September 23rd, 2015
Author: Karolyn St. Pierre, Vertical Bridge Advisory Board Member
Dedicated, hardworking—and maybe even long-suffering—employees deserve rewards. Sometimes the appropriate reward is a well-deserved raise, but money isn’t always the best solution. And in today’s world of tight budgets, it’s often not even a possibility. But employers wanting to show appreciation have other options for inexpensive rewards. Here are a few tips on how to make a nonmonetary program effective.
July 23rd, 2015
Vertical Bridge is up for best external HR consultancy in Canada!
We at Vertical Bridge are extremely pleased to announce that Vertical Bridge has been nominated as a finalist for the for External HR Consultancy of the Year in the 2015 Canadian HR Awards! Read more
June 29th, 2015
Credit: Warren Wong, VP, Talent & Culture at Appnovation (Vertical Bridge Advisory Board member)
I was recently interviewed by RecruitingSocial to share how Appnovation Technologies is able to scale so quickly while attracting hard-to-find talent globally while garnering multiple industry awards. I want to share some of my insights.
June 29th, 2015
Credit: Felicity Stone, BC Business ; Image by: Sabrina Smelko
Sandra Reder, president and founder of HR consulting firm Vertical Bridge, and Go2HR CEO Arlene Keis outline how to prepare a backup plan
May 24th, 2015
Author: Allen Jones, Senior HR Consultant
In today’s highly competitive employment climate it is important for pay and benefits to be in line with what is happening in your market. Staying competitive in order to attract the best candidates and retain your most valuable employees is critical to an organization’s success. In many markets compensation is rising in direct relation to high demand and low supply of talent (this is especially true in the tech sector) so knowing what you need to pay in order to find and keep your people should be top of mind for all employers. Read more
September 23rd, 2014
Author: Dawn Longshaw, Managing Director, Professional Recruitment
You are a hiring manager who has identified a gap in your team, you are an in-house recruiter who has just received a requisition from a hiring manager, you are an agency recruiter who has just received a search assignment from a client, or you are an applicant in front of any of the above three. You have a job description, you have the hiring parameters, you have the posting – you are ready to roll – right? Not necessarily. If you seriously want to maximize the potential that the hire will be a success, and who doesn’t; there is one question that must be asked before you can consider that you have all the information you need to make a good hiring/employment decision. Read more
July 24th, 2014
Guest blog post by: Karolynn St-Pierre, JD SPHR
You’ve thought about the legal, trade and tax implications regarding expansion into the US; but have you considered the HR implications?
Breaking into the U.S. market can be a highly rewarding endeavor for many Canadian businesses. With a population of just under 400 million and a GDP of over $15 trillion, the potential benefits of moving “South of the Border” can be great but not knowing the differences in human resources can trip up even the most conscientious business owner and HR professional. Read more
March 05th, 2014
Fully-integrated Human Resources Information System (HRIS)
Credit: Laurie Harley (HR & Talent Management)
People Assistant is a comprehensive Human Resources Information System (HRIS) that offers integrated talent management and strategic execution for a seamless process from hiring to termination. The system is an authentically green Software as a Service (SaaS) model that is fully hosted on People Assistant servers, which means it requires no IT staff or extra expenses.