It’s hard to imagine life at PSG without Sandra Gomes! For those of us that work with Sandra or the many that have crossed her path from a candidate or from a client perspective , one might describe her as a “joy of positive energy” . She shows a natural commitment in everything she does including family, friends, work connections and spiritually. She’s truly an incredible person!

Our business is a tough, tough business, with a ton of rollercoasters to maneuver through; however Sandra is like a bright light guiding the way…never giving up and she tackles everything with a smile on her face. She loves a challenge!

I haven’t met too many Sandra Gomes in my life or for that matter certainly not in the recruitment industry! We can learn a lot from the special people we work with. Sandra in her own subtle way has offered us many gifts of learning however what stands out, is her ability to always say “ it will be accomplished” with complete confidence and belief.

Thank you Sandra Gomes for your wonderful spirit and 10 years of dedication to PSG….we adore you!

Lisa, Lorrie and the staff at PSG!

By Lisa Price, Partner, Permanent Search Group/PSG

Up to 69% of hiring managers in the U. S. have indicated that what you see on a resume isn’t always what you get. This is all the more reason for companies to engage in a third party recruitment strategy, leaving the accountability on what is on a resume to high profile and credible recruitment firms like PSG. At the management level, we deem it standard procedure to validate one’s credentials through a reputable service. This includes verifying education and ensuring that someone does not have a criminal past. In some circumstances credit history is also uncovered.

Although it may be tempting to “stretch the truth” or to “tailor” your information to better fit the requirements of a role, the end result will likely lead to career suicide! Read more.http://www.thestar.com/business/article/1174759–yahoo-ceo-apologizes-for-bogus-college-degree .

By Lorrie Clark, Partner, Permanent Search Group/PSG

Do you believe in Redemption? I never had glaring reason to give the concept much thought until I received a call in the fall of 2011 from Jim Treliving, Owner and CEO of Boston Pizza and renowned for Dragon’s Den. During that call Jim shared that he was an advisor on Kevin O’Leary’s latest TV project – a reality show called “REDEMPTION Inc.” which currently airs on Mondays at 9:00 p.m. on the CBC. He asked if we (PSG) also wanted to be advisors and even perhaps get involved on a different level.

A bit of insight first. The concept of this new reality show is best described as Dragon’s Den meets The Apprentice. Each week The Participants are put through a series of business challenges with the goal of determining a clear winner who is bright, resourceful and entrepreneurial-minded and ultimately worthy of Kevin O’Leary giving $100K of his own money to start a business venture. The glaring difference is that the Participants are ex-convicts who have all served time behind bars. Although the Participants have paid their dues for the crimes committed, all find it difficult to move their lives forward; particularly from a job perspective Corporate Canada is not yet willing to open their doors to give someone with a criminal record a chance – regardless of education, skill-set and attitude.

Jim identified that aside from the winner, there was another Participant who really stood out. Jim said that everyone involved with Redemption Inc, including Kevin and all of the Producers really felt that this Participant was not only an exceptional person, they also believed that he would prove to be an outstanding employee. Jim stated “ I used to put people like him behind bars, but this one is really worth looking at!” Then came the loaded question: Could we (PSG) help this person find a job?

Stay tuned for the outcome of this unique challenge, which will be revealed in a documentary titled “Redemption Revisited”, currently being produced to air on March 5th. Lisa and I are honoured to be involved; from helping with some of the creative concept of the documentary and today (January 26th) taking part in the taping along with Kevin O’Leary and “friends” at the CBC Studios.

By Lorrie Clark, Partner, Permanent Search Group/PSG

Yes, we do have our pulse on this information to some degree however it’s certainly shifted over the years from offering a wealth of knowledge-sharing to current times of “I don’t know”. I’m probably not giving myself enough credit for what I know and absorb everyday; however my impressions and instincts are out of whack just like the stock market…unpredictable.

