The Recruiting Blog | People First Recruiting

We Are Talent Sourcers

Posted by Annette Kohut on Thu, May 22, 2014

This blog was written by Barbara Nordal, Annette Kohut & Pamela Habing - Talent Sourcers of People First HR's Talent Discovery Group.


Every morning we walk into our office, sit down at our computer, take a look at our recruitment projects and off to the races we go.

We are Talent Sourcers and we partner with our Recruiters to ensure we are finding the best candidates for our clients.

But what is a Talent Sourcer you ask?

Talent SourcerThere is no one definition for what a Talent Sourcer is.  It varies from one company to another.  Even the titles can vary – what might be a Talent Sourcer at one company is a Talent Acquisition Specialist at another. What is the one constant? We all seek out and find candidates for our clients.

Our days consist of putting our heads down and finding the best talent the market has to offer.  We use every tool at our disposal including the internet, social media, online communities, associations, our own networks as well as those of our colleagues, and of course, the phone.  We conduct market and industry research to learn about positions, industries, companies and their people.  We ask ourselves “where would these candidates be?” and always do our best to put ourselves in their shoes.  The search is on and there is no challenge we aren’t willing to face.

As Talent Sourcers, we are often a candidate’s first point of contact, the person who ignites their curiosity and intrigues them about the possibilities out there for them.

Talent Sourcing is more than just name generation; to us it’s an art.  This art combines logic, problem solving and creativity.  The end result is the ideal pairing of employer and employee.  We love our jobs as a Talent Sourcers as it allows us to mix our passion for technology, research and our desire to help other people.  Helping others is what really motivates us around here.  

Talent Sourcing seems to be new and therefore a mystery within many industries.  In Winnipeg it is a fairly new term and an even newer career path.  The Talent Sourcing function combines research, technology, analysis, customer service and networking.  It takes a mix of commitment, problem solving and determination to develop a unique approach on where to find candidates. Every day is a learning experience for us.  

So what does a day in the life of a Talent Sourcer look like at People First?

  • Every new project starts with identifying key information. It begins with a meeting between the Recruiter and Talent Sourcer who partner on recruitment searches. This meeting allows us to gather all the key information that we need to conduct our portion of search.
  • The next step is to research, research and then do more research. Like any new project you do not jump right into the work. Take the time to learn about the role and the company. What is the current industry? Who are the other companies that have these qualified candidates and where would these qualified candidates be?
  • Once the first two steps are completed then the fun begins. This involves developing a sourcing strategy and an advertising strategy. It is the point where we create our list of keywords, contact scripts and assessment questions.
  • Now time to find the talent!

Talent Sourcing is so much more than finding that one candidate who can do the job.  It’s about finding that perfect candidate for that one job with the right company.  We love what we do because we get to work on a daily basis with people – our team, candidates, clients and the world of people is a fascinating one indeed.

You know what else we love?  That our team is growing and we are always looking for new Talent Sourcers.  You, or someone you know may be a Talent Sourcer and didn’t even know it!  

Topics: recruitment, recruitment, talent, Winnipeg, Winnipeg, career, sourcing, creativity, team, Recruitment team, People First Recruitment & Executive Search, Recruiting, talent sourcers

What's in a Recruitment Fee? Recruitment Fees Demystified

Posted by Annette Kohut on Wed, Mar 05, 2014

recruitment feesHave you ever wondered exactly what's in a recruitment fee? Download our latest whitepaper which demystifies recruitment fees and provides an overview of what you can expect with each type of fee.

This whitepaper explores the different fee structures including Contingent, Exclusive Contingent, Engagement Fees and Retained Searches and the pros and cons of each.

Click on the button below to download.

