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Monday, 16 December 2013

TSP in the Community - December 2013

Thank you to everyone who participated in our annual Cookie Drive.  Your contribution helped us to surpass our goal of 80 dozen cookies for the Out of the Cold program!


The program is always in need, so if you'd like to help out year-round, or just want to know more about it, please visit http://ootc.ca/

Wednesday, 11 December 2013

Take control of your career


“Taking risks, choosing growth, challenging ourselves, and asking for promotions (with smiles on our faces, of course) are all important elements of managing a career.  One of my favorite quotes comes from author Alice Walker, who observed, “the most common way people give up their power is by thinking they don’t have any.” – Sheryl Sandberg, Lean In.

As recruiters we hear many reasons on a daily basis as to why it’s time for a candidate to move on to a new opportunity.  Most are good, some are terrible and some are wrong.  It’s hard to look at someone and tell them they are wrong and it’s not time to move on.  It’s probably harder to accept that feedback from someone who doesn’t go to your office every day and sit through the meetings you sit through, and miss out on the promotions you’ve missed out on--but it’s true. 
The wrong reason we hear on a regular basis deals exactly with what Sheryl Sandberg is talking about in the above quote.  Candidates come in and say “My boss doesn’t recognize what I am doing”, “I’m being looked over for a promotion” and the worst (and most common) “I don’t feel valued”.  Are these real issues? Absolutely.  Are they situations that cannot be easily remedied with a little confidence? Absolutely not.
Very often Managers aren’t trained in people management.  They have moved into these roles through natural and earned work progression.  They are talented in what they do but often don’t understand the people management aspect of the role.  When we talk to managers who have recently lost top notch employees they are dumbfounded.  They truly cannot understand how this person could have left.  They were doing a stellar job, “but did you ever tell them” we asked? “Did you let them know their value to your team?”, “did you work on a long term game plan for them to keep them in your organization?”.  These questions are typically met with shocked silence.
You cannot leave your career in other people’s hands.  This is your life, your experience and your progress.  You have the power to control your career, no one else.  As much as it’s up to your boss to “Lean In” and commend you and work with you it’s also up to you.  YOU need to “Lean In” and take control.  Promote your successes, keep an open dialogue with your manager on where you’d like to see your career go.  Develop a plan with them, brainstorm with them, talk to them.  If you’re feeling undervalued give them a chance to work on it, more often than not you’ll be surprised by their reaction.  No one wants to lose key members of their team so give them a chance to work with you and help build you up until the time is right to take the next role.  You’ll often find this strategy to be an effective one throughout your career and if it’s not, then you’re probably right in making that move.
 
 

Wednesday, 4 December 2013

TSP in the Community - December 2013

Thorek/Scott and Partners is proud to support Ronald McDonald House Toronto this holiday season. 


Ronald McDonald House Toronto provides a “home away from home” for seriously ill children and their families. They provide a place for families to heal better together both in the 81 family capacity House in downtown Toronto and through the Family Room Program, which provides families a medical-free space within a hospital to rest and retreat, while steps away from their ill child. Children heal better when surrounded by the comforts of home and family. Ronald McDonald House Toronto keeps families together when they need each other the most!

To find out more about Ronald McDonald House and how you can contribute, please visit http://www.rmhtoronto.org/

Wednesday, 20 November 2013

Client and Candidate Relationships – The Key to Building Trust


It is a commonly held belief that trust is the most important component of building successful relationships. Everyone knows this is true of personal relationships, but is undeniably true for professional ones as well. It is particularly critical for recruiters who are often trying to build strong connections with multiple stakeholders – candidates looking to make career moves, and client companies looking to leverage a recruitment firms’ expertise. Establishing trust in these relationships is critical to a recruiter’s ability to provide high quality service to all relevant patrons.
When a candidate trusts a recruiter, they readily offer full transparency. They tend to disclose other opportunities that they are exploring, or give their honest opinions about a given position or company. They are likely forthright about whether or not they would accept an offer should it come their way, and are blunt and sincere when explaining why. When a candidate maintains such open lines of communication, it helps their recruiter assist them in in finding the most ideal role for them.
Similarly, when a client company trusts their recruiting partner, they tend to disclose highly relevant, albeit sometimes sensitive, information. They may note some potential flexibility on compensation, or divulge organizational changes that could hinder or promote a new hires’ career trajectory. They have a tendency of interviewing submitted candidates more readily, and offer candid feedback about those individuals. When a client maintains these open lines of communication, a recruiter is far more equipped to find the ‘right’ person for a given role.
Trust is the key to open communication and information, and these two things are vital to effective recruiting. This begs one very simple question – how does a recruiter build trust?
In my opinion, the answer is relatively straightforward. A recruiter builds trust by taking the above paradigm and flipping it on its head. To build trust and earn open communication and information from candidates and clients alike, a recruiter must initiate this trend. They cannot expect their counterparts to start this style first. When a recruiter partners with a company to fill a role, it is infinitely valuable to communicate openly and honestly about the upcoming search. Recruiters should communicate the genuine truth about past success in a similar market or with a similar search. This shows a client they are willing to be honest and humble, which in turn builds trust. Recruiters should set clear and realistic expectations about search time frames and strategy. This sets the tone for transparency and candor. Additionally, keeping the conversation open and ongoing, and noting each success as well as any setbacks, enhances the trust already built.
This is also true with candidates. When a candidate is being considered for a role, they are eager to receive an offer. With that said, an offer does not guarantee a long standing and trusting relationship. Instead, keeping someone abreast of exactly how a search is progressing is more likely to affect the depth and longevity of a relationship. Even contacting a candidate to tell them that you do not yet have an update illustrates your commitment to maintain direct and open communication. This in turn increases a candidate’s willingness to offer full transparency and obvert communication.
Above are just some of the instances where recruiters have the ability to set the parameters around their professional relationships. There are many others and it would benefit recruiters and recruitment firms to spend time thinking about how to identify where they can establish this foundation of trust.
Trust is the key to successful recruiting relationships, but it is up to recruiters to ensure trust is established at the beginning. And, in the slightly paraphrased words of Ray Kinsella (Kevin Costner) from renowned baseball movie Field of Dreams, “If you build it, [it] will come”. 
Eli Gladstone, Associate

