Staffing & recruitment

Staffingthe process by which an organization fills its positions. It can mean determining your workforce needs, attracting candidates, choosing the person who best matches the requirements, then hiring and onboarding that person. A position is filled from outside as readily as from within, through a hire, a promotion or a transfer. Five steps either way: workforce planning, recruitment, screening and selection, decision and hire, welcome and onboarding.

Project

I identify where your hiring journey can improve and support you at every step, from the posting to selection, from onboarding to promotions and internal mobility. The highest-return fix is almost always the same one, namely the structure of your interviews. Managers who ask different questions of every candidate are comparing things that cannot be compared, and end up choosing on instinct.

The other blind spot is onboarding. An SME invests weeks in recruiting, then leaves the new hire to figure things out on the first Monday. That is where early departures come from, and it is one of the cheapest parts to fix.

  • Structured hiring process, from posting to onboarding
  • Employer brand and attraction strategy
  • Interview guides and candidate assessment tools
  • Welcome and onboarding program
  • Workforce inventory and succession plans

Ongoing

Writing the posting, screening résumés, chasing candidates who have stopped answering, rescheduling the interview cancelled the night before, then starting over when your first choice turns you down. Routine recruitment eats an enormous amount of time, and it is almost always your busiest manager who absorbs it. I take the process in hand, from the posting through onboarding.

We start by agreeing on the profile you are looking for. Then I write and publish the posting, answer candidates, run the phone screening and the interviews, and carry out the reference checks.

Candidates, for their part, have a single person to talk to, and the posting they see carries your company's name, not an agency's. You meet only the finalists. For each one, you receive an assessment against the requirements of the role, the checks already completed and the reservations still to be tested in the interview. The hiring decision stays yours.

  • Taking over postings and screening
  • Interviews and hiring recommendations
  • Reference checks
  • Welcoming and onboarding new hires
  • Follow-up on internal mobility and movements
up to 50% of eligible expenses

Your project is probably eligible for funding

Most of the businesses I work with are eligible for the measure. The Concertation pour l'emploi measure, through its human resources management support component, funds the fees of an outside specialist. Attraction, recruitment, selection, welcome and onboarding are all on the list. Priority goes to businesses with 6 to 99 employees.

  • A first 30-minute call, no strings attached, to see whether your situation fits.
  • You contact your Services Québec business advisor to confirm the interest of your project and the budget available.
  • I give you in writing what you need to support your request: the scope of the mandate, the schedule and the fees.
Check my eligibility

The rate and the decision belong entirely to Services Québec, which judges according to the nature of the project, your financial capacity and its own budget availability, and the programs change from one year to the next. Note as well that work arising from an obligation set out in a law or a regulation is not eligible under the measure.

Frequently asked questions

Are you a headhunter?

No, and the way I bill shows it. A headhunter usually takes a percentage of the salary at hire: the higher the salary, the higher the invoice, and they are paid only if you hire. I charge a fixed amount per position, agreed before we start. The salary you negotiate therefore changes nothing to my fees.

How is recruitment billed?

As a fixed-price project when the scope is clear, one specific position from posting to hire for example, and at an hourly rate when the volume is irregular. Every engagement begins with a written proposal setting out the scope, the timeline and the fees. There is no commission calculated on the candidate's salary.

Can you recruit candidates from abroad?

No, that is not a service I offer. Recruiting abroad requires an agency licence, and the immigration steps belong to a regulated profession: they are handled with a licensed immigration consultant or a lawyer. Once the person is hired, I can support you on defining the position and on their onboarding when they arrive.

How long does it take to fill a position?

Count on six to ten weeks between the posting and the first day on the job for a common role, longer for a rare skill or a management position. The timeline is mostly decided on your side: a profile approved on the first pass and interviews held in the week the candidate is available save a good two weeks. The two weeks of notice at the current employer almost always come on top of that.

What does it take on our side?

A meeting at the outset with the person who will manage the new hire, to agree on the profile and the requirements. After that, enough availability to meet the finalists quickly, because a good candidate is rarely still available three weeks later.

A first 30-minute conversation with no strings attached

Let's talk

Reply within one business day.