Recruitment Fees Demystified


Topics: people first recruiting, whitepaper, job postings, recruitment fees, exclusive contingent, position profiles, executive search, Engagement Fee, Retingent, recruitment, People First Recruitment & Executive Search, Recruiting, fees, contingent, retained, contingency

Candidate Attraction and Recruitment Tips

Posted by Annette Kohut on Thu, Jan 16, 2014

candidate attractionAttracting talent to meet today’s business needs is one of the top challenges organizations face.  So to help you get started in facing this challenge, here are a few helpful tips from Theresa Bolton, our Sales & Marketing Recruiter.  By keeping these best practices in mind, your business will be well on its way in attracting high quality individuals to meet your needs.



By Theresa Bolton

  1. Make sure you have an accurate and compelling job description. Clear and concise job descriptions can both attract candidates that are suitable for the job while simultaneously weeding out candidates who aren’t suitable.  Do you have a well written job description?  Is it compelling?  Can someone reading it easily see themselves in that role?  Get others to review it and get their opinion on the impact.
  2. Develop a plan on how you are going to recruit. What’s your process for identifying a hiring need to then hiring the best employee possible?  How are you going to get the word out that your organization is hiring?  Through word of mouth, advertising (free or paid), using a career portal on your website, or hiring a Recruiter? 
  3. Respect your candidates.  Every candidate is connected and even if they are not the right candidate for this job, they have a network that may contain candidates suitable for your organization. Treat the candidate with respect, no different than how you would treat a customer.  Word of mouth is a powerful tool and people won't hesitate in sharing their experiences with your organization should someone ask.
  4. Limit the number of interviews. You will know after the first interview whether or not this candidate has the skills, qualifications, and potentially the work ethic and personality required to fit into your organization.  After that first interview, if you need additional information from the candidate schedule a second interview to explore further. If possible, have another person sit in on the interview to provide additional perspective.  Your time is just as important as the candidate you are interviewing, so respect it. 
  5. Don’t lose momentum.  The war for talent is real.  If you have a great candidate you are considering for a role, don't wait too long.  Other companies can recognize talent too and your great candidate won’t be on the market for long.  If you don’t “make” the time to respond quickly you risk losing the candidate, leading to an even longer and more costly process.
  6. Demonstrate a rich corporate culture.  Be aware that a good candidate will be evaluating your organization as a fit for them, just as much as you are evaluating whether they are right for you. You need to demonstrate why your organization is a great place to work. What sets you apart from the competition? 
  7. Ensure the total compensation package is competitive.  A compensation package isn’t just the base salary, it also includes bonuses, employee benefits, vacation and other perks.  Do you know if your compensation is aligned with industry standards?  Do you know how your benefits compare with other organizations?  Candidates consider Employee Benefits to be almost as important as the compensation itself.  Not only does it provide them with piece of mind to having access should they need it, it creates a feeling that their employer truly cares about them and their family.  Set yourself apart from your competitors and differentiate yourself as an employer by offering varied and comprehensive benefits.  Don’t forget about the non-monetary benefits like technology, the opportunity to work from home, and the flexibility to attend personal functions like your children’s activities.
On LinkedIn?  Send Theresa an invite to connect!


Topics: job description, position profile, candidate attraction, best practices, interviews, People First Recruitment & Executive Search, Recruiting

5 Years in Recruiting - post from a Talent Sourcer

Posted by Annette Kohut on Thu, Sep 12, 2013

celebrating 5 yearsIt’s funny how time flies when you’re having fun.  It was 5 years ago this August when I accepted my position with People First Recruitment & Executive Search, starting out as an Administrative Assistant in the Executive Search division. I remember waiting on pins and needles for the job offer to come through and how excited I was about joining such a respected and well-known employer. A lot of exciting things have happened over the past five years.  Little did I know then where my path would lead me!

Fast forward five years and today I’m a Talent Sourcer, supporting our Recruitment professionals and our Talent Sourcing & Consulting division.  People First invested in my learning and development and as a result I’m now professionally accredited and part of an elite team of specialized researchers (we call ourselves Talent Sourcers!), the first of its kind here in Winnipeg.  Never in my wildest dreams could I have imagined my career choices leading me here – especially because I didn’t know a role like a Talent Sourcer even existed – but here I am today working in the most rewarding career of my life and absolutely loving it.

