By Catherine Lund, Toronto Marketing Recruiter Remote workers are becoming more and more common, not only for start-ups, but in companies of all sizes, especially within the marketing industry. No longer do many roles require…
By Felicia Smith, Toronto Legal Recruiter Since we were kids, we were always encouraged to play well with others. We were told to put the team first and get along with our teammates. There has…
By Randy Quarin, Co-Founder & Emerging Technology Recruiter The Canadian job market is red hot once again. The country added 80,000 jobs in November during a time when most predicted the economy would start slowing…
By Matthew Lester, Toronto Startup Recruiter We all want to be that destination company – the organization in your industry where professionals by the thousands apply in hopes of getting the opportunity for a job…
Canadian Business unveils 29th annual list of Canada’s Fastest-Growing Companies Canadian Business and PROFIT today ranked IQ PARTNERS No. 472 on the 29th annual PROFIT 500, the definitive ranking of Canada’s Fastest-Growing Companies. Published in…
IQ PARTNERS would like you to get to know some of our recruiters. Each month we ask one of them the same 10 questions about their lives, the headhunting business, and what you should know as a job seeker or hiring manager. This month, meet Toronto Recruiter Steven Petroff.
To close out a big year in recruitment, we’re sharing our our Best Of Blogs list from 2016. In these 5 popular posts, our IQ PARTNERS headhunters touch on the year’s hottest topics for hiring managers and job seekers.
Prioritizing job applicants is a difficult task. No one wants to discount a candidate who could potentially be the perfect fit for your organization. You also don’t want to be the person who championed a candidate who turned out to be a hiring mistake.
Hiring the wrong person for the job can have a big impact on your company. Whether they lack the necessary skills or are a poor culture fit for your company, a bad hire can cost your company in many ways
