PowerUp Leadership

​Attract ​​Top Talent to Compete

Power HR attracts the right employee that fits your organization’s culture, ​as well as meets the core requirements of the role being filled. We prioritize the candidate experience as we know that every candidate is a potential customer of your organization. We protect your employment brand as our top priority.

P​ower HR takes a very collaborative approach to recruitment with our clients. We have an extensive business network as well as a Recruiters License on Linked In to maximize our candidate reach. ​ The agencies that are still using an “in-house” database of candidates, are out of touch as there is no better, more accurate database than Linked-In for sourcing potential candidates.

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Recruitment Strategy & Process

​Depending on the type of job and the job level, our recommended approach to recruitment will vary.  We will recommend the best Recruitment Strategy  to find the highest quality candidates as quickly as possible. Consideration of different recruitment approaches from job fairs, to advertising spend, to head hunting passive candidates that are not actively searching will be explored with the client.  We start by sitting down with the client to understand what has been done historically to fill this role, the urgency of the role, and what the compensation ​payscale is for the role and recruitment budget is to fill the position.  Our advice to clients is always that it is better to make the right hire decision even if that involves vetting more candidates.  Power HR makes us our Talent Application System to maximize the number of job boards each role is advertised on, and to minimize the time to fill for our clients.

Employee Assessments

​Request Assessments Here   ​

​Assessing candidates to identify their behavioural preferences, integrity, and problem solving skills is smart risk management, and a critical part of the recruitment process.  We fully vet candidates to reduce our clients risk. We have a number of assessments that can be administered for clients or purchased directly by clients to supplement their own internal recruitment process. Assessments measure the following areas:

  • Career Values
  • Customer Service Aptitude
  • Sales Achievement Predictor
  • Stress Profile
  • Conflict Style
  • Work Engagement Profile
  • Work Personality Indicator
  • WorkSafe Predictor

​Facilitate a Professional Interview Process​

Past behaviour is the best indicator of future behaviour.  As part of the recruitment program, we will partner with clients to design interview questions that assess candidates fully to assess leadership capability, culture fit, and technical competence. We are skilled interviewers at asking key follow up with candidates to fully​ understand their answers and uncover any red flags.  We design and conduct behavioural based interview questions to provide a recommended short list of candidates to our client.

​Pre-Employment Screening Checks

Validating employment dates, positions, and asking probing reference follow up questions is critical due diligence that should always be performed prior to extending an employment offer.  We are very through in conducting detailed reference checks, criminal background checks, social media checks, educational verifications, and other checks that may be required depending on the position and seniority level.

​Negotiate Job Offer with Candidate

Once the client signs off moving forward with a new hire, we can negotiate the job offer with the candidate to maximize value for our client. We are trained in negotiation best practices, and can uncover the interests and top priorities of the candidate for the opportunity to deliver an offer that works for both parties.

​Contract of Employment

Having a legally sound employment ​contract protects an employer from a potential costly settlement if an employee is terminated from the organization in the future. The terms of employment need to be clearly documented in a job offer letter to present a professional image of the employer, and to protect an employer’s proprietary intellectual property and client data, and other interests if the employee resigns or is involuntarily terminated from the organization. We are experts at designing rigorous employment agreements, and can review your existing template employment agreement or create ​a new contract of employment template for your ​organization.

“Susan was hired on for her HR-On-Call service as a HR Consultant for NARL Marketing LP (North Atlantic Refinery Limited) and provided high quality and informative work in the areas of compensation, policy review, and job description development. Most recently, Susan held a seminar for our Management team entitled “How to Increase Workplace Productivity”. This seminar was very well received by our management team, and highlighted Susan’s strengths as a presenter and knowledgeable HR Professional.”

– Dave Escott, HR Manager (2016) NARL –

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