Find People

Are you recruiting in ways that will attract the right people to your jobs?

This section focuses on the recruitment piece of growing your workforce. Getting the right people on board not only involves selecting the best candidate, but ensuring that they have applied for the job in the first place! Recruitment is defined as the “generation of an applicant pool for a position or job in order to provide the required number of candidates for a subsequent selection or promotion program”.


The key reason people leave organizations today is the “lack of cultural fit” – a misalignment between the individual’s values and the values demonstrated by the organization in which they work. At the same time, individuals who join your organization need to have the right technical skills and abilities to complement your current team and expand your organizational capability.  In your recruitment and selection activities, your goal should be to hire the applicant who possesses the knowledge, skills, abilities, or other attributes required to successfully perform the job being filled. This means ensuring that you solicit the “best of the best”, identify key candidates and then successfully “close the deal” through your hiring process.

This section is to help you ensure that you are attracting the right people to your open positions from broad sources of talent, in the most cost-effective way.


Before you begin to find people, it is essential to have effective recruiting techniques to be able to attract the right people to your organization. You should ask the following questions:

  • Does your organization use effective techniques to get recruitment support?
  • What does your organization use to explore subsidies and other funding?
  • Do you know how to prepare a job ad/posting to attract potential applicants to your organization?
  • Have you explored all the right recruitment sources to find your potential applicants?
  • Does your organization provide diversity?

Get recruitment support

There are both publically funded programs and private organizations that can help you meet your recruitment needs. This portal focuses mainly on free services for employers. It should be noted that there are a variety of private recruitment firms in Ottawa that can also help you with your hiring needs.


The Employment Ontario Ottawa Network (EOON) is comprised of nine agencies in eleven different locations in Ottawa, offering you a full range of employment services in both official languages.

Through the Employment Ontario Centres, employers can access the following services:

  • Access to more than 10,000 job seekers
  • Pre-screening of candidates based on your company’s needs
  • Additional recruitment support with free space provided for job fairs, one-on-one interviews, and help in planning meet- and -greet events with job seekers
  • Support and follow-ups to the employer/client during the training period

To access services, employers must meet the following criteria:

  • Be a registered business in the province of Ontario
  • Have third party general liability insurance
  • WSIB coverage or alternate workplace safety insurance

Click here for more information: Employment Ontario Ottawa Network

You can also click on the links below to visit the Centre website for the location nearest to you.


Post-secondary institutions offer a variety of free services to employers to hire students and graduates for work placements (paid and unpaid), temporary and permanent employment.

  • Algonquin College Employment Support Centre– Provides a variety of services to employers, including participation in a variety of recruitment events, job fairs, networking nights, and information sessions, posting a job on their site, and providing interview and presentation space to meet with students and graduates at no charge.
  • Carleton University – Employer Services– Helps employers meet their recruitment needs with year-round support and activities. To post a job or register for a career fair, go directly to the portal CUHire here.
  • La Cité collégiale– Services offered to employers include assisting in recruiting competent candidates with solid, practical training to meet their human resource requirements, including free job postings with emails to graduates, space for interviews and information sessions, and an annual job fair in February.
  • University of Ottawa – Career Development Centre– Offers customized services to organize a successful recruitment or marketing campaign on campus, including employer presentations, job postings, on-campus interviews, information tables, and career fairs.
  • Willis College – Career Services– Helps employers meet their recruitment needs by giving them access to a wide range of qualified individuals for a variety of positions, including Business Administration, Networking, Health Care, and Social and Community Services. Free recruitment services are available, as well as hosting a co-op student (unpaid).


There are also comprehensive recruitment support programs focused on increasing diversity and matching specific populations with employment.

Explore subsidies and other funding

There are numerous subsidies and other funding available for employers. In this section, we highlight several sites that provide comprehensive lists of this funding. We have also consolidated these sources under different headings for ease of reference.