Monday, 11 November 2013

TSP in the Community - November 2013

Thorek/Scott and Partners was a proud sponsor of Breakfast of Champions in support of SickKids this past Friday.  A big thank you to all of the participating Champions and volunteers who helped to raise over $40,000!

Monday, 4 November 2013

Expand Your Network - November 2013

November 7 & 8: The Canadian Council for Public-Private Partnerships will hold its 21st Annual Conference and celebrate the 16th National Awards for Innovation and Excellence in P3.

Experts will share their experience and best practices in 16 innovative sessions, Canadian Trade Commissioners from emerging P3 markets will be available to meet with delegates in the International Café, and Canadian and international P3 leaders will have the opportunity to network in several different venues throughout the two days.
Please visit http://www.p3-2013.ca/P32013/Home.aspx for more details.

Monday, 28 October 2013

Expand Your Network - November 2013

Friday, November 8, 2013: 7:30 a.m. to 9:30 a.m.--the Young Professionals for SickKids is hosting the annual fundraising event Breakfast of Champions In Support of SickKids at the Toronto Board of Trade.  The event will provide a unique opportunity for young professionals to interact and have breakfast with champions from a wide range of fields, including law, medicine, business, sports and entertainment. 

For more information on the event and how to purchase tickets, please visit http://www.breakfastofchamps.ca/

Wednesday, 23 October 2013

TSP in the Community - October 2013

Thorek/Scott and Partners was happy to be a part of the Canadian Women's Foundation annual breakfast this morning.  A special thanks to Lauren Thorek who was a part of the Toronto Breakfast Committee and planner for the event.



Funds raised at the event will go to helping women across Canada move out of poverty.  Life-changing programs are created by the foundation to allow women the opportunity to learn a skilled trade, start a small business, or get work experience.

TSP is always an annual participant at this event and we look forward to next year's breakfast!  For more information on Canadian Women's Foundation please visit http://www.canadianwomen.org/.

Expand Your Network - October 2013

Tuesday, October 29, 2013:  1:30-5:30pm--CIMA Canada is hosting a conference on Productivity.  Attendees will have a chance to listen to business leaders discuss how to close Canada's productivity gap with practical guidelines based on the real-life achievements of Canada's leading corporate executives.

For more information on the event, visit http://www.cimacanada.org/cima_conference_2013_productivity.jsp

 

Tuesday, 22 October 2013

TSP in the Community - October 2013

The entire Thorek/Scott and Partners team enjoyed "Eat to the Beat"  at Roy Thompson Hall tonight.


Eat to the Beat is known for being one of Toronto's top 15 Food, Wine & Hospitality events, raising money for Willow Breast Cancer Support Canada.  It is the only event in the country that exclusively features the talent of 60 female chefs who prepare culinary delights for guests, accompanied by wine, beer, and good company.

Can't wait for next year!

If you'd like to learn more about Eat to the Beat, the delicious menu it offered this year, or how to participate next year, please visit http://www.eattothebeat.ca/

Thursday, 10 October 2013

Expand Your Network - November 2013

November 8, 2013:  7:30 am to 9:30 am--Breakfast of Champions will be held in support of SickKids at the Toronto Board of Trade.  The annual fundraising event provides a unique opportunity for young professionals to interact and have breakfast with champions from a wide range of fields, including law, medicine, business, sports and entertainment.


Keynote Speaker:  Robert Herjavec
 

For more information on the event and for a list of Champions, visit http://www.breakfastofchamps.ca/

Tuesday, 8 October 2013

TSP in the Community - October 2013

TSP is excited to announce that the Partner of the firm, Faye Thorek, has been invited to host a lunch for Women in Capital Markets (WCM) on Thursday, October 24.

WCM is a non-profit organization that promotes the entry, advancement, and development of women in the Capital Markets industry.

The lunch, “Polished Professionalism—The Art of Salary and Compensation Negotiation”, will help individuals learn how to strategize their approach and achieve success in negotiating their next professional transition.

