HR Professional - December 2007/January 2008 - (Page 15)

J O B FA I R S | WOMEN | E M P L O Y M E N T S TA N D A R D S Technology The Virtual Job Fair Never do an over-the-phone job interview in your pyjamas. Dress the part, say the experts, and it will be reflected over the phone. Presumably this also applies to Unisfair’s new virtual reality event technology where job seekers attend job fairs, interact with employers, drop off resumés and maybe even get hired, all from home. The CGI technology provides the look of a physical event—including a conference hall for seminars, an exhibition hall with booths, even a lounge for networking. “Employers can get a virtual booth where they upload all their positions, they can screen resumés and interact directly with applicants after they’ve been screened,” says Brent Arslaner, Unisfair’s VP of marketing. see what jobs are available. Jobseekers carry a virtual briefcase and add jobs that pique their interest,” says Arslaner. The employer creates applicant screening rules—usually questions or qualifications that are asked during the application process— which helps narrow down who they want to talk to. “If the employer is interested, they have initial interactions within the virtual job fair. If you want to discuss things further, you go to the virtual conference room to chat, share files and provide more information,” says Arslaner. Arslaner says the technology has taken off in sectors seeking applicants from all over the country, such as nursing and the oil and gas industry. “For oil crews, you’re not going to bring people to your office to do interviews for a job in Fort McMurray. If you’re globally dispersed and constantly hiring, it’s a great alternative to a full service recruiter.” NEWS ONTARIO INTEGRATES REGULATORY ENFORCEMENT AS OF JANUARY 17, THE PROVINCIAL EMPLOYMENT STANDARDS INSPECTOR AUDITING YOUR WORKPLACE MIGHT BE LOOKING FOR MORE THAN COMPLIANCE WITH THE EMPLOYMENT STANDARDS ACT. WITH THE REGULATORY MODERNIZATION ACT, THE ONTARIO GOVERNMENT HAS STREAMLINED ITS APPROACH TO ENFORCING THE LAWS AND REGULATIONS GOVERNING THE PROVINCE’S WORKPLACES. WHAT THIS MEANS IS INSPECTORS FROM THE PROVINCE’S 13 DIFFERENT REGULATORY MINISTRIES WILL SHARE INFORMATION COLLECTED IN THE COURSE OF THEIR INSPECTION ACTIVITIES. AN INSPECTOR FROM ONE MINISTRY WILL NOW BE EXPECTED TO REPORT ANY VIOLATIONS AGAINST STATUTES FROM OTHER MINISTRIES. A VISIT FROM A HEALTH AND SAFETY INSPECTOR COULD RESULT IN PROSECUTION FOR VIOLATIONS AGAINST THE ENVIRONMENTAL PROTECTION ACT. ACCORDING TO THE MINISTRY OF LABOUR, THE LEGISLATION IS MEANT TO REDUCE DUPLICATION IN COMPLIANCE ACTIVITIES AND FOCUS ENFORCEMENT AGAINST REPEAT OFFENDERS. THE NEW LAW PERMITS PROSECUTORS TO SEEK GREATER PENALTIES IF THE OFFENDER HAS PRIOR CONVICTIONS UNDER OTHER PROVINCIAL STATUTES. REPEAT OFFENDERS FACE CLOSER SCRUTINY AND STEEPER PENALTIES FOR MULTIPLE VIOLATIONS. How it works “Jobseekers create a personal profile, including resumé and portfolio. They enter the job fair and can visit a company’s virtual booth to STUDY YOU’VE COME A L O N G WAY, B A B Y Study author Xuelin Zhang says the main driver for the narrowing gap in labour force participation is the substantial increase in womens’ education levels. “Women are more educated and therefore have more earning potential,” says Zhang. “Thus the cost of quitting or being absent is higher.” Figure 1. Permanent quit rates, men and women aged 15-64, 1983 to 2002 Female workers have traditionally been considered more likely than men to quit their jobs, as well as to take more days off—usually for family reasons. However, a recent Statistics Canada study finds women no more likely to quit than men—and haven’t since the early 1990s. The study shows sex differences in quits and absenteeism have been shrinking since 1994 to almost zero. For example, in 1984, 7.0 per cent of women quit their jobs versus 5.5 per cent of men. By 1994, the rate of female quits had fallen to 5.6 per cent—just over the male rate of 5.5 per cent. In 2002, the rates were 7.7 per cent for women and 7.6 per cent for men. In terms of maternity leaves, the study found 4.2 per cent of women took temporary leaves due to pregnancy and maternity. For sick days, it found men took an average of two days while women took four. There were no differences in most other paid or unpaid absences. Men Women Source: Statistics Canada, 1983 to 2003 Longituninal Worker File (10% Sample). AS THIS GRAPH ILLUSTRATES, BY 1994 THE RATE OF FEMALE QUITS BEGAN TO EQUAL MALE QUIT RATES. THE TREND HAS CONTINUED INTO THE NEW MILLENNIUM, ACCORDING TO STATISTICS CANADA. w w w .H RThought L e ader . c om D e ce mb e r 2 0 0 7 /Ja n u a r y 2 008 15 http://www.HRThoughtLeader.com

Table of Contents Feed for the Digital Edition of HR Professional - December 2007/January 2008

HR Professional - December 2007/January 2008 Contents Editor's Letter Contributors Leadership Matters Website Did You Know By the Numbers Technology Study News: Ontario Regulatory Enforcement Compensation News: Postponing Retirement Legal Compensation On Message Public Image Ltd. Building Brand Equity Research Strategy HR 101 Interview with Marshall Goldsmith Off the Shelf The Last Word

HR Professional - December 2007/January 2008

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