You may want to go back to the comprehensive lists periodically to see what updates have been provided; we will also update this page on an ongoing basis.




  • Hire a young person– Hire a young person through Employment Service, Youth Job Connection or Youth Job Connection Summer – see how these programs can benefit you as an employer and learn more about new financial incentives for small businesses.
  • Canada Summer Jobs– Service Canada program provides funding for not-for-profit organizations, public-sector employers, and small businesses with 50 or fewer employees to create summer job opportunities for young people between the ages of 15 and 30; could help you cover 50% of their wages.
  • Career Focus– Provides funding for employers and organizations to design and deliver a range of activities that enable youth make more informed career decisions and develop their skills.
  • Co-operative Education Tax Credit– Provides employers with a refundable tax credit of up to $3000 for hiring a student enrolled in a co-operative education program at an Ontario university or college.
  • Industry-Academic Collaboration Programs (Ontario)– You may be eligible for financing and other support from a suite of innovation programs for Ontario technology-based businesses. Generally, funding ranges up to $250,000.
  • MITACS-Accelerate– A cost-shared R&D internship program that connects companies with Canadian universities’ research expertise at the graduate or post-doctoral level.
  • National Sciences and Engineering Research Council (NSERC) Partnerships Options for Companies– Explore their suite of targeted partnership offerings that connect you to experts at Canada’s universities and colleges.
  • NRC Industrial Research Assistance Program (IRAP)– A Youth Employment Program that offers financial assistance to offset the cost of hiring young talent to work on projects with research and development (R&D), engineering, multimedia or market analysis components or to help develop a new product or process.
  • Skills Link– You could get up to $25,000 per participant to hire and train youth between the ages of 15 and 30 who face barriers to employment.
  • Summer Experience Program– Provides funding to eligible not-for-profit organizations, municipalities, Indigenous organizations and First Nation communities in order to create meaningful summer employment opportunities for students.
  • Young Canada Works– Heritage Canada program that offers wage subsidies to employers in heritage or cultural organizations to hire summer students as well as post-secondary graduate interns.


  • Apprenticeship Job Creation Tax Credit (AJCTC)– A non-refundable tax credit equal to 10% of the eligible salaries and wages payable to eligible apprentices in respect of employment after May 1, 2006; maximum credit is $2,000 per year for each eligible apprentice.
  • Apprenticeship Training Tax Credit– A refundable tax credit that is available to employers who hire and train apprentices in certain skilled trades during the first 36 months of an apprenticeship program that commenced on or after April 24, 2015 and before November 15, 2017. Click here for apprenticeship programs that commenced before April 24, 2015.
  • Apprenticeship Completion Employer Bonus– Ontario employers are eligible for a $1000 taxable cash grant for each apprentice they hire and train who completes his or her apprenticeship training and has received a Certificate of Apprenticeship and where, applicable, a Certificate of Qualification.


Prepare the job posting/ad

The Job Posting is the actual “ad” that you will post online, in a newspaper, etc. to advertise the current job opening. If you have taken the time to prepare an effective Job Description (see Write a Job Description under DEVELOP HR PLAN), then you should be a in a good position to prepare the job ads.

Having a clear job posting will help you to attract the right job applicants. Putting time and effort into clearly identifying what you are looking for in terms of skills and qualifications will save time later when you are screening applicants.  It is especially important if you are posting jobs on online job search sites that you use the right words to describe what you are looking for.


Your job posting should draw from the job description, but will also include other important information about the position that is available:

  • Job title
  • Brief description of company/organization
  • Candidate specification
  • Qualifications and experience
  • Job description
  • Location and salary.