For more information about the event and registration, or on WCM in general, please visit https://www.wcm.ca/default.aspx?tabid=10000115&eventid=10000317.

 

Thursday, 29 August 2013

How a good story may lead you to your next job


It is not a new theory that the longer you’ve been out of work, the harder it will be to land your next job.  However, it is becoming even harder than normal because now more competition is added to the mix.
At a time with such a high level of unemployment, human resources staff are inundated with resumes upon resumes of applicants.  Although it is unfortunate, many good candidates get overlooked simply because they have failed to provide the story behind their resume.  If you have been out of work for a significant amount of time—explain why.  Studies have been done with HR staff, where people who left their reason for leaving blank or simply specified “laid off” on their resume were targeted as incompetent and unhireable.  Those who were able to explain that they lost their job through no fault of their own were scored considerably higher.
The reason for this is simply that there is less stigma towards people who are unemployed by fault of their previous employer.  If the company you worked for went bankrupt or suffered serious setbacks which rendered inevitable lay-offs, you want to let potential employers know.  At the end of the day, people want to hear your story, so don’t be afraid to share it!

Tuesday, 30 July 2013

Congratulations to Linda Nugent


Michael Thorek, President of Thorek/Scott and Partners (TSP), is pleased to announce the promotion of Linda Nugent to Practice Leader and Managing Director. In this position, Linda is responsible for enhancing and leading her centre of excellence within our organization.

In a career spanning more than 25 years, Linda Nugent brings extensive financial services and executive search experience to her leadership at TSP. Linda has leveraged her background as a corporate finance professional to become a highly respected and effective search professional with a focus on public and private market finance.

An individual with market presence and deep connections within the financial services sector, Linda is known as a self-starter, leader and a partner. Continually committed to the highest professional standards and ethics, she has developed long-lasting relationships with both clients and candidates. Linda is also actively involved in Thorek/Scott and Partners' collaboration with various organizations including: CVCA, ACG, HBS (Toronto) and Toronto Homecoming.

We are very proud of Linda's accomplishments and wish her much success in her new role.

Thursday, 18 July 2013

TSP in the Community - PRMIA Partnership


Thorek/Scott and Partners (TSP) has been a Premier Canadian Risk Management Search firm for many years and have been fortunate to help many of Canada’s most successful financial institutions when they have required exceptional risk management talent.

As a result, we are honored to work with PRMIA  (Professional Risk Management International Association), in offering the “Canadian Risk Manager of the Year” award.  The award is to honor and celebrate the Canadian who has spent a career in risk management and has done the most to develop and elevate risk management in Canada.

If you are a PRMIA member we encourage you to vote for the individual who in your opinion has done the most for Risk Management in Canada.  Even if you are not a PRMIA member but you have encountered a senior risk person whose work has left a lasting impression, please honour them by suggesting their candidacy to a PRMIA member; or better still, get a PRMIA membership in order to vote for them directly!

For more information about the “Canadian Risk Manager of the Year” award or to vote, please visit http://www.prmia.org/chapter/montreal/call-nominations.  Nominations will be accepted only until July 31, 2013.

Friday, 12 July 2013

TSP in the Community - July 2013

Thorek/Scott and Partners in conjunction with PRMIA would like to announce:

 


Call for Nominations

The PRMIA Canadian Chapters, in collaboration with Thorek/Scott and Partners (TSP), request nominations for the 2013 PRMIA Canadian Risk Manager of the Year ("Award"). The Award will be presented to a Canadian who best:

  • Practices risk management or advances risk management theory in Canada;
  • Shows leadership in the area of risk management;
  • Advances the study and application of risk management; and
  • Mentors individuals in the field of risk management.

Nominations can be made by anyone who is a member of a Canadian chapter of PRMIA. Please visit http://www.surveymonkey.com/s/JDXZFXV?c=44629 or copy the entire link into your browser and enter the name of a Canadian individual you consider has made a significant contribution to the risk management profession during her or his career. Please also include a summary of why you think your nominee meets the criteria above.

The deadline for providing nominations is Wednesday, July 31.

The PRMIA Canadian Regional Directors in conjunction with TSP will select the best candidates from the overall list of nominees. Canadian PRMIA members will then vote for the Award winner from the list of nominees. The Award recipient will be identified by majority of votes by the end of September. The Award ceremony will be held on November 4th in Toronto during the PRMIA Canadian Risk Conference organized by the Toronto Chapter of PRMIA.

Thank you for your participation, and we look forward to receiving your nomination.

Friday, 14 June 2013

The headhunter's role in the digital age


The Globe and Mail recently posted the following article regarding Headhunters, their value, and their business relationships.

Everyone at TSP thoroughly enjoyed the article and wanted to share it with Thoracle.  Some also had a word or two to say in response...



The headhunter’s role in the digital age http://soa.li/KxaxmOE

 

Wednesday, 12 June 2013

TSP in the Community - June 2013


Jordan Beallor, CA – Managing Director at Thorek/Scott and Partners was re-elected to the Board of Directors of FEI Canada, Toronto Chapter, at the Annual General Meeting held on May 28, 2013.

