New Business and Management Jobs!

 

 

New Job!  Dispatcher Parkland Fuel Corporation Dawson Creek British Columbia, CA
New Job!  Supply Management Professional – Horizon Oil Sands Canadian Natural Resources Limited Calgary, Edmonton Or Fort Mcmurray Alberta, CA
New Job!  Safety / Emergency Response Administrator – #2012-C072 Canadian Natural Resources Limited Calgary Alberta, CA
New Job!  Receptionist – Edmonton, AB CCS Corporation N/S  , CA
New Job!  Administrative Assistant (#2011-C389) Canadian Natural Resources Limited Calgary Alberta, CA
New Job!  Supply Management Analyst – Horizon Oil Sands Major Projects Canadian Natural Resources Limited Calgary Alberta, CA
New Job!   Administrative Support HireGround Software Solutions Calgary Alberta, CA
New Job!  Supervisor, Operations Parkland Fuel Corporation Dawson Creek British Columbia, CA
New Job!  Branch Support Parkland Fuel Corporation Peace River Alberta, CA
New Job!  Warehouse Technician – Horizon Oil Sands Canadian Natural Resources Limited Fort Mcmurray Alberta, CA
New Job!  Document Administrator (11-186) Canadian Natural Resources Limited Calgary Alberta, CA
New Job!  Supervisor, Operations Parkland Fuel Corporation Sudbury Ontario, CA
New Job!  Document Control Technician – Edmonton, AB CCS Corporation N/S  , CA
New Job!  Technical Trainer / Support Representative – Calgary Gas Drive Calgary Alberta, CA
New Job!  Service Manager – Greater Toronto Area Gas Drive Toronto Ontario, CA
New Job!  Plant Administrative Assistant – Alexander, North Dakota CCS Corporation N/S  , US
New Job!  Dispatcher Parkland Fuel Corporation Grande Prairie Alberta, CA
New Job!  Disposal Manager Ledcor Group Edmonton Alberta, CA
New Job!  Document Controls Coordinator Ledcor Group Nisku Alberta, CA
New Job!  Business Development Manager Ledcor Group San Diego California, US
New Job!  Branch Manager – Whitecourt / Edson Gas Drive Edson Alberta, CA
New Job!  Maintenance Contracts Supervisor – Calgary Head Office, SE Gas Drive Calgary Alberta, CA
New Job!  Administrative Assistant – Edmonton Ledcor Group Edmonton Alberta, CA
New Job!  Business Process Specialist Ledcor Group Vancouver British Columbia, CA
Part-time Administrator – Lloydminster, SK CCS Corporation N/S  , CA
Assistant Base Administrator Trican Well Service Grande Prairie Alberta, CA
Senior Contracts Specialists Rider Hunt International Calgary Alberta, CA
Contracts Adminstrators Rider Hunt International Calgary Alberta, CA
Summer Student – Building – Victoria Ledcor Group Victoria British Columbia, CA
Procurement Manager JV Driver Projects Nisku Alberta, CA
Inventory Control Analyst – Horizon Oil Sands Canadian Natural Resources Limited Calgary, Edmonton Or Fort Mcmurray Alberta, CA

Accounting Jobs!

 

New Job!  Property Accountant – Training Canadian Natural Resources Limited Calgary Alberta, CA
New Job!  Senior SOX / Compliance Specialist (6 month contract) – Calgary, AB CCS Corporation N/S  , CA
New Job!  Inventory Clerk Parkland Fuel Corporation Red Deer Alberta, CA
New Job!  Project Cost Coordinator, Victoria area, BC CCS Corporation N/S  , CA
New Job!  Property Accountant Canadian Natural Resources Limited Calgary Alberta, CA
New Job!  Acquisition and Divestment Analyst ARC Resources Ltd. Calgary Alberta, CA
New Job!  Royalty Accountant ARC Resources Ltd. Calgary Alberta, CA
New Job!  Risk Analyst – Contract Cenovus Energy Calgary Alberta, CA
Financial Analyst – Equipment Ledcor Group Edmonton Alberta, CA
Senior Financial Analyst Parkland Fuel Corporation Red Deer Alberta, CA
Financial Planning & Analysis Manager – Houston, TX CCS Corporation N/S  , US
Accounts Payable Technician Parkland Fuel Corporation Red Deer Alberta, CA
Commodity Tax Manager – Calgary, AB CCS Corporation N/S  , CA
Accounting Clerk – Vancouver Ledcor Group Vancouver British Columbia, CA
Payroll/AP Administrator JV Driver Projects Nisku Alberta, CA
Operations Controller – Resources and Transportation – Vancouver Ledcor Group Vancouver BC – Vancouver, CA

