Inacre Staffing IncHUNT GATHER THRIVE

Author : Inacre Staffing Inc | Copyright © 2017

A Brief Introduction about our companyINACRE Conseil, it’s all the energy of a competent multidisciplinary business at your disposal! With a team of experienced and innovative experts, it will treat you with distinctionand will adapt to all of your needs.In our quest to provide the best professional recruitment services in Canada, we made it one of our goal to help clients build success, not simplyfill empty chairs.

Companies Mission: "Lessen the stress of finding suitable candidate at an affordable price"

Services Include:

1. Direct Hire 2. Headhunting & Executive Search3. HR Consulting4. Pre-Employment Screening5. Skills & Psychometric Testing

7 years of Inacre in few briefs points:

3 branches (Quebec City, Sherbrooke and now Toronto)450 loyal and regular customers from small, medium and large businesses from all sectors including manufacturing, metallurgy, engineering, IT, Accounting, services andpublic sector;1 500 candidates recruited5000 subscribers to our job alerts;45000 hours of consultation;180000 resumes in our personal database.

Why so many clients in such a brief amount of time? It’s simple! People like to work with us! We go further than just recruitment we create a partnership! It's a personalachievement of which Ian Calvert (President of INACRE) is particularly proud of. This success could not have happened without the sustained involvement of a dedicated andcompetent team. We provide our clients with the best candidates and we go well beyond their expectations!

5 keywords that will describe us:

Fast, Efficient, Loyal, Professional & Affordable

Industries Served– Positions

Marketing & Advertising – Digital Marketing Consultants, Web Content Manager, Marketing Coordinators

HealthCare and Medical Sales - Head of Marketing, Technical Support Engineers, Call Centre Supervisors, Networking Specialists, office clerks, Computer technicians,customer support technicians. Customer service agents. Data entry clerks, process operators, laboratory technicians

Retirement Living & Long-term Care - Team Lead, Personal Support Worker, Receptionist, House Keeping Aide, C- Level Executives

Machinery & Automotive – Business Development Manager, Operators

Municipalities – Building Inspectors, Coordinators ( Community Programs), Planners, Analysts, Clerks, C-Level Executives

Accounting & Financial Services – Market development officers and Sales officers, Accountants Administrators, Controllers, Developers, Director of Operations

Retail – Program Analysts, Web Developers, Human Resources Advisors, Customer Service Attendants, Administrative Assistant, External Sales Representatives

Professional Training & Coaching – Sales Representative, Project Managers, Trainers

Electrical/Electronic Manufacturing – Principal Electrical Engineers, Production Lead Hands, Field Service Technician/Engineers, Supervisors

Information Technology & Computer Software – Software Developers, Junior Developers, Backend Developers, Front End Software Developers, UI/UX Designers

Communications – Web Analysis, Programmers, IT Technicians

Graphic Design – Web Programmers

Environmental Services – Project Managers, Administrative Assistant, Project Coordinators, Site Managers

Mining & Metals – Environmental Health & Safety Engineers

The Problem

The client’s needs changed daily. When it comes to recruiting and staffing, depending on the company, a client’sneeds can quickly and frequently change. We had to keep up with the client’s constantly changing needs in orderto deliver effective staffing solutions so they could continue to operate optimally.

When we asked companies what do they think about Staffing firms, we found there were three things common intheir answers:

- They aren’t getting the top candidates.

- Spending a fortune

- Lack of Speed

Often we find clientsfrustrated...

Large staffing agencies often have high turnover,frequently replacing recruiters within theirorganization. Additionally, they often have a heavyclient load, which makes it challenging to spendenough time researching and speaking with eachclient to truly understand the value anddifferentiation each company provides.

In fast-paced industries with ever-changing demandsand needs, your business is dependent on a skilled,flexible workforce. It’s impossible to remain competitive ifyou’re unable to staff the right employees. And thatmeans using the right employment agency is imperativeto your long-term success.

Especially when your demand grows quickly, you mustbe able to expand your staff with new team memberswho are capable of contributing immediately.

Staffing agencies are not all the same. There are large,national providers; small, local boutiques; and partnerssomewhere in between. The strengths and capabilitiesof any given agency may vary. Whether any singlepartner is right for you depends on your specific needs.

Clients are seekingsolutions....

Open Communication

Updated Technology

Human Resource Expertise

Meet Flexible Demands

What do you Need from YourEmployment Agency?

Before you can be certain that your staffing partner isable to support your needs, you must first understandwhat you want to get out of the relationship.

Your internal human resources capabilities may dictatehow involved your partner must be. Do you have oneperson managing HR or a comprehensive departmentthat simply needs some additional support?

Another important consideration is the scalability of yourpartnership. Will this staffing push be limited to one ortwo roles, or might you need to expand rapidly in thefuture?