 


FEI Canada is an all-industry professional association for senior financial executives. With eleven chapters across Canada and 2,000 members, FEI Canada provides professional development, thought leadership and advocacy services to its members. The association membership, which consists of Chief Financial Officers, Audit Committee Directors and senior executives in the Finance, Controller, Treasury and Taxation functions, represents a significant number of Canada’s leading and most influential corporations. For more information visit http://www.feicanada.org/.

Monday, 10 June 2013

Expand Your Network - June 2013


June 13-16, 2013: 3rd Annual INSEAD Americas Forum. INSEAD alumni, faculty and global business leaders are invited to Toronto for a weekend filled with engaging discussions, introductions, and a celebration of INSEAD's current and future successes in the Americas. The theme for this year's event is "The Futre of Business: Emerging Opportunities". For more information on this event, please visit http://www.insead.edu/alumni/newsletter/articles/3rdAnnualINSEADAmericasFORUM.html.

Friday, 7 June 2013

TSP in the Community - June 2013

 
 

Jordan Beallor, CA--Managing Director was a guest at Deloitte's event on June 4, The impact of human capital trends in the financial services industry--Global perspectives series

The breakfast showcased the results of Deloitte's survey of over 1300 HR executives and business leaders around the world.  The session provided a review of the trends and how HR leaders can pave the way in preparing for the changes in the HR and talent agenda.  for more information visit http://www.deloitte.com/view/en_CA/ca/ca-events-en/b1e7444f38a5e310VgnVCM3000003456f70aRCRD.htm?oper=REG.

 

 

 

Thursday, 6 June 2013

TSP in the Community - June 2013

Thorek/Scott and Partners participated in the Top 20 Under 20 event hosted by Youth in Motion, with a table of representatives from the firm there to help celebrate these remarkable individuals.  The Top 20 Under 20 was a great occasion to hear from outstanding young people who lead Canada in scientific, business and social aspects.


Congratulations to all of the recipients!  For more information on the 20 award recipients visit http://www.top20under20.ca/en/Awards/Awards.htm.

Tuesday, 4 June 2013

Expand Your Network - June 2013

 

Thursday June 6, 2013. 7:30-9:30 am:  Top 20 Under 20.  Youth in Motion will be recognizing and honouring 20 young Canadians for their outstanding innovation, achievement and leadership.  During breakfast, the Top 20 Under 20 thought leaders will share their unique success stories of scientific, business, cultural and social innovation.  For more information visit http://www.top20under20.ca/en/Event/Event.htm.

TSP in the Community - June 2013

Faye Thorek, Partner at Thorek/Scott and Partners was a guest speaker for a KWA Presentation.  She was accompanied by two Associates from TSP, Robert Scheinert and Eli Gladstone.  KWA Partners is one of Canada’s leading providers of quality, personalized career management services.  For more information, visit http://www.kwapartners.com/en/.

TSP in the Community - June 2013

Aaron Collins, Associate Director and Robert Scheinert, Associate participated in The Bay Street Scramble in Support of Sunnybrook’s Health Science Centre golf tournament on June 2nd. 

In addition to Aaron's and Robert's participation, Thorek/Scott and Partners was also a proud Gold Sponsor for the event.  The proceeds raised from the event will support prostate cancer research at the Sunnybrook’s Odette Cancer Centre, which is an integral part of Sunnybrook’s foundation to help invent the future of health care.  For more information, visit http://baystreetscramble.ca/.

Wednesday, 29 May 2013

Expand Your Network - June 2013

Monday, June 17. 6-8:30pm: MMF Spring Reception hosted by the University of Toronto at Hart House.  For more information on the Mathematical Finance Program visit http://www.mmf.utoronto.ca/.

Wednesday, 22 May 2013

Translating your story: the key to re-establishing your career in Canada

I can’t tell you how often I speak to new and returning Canadians lamenting that seemingly age old quandary when looking for a role based in this country: "Canadian employers want current Canadian experience, but how do you get current Canadian experience without current Canadian experience?" Without a doubt this is a deeply frustrating challenge.

At its heart, the best plan to securing meaningful work in Canada is simple. Perseverance is the name of the game. Knocking on doors until one opens is stressful and all-consuming, but ultimately rewarding, as it is the first step up the ladder to build a new career here. That said, I believe there are strategies that can turn a potentially longer process into a much shorter one.

Recently, I had the pleasure to participate in Toronto Homecoming, an event focused on helping Canadians repatriate back to our local market. As in years past, the event was a success. The attendees I spoke with were bright, talented, experienced professionals diligently committed to finding meaningful work in Canada.  Yet, there were two factors that made it readily apparent to me who would find work quickly and who would face a more uphill battle.     

The first and most important element was an individual’s ability to translate their story.  There is no doubt that experience and skills gained abroad are relevant to the Canadian marketplace.  However, if that experience cannot be framed in context and given detail, its value is greatly undermined.  Too often, people I met made the assumption that I knew they worked at China’s 3rd largest investment bank or Spain’s largest telecommunications company just by sharing the name of their former employer.  Individuals who gain traction with Canadian companies have spent time articulating the scope of the businesses they have worked with, the skills they have gained there, and have crafted arguments as to why these experiences are transferable to the Canadian marketplace.  They have done this both in their resumes and in the story they tell about themselves.  They don’t wait to be questioned about their past, they provide context upfront.