I choose to believe that our Canadian landscape is in a much healthier place than most of the world, and there are facts to clearly back this up. Our business grew by 35% last year over 2010 compared to analyst forecasts for overall GNP of 2.5%. I’ve chosen not to listen to the negative media. If I did, I’d be crawling in a hole and never coming out! Instead we’ve hired two new Consultants this year to support the idea that business will be full swing ahead! The vibe in our office is fabulous, supporting nothing but focused energy, great anticipation and the desire to make it happen.

As they say…”If you believe…it will come.”

By Lisa Price, Partner, Permanent Search Group/PSG

Sammie Kennedy, CEO of Booty Camp Fitness, now the largest provider of women-only boot camps in Canada, offered in nearly 100 neighbourhoods and with sales topping $4 million last year. Sammie Kennedy is living proof that people can change and evolve their careers to ultra successful in 5 short years with a great idea, focus and determination. The one-time northern Ontario girl who had never played team sports in high school or darkened the door of a gym resolved, at the age of 22, to shape up. The experience of getting fit was so empowering that she became a fitness model and a certified personal trainer. She soon had too many training clients to attend to one-on-one, so in 2007 she started offering outdoor “boot camps” — intense, military-style workouts similar to ones then popping up across the country.

Lisa:    When you look back prior to Booty Camp what were your desires for a career back then?

Sammie:     To be honest Booty Camp was nowhere where I thought I would be. I went to school for Medical Radiation Technology (MRT) and had planned to pursue that as a career for life. However, after three years of working at Sick Kids Hospital, I was introduced to fitness and had a personal transformation that led me to pursue fitness as a career. I became certified as a personal trainer, began to work part-time and eventually loved the industry so much that I left my MRT job and began to train full-time. The Booty Camp’s were a spin-off of my one on one personal training company for women and I couldn’t be happier for making that unexpected career shift.

Lisa:    Your model is unique in attracting and retaining Licensed Booty Camp Fitness Instructors. Tell us a bit about this and how it has affected your culture?

Sammie:     One of the things that I wanted to steer clear of when expanding my business was compensating instructors at an unfairly low rate. It’s one of the top reasons I believed led to poor performance in the gyms that I had worked for. Mediocre pay led to mediocre performance. So when I decided to expand the company I wanted to compensate superstar instructors for doing outstanding work. Combined with a rewards program that is incredibly important to our corporate culture for reaching milestones and goals we’ve created an environment where every instructor feels like they are valued and important and therefore inclined to go the extra mile for their recruits and location.

Lisa:    How does your screening process work in uncovering effective Fitness Instructors? Is it a challenge in finding the right ones?

Sammie:     It can be a challenge to find perfect instructors but we are fortunate to receive many, MANY applications weekly. Through our vigorous screening process we are able to filter through in initial phases and narrow them down to the top 15% just from their online applications. We then proceed to do phone, face-to-face and performance interviews in order to ensure we have the best of the best leading our recruits throughout the country.

Lisa:    What resources do you tap into to help educate and motivate you in evolving your business?

Sammie:     There are a variety of continued education models but the key resources are senior business owners, role models and legal staff. Having a wide range of individuals to pick their brains is key to ensuring you are moving in the right direction. On top of that I have surrounded myself at HQ with some of the most remarkable, dedicated and knowledgeable staff that are always willing to dig deeper and find the solution to any issue we have evolving the company.

Lisa:   Who inspires you the most?

Sammie:     Our recruits really inspire me the most. To be able to connect with and teach such a wide range of Canadian women about fitness and leading a healthy lifestyle is the true motivator behind every decision and business move that I make. They are number one when it comes to keeping me focused and dedicated.

Lisa:    What have you learned the most about staffing your company? And what advice do you have for business owners?

Sammie:    The best advice I have is “Hire slow, fire fast”. We thoroughly screen our candidates as instructors and have learned that if an instructor is not representing our brand effectively and positively it’s very important to emphasize a quick change in their behavior. Failure to do so means they are not the right ambassador for the brand and that location needs a replacement. Your staff is an extension of you and the first impression that a customer receives. Make sure they are representing you positively.