Components of an Effective Job Posting

Business Development Bank of Canada asserts that an effective job posting has these five key components:

  1. Job title. Put the title of the job in bold. Make sure the job title is understood by everyone in your industry, and try to avoid using a job title that is unique to your own company.
  2. Company job description. Write a short “lead” paragraph at the beginning of the ad to tell the reader why you are a good company to work for. You might include your values, mission or vision. Has your company won an award recently? Is it recognized as an excellent place to work? Blow your own horn!
  3. A summary of the role and expectations. Describe the responsibilities of the role. Summarize the most important parts of the job description: The handful of tasks that are most important and have to be successfully carried out.
  4. A list of the most important qualifications required. Before you write this section, ask yourself and other key people in your company: “Who is our ideal candidate?” Collect these attributes and qualifications, check them against the job description you have prepared and list them in priority order. You won’t have room to list them all, so just list the most important qualifications.
  5. How to apply for the job. Clearly state in the posting how applicants can apply for the job. State what items you want to receive (such as a resume, references or other relevant documents), whether you want people to apply in person, via a specific web portal or by email. If you don’t want phone calls, clearly state: “No phone calls please,” in the ad. Give a deadline date and time by which you want to receive the documents.


The Nova Scotia Works HR Toolkit includes the following Job Posting template that can be cut and paste into a new document and you can insert your own details. We have included the key content here for ease of reference.

{Title of Job}

{Location of Job}

Company: {Name of Company} provides {products or services the company provides} to {describe your customers}. {Name of Company} {explain why the company is a good place to work}.

Job Description: Your main responsibilities will be {give a detailed overview of the responsibilities of the position}. On a day-to-day basis, you will be expected to {list the main tasks associated with the job}. To achieve this, you will be working {alone, as part of a team, as leader of a team, etc.}. Your work will enable the company to {state why this job is important to the company}.

Requirements and Qualifications: You will be a {explain the type of person you are looking for: e.g. motivated, good leader, self-starter, etc.}. You will have completed (educational requirements} and will have a minimum of {years} of experience in {type of work}. You will have demonstrated strong skills in {name skills, e.g. time management, organization skills, leadership, communications skills} and will be {note any special requirements that the person will need to meet; for example, willing to travel, available for weekend and evening work, available on short notice, able to lift 50 pounds, etc.}.

How To Apply: Applications may be submitted by {mail, e-mail, fax, etc.} no later than {Deadline for Applications} to:

{Company Name}

{Competition Number: if applicable}

{Mailing Address}

{Telephone Number}

{Fax Number}

{E-mail Address:}

{Website Address:}

Attention: {person or position, if applicable}


If you are preparing a job posting that will be going online, you will likely be asked to provide keywords to guide the job seeker’s search. Here are keywords that you should consider to ensure that your ad shows up in the results when suitable candidates conduct a search of online postings:

  • Job title (and other similar titles that may be used)
  • Education requirements
  • Any specific certifications or other qualifications
  • Key descriptors from the description of essential requirements and responsibilities


Find candidates

Finding the right candidates to work for an organization directly affects its success.


Finding candidates to fill vacant positions for important roles can often be time consuming and sometimes even difficult. During a search through stacks and stacks of applications and resumes you may discover that you can only find a few potential candidates to fill the desired position. In order to ensure you have a greater pool of candidates to choose from that reflects the desired qualifications you as an organization seek,  businesses and organizations must increasingly turn to new alternative and creative methods to find talented new recruits.


  • Hiring from Within- This refers to the filling of job vacancies from within the orgnaization, where existing employees are selected rather than employing someone from the outside. As an employer, you may already have the right people with the relevant skills required to do the job.
  • Personal Networks- Using your own personal network is an efficient way to find experienced, capable, and qualified candidates to fill a vacant position in your organization. Fellow members of committees, boards, as well as business associates, may connect you with talented candidates from their respective networks.
  • Job Fairs/ Career Networking Fairs: Job Fairs are a great way to expose employers and recruiters to potential job seekers. This allows organizations to meet potential candidates in person and conduct on-site interviews, while collecting resumes from interested job seekers.
  • Colleges/ Universities: Contact your local college or university to access a pool of recent graduates as potential candidates. This can be done either by contacting their employment services department (if one exists) or by contacting a specific department for recommendations.
  • Internship: Upon graduation, the organization recruits students for internships or placements as part of their education. This gives you an opportunity to get to know the student before hiring them.
  • Apprenticeships:  Apprenticeship is a form of post-secondary education for individuals who want to be certified to work in a skilled trade. When you take on an apprentice, you have a chance to train them to your professional standards and according to your business needs.
  • Classified ad/ Newspaper related print ads: Posting job advertisements in a local or national newspaper is a traditional means for recruiting potential candidates.
  • Trade Publications: Advertising in a magazine specific to your industry can attract applicants with interests, training or skills that are well suited to your company.


