Blog and news

Every company has been there. You hire someone who seems perfect for the position—but after a couple of months, it’s clear they’re not a good fit. To help rule out unsuitable candidates before you make them an offer, ask yourself the following questions.

La recherche de candidats adéquats vous prend-elle plus de temps que prévu ? Peut-être n'y a-t-il pas assez de personnes qualifiées sur le marché, mais il est également possible que vos offres d'emploi rendent plus difficile d'attirer ou d'identifier les bons talents. Voici cinq questions à vous poser.

Job-jumping is becoming more and more common, especially among millennials. The possibility of employees leaving just six months or a year after being hired is a growing concern for companies. What can you do about it? We explore three key questions here. 

Filling an executive position at a company in non-urban areas poses different challenges from hiring in Montreal or another big city. The secret is to prepare properly – particularly in a candidates’ market like we’re seeing today.

Quite aside from ethical issues, bias in the recruitment process may be detrimental to your business. By favouring certain candidate profiles, you risk creating teams whose make-up is too similar. Here are some tips to avoid falling into this trap.

To properly meet their recruitment needs, employers need a partner who will work closely with them, not just a resume pusher who will refer dozens of candidates without screening them carefully. Here are four reasons why.

Many companies are debating the merits of two completely opposed sales strategies: an automated, high-volume approach vs. a more customized, boutique-style approach. In many cases, the latter is key to being successful. There are some lessons here for the world of executive recruitment.

Comment empêcher vos vendeurs les plus performants de chercher un nouveau défi ailleurs ? En les engageant et en investissant dans leur développement de carrière. Voici trois bonnes pratiques qui vous aideront à garder vos meilleurs talents à bord.

The heads of Small and Medium-sized Enterprises (SMEs) can’t do everything. Like an orchestra conductor who oversees the entire piece of music and sets the tempo but cannot play the instruments for the musicians, they are excellent generalists, but not specialists.
Sometimes, they need to call on the services of external experts: for accounting, for IT, for recruitment and especially for hiring executives. The reality of the Quebec market makes this a necessity.

It’s never nice to find out that your company is the target of online criticism. However, there are concrete steps you can take to improve the situation. Our expert provides the lowdown.

When smaller, more entrepreneurial companies are looking to shore up gaps within their organization, executives from larger corporations may be able to provide valuable expertise and experience. But some big fish can’t make the transition to a small pond. Here are four tips on picking the right candidate for the role.

Turnover rate is an indicator that’s not always scrutinized with care by small- and medium-sized enterprises – but in an employees’ market like today, you should pay more attention to it. Here’s why.

Hiring an executive isn’t the same as recruiting for other positions. The influence they will have on your company and teams means that it must be a highly strategic decision. The selection process therefore requires scrupulous preparation, and since candidates will also be evaluating what you offer them, you need to make a convincing case.

Are you struggling to make new hires? If your business sector is booming, perhaps a shortage of skilled workers is to blame... but it’s also possible that your corporate culture is hampering your recruitment efforts. Here’s how you can find out and what you can do about it.

A start-up’s not like a large corporation with a thousand people. With only a handful of executives in place, their individual behaviour will dramatically impact the business’s development. Appointing the wrong person can have drastic consequences, especially during the early stages of the business’s growth. Here are some factors to consider. 

Executive positions often come with a shelf life. But once it’s time for someone in a leadership role to step aside, they may be reluctant to do so for personal reasons. How can you make sure they’re ready to leave when you want them to go? 

It’s not always easy to tell candidates that they haven’t been selected for employment with your company. You need to be astute and empathetic. So, what do you need to do? Here are three tips.

Human capital can be defined as all your employees’ talents, knowledge, abilities and loyalty. Considered to be an intangible asset, it also includes their education, qualifications, certifications, professional experience and skills. Here are a few ways you can make the most of your human capital.

Statistics show it - Quebec companies are finding it more and more challenging to recruit qualified workers. Here are five tips to help you with this situation.

Do you hesitate before hiring people who are fifty-five or older? It’s unfortunate. At St-Amour, we believe that it your organization should consider giving them a chance. Here’s why.

You recently recruited a candidate, and your candidate doesn’t appear, and neither you nor your recruiter have any idea why. So what can be done to prevent this from occurring? Here are a few practical tips that might help.

Good managers should always protect themselves against mistakes that a new employee might make. Here is why.

Is there a good time to start looking for fresh talent? Should you wait until a position becomes vacant, or keep an eye out for talent in a proactive way?

Today’s smartphones boast impressive features. But is that really always a good thing? And do companies come out ahead when everything is said and done?

Looking for a top-notch employee? Here are four good reasons to use these kinds of services.

Make your mark. That will make all the difference to your business, in a context where hiring personnel is a considerable challenge. Here is how to process.

The interview is the crucial step to finding the right person for a particular job. Our recruitment specialists show you how to conduct interviews effectively to get the information you need.

Since you might not have the chance to be assisted by a recruitment agency, here’s some sound advice from one of our recruitment managers to help you prepare your job interviews. Read on to find out what Audrey Chrétien, manager of our Engineering, Production and Logistics team, has to say.

As head hunters and human resource consultants, we know that having a solid recruitment process and succession plan is the best way to ensure you hire the right person at the right time.

Many of us have seen employees leave their jobs to go work for the competition. But what if the employer wants the departure to take place immediately, so as to keep confidential information from being shared?

Did you know that under the Civil Code of Québec, employees have an obligation of loyalty to their employer that continues even after the contract is over?

Product marketing or HR marketing? That is the question!

As an employer, do you tend to hire professionals to recruit your new employees? Do you know the difference between a head hunter, a recruitment agency, and a placement agency? Do you know how much this type of service costs? The answers to these questions appear below. Hopefully, they will help you to decide which option is best for you.

Hiring the right people is essential to the success of your company. But you need to be sure you have the right candidate for the position, and the right position for the candidate.