Once you’ve determined your own needs, you can thensearch more intelligently for the right partner. That beingsaid there are a number of qualities that any employmentagency should have.

What Always Characterizesthe Right Agency

If any staffing agency is going to help you find the rightemployees, it must understand your priorities andcompany culture. Regardless of skill set, a person whodoes not fit your culture is unlikely to be a good match,and won’t last very long.

Your partner must also have the ability to evaluate anyspecialty skill sets you may need. In some cases, pre-hire skill testing can help an agency quickly narrow yourpool of qualified applicants.

Local knowledge and geographic familiarity is anothercharacteristic you must look for. If a firm does not have alocal presence, it can have difficulty connecting with localcandidates. In many cases, a local partner bestunderstands where to market your job openings andfrom where to recruit people, and likely already hasestablished a candidate pool in your market. A local firmmay also be able to give you more attention andresources to support you.

Any great employment partner should also have adetailed process in place to target qualified candidates,determine their fit, and prepare a candidate for success.Finding the exact kinds of employees you seek – fromexpertise and skill set to personality, work ethic, andculture fit – is the product of a systematic approach.

Lastly, and perhaps most importantly, any suitableemployment agency takes a partnership approach.Relationships with staffers work best when both you andyour partner view each other as departments of thesame company. This is key to having a good workingrelationship.

Make sure you have a partner that is truly able to supportyou and fulfill all of your needs. Partnering with a staffingagency that’s committed to finding the best-suitedemployees will help you minimize your turnover. Just asyou want your employment agency to do its duediligence on your candidates, you must work tounderstand who the firm is. This assessment will clearlyreveal if you are working with the right partner.

The Solution

Industry Knowledge and Big Pool

Our industry knowledge will help you understand unique trends, challenges, and opportunities. Ultimately helping you provide the best candidate selections for specific skills andexperience. Since we had spent a lot of time recruiting qualified active and passive candidates for various industries, so we have access to these deep networks of talent thatallow us to quickly find the top prospects that match the type of role required to be filled.

Decrease hiring cost & risk of mistakes

We hear all the time of the costs of hiring a new employee, but a hire can cost as much as 1.5 times of the given salary. By using us you can avoid such cost and high feescharged by other staffing firms. We will help you negotiate the salary or businesses with limited budgets, the potential cost of a poor hiring decision can be additional stress on theresources.

A bad hire can result in 80% of employee turnover*. We follow rigorous screening procedures for both permanent personnel and direct hires, which increases your chances ofgetting the right person.

*http://insights.dice.com/report/the-cost-of-bad-hiring-decisions/

Understand Your Business Needs

Great firms truly listen to their clients’ business needs. They take the time to hear what you want and need in new employees. We believe in building a partnership that helps youaccomplish your goals. We are more focused on providing you with great service than achieving financial gains. We will be always trying to get better by seeking feedback toensure they’re targeting the correct candidates for your needs.

Collaboration

The best recruiting agencies understand the importance of effectively collaborating with their clients in order to achieve the best results. Therefore we will keep you in the loop,work with your hiring managers to ensure all requirements have been met, and take the time to understand your business’s values, mission, culture, and goals in order to find thebest fit in a candidate.

Cultural Fit

The best recruiting agencies know that skill, education, and experience aren’t everything. Resumes are a great start, but staffing decisions must be made in more than just wordson paper. In fact, cultural fit is far more important for a successful relationship. Employees are more productive and long lasting when they have the same values and goals as thecompanies they’re placed in. That's why we know how to choose candidates based on cultural fit.

Proven Recruitment Process

We have created and refined our proven recruitment processes that work time and time again to find the best candidates for their clients. We cast a wide net to recruit in effectiveways. At the end, we know exactly which questions to ask in interviews and which topics to focus on and have sound vetting processes that weed out the bad apples.

Customer Service

We understand the value of great customer service and effectively meet your needs by your deadline. We return phone calls and emails in a timely manner and in addition to this,we listen to your concerns, answer your questions, and take your feedback seriously in order to improve their service level.

Honesty and Transparency

Our agency will deliver exactly what we have promised. We'll supply you with candidates that have the same skills and experience that their resumes advertise, as we don’tbelieve in misrepresentation for our benefit. We are open and transparent about their policies and procedures and also provide clear offerings, make sure pricing is understood,and explain contract terms. This bolsters your decision making and provides new levels of understanding about staffing, human resources, and payroll.

Overview

Ten years ago, the company developed an e-learning platform to help knowledge management within organizations. The idea was more than promising. It was then that weevolved our concept and transformed it into an integrated solution for professional development serving every associative organization. Over the years, our expertise hasdeveloped into professional orders and associations and is now serving more than 100,000 users.