  • Company Website: You can use your organization’s website to sell potential employees about your vision, mission, values and culture of the company.  Presenting your website in a way that demonstrates how people are valued, as well as the organization’s commitment to quality and customer service, can be an effective marketing tool for attracting prospective high-potential employees.
  • Social Media: Social media sites can be an effective way to find candidates.  Employers can post notices of job vacancies free on most social media networks, and these networks are accessed by millions of people around the world.
  • Virtual Job Fairs: An online ‘event’ that takes place at a specific time, the virtual job fair allows employers and job seekers to meet in a virtual environment using chat rooms, teleconferencing, webcasts, etc.
  • Job Boards: Online job boards allow you to place a job posting and use a resume matching service to find relevant candidates. Many job posting sites are free of charge, while others give you the option of paying to have your job posting more visible to job seekers. Some examples include Indeed, Monster, Workopolis, LinkedIn, Kijiji, etc.


Diversify your workforce


NovaScotia Works cites that diversity among employees allows businesses to:

  • Meet and predict market demands
  • Increase response and attraction to diverse clients
  • Create and improve products and services
  • Improve decision making
  • Attract, retain, motivate and use employees more effectively
  • Create a competitive advantage
  • Improve company culture and morale
  • Decrease complaints, litigation and conflict
  • Open up new markets
  • Increase productivity
  • Increase market identity
  • Reduce training costs
  • Reduce costs of turnover and absenteeism
  • Create opportunities for disadvantaged groups
  • Better manage the impact of globalization and technological change
  • Learn about new and potentially better processes for more efficiency


Employers whose workplaces are open to diversity where all employees feel welcomed and valued will be more successful in recruiting and retaining people from diverse backgrounds.


A diverse workplace has a strong mix of people who can bring their unique life experiences and perspectives to the table. You should consider recruitment strategies focused on the following groups to ensure that you have a diverse mix of people:

  • Aboriginal Peoples
  • Experienced Workers
  • Gender (i.e., women in a traditionally male workplace and vice versa)
  • Immigrants and Newcomers
  • Persons with Disabilities
  • Visible Minorities
  • Youth


A key step in creating a diverse workplace is to ensure that you are attracting and recruiting a broad range of candidates. Positive outreach and recruitment efforts that purposefully focus on increasing diversity can support an organization to achieve its business goals.

According to an article by the Business Development Bank of Canada, a winning recruitment strategy in a tight labour market will include embracing diversity in your company and reaching out to diverse workers. It offers the following three strategies to attract a more diverse workforce:

  1.  Reach out to specific communities: Business owners should be sure their recruitment strategies pinpoint specific communities. Long gone are the days when companies simply run ads in newspapers. “Recruiting has become increasingly specialized,” says Lawler. “There are specific publications and vehicles to reach just about any group today.” You can start by targeting diverse communities through business associations and networks.
  2.  Adjust your training: Entrepreneurs who hire from culturally diverse groups need to be sure their training is customized to meet these groups’ needs. For example, new Canadians who are less fluent in English or French may need specially adapted training materials.
  3.  Rethink your recruitment process: One way to eliminate unconscious bias is to practice “blind recruitment.” Removing the names of applicants from resumes will help ensure company opinion of potential new hires is based on work experience, skills and education. You can also improve your hiring practices by partnering with organizations that specialize in helping new immigrants, such as ACCES Employment, WES Canada or the Toronto Region Immigrant Employment Council. Such agencies can help you address any hiring barriers, expand your pool of job candidates and educate existing employees about the importance of workforce diversity.