The best part is that I also get to flex my creative muscles by leading our division’s marketing efforts.  My past training in graphic design and experience with HTML has really come in handy when tasked with designing materials and deploying various marketing campaigns.  I enjoy the change in pace this aspect of my job affords me, as well as the creative control and responsibility I’ve been given. Learning how to navigate the social media landscape with LinkedIn and Twitter (I tweet as the Purple Squirrel) has been a challenging learning curve for me but at the same time it’s been fun learning something new!

Proposal writing is another aspect of my job that is very rewarding to me.  Both my sourcing and marketing hats have given me strong insight into our business, I know our team and our abilities inside and out.  I help write our responses to various RFPs, RFSO’s and other requests for information and nothing can beat the feeling you get when you find out a proposal you’ve worked long and hard on, together with the rest of your team, has been successful.  It’s a huge adrenaline rush.

I would be remiss not to mention the team I am lucky to work with.  Our team is made up of extremely talented and professional individuals who contribute to my job satisfaction in a big way.  It’s the reason why I love my job so much to be honest.  Never before have I been surrounded by mentors of this calibre, people who truly are the best at what they do. We’re like a family and celebrate our successes and challenges, always having a lot of fun along the way.  The opportunities for learning and advancement have been limitless and I’m so thankful for the growth I’ve experienced over the past 5 years.

It’s always been important to me that my employer have a vested interest in the community I live in.  I’m proud to say that People First is 100% committed to giving back and has been a strong supporter of the United Way for over 10 years.  I even had the opportunity to be part of the United Way fundraising committee for the past 3 years. We’ve been involved in numerous other fundraising initiatives that matter to me too, things like the Christmas Cheer Board and the Dragon Boat Races.  It feels good to work for an employer who really does care about giving back.

5 years ago I didn’t know what lay ahead and never could have predicted the phenomenal change and growth our company has gone through. Perhaps the most important piece was joining the People Corporation family. We’re now part of one of the fastest growing companies in Canada – something that really appeals to my entrepreneurial streak!  One of my fondest recent memories which really drove home how much we’ve grown happened during our annual company gathering.  Our CEO asked everyone who had joined the company during the past year to stand up.  I couldn’t believe the numbers – we had almost doubled in size. How exciting is that?!

There is nothing better than working with talented and professional people within a company that is growing at such a dynamic rate.  Thanks for the past 5 years People First, it’s been a memorable and truly remarkable ride. One that I hope continues for another 5 years! 

~written by Pamela Habing, Talent Sourcer and Creative wiz extraordinaire

Topics: talent sourcer, recruitment, Winnipeg, team, Recruitment team, People First Recruitment & Executive Search, Recruiting

Recruitment Networking - you’ve made the contacts, now what?

Posted by Annette Kohut on Tue, Jul 09, 2013

Written by Linda Chammartin, Accounting & Finance Recruiter for People First Recruitment & Executive Search


I recently attended the Manitoba Business Summit where I met many talented and friendly CA’s and CMA’s.  What a great group of professionals to spend a couple of days with. 

With the conference behind me and hundreds of business cards from attendees that visited the People First Recruitment and Executive Search booth, I have to admit, I’m feeling a bit overwhelmed. I had a clear goal heading into the summit and that was to build my Accounting and Finance professional network.   Well, I definitely accomplished that as I met at least 90% of the attendees.  Now I find myself staring at hundreds of business cardsnetworking, business, recruitment wondering what to do next.  Should I call each and every one of them, even if we didn’t get to have a one-on-one conversation?  Should I email them?  Should I do that now or hold off for a week or two?  I’m not really sure what the protocol is post conference.  Therefore, I’ve done what we all seem to do these days when we don’t have all the answers, we go to the web. 

