Canadian Electrical Wholesaler

 May 11, 2018

Michelle BraniganBy Michelle Branigan

The need to hire can be a good or a bad thing. In some cases business is booming and there’s a need to add to your team. Alternatively someone has left for a different job opportunity or has retired, and there’s an urgency to fill the gap.

Whatever the reason, the process of interviewing will either delight you or send you running for the headache pills.

But hiring the wrong person for the job has many consequences. It’s costly, both from a time and productivity perspective. And it can be demoralizing for those who are responsible for onboarding the new hire, and have participated in the knowledge sharing process to educate that individual about not only the job itself but organizational culture, processes and policies.

In some instances employers will realize that the person was not the right fit for a particular role but will be hesitant to let that person go, instead working to make them fit somewhere into the organization. That may work — if you’re lucky — or it you could end up sinking time and effort into training the employee for positions for which they have no real aptitude, or even desire to be in.

So what are some of the best approaches to interviewing and hiring the best candidates?

What to do

  • Be clear on what the job entails. If expectations on either side are unclear it can cause issues later on if you hire that individual and the job is not what they thought it was. Do your questions relate to the actual position you are trying to fill? Have you put some thought into them?
  • Do check references. If possible undertake extra reference checks, and not just the ones the candidate has provided. Ask about the person’s strengths and weaknesses, how they perform under pressure, how they work within a team, and what skills they need to grow as part of their further development.
  • Do include another person in the interview, no matter how small of an organization you are. If you have a team already in place who will be working with this new person every day have them sit in on the first or second interview. If not, task a trusted colleague to step in and help with the process. Quite often they will see something that you may not, or remember to ask a question that you don’t.
  • Don’t wing it. While unstructured interviews can lead to a free flowing discussion they can leads to problems, especially if you go off on a tangent and then ask different candidates different questions. Structure your interviews so that all candidates receive the same questions, which will make the interviews more reliable and will allow you to better/fairly assess candidate responses. But…
  • Be creative. Any interviewee will be prepared for the standard interview questions Try to ask questions in such a way that they may not be prepared for.
  • Some questions that I include in an interview are, “Tell me three words that describe you,” followed by “Give me three words that your colleagues would use to describe you.” It’s amazing how many people this stumps. Another good question is, ”Tell me a time when something went wrong and how you handled it.” If they tell you nothing has ever gone wrong during their career to date, or that they have never done anything wrong, make it a short interview.
  • Most importantly, listen. Sometimes it is tempting to jump into those momentary silences that may crop up during the interview, but this provides an opportunity to see how the candidate reacts and ideally opens up with some further narrative.

What not to do

  • Don’t talk too much. You’re there to listen and use that time to determine if this person is a good fit for your company. If you hear yourself talking too much take a deep breath and move on to the next question.
  • Don’t be afraid to ask tough questions, especially if you have noticed gaps in the candidate’s resume or have seen an alternative narrative on their social media.
  • Don’t drag the interview out. Not all interviews have to set a predetermined time limit – let the actual discussion be your guide.

Hopefully taking the time to prepare properly for the interview process will save you time and money in the long run, and possibly you may find your perfect employee.

Michelle Branigan is CEO, Electricity Human Resources Canada.

 

Taylor GerrieBy Taylor Gerrie

Technology is our greatest ally and accomplishment, but do the costs outweigh the benefits? In my opinion, they absolutely do! As consumers we use technology in almost everything we do. We use it for entertainment when we watch television, we use it to control the temperature in our homes, we use it when driving to destinations we have never been to. Technology has made our lives so much more convenient and efficient. Technology has brought out these benefits in the workplace as well. This technological phenomenon has also had a huge impact in the electrical industry. 

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CybersecurityDuring a recent Industrial Control Systems Joint Working Group meeting, representatives from the National Electrical Manufacturers Association (NEMA), U.S. Department of Defense (DOD) and International Society of Automation (ISA) outlined a new program to address the growing risk of unprotected and under-protected building control systems in the U.S. and abroad.

Building owners, users, and manufacturers of control systems continuously work to find practical ways to create safe and more secure environments.

 

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Carol McGloganBy Carol McGlogan

No one likes to hear that they are behind. And that is exactly what the results are when it comes to diversity within Electro-Federation Canada’s membership. Most within our industry already know this, but does everyone understand what the impact could be on our businesses? There are many studies and reports that show that diversity improves competitiveness. A study by McKinsey shows that top quartile performance in diversity yields between 15% and 35% improvements in profit. 

 

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Kim QuelchBy Kim Quelch

What a great conference that Electro-Federation Canada (EFC) has put on once again this year in beautiful Quebec City. We as YPNs (Young Professionals Network) had the opportunity to take part in the proceedings with a panel discussion centred on the future of the electrical industry. Three members from EFC’s Young Professionals Network (YPN) participated in this panel discussion a few weeks ago (Dave Branscombe, Independent Electric; Lori Bagazzoli, Viscor; and Jonathan Perlis, Standard-Stanpro and Chair of Quebec Region’s YPN committee).

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AztecAztec Electrical Supply is one of the most dynamic, fastest growing electrical and automation distributors in Canada. The supplier has four Ontario locations, in Concord, Cambridge, Burlington and Mississauga.

They specialize in supplying quality automation and electrical products to electrical contractors, manufacturing plants, OEMs and custom machine builders. Their comprehensive inventory includes electrical and pneumatic products for breakdowns and emergencies, as well as everyday contractor and MRO requirements. They also work closely with their partners to source specialty products that may be required for major projects.

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MersenMersen Knowledge Center – Electrical Power is Mersen Electrical Power North America’s official online self-registering E-learning portal for electrical distributors, engineers, and end users. Our newest training module, “Application Basics: Photovoltaic Fuses in Solar Applications- M307E," will help you learn about the main components of a typical photovoltaic installation, understand the different segmentations of solar market, and identify Mersen fuses and fuses holders designed for use in photovoltaic installations.

 

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Roger HalletPhoenix Contact Canada is pleased to announce that Roger Hallett has accepted the position of General Manager, taking on leadership for our Canadian operations.

Prior to joining Phoenix Contact, Roger held a series of senior management roles with Festo, Siemens and ABB. Originally from the UK, Roger’s international career has involved living and working in Germany, South East Asia, and Japan. After a 5-year posting in Japan, in 2002 Roger relocated to Canada and after some years decided to settle there. He became a Canadian citizen in 2007.

 

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Jules MarchildonTechspan Industries is pleased to announce that Jules Marchildon has joined our Fusetek division in the position of Ontario Regional Sales Manager.

Jules comes to us with over 30 years of experience selling Power Electronic products, most recently as the Electrical Sales Manager at Mersen. He has also worked for a Distributor and for a Manufacturers Rep Agency, which has given him a broad understanding of the entire electrical channel. Jules brings with him proven leadership and technical sales.

 

 

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From small construction to sophisticated industrial projects, House of Electrical stocks electrical supplies for a wide range of applications. For over 30 years, they have been servicing clients in the industrial, OEM, entertainment and construction markets across the greater metropolitan Toronto area. Their product solutions range from electrical, automation, safety, lighting and portable power distribution.

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