Inacre Staffing Inc HUNT GATHER THRIVE Author : Inacre Staffing Inc | Copyright © 2017 A Brief Introduction about our company INACRE Conseil, it’s all the energy of a competent multidisciplinary business at your disposal! With a team of experienced and innovative experts, it will treat you with distinction and will adapt to all of your needs.In our quest to provide the best professional recruitment services in Canada, we made it one of our goal to help clients build success, not simply fill empty chairs. Companies Mission: "Lessen the stress of finding suitable candidate at an affordable price" Services Include: 1. Direct Hire 2. Headhunting & Executive Search 3. HR Consulting 4. Pre-Employment Screening 5. Skills & Psychometric Testing 7 years of Inacre in few briefs points: 3 branches (Quebec City, Sherbrooke and now Toronto) 450 loyal and regular customers from small, medium and large businesses from all sectors including manufacturing, metallurgy, engineering, IT, Accounting, services and public sector; 1 500 candidates recruited 5000 subscribers to our job alerts; 45000 hours of consultation; 180000 resumes in our personal database. Why so many clients in such a brief amount of time? It’s simple! People like to work with us! We go further than just recruitment we create a partnership! It's a personal achievement of which Ian Calvert (President of INACRE) is particularly proud of. This success could not have happened without the sustained involvement of a dedicated and competent team. We provide our clients with the best candidates and we go well beyond their expectations! 5 keywords that will describe us: Fast, Efficient, Loyal, Professional & Affordable Industries Served– Positions Marketing & Advertising – Digital Marketing Consultants, Web Content Manager, Marketing Coordinators HealthCare and Medical Sales - Head of Marketing, Technical Support Engineers, Call Centre Supervisors, Networking Specialists, office clerks, Computer technicians, customer support technicians. Customer service agents. Data entry clerks, process operators, laboratory technicians Retirement Living & Long-term Care - Team Lead, Personal Support Worker, Receptionist, House Keeping Aide, C- Level Executives Machinery & Automotive – Business Development Manager, Operators Municipalities – Building Inspectors, Coordinators ( Community Programs), Planners, Analysts, Clerks, C-Level Executives Accounting & Financial Services – Market development officers and Sales officers, Accountants Administrators, Controllers, Developers, Director of Operations Retail – Program Analysts, Web Developers, Human Resources Advisors, Customer Service Attendants, Administrative Assistant, External Sales Representatives Professional Training & Coaching – Sales Representative, Project Managers, Trainers Electrical/Electronic Manufacturing – Principal Electrical Engineers, Production Lead Hands, Field Service Technician/Engineers, Supervisors Information Technology & Computer Software – Software Developers, Junior Developers, Backend Developers, Front End Software Developers, UI/UX Designers Communications – Web Analysis, Programmers, IT Technicians Graphic Design – Web Programmers Environmental Services – Project Managers, Administrative Assistant, Project Coordinators, Site Managers Mining & Metals – Environmental Health & Safety Engineers The Problem The client’s needs changed daily. When it comes to recruiting and staffing, depending on the company, a client’s needs can quickly and frequently change. We had to keep up with the client’s constantly changing needs in order to deliver effective staffing solutions so they could continue to operate optimally. When we asked companies what do they think about Staffing firms, we found there were three things common in their answers: - They aren’t getting the top candidates. - Spending a fortune - Lack of Speed Often we find clients frustrated... Large staffing agencies often have high turnover, frequently replacing recruiters within their organization. Additionally, they often have a heavy client load, which makes it challenging to spend enough time researching and speaking with each client to truly understand the value and differentiation each company provides. In fast-paced industries with ever-changing demands and needs, your business is dependent on a skilled, flexible workforce. It’s impossible to remain competitive if you’re unable to staff the right employees. And that means using the right employment agency is imperative to your long-term success. Especially when your demand grows quickly, you must be able to expand your staff with new team members who are capable of contributing immediately. Staffing agencies are not all the same. There are large, national providers; small, local boutiques; and partners somewhere in between. The strengths and capabilities of any given agency may vary. Whether any single partner is right for you depends on your specific needs. Clients are seeking solutions.... Open Communication Updated Technology Human Resource Expertise Meet Flexible Demands What do you Need from Your Employment Agency? Before you can be certain that your staffing partner is able to support your needs, you must first understand what you want to get out of the relationship. Your internal human resources capabilities may dictate how involved your partner must be. Do you have one person managing HR or a comprehensive department that simply needs some additional support? Another important consideration is the scalability of your partnership. Will this staffing push be limited to one or two roles, or might you need to expand rapidly in the future? Once you’ve determined your own needs, you can then search more intelligently for the right partner. That being said there are a number of