The first article that caught my eye was written by Her Campus and was from the point of view of someone in the middle of a job search looking to land their perfect job following University.  I found the advice relevant in the fact that there are certain follow-up procedures and processes that should be used whether you are job seeking, selling a product, recruiting candidates or just strictly a participant in a conference.  I think the idea of a phone call and an email combination is fine and I like that it clarifies to do so within 24 – 48 hours so everything is still fresh.  I also think that having a script ready should you actually make contact is key as you don’t want to be caught off guard should the phone actually be answered on the other end!

Another article that caught my eye, due to the simplicity and straightforwardness of the content is titled 8 Steps to Building Relationships After a Networking Event from Careerealism.  I was happy that I stumbled upon it because it made me feel more at ease.  All 8 points are relevant but what really stuck out for me was #8, “Make a 30 day plan”.  This to me makes sense, there was a great deal of planning and preparation that I put into attending this conference so I shouldn’t expect that I’ll wrap everything up within a couple of days.  The mindset should be that of “relationship building” and that really doesn’t happen overnight. 

So what am I personally doing for follow-up?  I started by grouping and prioritizing my contacts as suggested in the “8 Steps” article.  This is a great place to start as this step is what I consider to be the “low hanging fruit” of goal setting and whenever I can cross a task off of my “to do list” it gives a great sense of accomplishment (which is extremely motivating early on in a project).  Also, by grouping and prioritizing I am able to customize my follow-up. 

My next step in this process will be to make my 30 day plan for those that I’ve made a real connection with as a result of my follow-ups.  This will include sending pertinent Accounting and Finance information to these key contacts or perhaps some articles on the keynote speakers from the conference.  It could also be recruitment relevant to their industry that will grab their attention and give us a talking point for a follow-up phone conversation.  These “touch points” will be the foundation for building ongoing relationships with key accounting and finance talent in the industry. 

By reaching out, finding out what interests they have, what motivates and drives them, I will over time, build a strong set of candidates for my Accounting and Finance recruitment practice which will in turn, set me up for success with my clients.  We have a large amount of companies here in Winnipeg that are constantly searching for top talent in the Accounting and Finance field.  The ability to provide these companies with the skills and experience they need to ensure their business moves forward is of great importance to me.

I look forward to seeing where all of this takes me and will let you know the outcome a few blogs down the road.

Happy Networking!

~Linda Chammartin

Topics: Linda Chammartin, Accounting and Finance Recruitment, Manitoba Business Summit 2013, business networking, recruitment, People First Recruitment & Executive Search, business, candidate

Recruitment Celebrations

Posted by Karin Pooley on Fri, Feb 01, 2013

Recruiting great staff is a very difficult process and there are big steps you must take along the way.  Sometimes you get it right (hopefully most times) and sometimes you get it wrong.  After completing that long walk, and finding that perfect person, you want to take a big sigh of relief and hope that you made the right decision.  Years later they are still with your organization and the right hire was made - you retained them, they are so very successful and they love their job.

It’s a great day at People First Recruitment and Executive Search.  We have added a new member to our growing team and we are celebrating a milestone for another.

Today marks the 5 year anniversary for Marny Barnes our IT Recruitment Practice Leader.  Congratulations Marny and thank you for all of your hard work and dedication.  You are a gem, a true team player and a fabulous contributor to People First HR.

We are also celebrating our new team member Linda Chammartin, who now leads our Accounting & Finance Recruitment Practice. 

A great start to 2013!

Marny Barnes - IT Recruitment - People First Recruitment & Executive Search        Linda Chammartin - Accounting & Finance Recruiter - People First Recruitment & Executive Search       

Marny Barnes                              Linda Chammartin

IT Recruitment                            Accounting & Finance Recruitment

Topics: Information Technology Recruitment, people first recruiting, Linda Chammartin, Accounting and Finance Recruitment, Marny Barnes, recruitment, Recruitment team, People First Recruitment & Executive Search, Recruiting