Archive for the ‘ Executive Recruiting ’ Category

Personal Branding For Job Seekers
Posted on: July 14th, 2016 by Angela Kharboutli

TAAEAAQAAAAAAAAV9AAAAJDZlN2E4YjViLTkzM2UtNDVkNy1hNmQ2LTI4ODQwOTQyNTg1Zghe term branding has long been relegated to corporations, but today almost every individual has a brand.  For traditional companies, the strategy is about attracting new customers and building and maintaining relationships, but for the individual job hunter, it’s about establishing a professional identity to attract and impress potential employers.  Many of us have not consciously cultivated these brands, but they exist nonetheless.  With digital platforms like Facebook, LinkedIn and Twitter, the question is no longer if you have a personal brand, but if you choose to guide and develop the brand, or let it be defined on your behalf.

These days, when you’re on the job hunt, potential employers are looking for more from candidates.  Your resume is an important building block that helps determine whether you’re the right fit for the job, but it can only offer a glimpse into you as a person.

Personal branding unites your skills and experiences with your passions and behaviours.  Incorporating your personality-your humour, your goals, your positive attitude-sets you apart from other candidates and helps maximize your chances of attracting new attention.

Advantages of Personal Branding for Job Seekers

  • A cohesive personal brand can serve as your resume, demonstrating your skills and accomplishments in a publically available, digital format. This helps you to remain relevant in an emerging digital age.  For example, as opposed to putting together a lengthy portfolio, you can simply send out a link to your published work or LinkedIn profile
  • A personal brand with a dedicated following makes it easier to connect with others. Many people find jobs through the recommendations of others, so if you can connect with a large number of people in your industry, you’ll have a longer list of leads when looking for an opening or recommendation
  • Personal brands attract recruiters. Most professional recruiters now use social media to do a lot of their scouting, so having an attractive personal brand could draw in potential job opportunities

How do you build a successful personal brand?

  • Get involved on multiple platforms and align your presence on every channel, building your profiles as fully as possible
  • Follow and engage with leaders and influencers in your industry and join groups and discussions to demonstrate your expertise. This will show that you’re an engaged and active part of your professional community.  For example, look for Groups on LinkedIn relevant to your specific field and engage with other professionals
  • Post frequently and update your profiles regularly. Also, be purposeful in what you share, posting content that adds value to your audience
  • Develop your brand with a professional foundation but showcase the traits and habits that make you unique. If you have a fun hobby, show it off!  Just avoid posting anything risky, potentially offensive, or something that might make you seem unprofessional.  In other words, be yourself but use good judgement.

A successful personal brand is ubiquitous, continuously evolving and has a strong narrative.  So, what’s your story?  What do you want people to associate with you when they see your name?  Once you understand how you want your brand to be perceived, you can start to be more strategic about it while remaining authentic to who you are.

Are recent graduates part of your hiring plan?
Posted on: April 4th, 2016 by Lucas Professional Search Group

Spring is upon us! At the end of this month, you may notice that your applicant pool will diversify to include new graduates. Employers may often pass by these candidates, preferring someone with more relevant work experience. However, these professionals can add unique value that may be overlooked. Here are some reasons you may want to consider including them in your hiring plan this year.


1) A Blank Slate – Fresh out of school, new graduates come to you ready to learn. A blank slate, so to speak, they are primed to be trained and mentored in the processes, policies and culture of your company.

2) Fresh Ideas – Almost every company wants to constantly be driving innovation. A new graduate can bring fresh ideas and perspectives to the way that you run your business. They are often full of creativity and may make suggestions or design initiatives that increase your overall efficiency and success.

3) Compensation – Most new graduates are looking to gain experience and are open to entry level salaries, resulting in cost savings for your business.

4) Valuable Skill Set – The post-secondary experience teaches valuable life and work skills. The many essays and assignments bolster strong computer skills. Managing multiple courses teaches students to be adaptable, manage their time wisely and prioritize their workload. Group projects allow them to hone their ability to work in teams. Above all, with post-secondary programs taking several years to complete, students who graduate demonstrate a level of commitment every employer can benefit from.

5) Eagerness – New graduates often revitalize morale with their eagerness and their positive attitude. This type of zest for learning and growing can be contagious.

6) Flexibility – Many graduates are in a position to go where the work is and are open to re-location.

7) Bench Strength – New graduates are looking to start and build their careers. Who better to have on the bench? Some of the very best employees start in the junior roles only to move into senior leadership positions down the road. Who better to have at the helm than employees who have grown with and shaped the company?

As you recruit this Spring, take pause to look a little longer at these bright stars. They may just diversify and grow your workplace in the very best of ways!