Challenge

Due to rapid growth from 2009 to 2011, the company was met with two specific challenges.

First, the company needed to identify and hire senior operations managers and senior area managers in a very short time frame to maintain operational time lines and customersatisfaction.

Second, the company built a brand-new facility and required immediate staffing due to the aggressive go-live date.

Typically, the company relies on their own internal recruitment department and does not seek out third-part recruiters for staffing assistance. However, due to their aggressivegrowth plan, they needed extra horsepower to meet their targets. They needed a hard-hitting recruitment partner.

Solution

Inacre tackled this large two-tiered project by providing efficient recruitment services. They assigned multiple recruiters to the client, ensuring a member of their team was activelyworking for the client at all times. The immense focus was put on identifying comprehensive talent pools then narrowing the pool down by dynamically engaging each candidate.The narrowed candidate list was then elevated to the client where robust interviews were conducted on site. Inacre made sure to work with the company’s recruitment life cycle,acting as the liaison between client and candidate at all times, including during the offer and negotiation phases.

The CompetitionLet's go through our 3 competitors in this space and find how does our service fit in within this landscape.

Hudson Group V/S Inacre18 - 25 % Fee 10 - 12 %

Technical Staffing Generalist

Strength: Global OrganisationWeakness: Fees are expensive andsometimes ask for a retainer

Our fee is only 10 %

Bay Street V/S Inacre12- 18 % Fee 10 - 12 %

1 Location multiple locations

Strength: Offers temp & permanent rolesWeakness: Only has one location

With 3 locations in Canada, we offer bothpermanent and temporary roles.

Lock V/S Inacre15 - 25 % Fee 10 - 12 %

All Indutries Specific Roles

Strength: Have various offices in CanadaWeakness: Only specializes in ConsumerGoods, Life Sciences, Industrial EngineeredProducts, Foodservice Industries

We are Generalist who specializes in all roles

Competitive AdvantagesSome staffing firms eagerly take every Tom, Dick or Harriet just to fill their database with applicants in hope that company X won’t notice their lack of professionalism. Some staffingfirms might lead you on with how they’re sure a job for you will come along tomorrow…the next week…next month…so you will linger painfully in the long-shot that an availabilityarises.

Poor practices like these not only make you feel worthless, but like a number and not a person who deserves respect.

We don’t do that.

Inacre Staffing Inc. works to match your skills and needs with the right job. We won’t waste your time.

And we’ll treat you with the respect you deserve. We are a bridge between you and a potential employer. We thrive by building relationships with our candidates and clientcompanies.

Unique Feature

Affordable fees with a guarantee period.

In the event that the CANDIDATE leaves the jobvoluntarily or does not meet the CLIENT’Sexpectations (all reasons except economicreasons) during the initial hiring period notexceeding ninety (90) days, the RECRUITERcommits to find a replacement CANDIDATE free ofadditional charge and the CLIENT engages tocooperate to the process. The search for a newCANDIDATE will begin after his departure. It isunderstood that the replacement warranty appliesonly when the CLIENT has paid the total amount ofhis HONORARY fees within the next thirty (30)days following the hiring confirmation of theCANDIDATE who has left or who has not met theCLIENT’S expectations.

Piece of Mind

Reimbursement Period

In the event that the RECRUITER cannot find areplacement CANDIDATE for the CLIENT who has paidoff the total of RECRUITER HONORARY fees, theRECRUITER commits to reimburse the CLIENT :

fifty percent (50%) of HONORARY fees (which have beenpaid) if the CANDIDATE has left between the first day (1 )and the thirtieth day (30 ) following his hiring date,

twenty-five percent (25%) if the CANDIDATE has leftbetween the thirty-first day (31 ) and the sixtieth day(60 ) following his hiring date,

and ten percent (10%) if the CANDIDATE has left betweenthe sixty-first day (61 ) and the ninetieth day (90 ) of hishiring date.

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Unique Pricing Model

Different tiers of Recruitment Packages

INACRE and its customers have built over the years,solutions that have been perfected and adapted to theneeds of Quebec SMEs. These packages allow you tohave a human resources generalist in your company, ateam of recruiters that have a solid network of contactsand a database containing over 1,80,000 candidates. Allworking for you and the success of your business! Withany of these packages, you have your complete humanresources management in your company.

- Bronze -Silver - Gold - Platinum

(For more info go http://inacre.ca/en/packages/all-inclusive-recruitment-package/ )

Candidate Exclusivity

When a CANDIDATE is referred to a CLIENT, theRECRUITER will not propose the CANDIDATE to anyother company unless the CLIENT indicates that he nolonger pursues his engagement with the CANDIDATE.