Hire Immigrants Ottawa cites this article by Peter Fragale from Diversity Executive. The first five of these tips focus on attraction and recruitment, but all are important to consider so that the workplace to which you are trying to attract people is truly diverse.

  1.  Embrace diversity: A diverse workforce is a true competitive advantage. Promoting a culture that values employees for unique skills, experiences and perspectives distinguishes an organization as all-inclusive, relevant and truly understanding of what customers want and need. In essence, it is a treasure trove of customer and business intelligence.
  1.  Create a visual of your team: Keep ethnicity and gender data on hand so that hiring managers can create a visual picture of the individuals on each team. When numbers and percentages fail, this mental image of who is on the team can help senior leadership see where diverse populations are underrepresented or underutilized and especially compare them to the customer population.
  1.  Build a hit list of superstars: Ask existing staff to refer potential recruits, since great employees usually associate with one another or can easily spot a top performer. Not hiring immediately? Collect and build a list of superstars to hire in the future. Keep in touch with them in the meantime.
  1.  Network with diverse organizations: Develop relationships with ethnically diverse professional associations and organizations, as well as local community boards and civic associations. Also, connect with vendors and suppliers who share a value for diversity and alert them to job openings for which they may have a candidate.
  1.  Set diversity expectations with recruiters: When using outside recruiters, ask for a diverse set of candidates and examples of high-caliber recruits they have recently placed.
  1.  Invite staff into the inner circle: Create an environment of inclusion where all staff members feel valued, embrace the company’s mission, feel part of its vision and are fully tuned in with the organization’s business strategy.
  1.  Let your employees shine: Acknowledge — and celebrate — your staff’s accomplishments and set them up for success. Give opportunities for employees to demonstrate excellence. In this recognition, make a point to celebrate them as a diverse individual, not just their work.
  1.  Mentor and shadow: The best learning happens in the field, so develop a mentoring and shadowing program that pairs hiring managers with employees of different cultural or ethnic backgrounds or genders.
  1.  Achieve employees’ dreams: Encourage leaders to know the career desires of the staff who report to them so that they will know when a promotional opportunity might be the best fit. It also gives the opportunity to challenge employees with new assignments that broaden their skills.
  1.  Over-communicate: Relationships matter, and they are only built with repeated communication. This could mean deliberately initiating a conversation with an employee, listening to what they say, providing feedback and acknowledging their work. It should also take the form of an internal communications plan that tells employees what positions are open, how to apply, updates from HR, etc.



  • Manage a Diverse Workplace – This section of NovaScotia Works’s HR Toolkit talks about the benefits of a diverse workplace, how to create an inclusive environment, managing a diverse workforce, and managing multiple generations.
  • Diversity at Work – This section of the CCHRSC’s HR Toolkit defines diversity and what it looks like, how to encourage and support diversity, and how to build and sustain diversity in the workplace.
  • Why workplace diversity benefits your business – An article by BDC that discusses the benefits of hiring employees from diverse backgrounds and offers strategies to attract a more diverse workforce.
  • 10 Ways to Diversify Your Workforce – This article by Talent Management describes 10 steps to achieving a diverse workforce.
  • How to successfully hire a diverse workforce – This article by Randstad lists a vierity of do’s and don’ts to ensure your hiring process is inclusive as possible.