On top of that, individuals successful in the search process understand the deep importance in leveraging their story through the cultivation of allies and advocates in the Canadian market.  Online applications are black holes where resumes disappear into the abyss.  Savvy and proactive job seekers reach out and form relationships in the market face-to-face or over the phone in order to share the story they’ve crafted and have those with the inside track give them advice.  Surely, this is not an instantaneous route to a new opportunity – but it is the best and surest way to cultivate advocates who will go out of their way to open previously unseen doors. 

Deciding to leave the known to explore a new market requires a pioneer’s heart.  The key to success is not to lose that proactivity once you get here.  

Lauren Thorek, Associate Director

Wednesday, 15 May 2013

Expand Your Network - June 2013

June 5-7.  Join your FEI colleagues in Lake Louise, Alberta for FEI Canada's 2013 Conference bursting with educational sessions, networking events, as well as an opportunity to connect with some of your most valuable partners in one of the world's most widely acclaimed "bucket list" destination.  For more information visit http://www.feicanada.org/page/events/conference-2013.




 

Tuesday, 14 May 2013

Expand Your Network - June 2013


 
June 2nd - The Bay Street Scramble in Support of Sunnybrook’s Health Science Centre is an inaugural fundraising golf tournament for young professionals at Wooden Sticks Golf Course. The Bay Street Scramble will provide a great opportunity for young leaders to network with other like-minded individuals from varying professional fields and enjoy a great round of golf. The proceeds raised from the event will support prostate cancer research at the Sunnybrook’s Odette Cancer Centre, which is an integral part of Sunnybrook’s foundation to help invent the future of health care.  For more information, visit http://baystreetscramble.ca/.
 

Wednesday, 1 May 2013

Expand Your Network - May 2013

Thursday, May 30. 8am-4pm: The Toronto Entrepreneurs Conference is designed to provide entrepreneurs, whether budding or experienced, with the opportunity to expand their professional network, hear from experienced and successful entrepreneurs on tips and opportunities and learn what it takes to become successful and stay thriving. For more information visit www.torontoentrepreneurs.ca/conference

Wednesday, 24 April 2013

Expand Your Network - May 2013

Wednesday, May 22-Friday, May 24. This year’s CVCA conference will feature the role our industry plays to stimulate business with the “alternative” energy of venture capital and private equity. For more information visit www.cvca.ca/news/events/CVCAAnnualConference2013

Monday, 22 April 2013

TSP in the Community - Congratulations to Sonya Danzig!

Thoracle would like to congratulate Thorek/Scott and Partner's Sonya Danzig, Managing Director, for being nominated for the 2013 RBC Top 25 Immigrant Award.  The award recognizes and celebrates the stories and achievements of outstanding Canadian immigrants who inspire newcomers and Canadians alike.

If you have a relationship with Sonya (past or present) please feel free to vote for her here:  http://canadianimmigrant.ca/canadas-top-25-immigrants/vote.



Wednesday, 17 April 2013

Expand Your Network - June 2013

 


I'm writing to bring your attention to a special offer on FEI Canada (Toronto) membership: The Toronto Chapter is offering 35 memberships at a 20% discount off the Executive member fee. The application period is open and I urge you to apply or forward this offer to a qualified colleague.
In addition to a wide range of member benefits, as a new member you receive a complimentary registration to our Annual Conference which takes place this year in Lake Louise, Alberta from June 5 - 7. You have two years in which to exercise this benefit. Next year's conference will be held in Niagara, Ontario.
If you are ready to join and would like to receive the discount here's the process to follow:
  • Complete the Executive online application located here
  • Choose 'cheque' as your payment option
  • Submit your application
  • Upon approval, Sharon Bradshaw from FEI Canada will contact you by telephone to take your credit card information and apply the discount
Contact:
Sharon Bradshaw
416.366.3007 ext.5105
1.866.677.3007 ext.5105
Membership and National Events Coordinator

 

TSP in the Community - April 2013

Faye Thorek, Partner of Thorek/Scott and Partners, lent her time to the CFA Society Toronto as a guest lecturer for "A Career management seminar for Mid-level CFA charterholders".  For details on the event, visit http://www.torontocfa.ca/cfast/Content/Site_Navigation/Events___Courses/Event_Detail.aspx?title=13CMIDLVL

Monday, 15 April 2013

Planning your career with maternity in mind


Last night I was with a group of female friends.  Professionally driven, we are 10 years into our careers and in the stage of life where we are either caring or planning for young infants.  With toddlers at home and/or infants on the way (or on the mind) we were measuring the challenges of career growth, transition and strategy with the requirements of maternity leave and caring for a small infant.

The question for bright, ambitious and talented young parents is how to factor early parenthood and parental leaves into your career?  How do we plan for continued success after a parental leave?  And are we planning enough for these breaks?