Integrity & Discretion

Integrity drives the process of Engagement. We maintaintransparent, discrete and reliable communication aboutour search process and about the pool of candidates weprovide. Every search is unique; we promise to informyou of all the information we are privileged to as well asany observations, intuition, or experience we have withthe candidates that will help guide your interviewing andfinal selection process.

We promise our candidates that we will be forthrightabout where individual talents are most needed andwould be best developed.

Try before you buy

Sometimes it makes sense for companies to only paywhen the process is complete and your new hire is onboard.

Contingency recruiting is particularly appropriate forbusinesses looking to fill mid- to upper-level positions ona non-confidential basis. With demonstrated precisionand insight, Inacre can help you drive business successutilizing our contingency recruiting model.

The TeamWho's putting their blood, sweat, and tears into our partnership? Here's our Toronto Team

( for our Quebec team please go to http://inacre.ca/en/about-us/team/)

Ian Calvert

President

Since its inception in 2010, Ian has grown this company into 3 locations, he is a specialist in business and human resources management and has several years of experience in medium and large companies in various positions in both the public and private sectors.

His fields of expertise range from recruitment, manpower planning, management coaching, organizational development and other areas of human resources expertise. He holds a Bachelor in business admin (hr) from University of Sherbooke as well as Masters from Laval University

Sabrina Généreux

Head Recruiter

She has been part of the INACRE team since January 2012.

She specializes in recruiting and headhunting executive, professional, technical and some skilled trades.

She ensures both its customers and its candidates an impeccable, confidential customerservice and quickly identifies the needs of all.

Alex Pike

Senior Recruiter

Alex has more than 13 years experiences in therecruitment industry. He has strongunderstanding of full cycle recruitment, fromgathering technical requirements, sourcing,interviewing, reference checking, salarynegotiation, and closure

He has a Bachelor degree in BusinessManagement from the University of SouthAustralia.

He is your foot in the door to hundreds of jobopportunities in the Greater Toronto Area.

Melanie Ouellet

Recruitment Consultant

She has been part of the INACRE team since September 2015. She has several years of experience in recruitment, human resource and government sector .

She make sures that she understands the expectations of her clients to fill the positions entrusted to her. She has built up a vast network of contacts that allows her to quickly build trust with her candidates as well as with her clients.

Anmol Gill

Business Development Consultant

Anmol brings in 8 years of vast experience inSales and Marketing in various industries. He hasa Mba in Marketing and Bachelors in Commerce

He displays strong problem-solving techniqueswhich go beyond job requirements. Challengingthe status quo and persistent in his results

TestimonialsAGP Assurance Service(s)Recruitment

Doing business with Inacre has been a revelation for us. The time consumed in order to recruit talented employees is considerable when we consider the search, the resumeselection, the first interviews, etc. The people at Inacre have proved to be very effective in their prospection by exploiting their vast network of contacts to find the perfectcandidate. Thanks to their services, we were able to invest all of the saved time in the development of our business. Inacre is now part of our recruitment strategies.

ARS SOLUTIONSService(s)Recruitment Consultation

Since 2011, we have trusted Inacre Conseil for all of our recruitment needs, especially in IT. We appreciate their effectiveness and ability to understand our different needs.

In addition to advising us in our process, they guide us in our human resources strategies when needed.

Ian and his team are a real growth partner for us.

I strongly recommend them to anyone wishing to find the candidate that will advance their business.

CANACService(s)Recruitment

We were looking for a manager for our new division “business and web technology” and Inacre found the “rare gem”, only two weeks after the start of the mandate!

H2O InnovationService(s)Recruitment

After several months of unsuccessful searches, we have given the mandate to Inacre Conseil to find us some talent in rare fields of work. The Inacre representatives quicklyunderstood our needs and the nature of the given mandate. The task was executed in a few weeks and the results met our expectations. It was a pleasure to work with Inacre.

Connexence incService(s)DiagnosticConsultation

Last year, our business expanded very quickly. We needed a little help to provide ourselves with HR tools adapted to our new situation. We decided to call Inacre, who haveanswered rapidly by delivering a Social Benefit policy that was unanimously accepted by our personnel. Inacre have also contributed with two key employees, who are now pillarsin our company.

Cycles LambertService(s)Outsourcing

Inacre conseil have been real business partners for Cycles Lambert for a little more than a year with its HR subcontracting services. From the start, Inacre have understood andtargeted our specific needs while also taking into account the nature of our organisation and its culture. They have presented us quality candidates, and, with every detailpossible. During the mandate, the communications and follow-ups were frequent and the professionalism and adapting capacity of their personnel was flawless. Inacre conseil,flexible services and a win-win approach.

THANK YOU(Feel free to contact us if you have any questions)

CONTACT

www.inacre.ca/en

388 Carlaw Avenue, suite 101

Toronto, M4M 2T4

416.550.5135 647.878.9898