HR Professional - June/July 2008 - (Page 16)

UPFRONT WEB RECRUITING | LABOUR | EMPLOYEE SCREENING TECHNOLOGY Montreal Internet company Standoutjobs.com has introduced an easy-to-use web platform for small businesses that want to build an online employer brand. Similar to a MySpace page, users are provided with a blank page they can customize using logos and visual branding from their corporate websites. There’s also space to add employee blogs, video messages to job seekers, RSS feeds and other Internet 2.0 tools to sell potential recruits on the ﬁrm’s culture and employee value proposition. “The core of the product is a better career site,” says Standoutjobs.com CEO Benjamin Yoskovitz. “It’s a ON L I N E R E CRU I T I NG M A DE EA SY web do-it-yourself, w tool that businesses can populate that’s focused on their culture, team with content th and the jobs themselves. They can build an online recruiting presence that’s interactive and engaging.” The company also distributes clients’ jobs to multiple free and paid job boards, with the aim of driving prospects back to the company’s career site where job seekers can get to know more about the company, its culture and its jobs. The ﬁrst three months of service is free, and pricing starts at $150/month after that. For more info, check out www.standoutjobs.com. Industrial Relations GL O B A L I Z AT I O N F O R C I N G F R I E N D L I E R L A B OU R / M A NAGE M E N T R E L AT I O N S Increased competition from globalization is creating more conciliatory relations between Canada’s unions and management, according to a recent Conference Board of Canada report. “Globalization is bringing a fundamental rethink to collective bargaining and labour relations in Canada and both sides realize if they don’t work together, companies will either move or disappear and unions will lose their members,” says Prem Benimadhu, Vice-president, governance and HR management, Conference Board of Canada. He points to the Canadian Autoworkers’ (CAW) and Magna’s recent “Framework of Fairness” agreement as an innovative reworking of the traditional collective agreement. The Magna/CAW agreement is less a collective agreement than a set of principles that governs the process whereby workers vote on union membership, negotiate and approve their contract and resolve concerns. It also takes away the workers’ right to strike, instead using “ﬁnal offer arbitration.” “Sourcing products today is global,” says Benimadhu. “If a company can’t deliver product because of labour strife, that customer is going to move purchasing elsewhere and they’re going to lose that business for years to come. Both sides have to make concessions to remain competitive in order to preserve business and jobs.” The report—Industrial Relations Outlook 2008— also points to a strong domestic economy, largely driven by the energy and mining sectors, and higher annual wage increases thanks to a tighter labour market as other reasons for a new pragmatism on both sides of the bargaining table. BACKGROUND CHECKS Grocery giant Loblaws is tackling its $1 billion disappearing goods problem by scrutinizing potential hires with criminal records, while attempting to reduce turnover with a 10 per cent employee shopping discount. Source: Globe and Mail TO S SI NG OU T BA D A PPL E S Criminal record checks are now mandatory for all prospective employees. So far this year, 7.5 per cent of prospects have been weeded out because of criminal records. 16 J u n e / J u l y 2 0 0 8 HR P R OF E S S I ON A L http://Standoutjobs.com http://Standoutjobs.com http://www.standoutjobs.com

Table of Contents Feed for the Digital Edition of HR Professional - June/July 2008

HR Professional - June/July 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation The Broad Perspective Leading by Example On Message Strategy Talent Management HR 101 Case Study Interview with J.P. Pawliw-Fry Off the Shelf The Last Word HR Suppliers Guide 2008 Calendar of Events

HR Professional - June/July 2008

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