Personal Touch in Recruiting… Part 2
Posted on: January 19th, 2015 by Brenda Broughton

Personal Touch Recruiting So often, as a recruiter, I hear from candidates who have interviewed with potential employers that they have been waiting patiently for that email or call to provide feedback on their candidacy. More times than not, employers and recruiters indicate they will get back to candidates to advise either way on their candidacy. Much to the candidates’ dismay they hear nothing. Checking emails and phone messages on a consistent basis is frustrating and time consuming as they proceed with the hope of being the successful candidate.

The lack of feedback that candidates receive regarding their candidacy can often leave a negative feeling about the company and the people they interviewed with. If a recruiter or hiring manager indicates to a candidate that they will receive an update or feedback on their candidacy, then the professional thing to do is to follow through. An email or letter stating that the position is closed, or that they have not been selected will go a long way with candidates.

Just as recruiters and hiring managers should be conscious and respectful of the candidate’s time, so should the candidates be respectful of recruiters’ and hiring managers’ time. Unfortunately, there is not always enough time to respond to each and every candidate’s questions and follow ups. If it is mentioned in an interview that only successful candidates will be contacted for 2nd interviews and no other feedback is received, then candidates are safe to assume they are not being considered further for the role.

At the end of the day though, if as recruiters or hiring managers, it is indicated that feedback will be provided to candidates, an email, quick phone call or letter with an update should be provided. In the recruiting world, this is especially important and keeping our candidates well informed throughout the recruitment process is vital to our success.

10 Adjectives that Describe a Great Executive Recruiter
Posted on: December 5th, 2014 by Jennifer Charron

tipping-the-scale Resourceful An Executive Recruiter should be a resource for anything related to the employment market and trends. They should have expert knowledge in human resources legislation, policies and trends. They should also have a strong understanding of their local market including job opportunities and compensation comparisons.

Empathetic Making a change in your career is a very difficult and sometimes scary decision. As a candidate, work with an Executive Recruiter who understands this and will make the recruitment and transition process as seamless as possible.

Customer service oriented At Lucas Professional Search Group, customer service is our number one priority. We have a customized approach to ensure that we meet your service needs. Find a recruitment firm that puts you first!

Reliable Work with an Executive Recruiter that is there when you need them. Whether it is accommodating after hours appointments, returning calls and emails promptly and having a proven record of success, reliability is very important.

Unique Find an Executive Search Firm that is unparalleled to any other. Find out what sets them above and beyond their competition.

Innovative Times, technology and trends are always changing. Ensure you are working with a recruitment firm that is changing with it.

Tenacious The old days of posting jobs and waiting for resumes to come in no longer works. Partner with an Executive Recruiter that is persistent and looks for new and out of the box avenues for sourcing candidates.

Expert With so many Executive Search firms out there, find a firm that is an expert in their field and has solid recommendations.

Realistic Don’t work with an Executive Recruiter that tells you only what you want to hear. There are times where things are just not realistic and a good Recruiter will be open, honest and provide all the facts.

Successful Many Recruitment firms say they are successful but how do you measure success? Ask for statistics and recommendations before determining who to move forward with.

Does your recruitment firm meet these 10 adjectives? If not, contact Lucas Professional Search Group at 1 855 777 7009 today. We meet these and many more!

Top 5 Reasons to Partner with a Specialized Recruitment Firm
Posted on: November 12th, 2014 by Vanessa Burns


There are many recruitment firms to choose from in South Western Ontario. What is the benefit of partnering with a specialized recruitment firm?

We highlight the Top 5 Reasons to Work with a Specialized Professional Recruitment Firm below.

#5- Location Location Location
When you work with a specialized professional recruitment firm you are connecting with recruiters that know their geographical location, and know what companies are hiring, what companies are downsizing and know where to find the best talent in their specific area of recruitment specialty.

#4 Sourcing
A specialized professional recruitment firm knows exactly where to find, and locate the best talent for their clients. Recruiters know what job boards to post specific roles on, and what search techniques to use in order to locate precise talent in a specific area.

#3 Connections
A recruiter from a specialized firm will be connected to decision makers, hiring managers, and executive talent within their areas of specialty. They know exactly who to contact when a role opens up. This reduces the time you spend waiting for qualified candidates.

#2 Networking and Community Involvement
A specialized recruiter will build their own professional network with people in their recruitment area of focus. They will network with professionals in the community and involve themselves in events and groups that will allow them to connect with professionals and executives that may be looking for work and would be strong candidates for their clients.

#1 They are SPECIALISTS!
Specialized recruiters are specialists for a reason….they know what they are doing, they know who to speak to, they know where to find the best talent and they understand the industries and challenges each recruit faces. This gives you a recruiter who knows where to find the best talent for your organization and often one who has candidates available immediately!

Visit www.lucaspsg.ca today to learn about our areas of specialty and how we can partner with your organization and help you access the best talent South Western Ontario has to offer.