qualities that any employment agency should have. What Always Characterizes the Right Agency If any staffing agency is going to help you find the right employees, it must understand your priorities and company culture. Regardless of skill set, a person who does not fit your culture is unlikely to be a good match, and won’t last very long. Your partner must also have the ability to evaluate any specialty skill sets you may need. In some cases, pre- hire skill testing can help an agency quickly narrow your pool of qualified applicants. Local knowledge and geographic familiarity is another characteristic you must look for. If a firm does not have a local presence, it can have difficulty connecting with local candidates. In many cases, a local partner best understands where to market your job openings and from where to recruit people, and likely already has established a candidate pool in your market. A local firm may also be able to give you more attention and resources to support you. Any great employment partner should also have a detailed process in place to target qualified candidates, determine their fit, and prepare a candidate for success. Finding the exact kinds of employees you seek – from expertise and skill set to personality, work ethic, and culture fit – is the product of a systematic approach. Lastly, and perhaps most importantly, any suitable employment agency takes a partnership approach. Relationships with staffers work best when both you and your partner view each other as departments of the same company. This is key to having a good working relationship. Make sure you have a partner that is truly able to support you and fulfill all of your needs. Partnering with a staffing agency that’s committed to finding the best-suited employees will help you minimize your turnover. Just as you want your employment agency to do its due diligence on your candidates, you must work to understand who the firm is. This assessment will clearly reveal if you are working with the right partner. The Solution Industry Knowledge and Big Pool Our industry knowledge will help you understand unique trends, challenges, and opportunities. Ultimately helping you provide the best candidate selections for specific skills and experience. Since we had spent a lot of time recruiting qualified active and passive candidates for various industries, so we have access to these deep networks of talent that allow us to quickly find the top prospects that match the type of role required to be filled. Decrease hiring cost & risk of mistakes We hear all the time of the costs of hiring a new employee, but a hire can cost as much as 1.5 times of the given salary. By using us you can avoid such cost and high fees charged by other staffing firms. We will help you negotiate the salary or businesses with limited budgets, the potential cost of a poor hiring decision can be additional stress on the resources. A bad hire can result in 80% of employee turnover*. We follow rigorous screening procedures for both permanent personnel and direct hires, which increases your chances of getting the right person. *http://insights.dice.com/report/the-cost-of-bad-hiring-decisions/ Understand Your Business Needs Great firms truly listen to their clients’ business needs. They take the time to hear what you want and need in new employees. We believe in building a partnership that helps you accomplish your goals. We are more focused on providing you with great service than achieving financial gains. We will be always trying to get better by seeking feedback to ensure they’re targeting the correct candidates for your needs. Collaboration The best recruiting agencies understand the importance of effectively collaborating with their clients in order to achieve the best results. Therefore we will keep you in the loop, work with your hiring managers to ensure all requirements have been met, and take the time to understand your business’s values, mission, culture, and goals in order to find the best fit in a candidate. Cultural Fit The best recruiting agencies know that skill, education, and experience aren’t everything. Resumes are a great start, but staffing decisions must be made in more than just words on paper. In fact, cultural fit is far more important for a successful relationship. Employees are more productive and long lasting when they have the same values and goals as the companies they’re placed in. That's why we know how to choose candidates based on cultural fit. Proven Recruitment Process We have created and refined our proven recruitment processes that work time and time again to find the best candidates for their clients. We cast a wide net to recruit in effective ways. At the end, we know exactly which questions to ask in interviews and which topics to focus on and have sound vetting processes that weed out the bad apples. Customer Service We understand the value of great customer service and effectively meet your needs by your deadline. We return phone calls and emails in a timely manner and in addition to this, we listen to your concerns, answer your questions, and take your feedback seriously in order to improve their service level. Honesty and Transparency Our agency will deliver exactly what we have promised. We'll supply you with candidates that have the same skills and experience that their resumes advertise, as we don’t believe in misrepresentation for our benefit. We are open and transparent about their policies and procedures and also provide clear offerings, make sure pricing is understood, and explain contract terms. This bolsters your decision making and provides new levels of understanding about staffing, human resources, and payroll. Overview Ten years ago, the company developed an e-learning platform to help knowledge