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Problem Employee HCP Pivotal HR Solutions Blog

Six ways to manage High Conflict Personalities: overcome aggression, narcissism, antisocial behaviour and mood-swings

No challenge in HR management is more daunting than the “High Conflict Personality” (HCP) or difficult team members. Often, they are the top performers; their aggression, exaggerations, narcissism, or lack of empathy may have helped them overcome challenges in the workplace, or driven them to succeed no matter what. On […]

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Speeding ticket Pivotal HR Solutions Blog

58% of CFOs say expense claims rising: “outrageous” reimbursements include speeding tickets, toys and embezzlement expenses

In a new survey of 300 CFOs, respondents indicated an alarming increase in “outrageous” expense claims from team members. [1] Fifty-eight percent of CFOs in Canada report claims are increasing, versus only 32% reporting no change. Seventeen percent reported a “significant increase” in expense claims over “the last three years.”

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Dog workplace Pivotal HR Solutions Blog

Pet Perks: How important are they? Data indicates it is very important in competitive employment market

“Pet perks” is usually considered a “niche” benefit. In today’s highly competitive market, where critical positions go unfilled for weeks or months, it may be the difference between “best candidate” and none. The classic example, from a company with huge recruiting needs, is Amazon. At the Seattle campus, there are

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What are job seekers looking for? Work culture dominates trends: important insights for recruiters

Traditionally, recruiters, HR Managers, and employers have held to the notions that job seekers are most strongly weighing salary and benefits when choosing between jobs in a competitive market. Data on GoogleTrends and internet search information helps broaden our understanding of what sought-after employees truly care about — giving you

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19% of Ontario employers plan to increase hiring in third quarter 2019, as high as 38% in one sector: survey

Based on “hiring intentions” of employers, a new survey of 1900 employers indicated that nineteen percent of employers plan to increase staffing levels, and seventy-seven percent plan to leave staffing unchanged (in other words, no reductions.) This is in line with economic forecasting and bodes well for the job market.

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Risky winter repair work could be danger pay situation Pivotal HR Solutions Blog

Payroll managing supplementary pay practices: attracting and retaining top talent with differentials, bonuses and spot “irregular” pay

A mix of supplemental bonusing and differentials can be crucial to retaining or attracting talent to your company, but it is easy to run afoul of fairness and equity rules, Canada Pension Plan and Employment Insurance rules, and other legislation — not to mention any “collective agreements” in your workplace.

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“Pivotal” moments: brace yourself for 31 unexpected paradigm shifts in the job market from these external non-economic factors

We could call them “pivotal” moments, or paradigm shifts in the job market. Past technologies such as automation, robotics, green technologies, cloud computing and smartphone radically reshaped the job market. The next big non-economic “game-changer” influencers in the job market will be more diverse. (For the purposes of this feature,

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Recruitment HR Management Pivotal HR Solutions Blog

Survey: 33 percent of workers negotiate pay after job offers; in the low unemployment environment, many employers are willing

A robust job market — with even high-paying career positions going unfilled — appears to be pressuring employers to seriously negotiate both monetary and non-monetary compensation and perks. Although more people had searched for jobs in February — in a month that saw 56,000 new hires — the unemployment rate

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