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How Will H1B Visa Changes Impact Your Team and Talent Acquisition?

How Will H1B Visa Changes Impact Your Team and Talent Acquisition?

How Will H1B Visa Changes Impact Your Team and Talent Acquisition?

In our line of business, geopolitics doesn’t usually factor into decisions. We find you the best possible candidate for the role, and ensure that they are a great fit for your company. No more, and no less.

However, given the recent news regarding our friends to the south, and their government’s recent decision to suspend several classes of visa, most notably, the H1B, our work becomes more relevant than ever.

With companies no longer able to access a global talent pool, competition for US talent in the United States is set to increase significantly, and competition for global talent will increasingly take place within Canada, due to Canada remaining open for skilled immigration.

Using high-level boutique recruiters dramatically increases your likelihood of hiring top talent. We know exactly who fits a given role, and we are the most qualified people to advise you on how to attract and keep your talent, as well as ensuring that they continue to perform.

When competition increases, experts become more and more important.

We know the people, and we know how to ensure that you are not getting “B-list” staff.

Staffing is one of the few truly zero-sum propositions out there. If you attract the best, your competitors, well, won’t. Your business wins, and your competitors won’t be competitors for very long.

We know both Canadian and US markets and talent, which means that we are extremely well positioned to deliver in both markets. If your company is based in the US, and has Canadian operations, we can ensure that you have a top American team as well as an excellent international team.

The USA restricting access to foreign workers doesn’t need to mean that your team will take a hit, but if you don’t consult with the experts, it likely will.

See our partner, The Rostie Group’s, response here. They’re your go to for all office space and corporate headquarters needs in Toronto.

For more information about making  Rostie & Associates your go-to recruiting agency, feel free to visit our website www.rostie.com or call toll-free 1-800-647-0780.

Cyber Security & Digital Transformation

Cyber Security & Digital Transformation

Rostie & Associates has always prided ourselves on recruiting for new and cutting edge technologies whether it’s Cloud, IoT or Digital Transformation, and we definitely have a penchant for recruiting in Cyber Security!

That’s why we are so pleased to see that in spite of these, shall we say, challenging times, Cyber Security and Digital Transformation are areas where companies are continuing to expand.

While remote work is a “must” during the pandemic, and will likely be more and more the norm, there is no doubt it increases risk for employers and cause cyber challenges for IT and cyber security teams.

Remote employees have become prime targets for hackers and, unfortunately, that is not likely to change any time soon.

Here is an article from New England College that expounds on the increased demand for cyber security experts.

TechGig also agrees that the need for cyber security resources will continue to grow.

And in terms of Digital Transformation, this article from Forbes clearly states that the only way forward for manufacturing firms is Digital Transformation.

eWeek even goes so far as to say that Digital Transformation is the only way for corporations to survive COVID-19.

We have been hearing about Digital Transformation for some time and even more so since COVID-19.  So just in case you’re wondering, what exactly Digital Transformation is, here is the definition as offered by Salesforce:

“… The process of using digital technologies to create new — or modify existing — business processes, culture, and customer experiences to meet changing business and market requirements. This re-imagining of business in the digital age is digital transformation.”

What does a digital transformation framework look like?

Although digital transformation will vary widely based on organization’s specific challenges and demands, there are a few constants and common themes among existing case studies and published frameworks that all business and technology leaders should consider as they embark on digital transformation.

For instance, these digital transformation elements are often cited:

  • Customer experience
  • Operational agility
  • Culture and leadership
  • Workforce enablement
  • Digital technology integration

While each guide has its own recommendations and varying steps or considerations, CIOs should look for those important shared themes when developing their own digital transformation strategy.

A definition from The Agile Elephant emphasizes all the ways businesses may need to adjust their existing practices: “[Digital transformation] involves a change in leadership, different thinking, the encouragement of innovation and new business models, incorporating digitization of assets and an increased use of technology to improve the experience of your organization’s employees, customers, suppliers, partners and stakeholders.”

And the Wikipedia definition, while vague, touches on how the effect of digital transformation extends beyond businesses to society as a whole. “Digital transformation is the changes associated with the application of digital technology in all aspects of human society,” it states.