 

 

Mercer Infographic: The Great Divide

Dressing for success in a job interview

Now I’ve often followed one rule when going to an interview that being, “always wear a suite”. My thoughts were that one can never look to dressed up and if you are wearing a suit you look confident and like you are taking the interview seriously. The problem with this choice is that it does have its limitations if you are interviewing for a position with a more casual office.

So when I came across this article directed at dressing to impress in sales I thought it offered some good tips and incites that could be used for choosing your attire for a job interview as well.

The new rules on dressing for success

By Tom Searcy via CBS Money Watch

I have a number of super-successful Silicon Valley clients who dress in ripped denim, Vans shoes and t-shirts. They are worth hundreds of millions, even more, but it’s a status symbol to dress like you’re homeless to attend board meetings.Conversely, I have worked with trash-hauling company executives who dress in suits and ties every day of the week. And this contrast shows the dramatic shift that has occurred in business attire in recent years, as each industry has developed its own rules.

So how do you learn the rules? Back in the early 1990s, as a young exec, I read Dress for Success by John T. Molloy. It gave me a clear understanding of how to dress to impress. But the “business casual” dress movement has turned all of that book’s ideas into quaint nostalgia. But fair or not, dress still has an impact on how you’re seen. For sales people, especially, first impressions matter.

My daughters will confirm that I am not a fashion plate, but I do have some simple rules for successful dressing if you are in sales.

Know your prospect’s uniform.

Before you meet with a prospect, you should know that company’s dress code. “Business casual” has a lot of meanings. Call the front desk at the company and ask what the company’s dress code is and what the men and women wear. Or ask your contact. The point is, part of your responsibility is to understand that company’s culture, including its dress code. Ask for examples, especially of the senior most person who will be in your meeting.

Dress one step up.

If your prospect is in denim, you wear khaki. They wear sport coats without ties; you are in suits without ties. The point is that you always dress one step further up the clothing ladder than your prospect, but not two. One step says that you respect and value them. Two steps can send a loaded message.

It’s not just what you wear–but how you wear it.

Polished shoes, pressed shirts and well-fitted pants always.  At this point, some of you are thinking, “Does he really have to say this to people?” while others are saying, “Why do I have to tuck in my shirt?” But when your clothes are pressed, buttoned down and well-fitted, you convey that you are a person who pays attention to the details and are professional

Grooming trumps style.

Even if you’re wearing a great suit, if you’ve got a terrible haircut, you’ll give a bad impression. As crazy as it sounds, everything on the grooming punch lists – fingernails, facial hair, haircuts and oral hygiene–matter.

Know your company’s uniform.

One of my clients makes sure that when his sales reps are making their sales calls, they wear a very specific uniform. (His company’s clients accept this because they see it as an extension of the brand; the company sells safety products.) It doesn’t matter if the reps are presenting in a board room or on a manufacturing plant floor, they wear the sample simple uniform. Obviously, if you work at this company, you follow this dress code in order to fit in.

Remember, you can dress in a way where your attire is the only message people remember, or you can dress in a way that takes nothing away from the message of value your company brings to them.

 

Source ( http://linkd.in/ADhqCW )

Good News for Small Businesses and Not-for-Profit Organisations here in Canada!

