Purpose of Collection

As a recruiting agency, we require personal information to facilitate job searches.

Personal information includes names, home address and telephone numbers, job preferences, relocation preferences, current job information and any information included on a resume or curriculum vitae.

Potential employers need to know this information if they are going to consider a person for a job. We collect the information through interviews with candidates (making notes), by electronic email transmission from candidates, by fax transmission from candidates, and through reference checks/letters we do on behalf of potential employers.

How We Obtain Consent

We outline our privacy policy and have our policy posted on our web site. By use of our services and by giving us their personal information during the collection process, consent from candidates is implied.

If a candidate at any time wishes to withdraw from the process he/she may contact our Privacy Officer and withdraw their consent to our use of their personal information. Their personal information will then be destroyed and/or deleted from our database.

How We Limit Use and Disclosure

Only employees of our company have access to the personal information of candidates. We send the information only to potential employers and/or recruiting affiliates and only with the candidate’s consent. We do not post resumes to our web site.

How We Ensure Security

Our network is secured with firewall software and is password protected. Outside regular business hours our private offices are locked and our offices are protected by a security system.

How We Ensure Accuracy

Every time we follow up with a candidate, we confirm that the personal information we have on file is correct. Any candidate whose information changes is encouraged to contact us directly with new information.

Retention / Destruction Timetable

We destroy information when candidates direct us to dispose of their information. Otherwise, we retain information as long as the law requires us to.

Responding to Inquiries and Complaints

ADV has appointed a Privacy Officer to deal with any inquiry or complaint in a timely fashion.

For questions, concerns or complaints, candidates may direct their inquiries to:

Anne-Marie Finn, Privacy Officer
ADV Advanced Technical Services
1037 McNicoll Ave, Suite 200
Toronto, ON   M1W 3W6
Canada

To contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

Are you a professional seeking employment? The 5 biggest mistakes that professionals make resulting in longer term UNEMPLOYMENT!!

Mistake #1

Not understanding how to stack your job search to maximize your ROI.

Fact: only 10% of jobs are filled by respondents to advertisements –online, job boards, newspapers

Fact: Search firms and employment agencies only account for an additional 10% job fill rate

Fact: The best way to find a job is through a combination of networking and through marketing your self. Active job search strategies.

Eighty percent of available jobs are never advertised, and over half of all employees get their jobs through networking, according to BH Careers

International. http://www.labor.state.ny.us/careerservices/findajob/conduct.shtm

Paul Hill, the President of ADV, who has over 25 years as a search expert, believes the 80% not advertised sounds like a pretty high number. The bottom line is most positions are found through networking and marketing.

Advanced methods developed by Transition to Hired assure quick success… find out more at www.TransitionToHired.com

Mistake #2

Relying on clicking and sending their resume to job postings.

Fact: Because of the “no cost” on the applicant’s part when using the internet to apply to a position to many non-qualified applicants send in their resume- therefore leaving the initial screening out of necessity to machines- computer software to select the first round of candidates rather than human screening- which may in fact leave you out of the mix- based on Mistake #3

Mistake #3

Not having the RIGHT keywords in your resume

Fact: Not using proven methods to find the RIGHT keywords (and their alternates) and put those keywords which are relevant to your professions in their resume. This leads to a higher chance of being missed as stated above because of a reliance on computers rather than humans to make the first selections.

Transition to Hired has developed proprietary software that they use to make sure their clients resumes have the RIGHT keywords which will guarantee that they will be called for at least a telephone interview. They guarantee the service. Find out more at www.TransitionToHired.com

Mistake #4

Relying on search firms or employment agencies to find work

Fact: Employment agencies only fill about 10% of all positions that are open

Mistake #5

Writing a cover letter rather that a needs vs. qualifications letter

Fact: An Employer Needs vs. Candidate Qualifications is a powerful way to get noticed and much better than a lousy cover letter. Find out more in the services at www.TransitionToHired.com

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

How to hire the right people to get a high performing department or a great small business?

Selecting and organizing your team is probably the most important thing you do in business.

