HR Professional - October/November 2008 - (Page 54)

I N T ERV I EW ensure that individual executive performs to his or her ability. It’s time for companies to take a hard look at this and the sooner they do, the better off shareholders will be. HRP: What can HR demand from both their organizations and recruiters to improve the process and save money? JMC: It’s incumbent on the hiring organization to have effective performance management tools in place to understand who their best leaders and performers are within the organization. It’s also important that the hiring organization has a management 305400_First.indd 1 10/20/06 12:22:14 PM and succession planning strategy that is part of its continual agenda with someone From wrongful dismissal claims and employment contracts to labour in the organization dedicated arbitrations and representation before tribunals – our labour and to making sure it gets the employment lawyers provide advice and representation on a broad constant attention and care it spectrum of labour and employment law matters. needs to be effective. In regard to working with outside recruiters, it’s imWe are knowledgeable and experienced lawyers providing timely, perative to understand the practical and cost-effective solutions. process, what motivates the recruiter and, ultimately, For more information, please contact: benchmark their perforEldon Bennett mance. Unfortunately, most T 416.865.7704 search ﬁrms’ selection and E ebennett@airdberlis.com engagement decisions are based on relationships, alBrookﬁeld Place, 181 Bay Street, Suite 1800, Box 754, Toronto, ON M5J 2T9 most regardless of what the T 416.863.1500 F 416.863.1515 W www.airdberlis.com candidate’s past performance has been. There should be more 382414_Aird.indd 1 6/17/08 3:07:11 PM pressure put on leaders who bring someone from the outside, to ensure they perform. Industry Leading What we have now is a willHuman Resource ingness to accept mediocrity Management System and inconsistency, in part Select because many of these executives think the search ﬁrm Sign up for a FREE Web Demo might be helpful to them personally in the future. We need to separate individual SAGE ABRA or call 1-888-3-CAPLUS interests from what’s good for the organization. N eed counsel you can count on? Sage Abra HRMS Oc b 373493_CA_PLUS.inddt o1 e r / N o v e m b e r 54 2008 3/14/08 9:00:03 AM HR P R OF E S S I ON A L http://www.fadv.ca http://www.airdberlis.com http://www.caplus.com/webdemo

Table of Contents Feed for the Digital Edition of HR Professional - October/November 2008

HR Professional - October/November 2008 Contents Editor's Letter Contributors Leadership Matters Upfront Legal Compensation Human Capital Talent Management Murphy’s Law Wise Counsel On Message HR 101 Interview with Joseph McCool Off the Shelf The Last Word

HR Professional - October/November 2008

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