Here are some of the ideas we discussed at Thorek/Scott and Partners to help keep you connected with your colleagues, managers, employees and professional relationships--managing and planning for this time will empower your career in the long term.
  1. Ask to be kept informed of ongoing projects and initiatives, product launches and system upgrades.  Being informed will help you prepare for any new skills or knowledge you'll have to acquire to hit the ground running upon your return.
  2. Schedule ongoing meetings with your colleagues and managers by phone or in person to stay cognizant of what is happening at the office.
  3. If you are considering a career change while simultaneously caring for a young infant, keep networking, continue assessing your market value and your transferable skills, monitor opportunities and stay in touch with your network.  Stick with your strategy and try to keep momentum.  Continue to meet with a career coach and recruiters.
  4. Keep your professional network active.  If you are a member of an association, continue to attend meetings, conferences and events.  Stay visible.
  5. If you are willing and able to take on small projects from home, do so.
  6. If there are any accreditations or courses you have wanted to take see if you can find a correspondence option.  Adding new professional skills to new parenting skills will be demanding but rewarding.
If you have had success in keeping professionally active so that the transition back into work was smooth and effective, please share them with us.

Lauren Malach, Associate Director

Wednesday, 10 April 2013

Welcome to the Office-less Company


With web services offering remote access, and cloud computing becoming a must-have, companies have much less geographic restrictions in terms of who they hire and who they work with.  Many are foregoing having an office workplace, and are functioning solely online.
Having a remote work force lets companies tap into a much wider talent pool and can save money on costs such as real estate.  Employees are attracted to the office-less workplace because of the light supervision atmosphere and flexible work times.  Working across different time zones allow for work to be done asynchronously, meaning people can work their own hours; this also means that the company can potentially offer services 24 hours a day to its clients.
There are also a few downsides to fore-going the office workplace altogether.  There is a danger of losing the personal connection and contact that develops in each and every office as well as the danger of people losing boundaries between work and home life, having one spill into the other.  Candidates are also competing with a much larger pool of people—potentially nationwide or even worldwide—so they have to really know what they are doing, be able to work independently, and be very organized.
Like any office structure, there are benefits and downsides, but be prepared to see more and more companies becoming office-less, especially new start-up companies.

Tuesday, 9 April 2013

Expand Your Network - April 2013

Tuesday, April 16.  Faye Thorek, Partner, will be conducting a Career Management Seminar for Mid-Level CFA Charterholders at the CFA Society Toronto.  For more information visit http://www.torontocfa.ca/cfast/Content/Site_Navigation/Events___Courses/Event_Detail.aspx?title=13CMIDLVL

Tuesday, 2 April 2013

TSP in the Community - April 2013

Managing Director, Sonya Danzig will be participating at the Internationally Educated Professionals IEP Conference on April 5, 2013.  Now in its 10th successful year, the IEP Conference is regarded as one of the most innovative and respectful events for Internationally Educated Professional newcomers seeking practical, effective career advice. 

Expand Your Network - April 2013

Friday, April 5 - Now in its 10th successful year, the IEP Conference is regarded as one of the most innovative and respectful events for Internationally Educated Professional newcomers seeking practical, effective career advice.  It is being held at the Metro Toronto Convention Centre.  For more information visit http://www.iep.ca/.

Wednesday, 27 March 2013

Making the move from public to private


Significant changes and restructurings going on in the public sector have a lot of employees considering a move into the private sector.  But how should you go about making the move and how do you market your skills so that they are transferable?

1.      Make a plan.  Pinpoint an area of the private sector that you are interested in and try to think of different roles and environments that might work well for your interests.

2.      Consider your success.  Think about your full range of skills and strengths and how you accomplished your greatest successes.  These could include functional, personal and professional skills and should be showcased in your resume.

3.      Be informed.  You have already discovered which part of the private sector interests you—now go out and talk to people about it!  Take the time to research the private sector and learn about the different cultures and expectations that will accompany your move from public to private worklife.

4.      Create personal goals.  Identify goals that will help you make the move with ease.  This could include learning new skills, networking, or researching different sectors. 
 

As long as you are clear about your goals, create a plan, and work hard while keeping an open mind, making the move from public to private does not have to be a daunting cautionary tale.

Wednesday, 20 March 2013

Wednesday, 13 March 2013

The Specialization of Search

 
When I tell people I'm a recruiter, they generally ask: "so, what do you specialize in?" I know the customary response is something like: I specialize in financial services with a focus on the senior/executive level, but what exactly does this suggest beyond the fact that I know a lot of finance people and have some understanding of what skills are required to perform finance roles? The short answer is not much and the reality is that there are thousands of people this description would aptly describe. They wouldn’t all make good recruiters though; and that’s why my instinct is always to respond differently.
 
The truth is that I specialize in interviewing people and determining whether they are the right fit for my specific clients. Unfortunately, this concept is a bit abstract for a short conversation, and besides, it is surely not what the asker was looking for.

My skill-set as a recruiter is much less about Xs and Os and much more about the perplexing stuff in between. The question I always ask is what should my clients really expect from me? Is it more important that I have a big network of contacts or that what I really excel at is understanding when I’ve found the right piece to complete a distinct puzzle? Anyone can throw proverbial darts at a job description (and in some cases they even stick), but fewer have the training and curiosity to make sense of the nuances beneath.