  • Kagita Mikam Aboriginal Training & Services– Extends employment and training services, including employment counseling, access to computers and a job board, to all eligible Aboriginal peoples in their catchment area – between Ottawa and Oshawa.
  • Métis Nation of Ontario Education and Training (MNOET)– An ESDC ISET Agreement Holder, provides a full range of employment training programs and supports for the educational success of all Métis across Ontario.
  • Minwaashin Lodge Employment Readiness Program– Offers a traditional, Aboriginal readiness program for women to find meaningful work and/or training, modeled on the teachings of the Medicine Wheel.
  • Tungasuvvingat Inuit (TI) Employment & Education Services– An ESDC ISET Agreement Holder, TI’s Employment Centre provides a broad range of supports to help Inuit reach their education and employment goals.
  • Indspire– Distributes bursaries and scholarships and recognizes Canada’s Indigenous achievers; also provides a job board that connects employers with one of the fastest growing demographics in Canada.



  • Hire immigrants– This website helps employers and immigrants work better together by curating innovative best practices in immigrant employment from a network of global employers and thought leaders.
  • Employer’s Guide to Integrating Immigrants into the Workplace– This guide developed by Hire Immigrants Ottawa and the Ottawa Chamber of Commerce includes information on the benefits of hiring immigrants, assessing and providing training for improving language skills, working with cultural differences and preparing your current workplace for the integration.
  • LASI World Skills– Connects internationally trained individuals (ITIs) with Ottawa employers through free services, including: access to a pool of pre-screened, employment-ready newcomers, recruitment and screening, consulting services from diversity management experts, access to cross-cultural training, and coaching and mentoring services and programs, post-recruitment support, and recognition for and promotion of your best practices.
  • LASI World Skills Cross-Cultural Workplace Training– World Skills offers customized cross-cultural training for both internationally trained workers and employers. The program provides participants with a foundation of cultural understanding along with the necessary tools for cross-cultural competence and success in the workplace.
  • The Ottawa Chinese Community Service Centre– Provides a range of employment support services to newcomers at no charge, including Enhanced Language Training for Accounting Professionals (ELT) and a bridge-to-work program for internationally educated ICT professionals.
  • MAPLE 2.0 – Mentorship in Action– A national project that brings together employers with internationally educated professionals (IEPs) through internship placements to create employment opportunities for new immigrants and help employers enhance their intercultural understanding; managed by the International Talent Acquisition Centre (In-TAC) at the Ottawa Chinese Community Services Centre (OCCSC).
  • Canadian Technology Immigration Network– This website explains how immigrants bring a number of skills and experience that can benefit your business and the society.
  • Le programmeEmploi-CESOC– A program that helps Francophone newcomers with their job search.
  • Société Économique de l’Ontario (SÉO)– Works closely with employers to connect them with Francophone and bilingual newcomers.


  • The Canadian Hearing Society  – Ottawa Regional Office– Employer services include consultations  around hiring individuals with hearing loss,  help in identifying human resource skill requirements, matching of position/workplace needs to participants’ skills, capabilities, interests and experience, and on-the-job support for success and retention.
  • Causeway Work Centre – Programs & Services for Employers– Works with employers to tap into a large pool of job-ready candidates with developmental disabilities; the ESP and Job Quest programs serve a wide range of workers in a variety of industries.
  • The Employment Accessibility Resource Network (EARN) is a community initiative, led by United Way Ottawa, which builds partnerships across communities to improve employment opportunities for people with disabilities. We provide a coordinated access point for education and expertise on employment, accessibility and workplace inclusion for both people with disabilities and employers. 613-228-6700
  • ODSP Employment Support– Services to help people with disabilities get ready for work and find a job, or start up their own business.
  • ODSP Employment Support Service Providers– Find an ODSP employment supports service provider in your area who offers helpful employment services to employers and can help you find your next talented hire
  • Acclaim WorkAbility – A program that provides job search training support to people with disabilities in Ottawa.
  • March of Dimes Canada: Employment Services for Clients – Helps people with disabilities achieve greater independence by providing job training and finding them employment.
  • Neil Squire: Info for Employers – Their programs help assist employers in making their work place a more accessible and inclusive environment. Employers can hire someone with a disability through their wage subsidy program, or discover their ergonomic and assistive technology services.