By Lisa Price, Partner, Permanent Search Group/PSG

Jim Treliving traded in his RCMP uniform approximately 45 years ago to become an entrepreneur. Today he is one the most visible and highly respected people in the Canadian business landscape. Jim is chairman and owner of Boston Pizza International Inc., operating in 3 countries. Boston Pizza has been repeatedly recognized by Deloitte as one of Canada’s “50 Best Managed Private Companies”. In addition to being a successful businessman, on-going investor and active philanthropist, Jim has also earned celebrity status through the CBC hit reality show “Dragon’s Den” and is involved with two other shows currently in the making. Tagged the “Loving Dragon” or the “Nice Dragon”, Jim has earned these titles earnestly. He is kind, respectful and generous. He puts you at ease the moment you meet him. He has a pretty wicked sense of humour too!

Lorrie:    When it comes to hiring numerous people over the years, what are key characteristics you look for when hiring someone?

Jim:    To start with, the biggest thing is whether they fit into the organization by the interview. That’s a huge thing. There are a lot of people with the same qualifications and for me it is seeing how they as a personality fit in with the personalities that we already have; because if that doesn’t work then they won’t work out.

Lorrie:    You have people that have been with your organization for many years. What do you find is the key to retention?

Jim:    There are three things:

3. Compensation is probably 2nd or 3rd in the line, but this is based on the fact that you are already a happy camper. With our executive style and with all the organizations in our Income Trust Fund everyone is eligible to earn a bonus. We have decent salaries and health benefits and in addition everyone gets a bonus from the receptionist and up, but it is based on one’s performance. Lorrie:     What do you think it will take to navigate through the economy and changes ahead in US and Canada? Is it going to be different for the 2 countries?

Jim:     Yes I think it will be different for the 2 countries. Canada is not in a recession and it’s not even close to being in a recession. The economy is actually growing. Our GNP is growing, our housing is strong, our banking is strong. This is not the way it is in the U.S. though. Having said that, I think unemployment in the U.S. is at higher levels than 9 or 10%. I think it’s more like 16% because there are people who have fallen off the benefits package so they are not even looking for work. There is a whole group that is not working. When you look at the overall package of unemployment and what is going on down there, I think the number is definitely closer to 15% or 16%. Keep in mind 5% are never going to be employed ever, which is normal when you have a good economy. So you want to hold on to a job and you have to work smarter and harder to do so.

Lorrie:     Who influenced you the most in your career and how?

Jim:    Both my father and my mother. My mother was a really strong person. She would have been a great, smart business woman but she never had the opportunity to get involved with a business. Dad was a “steady Eddy” I called him – very astute in business. He was a strong cash flow guy. We never had a mortgage on our house and we never had a mortgage on the business that he ran. He paid cash for everything and instilled if you couldn’t afford it, you didn’t buy it!

Lorrie:     Is there anything that stands out as far as mistakes that have been made in the past when hiring someone? And why it didn’t work out?

Jim:     They didn’t fit in. That is basically what it was and when you do hire someone, it can often be a reflection of you or the person that is doing the hiring. I have made mistakes in this regard. They had all the criteria but they just didn’t fit in. That’s why people leave. Some people are good at the interview but they ultimately just don’t live up to the interview.

Lorrie:     What does it take to get noticed by you?

Jim:      Probably the first 30 seconds in the room. Do I feel they are being open and honest? Do you look me in the eye when I am talking to you? What are you projecting around me? Are you nervous, upset, or are you relaxed?

Lorrie:      Do you think people could be nervous of your accomplishments and celebrity status?

Jim:     Yes they may feel a little bit of that but if they are meeting me for a position that I want them to be in, they have to have the self-confidence to be able to work with me everyday.

Lorrie:      You have a number of organizations in your empire. Is Pizza still your number one passion?

Jim:      Yes, absolutely. Pizza is still number one, it’s my baby.

Lorrie:      Why Pizza? What got you into that?

Jim:     I walked into it. I met the owner Gus and we became friends and he felt that I would do well in it. He suggested that I get into the business – so I did. I was in the RCMP at the time.