To grow you need the right influences. China’s most famous teacher, philosopher, and political theorist, 551-479 BC, Confucius said:

“Never contract friendship with a man that is not better than thyself.” So therefore hire people that are better than you- they will pull you up and you become who you surround yourself with.

If you hire people like you will screw up. People will not last in your department; they will leave and/or copy your stuff and open a business of their own.

Have a clear understanding of your goals

Ask yourself what problem(s) am I trying to solve by hiring a person for this opening?

What does the new superstar have to do to be successful in the position by the 3 month, 6 month, 1 year and 2 year stage? What milestones need to be achieved?

Realize you are hiring a human who has goals and dreams- so when interviewing find out what they want within a year or 2 years? Do their goals fit with yours? Is it a good match?

Hire your opposite!

Find people who can do the things you are not good at.

Set your bar at “Only SUPERSTARS will do.”

Average does not cut it. Average is a miss-hire. A mistake will cost you lots of money

no matter what (see here).

Where to find the best

Where to find the best honest, ethical, motivated and driven people? Through people who have these qualities-use referrals from other “A” players you know and trust.

Keep a hit list. Anticipate what positions will need to be filled and when you come across someone that fits your superstar ranking write down their name and contact information. Build a relationship show interest in their career or what they are doing. Fill them in on what you are doing. When the time is right and you need them – strike.

Hire slowly and fire quickly!!

Be quick to recognize your mistake if you make one since it the person you don’t fire who poisons your department or ruins your business.

The Pre-Screening Process

Make them do summersaults to get in!

If you do not have anyone on the horizon for a position you need to create obstacles for your prospects to go over, under, around or through before interviewing them.

You can use sites like Craigslist, and Kijiji and very cost effective and also a great way to draw talent. You can also use a search firm that you screen carefully.

Make sure you have them answer a specific question about themselves- like what the toughest thing you had to overcome in your career? What was it? When did it happen? Who was involved? What was the outcome?

Look for an answer that also includes what they learnt from the experience. Are they whining? Do they take ownership or blame others?

Just by asking the question you will eliminate a bunch of people because many will not bother.

Give specific instructions like send emails only at 9:00AM EST, enter Superstar in the Subject matter, and limit your answer to 500 words. Only consider those who have follow the instructions to a T -eliminate all others –consider that past behaviour is a great indicator of future behaviour so if they do not follow instructions now then they won’t when they are working for you.

The Selection Process

Behavioural Interviewing

Use behavioural interviewing techniques-as just mentioned past behaviour is a great indicator of future behaviour.

Consider when questioning that Superstars are interested in making a powerful impact not working for money-money is a by-product of their success.

Beware of hotshot smooth talking schmoozers- they are usually great at talking however they are usually not great doers and they do not know their limitations.

Beware of under interviewing- take the time 2 interviews minimum.

Hire Drivers!

Set your sights on proactive drivers. Probe to find out if they step up and ask for more responsibility? Do they own things, drive them and get results with no excuses?

If they are working on a project and they need information- do they try once to get an answer from you and then fade away or are they crazy persistent tracking you down no matter what?

Drivers have a sense of results and targets-they take and own projects to completion. They have a sense of personal responsibility they care about the result –they see it as a reflection of their performance and who they are.

They believe how they do something is how they do everything.

They will take ownership for things that go wrong and they share credit with the team when things go right.

Ask the candidates do to do extra homework with a tight deadline. You will see how great their work is under pressure and you will also see others drop off as flies- leaving the cream.

The two most important qualities to look for are passion and drive

Are they literally almost jumping out of their seat? Are they energised when talking about your company or their work during the interview? Do they love their work?

Do they have a proven track record of driving projects to completion?

Get them to describe what they did yesterday from when they got up to when they went to bed, what they ate for breakfast… to what they watched on TV. This will tell you a lot about the person.

Consistent learner

Are they part of trade associations? Do they pay for their own schooling and or training? Do they take initiative to better themselves?

After the hiring

Set up systems

Review your systems after each new hiring. In order to have the best production out of your team you need to systematize the department or business-(read the E-Myth revisited, Michael Gerber)

Get updates daily

Now that you have a superstar team get them to send you an email update everyday.