If you’re in the fields of Cyber Security or Digital Transformation and looking for your next position, please contact us at Rostie & Associates to see if we can help you on your post COVID-19 journey!

Your Career Path: Making the Most of a Bad Situation

Let’s face it times are tough with almost every sector having taken a massive hit, literally overnight.

No one would think you’re crazy for saying that there are no opportunities out there right now but, surprisingly, there are.

Many industries are hiring to either meet current demands or to prepare for changes going forward.

Realistically, for some people it may mean changing industries or learning new skills to adapt.

However, you may be fortunate enough to already be working in one of the industries currently hiring or planning to expand post Covid-19.

This article from The Muse lists 94 companies across a variety of industries that are currently looking to hire.

And here is some encouraging news from Business Wire and Forbes.

This article from Accenture provides some great insight regarding the effects of Covid-19 on the technology industry.

Of course we all realize these are not the “best of times”, but while conducting my own research into what types of industries are hiring and what types of positions are available,  I came across dozens of articles –  both USA and Canadian centric – far too many to list here.

But, it does show that if you are considering searching for a new position or perhaps changing careers, this may be the time to make that happen.

Just as of writing this article, Rostie & Associates has positions available for a Sales Director, Senior Software Engineer, Data Scientist, Account Executive, Senior System Administrator, Cyber Security Engineer, Cyber Security Manager and a Senior Systems and Network Engineer.

You can find more details on these and other positions, at www.rostie.com

Speaking with other recruiters confirms that, yes; companies are hiring and utilizing technologies such as Zoom, Skype, Webex, etc. to conduct interviews.

Many of the roles will be “work from home” until it is safe for them to re-open their offices.

These recruiters have also advised that they’re seeing an uptick in hiring for various types of roles in healthcare, eCommerce, Fintech and Cyber Security, just to name a few.

Of course, there are a great number of positions available in areas such as distribution.

If you are of an entrepreneurial nature, perhaps now is the time for you to go out on your own.  This article from Forbes suggests this could be the time to make it happen.

And, if you just need some encouragement, here are some success stories from Mental Floss and Business Insider that show that adversity can be turned into advantage!

Hiring: The Landscape Has Changed, But the Song Remains the Same

Well it’s officially official—the world has turned upside down.

What was white a month ago is now black, square, round, inside, outside, well, you get my drift.  This is (for the foreseeable future) the new normal.

In terms of Recruitment/Hiring/ Interviewing, one is left to wonder about the vast impact on this whole process.

Let’s look at the “interview process”.

“The interview process is also changing, going from in-person to video platforms like Zoom. Face-to-face interviews don’t exist anymore, and everybody’s fine with video interviews,” says Arran Stewart, co founder and chief visionary officer for the automated job-matching site Job.com.

So you’ve ACED your Video interview! Congrats!

As much as our work habits have changed, the employer must also adapt the terms of employment offered to new employees. In addition to standard salary and benefits, they should consider adding additional provisions relevant to our current situation.

Offer a paid subscription to a new wellness app, or complimentary meal/grocery delivery services; these offerings not only make a person feel valued; they are a constant reminder that they are part of a team and a company that cares for them.

This is critical at this time as they don’t have the luxury of natural team-building that comes when people come into the office daily. These little gems when they first join the team let new employees know they are valued and appreciated and improve employee attraction and retention metrics.

You must also keep the social aspect of work alive by arranging things like virtual lunches or happy hour, where food is on the company (it’s difficult to coordinate timely delivery so allow employees to claim back on expenses). This builds a break into the workday and gives people a chance to decompress, socialize and break the monotony and isolation inherent to working at home.

You should insist that your workers take part in this to make sure they feel included and most of all, keep a routine.

Although the landscape of the interview process has vastly changed, and the added benefits that employers should consider when acquiring a new client now differ, the fact remains, hiring new top talent is going no where.

For more information about the services offered at Rostie & Associates, feel free to visit our website www.rostie.com or call us toll-free 1-800-647-0780.

We look forward to finding your your next hire!

