Who is a Human Resources Professional?

Anyone can call themselves a Human Resources Professional.  However, the HRPA of Ontario is the regulating body for HR professionals.  You can find out if someone is a member of this association by going to www.hrpa.ca.  Just check their name under the listings and you will know for sure.  The CCHRA issues the exams and the HRPA issues the designations which HR professionals value highly - their C.H.R.P.  You can also find out if an individual has this designation on HRPA's web-site.  This gives you confidence that the individual you are considering hiring as an employee or as a consultant really meets the Canadian and Provincial standards set out by their regulating body.  It doesn't mean that they are perfect or know everything as there are so many specialists within the HR community.  But - it should be a qualification that you definitely need to be aware of and look for.  It is a long, hard road to achieve this designation - therefore, respect the education and experience that those have earned.
Joy Vas, CHRP

Recruiting; How To Find The Right People

Recruitment and hiring might be the most important factor in determining how well your business is going to run, especially in a small business where each member's contributions, benefits and drawbacks can be amplified. Compared to a large organization where it’s an entire team of maybe 100+ employees working towards the same goals whereas one poor employee in a group of ten can have a significant negative impact. So where do you start? It’s like shopping, walking into a store without knowing exactly what you want gives you plenty of options but what are the chances you’ll come out with all the things you need. That being said make a list of the “core competencies” that you’ll need in this position, what are the most important skills, knowledge, experiences and educational qualifications needed to perform the job. Next decide upon some of the secondary qualities or personality traits that would make for the ideal fit in a given position. Creating a ranking model or score sheet to track and maintain records accompanying these competencies can make your decision making process that much easier. Next is advertising. Make sure you’re doing this function in the right spots, simply posting an ad in a local paper may not be enough or attract the right people. For example, say you want an entry level IT person to join your team; advertising in a local or national paper could be a costly mistake. How many young people with an education in IT are scanning newspapers for their next job? My guess would be very few so targeting your add can greatly affect who responds. Seek professional associations, online advertising options, government job boards and university or colleges will often provide student resources for new graduates and exploring this option could reap an enthusiastic, knowledgeable individual just waiting for an opportunity to prove him or herself. Think critically about what you need, the ideal type of person for your company's “fit’ and make sure your looking in the right spots to increase your odds of finding a successful new employee.

John Ruyter, HRNC