management within organizations. The idea was more than promising. It was then that we evolved our concept and transformed it into an integrated solution for professional development serving every associative organization. Over the years, our expertise has developed into professional orders and associations and is now serving more than 100,000 users. Challenge Due to rapid growth from 2009 to 2011, the company was met with two specific challenges. First, the company needed to identify and hire senior operations managers and senior area managers in a very short time frame to maintain operational time lines and customer satisfaction. Second, the company built a brand-new facility and required immediate staffing due to the aggressive go-live date. Typically, the company relies on their own internal recruitment department and does not seek out third-part recruiters for staffing assistance. However, due to their aggressive growth plan, they needed extra horsepower to meet their targets. They needed a hard-hitting recruitment partner. Solution Inacre tackled this large two-tiered project by providing efficient recruitment services. They assigned multiple recruiters to the client, ensuring a member of their team was actively working for the client at all times. The immense focus was put on identifying comprehensive talent pools then narrowing the pool down by dynamically engaging each candidate. The narrowed candidate list was then elevated to the client where robust interviews were conducted on site. Inacre made sure to work with the company’s recruitment life cycle, acting as the liaison between client and candidate at all times, including during the offer and negotiation phases. The Competition Let's go through our 3 competitors in this space and find how does our service fit in within this landscape. Hudson Group V/S Inacre 18 - 25 % Fee 10 - 12 % Technical Staffing Generalist Strength: Global Organisation Weakness: Fees are expensive and sometimes ask for a retainer Our fee is only 10 % Bay Street V/S Inacre 12- 18 % Fee 10 - 12 % 1 Location multiple locations Strength: Offers temp & permanent roles Weakness: Only has one location With 3 locations in Canada, we offer both permanent and temporary roles. Lock V/S Inacre 15 - 25 % Fee 10 - 12 % All Indutries Specific Roles Strength: Have various offices in Canada Weakness: Only specializes in Consumer Goods, Life Sciences, Industrial Engineered Products, Foodservice Industries We are Generalist who specializes in all roles Competitive Advantages Some staffing firms eagerly take every Tom, Dick or Harriet just to fill their database with applicants in hope that company X won’t notice their lack of professionalism. Some staffing firms might lead you on with how they’re sure a job for you will come along tomorrow…the next week…next month…so you will linger painfully in the long-shot that an availability arises. Poor practices like these not only make you feel worthless, but like a number and not a person who deserves respect. We don’t do that. Inacre Staffing Inc. works to match your skills and needs with the right job. We won’t waste your time. And we’ll treat you with the respect you deserve. We are a bridge between you and a potential employer. We thrive by building relationships with our candidates and client companies. Unique Feature Affordable fees with a guarantee period. In the event that the CANDIDATE leaves the job voluntarily or does not meet the CLIENT’S expectations (all reasons except economic reasons) during the initial hiring period not exceeding ninety (90) days, the RECRUITER commits to find a replacement CANDIDATE free of additional charge and the CLIENT engages to cooperate to the process. The search for a new CANDIDATE will begin after his departure. It is understood that the replacement warranty applies only when the CLIENT has paid the total amount of his HONORARY fees within the next thirty (30) days following the hiring confirmation of the CANDIDATE who has left or who has not met the CLIENT’S expectations. Piece of Mind Reimbursement Period In the event that the RECRUITER cannot find a replacement CANDIDATE for the CLIENT who has paid off the total of RECRUITER HONORARY fees, the RECRUITER commits to reimburse the CLIENT : fifty percent (50%) of HONORARY fees (which have been paid) if the CANDIDATE has left between the first day (1 ) and the thirtieth day (30 ) following his hiring date, twenty-five percent (25%) if the CANDIDATE has left between the thirty-first day (31 ) and the sixtieth day (60 ) following his hiring date, and ten percent (10%) if the CANDIDATE has left between the sixty-first day (61 ) and the ninetieth day (90 ) of his hiring date. st th st th st th Unique Pricing Model Different tiers of Recruitment Packages INACRE and its customers have built over the years, solutions that have been perfected and adapted to the needs of Quebec SMEs. These packages allow you to have a human resources generalist in your company, a team of recruiters that have a solid network of contacts and a database containing over 1,80,000 candidates. All working for you and the success of your business! With any of these packages, you have your complete human resources management in your company. - Bronze -Silver - Gold - Platinum (For more info go http://inacre.ca/en/packages/all- inclusive-recruitment-package/ ) Candidate Exclusivity When a CANDIDATE is referred to a CLIENT, the RECRUITER will not propose the CANDIDATE to any other company unless the CLIENT indicates that he no longer pursues his engagement with the CANDIDATE. Integrity & Discretion Integrity drives the process of Engagement. We maintain transparent, discrete and reliable communication about our search process and about the pool of candidates we provide. Every search