Recruiting is a 2 way street

Recruiting is a two way street

I hear a lot of people complain that their recruiter never calls them. To be fair, it may be a valid complaint. Though keeping in touch as opposed to following up or providing feedback from an interview are two different things.

I don’t live in a glass house so will not claim that I have never forgotten to follow up with a candidate – I’m sure I have, but certainly not intentionally and I can honestly say that I make it a habit to always follow-up. It’s the right thing to do when recruiting, and all of my candidates and clients deserve that respect.

In terms of touching base – saying howdy even when I don’t have a suitable role available – well, I have to admit that like many other people I get caught up in the day to day and don’t always make the time to reach out.

That doesn’t mean I don’t think about calling, I just don’t always do it.

However, as the title states, recruiting is a two-way street. I happily, and most sincerely, invite any and all of my contacts or candidates to reach out. I love hearing from them.

It can be difficult when a new contact asks how often they should call in, it’s hard to answer. Once a week is probably too often – couple of times a year, probably not often enough! Of course I will certainly call if a role comes in the door but sometimes it’s nice to just touch base. It’s the perfect opportunity to catch up with each other; find out if things have changed in your world – maybe you have received a raise, have a new boss, new project, etc and have decided to stay put for a while. Perhaps your personal life has changed – family, moved house or whatever it may be that could potentially impact your decision in regards to a new role.

All I can say is that if you’d like to give a call, I’ll be very glad to hear from you!

(Forget my number? Don’t worry, I’ve got you covered)

My Number: 416-777-0780
My Email: Pinglis@rostie.com

You can also see all of our current opportunities by clicking here.

Recruiter Business

Perspectives from a new recruiter in the industry

Earlier this month I began working with Rostie & Associates as a new recruiter on their team. As someone who has very recently been caught up in the rat race that is looking for a job, it’s been a nice change of pace being on the other side. Having experienced both sides of the job search market, I thought I would share some things I’ve learned along the way.

Whether you’re looking for a job or are looking for a candidate, communication is key. The way we prepare for, approach, and conduct conversations has a great impact on the type of relationships we build. I’ve found that authenticity and transparency go a long way and have helped me to really connect with the people I’ve contacted. I approach my calls in an open and honest way, looking to make a connection and build a relationship, rather than make a sale. Taking this approach, I’ve found people to be much more receptive and welcoming to my calls. Similarly, it’s important to be confident in who you are what you’re offering in a way that doesn’t come across as arrogant or irritating.

You want to feel comfortable with yourself and what you have to offer while also respecting the person on the other end of the phone, and their current situation.

Another thing I’ve noticed is that in an increasingly digital and connected world it’s never been more important to pick up the phone and actually build a relationship. With social media platforms, like LinkedIn, it’s easy to connect with someone and chat online without ever meeting face to face, or even speaking over the phone. I think we sometimes find ourselves perceiving these online relationships to be stronger than they truly are and have a false sense of security if you may. Taking the time or initiative to pick up the phone, even for just a brief conversation, really goes a long way in fostering your business relationships.

At the end of the day, when it comes to recruiting you’re not just selling a job, you’re selling the candidate on yourself and how you can provide for them. If you want a candidate to take a chance and take a job, then you have to make them comfortable and find a way for them to trust you. That is why I find being honest, transparent and open to be the best approach.

Rostie Toxic Relationship

Leaving a “Toxic Relationship”

The interview is going so well and then, the dreaded question……
”why are you looking at other opportunities”.?

Do you lie, come up with an excuse or tell the truth that you cannot stand to look at your manager for another second!

While I believe honesty is always the best policy, admitting you wish he’d “take a long walk off a short pier” is probably not the way to go!

Unfortunately, it happens. You end up working for someone you don’t like and they may not like you. You simply don’t click and that’s okay, and probably the reason you’re looking for a new job.

However, as they say, words matter.

Hopefully you can honestly say that you have been very fortunate to have worked for, and mentored by a number of amazing managers and that you are able to take something positive away from this experience – you learned something, worked with an amazing team, or sold great product with a leading organization.

Whatever it is, keep it positive and professional and you’ll sail through that interview with flying colours!

If you’re looking to move on from one of these relationships, check out our available positions.