Ask them to provide 3 things:

-What they did that day

-What problems or challenges surfaced?

-Questions they have for you

This way you will learn much about whom they are; are they curious and want to learn, are they drivers that want results, are they focused and determined.

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

Unlike the temporary H-1B and F-1 visas, “Permanent Residence” means what it implies: it does not expire. A quota for new Permanent Resident visas exists, depending on the candidate’s country of origin. For example, China, India, Mexico and the Philippines each has its own special quota due to high volume of immigrants from these countries. Other countries’ quotas have not been approached or exceeded in the recent past.

A company petitions the USCIS to grant Permanent Resident status to their employee or prospective employee. The company must demonstrate to the USCIS that it has made a good-faith effort to hire a U.S. Citizen or Permanent Resident before a new Visa will be granted. This causes a delay in getting Permanent Residence that can last one or more years.

For further information on Permanent Residence, please visit the USCIS web site.

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

• The student must be enrolled in an “academic” educational program, a language-training program, or a vocational program;
• The school must be approved by the United States Citizenship and Immigration Services (USCIS);
• The student must be enrolled as a full-time student at the institution;
• The student must be proficient in English or be enrolled in courses leading to English proficiency;
• The student must have sufficient funds available for self-support during the entire proposed course of study; and
• The student must maintain a residence abroad which he/she has no intention of giving up.

The F-1 Practical Training (PT) Visa is normally issued to graduates holding a Bachelor’s degree or higher, but is sometimes issued prior to graduation. The candidate holding an F-1 PT Visa must also hold an EAD (Employee Authorization Document). The EAD will have an expiration date no more than 1 year from the date of graduation. (Employers: if you have any doubt, ask candidate to fax a copy of the EAD to you.)

An F-1 candidate may accept any job that offers bona fide practical training in his degree field.

A hiring company may hire an F-1 holder immediately without any consideration given to any U.S. Citizen or Permanent Resident.

On expiration date, the F-1 holder must have secured another kind of visa (typically H-1B) or stop working. The F-1 visa cannot be extended or renewed.

For further information, please visit the USCIS web site.

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

The H-1B is issued to the candidate employee only for the particular employer who makes the petition and is not valid for other employers. The employee will hold a form 1-797 “Notice of Action” which authorizes him/her to work for that specific company. Application for H-1B renewal must be made before the initial expiration date. BCIS grants a 20 day grace period to an H-1B holder whose expiration happens while renewal application is in process. During this time, the H-1B holder may work, but not for a new employer.

On October 17 and 30, 2000, President Clinton signed into law several bills which significantly change the H-1B program as well as the employment based immigration program. Prominent among these bills is the American Competitiveness in the Twenty-First Century Act (AC21).

Section 214(g) of the Immigration and Nationality Act (Act) sets an annual limit on the number of aliens that can receive H-1B status in a fiscal year. The cap is set at 65,000.

AC21 exempts H-1B workers who are employed by or have an offer of employment from:

• Institutions of higher education;
• Related or affiliated nonprofit entity, or
• Nonprofit or government research organization.

AC21 also specifies that an H-1B worker be counted against the cap if the worker transfers from an “exempt” employer to an employer that does not have an exemption.

Almost all of the provisions of AC21 and the related legislation were effective immediately upon enactment. The law was officially enacted on October 18, 2000. The sole exception is the increase in H-1B petitioner fee from $500 to $1000, which took effect on December 17, 2000, 60 days after enactment.

Employers now exempt from paying the fee include:

• Institutions of higher education and related or affiliated non-profit organizations;
• Non-profit or governmental research organizations;
• Any employer who is filing for a second extension of stay for an H-1B nonimmigrant;
• Primary or secondary education institutions; or
• Nonprofit entity engaged in “established curriculum-related clinical training of students”.

The USCIS published a Q & A for the H1-B Visa in 2000. For further information, please visit this section of the USCIS website: H-1B Questions and Answers

An H-1B holder who wishes to change jobs (to work for another company not named on his 1-797) must secure a new “sponsorship” (new H-1B) from another company before leaving his/her first company. Any number of new companies may “sponsor” (i.e., petition USCIS for the H-lB) the same candidate. In other words, a candidate can entertain several new offers from prospective new employers.