The federal government of Canada has announced an $80-million, three-year pilot program administered by National Research Council Canada (NRC) through its well-known Industrial Research Assistance Program (IRAP). It will help small and medium-sized enterprises of all sectors integrate digital technologies into their business models—spurring innovation and increasing productivity. This program could provide you with the fanatical funding so that you can adopt technologies into your organization that previously could have been deemed to beyond your budget.

As a software company HireGround understands the budgetary restraints placed on not-for-profit organisations and small to medium sized business. Often solutions like Applicant Tracking systems would which could greatly increase productivity are not feasible because of the perceived cost to the organization. This is why we are so happy to share this news with all of you.

If your firm is incorporated, has 500 employees or less and is currently seeking opportunities to adopt digital technology with a goal of increasing your firm’s productivity, you could be eligible to receive assistance from NRC-IRAP through their DTAPP team.  If you are a college or not-for-profit organization interested in delivering services to SMEs to help them in adopting digital technologies DTAPP could assist you.  For more information, please refer to the Eligibility section.

To engage with DTAPP, please call toll-free at 1-855-453-3940

For more information please see this link.

http://www.nrc-cnrc.gc.ca/eng/ibp/irap/digital-technology-adoption/dtapp-index.html

The 5 Most Competitive Areas to Find Talent in 2012

These will be the five hardest slots for you (and any start-up) to fill in the new year

 

 

The year flew by mostly because it was a very, very busy one.

Although the economy continues to face many challenges, the startup and tech industries are very much alive.  The IPO window slightly opened up for companies like LinkedIn, Pandora, Groupon, Zynga, and Carbonite.  We saw monster rounds of funding for companies like Facebook, Twitter, Dropbox.  The appetite for seed and angel investing was extremely active.  Tech incubators and accelerator programs kept popping up.

It was also a very busy year for hiring at startup companies, as you know, and it doesn’t look like that will slow down in 2012.  We’ve certainly seen opinions on both sides of the fence as to whether or not there is a tech bubble or 2012 will be another active year of investing.  I’m an optimist and I believe the pace of investing will remain consistent.  Yes, some companies will fail, of course, but others will scale and grow their teams at a steady clip.

Hiring the best of the best is an absolute must if you are going to build a successful company.  You will need to be prepared to compete against big companies with deep pockets and other up-and-coming startups that also have blue chip investors and a game-changing idea.

So, what are the most competitive areas for talent these days?  Here’s a look:

5: Software Engineers and Web Developers

The demand for top-tier engineering talent sharply outweighs the supply in almost every market especially in San Francisco, New York, and Boston.  This is a major, major pain point and problem that almost every company is facing, regardless of the technology “stack” their engineers are working on.

4: Creative Design and User Experience

After engineers, the biggest challenge for companies is finding high-quality creative design and user-experience talent.  Since almost every company is trying to create a highly compelling user experience that keeps people engaged with their product, it is tough to find people who have this type of experience (especially with mobile devices including tablets) and a demonstrated track record of success.

3: Product Management

It is always helpful for an early-stage company to hire someone who has very relevant and specific experience in your industry.  This is especially true for product management, since the person in this role will interface with customers and define the product strategy and use cases.  However, be prepared, as it will be a challenge to find people with experience in these high-growth industries: consumer web, e-commerce, mobile, software as a service, and cloud computing.

2: Marketing

I’m not talking about old-school marketing communications. Companies are looking for expert online marketers who know how to create a buzz of inbound marketing or viral traffic through the web, social media, and content discovery.  Writing a good press release just doesn’t cut it anymore, as everyone is looking for the savvy online marketing professional who understands how the current state of the web operates and knows how to make it work to their benefit.

1: Analytics

Since data is becoming more and more accessible, smart companies are increasingly making decisions driven by metrics.  Analytics is becoming a central hub across companies where everything (web, marketing, sales, operations) is being measured and each decision is supported by data.  Thus, we are seeing a high level of demand for analytics and business intelligence professionals who almost act like internal consultants; they help determine what should be measured and then build out the capability for a company.

 

 

Source ( Keith Cline |  @VentureFizz   | Dec 19, 2011 http://www.inc.com/keith-cline/talent-shortages-in-2012.html)