Lorrie:     If you could have the opportunity to meet anybody – who would it be and why?

Jim:      Well, I’ve met some pretty neat people so that is a hard one. I met Warren Buffet 3 or 4 times and he is a very impressive guy and he is a guy that says he isn’t retiring any time soon. He says everyday is retirement as he so enjoys life. I met Bill Clinton and spent some time with him. I also met a couple of other Presidents. One guy to spend time with would be Steve Jobs. He is a very bright and articulate guy. I would like to also meet Bill Gates. They are in a completely different line of work and I would like to understand how they got where they are today.

Lorrie:      Somebody who is as involved with so many businesses in the Canadian and US landscape as you are how do you manage it all and are you planning to retire any day soon?

Jim:     No retirement in sight! I don’t know what I would do if I retired. I feel like I’m kind of retired because I get to do a lot of business by phone, computer, Skype, BlackBerry and laptop so I can go anywhere in the world and work from there. Technology gives you more time in the sense that you can be in a recreational area, have a great time and enjoy work/life balance. I have the opportunity to hold business and board meetings on Skype and by phone and be plugged in and tapped into my computer. I have 3 computers going and my BlackBerry as we talk…life is good!

by Lorrie Clark, Partner, Permanent Search Group/PSG

I am often asked. “Are cover letters really necessary?”

The answer is, “It depends”

If you are unemployed or if you are really interested in obtaining a specific position or work at a certain company, then you need to have a cover letter. If you are casually networking with close friends or if you are dealing directly with a recruiter it is not necessary. A good recruiter will examine your written communication skills before they present you to a client so it is not needed at this stage.

The cover letter almost always gets reviewed after the resume is viewed as recruiters/hiring managers are efficient with their time and do not want to read cover letters for resumes that are not even appropriate for the position. If the resume passes the recruiter’s screening, the cover letter is quickly examined to get a better understanding of what the person is specifically looking for in their next role. If it is a basic generic cover letter that says very little and is not even tailored for a particular position, the candidate is not helping their own cause. The candidate must make a compelling argument as to why they are an appropriate fit for the role for which they are applying.

How can this be done?

Don’t be too wordy. I only like to see two succinct paragraphs. You should be able to clearly articulate why you are interested in the role and what value you bring to the employer. For people who are more comfortable with a non paragraph format this information can also be effectively communicated by using a T Graph with one side indicating “Your Requirements” and the other side stating “My Qualifications.”

I have also found some cover letters to be very effective if the author has personalized it by specifically stating what it is about the company that is of particular interest to them. This needs to be genuine and cannot be faked! This can consist of a reference to why the candidate is truly interested in the company and it should show some more depth than just mentioning a common fact or aspect about the company.

Why else is the cover letter needed?

It is important to show the person reviewing your resume that you are a competent writer and have a good use of grammar. The younger generation tends to use more short form and were not trained as well grammatically versus other generations. Public relations and social media are starting to play more of a role in the way we do business and communication and proper messaging is becoming more essential for companies concerned for their brand. It is here that people in transition can illustrate added value after their resume has been approved but if they are just crafting one perfectly worded cover letter to use for all job applications than they are wasting their time.

By Mike King, Associate, Permanent Search Group/PSG

I believe, this would only work for both parties if you hired employees that possess a healthy conscience, great time management skills and are dedicated to the bottom line.

However we’re all looking to acquire talent that thinks like this. Generally speaking most people that hold leadership or management roles have a requirement to click into their blackberry or connect with their clients while on vacation.

I just took two weeks off myself residing up at the cottage and probably worked 2.5 to 3 days of that time. The good news was that when I came back from vacation…I felt effective right away because I had dealt with some needed issues while away and was up to speed when I returned back the first day. No guilt required!

This certainly does raise an interesting discussion…I encourage you to comment after you read the article linked on this page…

By Lisa Price, Partner, Permanent Search Group/PSG

The Wall Street Journal – Unlimited Vacation but Can you Take It? By: Sue Shellenbarger

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