An H-1B holder making a 3-year H-1B renewal or wishing to change jobs (which requires a “new” H-1B) is not counted in the annual quota. However, the H-1B holder may not work more than 6 consecutive years under any number of H-1Bs. At that point, the H-1B holder must leave the USA for at least 1 year or have secured a different Visa (typically Permanent Residence).

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

TN employment must be in a profession listed in Appendix 1603.0.1 to NAFTA and the TN employee must possess the credentials required. There is no annual limit on TN-1 admissions from Canada. There is a yearly cap for Mexican TN professionals of 5,500 admissions.

For more information on the requirements for Professionals under NAFTA, including a list of qualifying professions, please see the U.S. Department of State’s web page: U.S. Department of State, Bureau of Consular Affairs

Dependents

Dependents (spouses and unmarried children under 21 years of age) of TN professionals are entitled to TD status with the same restrictions as the principal. Dependents may be students in the U.S., but may not be employed under the TD status.

TN Canadian under NAFTA

The TN classification applies to a Canadian citizen seeking classification as a professional temporarily under the North American Free Trade Agreement. The TN-1 is not available to non-citizens who reside in Canada. Normally, the candidate must also hold a Bachelor’s degree (or higher.)
(Note: The TN-1 is also available to Mexican citizens, but with more restrictions. This section is dedicated to Canadian citizens who want to find a job in the U.S.)
TN Canadian Citizens do not require an I-129 petition if the worker is currently outside of the United States. Canadian Citizens use this form only to apply for a change of status, extension of stay, or change of employment. Canadian citizens need not obtain TN-1 consular visas, and may apply directly at Class A U.S. ports of entry. They must provide:

• A statement from the employer with a full description of the nature of the duties the beneficiary will be performing, the anticipated length of stay, and the arrangements for pay or reward;
• Evidence that the beneficiary meets the education and/or alternative credentials for the activity;
• Evidence that all licensure requirements, where applicable to the activity, have been satisfied;
• Evidence of Canadian citizenship.

Under NAFTA, High Tech Engineers, Hardware and Computer Systems Analysts may be granted TN-1 if they hold a Baccalaureate degree or Post-Secondary Diploma or Post-Secondary Certificate and have three years’ experience. BCIS issues the TN-1 directly to the candidate/employee, who applies directly to BCIS at one of several specific BCIS offices. The applicant must present $50 (US), Birth Certificate/Passport, and a letter from the prospective employer containing the following:

• The professional activity to be engaged in (as listed in NAFTA).
• A brief job description.
• The anticipated length of stay.
• The education qualification or appropriate credentials which demonstrate that the candidate employee has professional level status (Bachelor’s degree is the minimum requirement for most occupations, unless otherwise specified – see above.) Degrees, diplomas, or certificates received by the applicant from an educational institution not located within Canada, Mexico or the United States must be accompanied by an evaluation by a reliable credentials evaluation service that specializes in evaluating foreign educational credentials.
• An assurance that the candidate employee complies with all applicable state laws and/or license requirements for the occupation to be engaged in (this issue must be addressed in the employer’s letter).
• The arrangement for remuneration for services to be rendered.

Contact ADV:
Phone: 1-800-933-1883 Ext. 227
E-mail: contact@advtechnical.com

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ADV Advanced Technical Services specializes in the High Tech Recruitment Field which includes Biomedical, Biotechnology, Analytical Chemistry, Software, Hardware, Defense /Aerospace and Advanced Manufacturing.

At ADV, we do things a little differently. We’re not interested in making you fit a job, but rather, finding a position that fits you. With ADV, you’ll never receive a list of job after job after job. Our mission is to find you a better position that will enhance your opportunity for personal growth.

Our job is to find you a job! If you have a minimum of 2 years experience in any of the technologies listed below, please contact us so we can discover together what your needs, wants and goals are, and how we can help you achieve them. Read more