If search were a physical science, an assembly line of resumes would suffice. The reality is however, that recruitment at its core is much more of a social science. Each mandate is a pursuit to understand people, their motivations, professional capabilities, and underlying character. Search Consultants must always rely on their inclination to dig deep into every story and then use their intuition to make sense of the content. I know this is my greatest value-add to the search process. I want to understand who people are and what makes them tick because I know it is the most defining factor in determining where they are going. My curiosity drives me. For this reason, when I meet with new clients or candidates, I much prefer to listen than to speak. Ironically, they're often most interested in hearing about what I specialize in.

Aaron Collins, Associate Director

Friday, 8 March 2013

Mastering the Art of Meetings


There are several benefits to meetings; one benefit that often gets over-looked is the social aspect that accompanies meetings.  Socially, they can create stronger connections and bonds between coworkers.  In many offices people will sit side-by-side in cubicles and not actually get the chance to know the person who sits in such close proximity to them 40+ hours a week.  Meetings give a chance for co-workers to meet face to face and actually converse.  They are credited for boosting office morale and unity amongst different divisions.

Meetings are also very convenient for when you need to get something done.  It can be time-consuming to create memos only to have others disagree with their contents, and have to send revisions back and forth.  Meetings can help to get rid of the middle stage and allow you to start your work on the right foot.  The question you need to ask yourself is “how do you ensure you get the most out of your meetings”?  Here are some tips for mastering the art of meetings and make the most out of your time:

1.      Make a decision first.  Don’t call a meeting to make a decision; it is better to make a decision first and then get the input of others to make sure that the decision is on track and to figure out how to execute it.

2.      Smaller is better.  Invite only the people who are necessary and will add value to the meeting.  If a person has no interest in the outcome and are not part of implementing it, then they probably should not be there. 

3.      Be prepared.  Whoever organizes the meeting is responsible for putting together an agenda for everyone to read through before the meeting starts

4.      Time it just right.  Don’t disrupt the most productive hours of the day; instead, hold a meeting in the afternoon as a break in the day.

5.      Avoid the one-way conversation.  Encourage people to exchange ideas rather than conducting a one-person lecture.  This also helps to bring a sense of informality to the meeting; a sense of humour can usually help energize meetings and make them a welcome break in the day.

Thursday, 28 February 2013

Expand Your Network - March 2013

Friday, March 22. 7pm-10pm: Timeraiser has been described as the "rock concert of volunteerism" mixed with an incredible silent art auction. This is a chance to meet with local nonprofits and match your skills to their volunteer needs; then you bid volunteer house, not money on artwork that is displayed around the room. For more information visit www.timeraiser.ca/toronto

Friday, 22 February 2013

Expand Your Network - February 2013

Thursday, February 28 - CAAMP's regional symposium and trade show in Toronto.  For more information please visit http://connect.caamp.org/Home/

Tuesday, 19 February 2013

Thank You


Every Tuesday afternoon at Thorek/Scott, we have a team meeting to discuss new mandates and other relevant topics that rose the previous week. We sometimes begin this meeting with an exercise – a team building activity of sorts. Recently, my colleague Sonya asked us to think of a person that we wanted to thank for making a positive impact on our lives. The idea behind this exercise is that the expression of gratitude to others indirectly boosts our own self-esteem and confidence. It isn’t a novel formula – contribute to someone else’s happiness and in turn you will feel rewarded.

We each reflected on the people in our lives that have made a difference and as we shared our ‘thank yous,’ it became increasingly apparent that our collective accomplishments were as much a result of our positive connections with others than they were of our own determination. The group acknowledged that we had not only been shaped by our relationships with others, but that those relationships remained intricately tied to our well-being and achievement. The activity was not intended to have anything to do with Executive Search, but the outcome was a lesson directly related to our business. As Search Consultants, we wholly depend on others to facilitate our success. Whether they know it or not, the people we have worked with over the years - those we have coached, advised, or counseled; those we have helped find new positions; and those whose businesses we have partnered with to find great talent - have all impacted our lives substantially.

Now in my seventh year at Thorek/Scott, I often think about the friends I have made since beginning my career in Search. Many of them are people I have never placed or formally assisted on a mandate, but all are relationships that have contributed enormously to my personal development. My sincere hope is that they would feel the same. Like all friendships, these relationships were built on mutual trust and respect. It takes a lot of time to develop a genuine connection, but I know it is always worth the effort. My success is entirely contingent on the people in my life, so, as I look forward to my next chapter, I can’t help but feel thankful to those who helped me get through the last one.
Sonya was right, gratitude is uplifting.

Aaron Collins, Associate Director


 

Thursday, 14 February 2013

TSP in the Community - March 2013

Faye Thorek, Partner of Thorek/Scott and Partners, will be lending her time from March 4th-15th to help the University of Toronto's Management Co-op conduct 'Employer Mock Interviews'.