is unique; we promise to inform you of all the information we are privileged to as well as any observations, intuition, or experience we have with the candidates that will help guide your interviewing and final selection process. We promise our candidates that we will be forthright about where individual talents are most needed and would be best developed. Try before you buy Sometimes it makes sense for companies to only pay when the process is complete and your new hire is on board. Contingency recruiting is particularly appropriate for businesses looking to fill mid- to upper-level positions on a non-confidential basis. With demonstrated precision and insight, Inacre can help you drive business success utilizing our contingency recruiting model. The Team Who's putting their blood, sweat, and tears into our partnership? Here's our Toronto Team ( for our Quebec team please go to http://inacre.ca/en/about-us/team/) Ian Calvert President Since its inception in 2010, Ian has grown this company into 3 locations, he is a specialist in business and human resources management and has several years of experience in medium and large companies in various positions in both the public and private sectors. His fields of expertise range from recruitment, manpower planning, management coaching, organizational development and other areas of human resources expertise. He holds a Bachelor in business admin (hr) from University of Sherbooke as well as Masters from Laval University Sabrina Généreux Head Recruiter She has been part of the INACRE team since January 2012. She specializes in recruiting and headhunting executive, professional, technical and some skilled trades. She ensures both its customers and its candidates an impeccable, confidential customer service and quickly identifies the needs of all. Alex Pike Senior Recruiter Alex has more than 13 years experiences in the recruitment industry. He has strong understanding of full cycle recruitment, from gathering technical requirements, sourcing, interviewing, reference checking, salary negotiation, and closure He has a Bachelor degree in Business Management from the University of South Australia. He is your foot in the door to hundreds of job opportunities in the Greater Toronto Area. Melanie Ouellet Recruitment Consultant She has been part of the INACRE team since September 2015. She has several years of experience in recruitment, human resource and government sector . She make sures that she understands the expectations of her clients to fill the positions entrusted to her. She has built up a vast network of contacts that allows her to quickly build trust with her candidates as well as with her clients. Anmol Gill Business Development Consultant Anmol brings in 8 years of vast experience in Sales and Marketing in various industries. He has a Mba in Marketing and Bachelors in Commerce He displays strong problem-solving techniques which go beyond job requirements. Challenging the status quo and persistent in his results Testimonials AGP Assurance Service(s)Recruitment Doing business with Inacre has been a revelation for us. The time consumed in order to recruit talented employees is considerable when we consider the search, the resume selection, the first interviews, etc. The people at Inacre have proved to be very effective in their prospection by exploiting their vast network of contacts to find the perfect candidate. Thanks to their services, we were able to invest all of the saved time in the development of our business. Inacre is now part of our recruitment strategies. ARS SOLUTIONS Service(s)Recruitment Consultation Since 2011, we have trusted Inacre Conseil for all of our recruitment needs, especially in IT. We appreciate their effectiveness and ability to understand our different needs. In addition to advising us in our process, they guide us in our human resources strategies when needed. Ian and his team are a real growth partner for us. I strongly recommend them to anyone wishing to find the candidate that will advance their business. CANAC Service(s)Recruitment We were looking for a manager for our new division “business and web technology” and Inacre found the “rare gem”, only two weeks after the start of the mandate! H2O Innovation Service(s)Recruitment After several months of unsuccessful searches, we have given the mandate to Inacre Conseil to find us some talent in rare fields of work. The Inacre representatives quickly understood our needs and the nature of the given mandate. The task was executed in a few weeks and the results met our expectations. It was a pleasure to work with Inacre. Connexence inc Service(s)DiagnosticConsultation Last year, our business expanded very quickly. We needed a little help to provide ourselves with HR tools adapted to our new situation. We decided to call Inacre, who have answered rapidly by delivering a Social Benefit policy that was unanimously accepted by our personnel. Inacre have also contributed with two key employees, who are now pillars in our company. Cycles Lambert Service(s)Outsourcing Inacre conseil have been real business partners for Cycles Lambert for a little more than a year with its HR subcontracting services. From the start, Inacre have understood and targeted our specific needs while also taking into account the nature of our organisation and its culture. They have presented us quality candidates, and, with every detail possible. During the mandate, the communications and follow-ups were frequent and the professionalism and adapting capacity of their personnel was flawless. Inacre conseil, flexible services and a win-win approach. THANK YOU (Feel free to contact us if you have any questions) CONTACT www.inacre.ca/en 388 Carlaw Avenue, suite 101 Toronto, M4M 2T4 416.550.5135 647.878.9898