went public.
If you really want to get a sense for all the fun that took place last week, go to our Facebook page and look at the photos. Warning: it may make you want to join our company. Don’t worry. We have openings right across the country.