For more information about U of T's co-op community please visit http://www.utsc.utoronto.ca/~askcoop/employers/join_community.htm

Saying Goodbye to Stereotypes


Although it is a taboo topic, there are certain business traits that are associated with either men or women.  Women are often characterized as being “collaborative” or “good at relationships”, which are of course excellent terms to be associated with, but are they terms associated with executive material?
Could these stereotypes be holding women back?  Although they may have in the past, I think it is becoming less true in today’s corporate world.  The definition of leadership itself has changed over the years, with the “command and control” model for executives on its way out.  People now want more of a work/life balance, where a leader who is “good at relationships” is key.  Offices are also much more team based, which studies have found to be much more productive than a hierarchy structure and having someone who is “collaborative” at the helm could make all the difference.
The greater danger is not the stereotypes themselves, but of women feeling that they must take on male attributes in order to get ahead.  In order for stereotypes to be changed, then they must first be recognized and people must acknowledge that they exist. 
Having more women in senior roles will eventually change this public perception, leading to a corporate society where “collaborative: and “good at relationships” are not feminine traits, but simply traits of a good leader.

Wednesday, 6 February 2013

TSP in the Community - February 2013

Thorek/Scott and Partners sponsored a 'Breakfast Nutrition Program' in support of an inner-city school.  The Breakfast Nutrition Program ensures that an elementary school in the GTA will have a nutritious breakfast and hot lunch available for each child every day.

Wednesday, 30 January 2013

Getting your good ideas to the top


Do you constantly get emails and articles describing how the best leaders and bosses are the ones who listen to their employees and make them feel valued?  Do you ever wonder exactly who these bosses are and where to find them? 
Innovation is a word that gets passed around a lot, but can be difficult to embrace.  If you have a new innovative idea, it can be hard to put it into action.  The reality is that most senior managers have mounting to-do lists and a limited amount of time; however, there are certain measures you can take in order to have your ideas reach and be listened to by senior managers.
Always address issues that are top of mind.  If your manager has concerns about something and you may have a solution, begin by saying “I know you’ve had some concerns regarding [X], I think I’ve thought of a way to help improve…”.  You also want to cut to the chase.  If you went into your senior manager’s office to discuss something, then discuss it. You won’t accomplish anything by being vague or digressing into other things.
Do not be afraid of getting personal.  In an age where the text message has just celebrated its 20th anniversary and information is transferred via Twitter instead of the 6 o’clock news, meeting someone in person can seem like a lot of effort.  If you are serious about having your ideas heard, that little bit of effort can sure go a long way.  Meet your manager in person in order to achieve a higher level of immediacy and appeal.
If you’ve tried in the past to get an idea across and were unsuccessful, don’t let that discourage you from trying again.  If you want to revisit an old idea, try to ask management more open-ended questions like “How should we move forward with [Y]?”. 
When it comes down to it, there is always power in numbers.  Try to promote your idea within the office and talk to the people who will be affected by the idea.  If you gather the input of others, a sense of ownership will develop in the office, and the idea will likely flourish.

Wednesday, 23 January 2013

Shifting Into Shared Workspaces

More and more people are having to say goodbye to their cubicles.  It is becoming increasingly common for office workers –especially those who spend a lot of time on the road or outside of the office—to be introduced to “unassigned workspaces”. 

These unassigned workspaces are open to several employees and used on an as-needed basis.  Instead of storing personal items or work materials at your desk, each employee would be allotted a locker to hold their belongings, and desks can either be reserved in advance, or may function on a first-come first-served basis. 
Prominent companies who have made the move into shared workspaces include:  AMEX, GlaxoSmithKline, and PricewaterhouseCoopers.  They all report that making the move has pushed people to efficiently use space and that company costs have drastically been reduced.
Shared workspaces are by no means ideal for each and every employee.  People who are introduced to the system from the get-go usually have no problem adapting to this type of environment, but people who were forced to transition from having their own space to a shared space have had a harder time adapting.  Feelings like identity-loss (by not being able to personalize their own space) and loss of organization (by having to set-up anew each time) are very common.
Although not everyone may like them, I believe they will continue to grow in popularity.  If you are a company who relies heavily on cloud-computing, shared workspaces may be the perfect solution for saving you some money and some space. 

Friday, 18 January 2013

Expand Your Network - January 2013

Friday, January 25. 10am -12 pm: ACCES Employment's "Tell me about yourself" seminar for job seekers new to the Canadian market. For more information visit www.accesemployment.ca

Wednesday, 16 January 2013

TSP in the Community - January 2013

Managing Director, Sonya Danzig delivered a seminar "Tell me about yourself"--Your key to Canadian experience, helping job seekers new to the Canadian market.

Thursday, 10 January 2013

Expand Your Network - January 2013

Monday, January 21. 6pm-9pm: CAIA Canada Evening with Toronto's Recruiting Elite. For more information visit www.foundation.caia.org

Wednesday, 2 January 2013

TSP in the Commmunity - January 2013

Managing Director, Jordan Beallor, CA spoke at the annual CAIA Canada Evening with Toronto's Recruiting Elite, connecting alternative investments experts around the world.

 


For more information about CAIA and this event please visit http://caia.org/caia-community/events/2013-01-21/caia-canada-evening-torontos-recruiting-elite