It’s Meet the Team time again! This week we’re introducing you to Janet Oliver, who will go down in Impact history as being one of the first women to join our Building Division! She’s also a retired opera singer. Yes, we’re serious. This girl can do anything.
Katie: Let’s start from the beginning, what first interested you in joining Impact?
Janet: Well actually two of my good friends worked here! I had never really thought about getting into recruitment, but one day we were out for brunch together and they were chatting about work. Listening to them talk I could tell that they were so passionate about their jobs, they seemed to really love the company, so that made me curious. I started asking some more questions about Impact, and it kind of happened organically from there. I came in for an interview, and the rest is history!
K: You have a very interesting work history, care to share a little about that?
J: I have kind of an eclectic background (laughs). I was an opera singer, that was my first career. My next adventure was getting into event planning and event management. I loved it, it was fast-paced, I really enjoyed working with clients and vendors. The problem-solving aspect of was such a fun challenge for me, I was in my element coordinating various aspects of events and functions. In the end though, the hours are crazy. You’re working 20 hour days, and I was just ready for a change. From there I worked at the Rocky Mountaineer! It was actually great, I’m such a people person, and I got to do a lot of public speaking in that role. It was an awesome experience.
K: Am I crazy, or are a lot of those skills totally transferable to your role here?
J: You’re not crazy! I totally agree. The jobs I’ve done prior to coming to Impact have really helped me develop the skills and confidence I need to feel comfortable and be successful in my role here.
K: So you said you hadn’t thought much about recruitment before coming on board at Impact?
K: What made you change your mind?
J: I met with Jeff Harris (CEO) and Michael (Director, Building Division) and speaking to them gave me a real understanding of what Impact Recruitment was all about. The motto here is quality, integrity and honesty, and those are things that are so important to me, personally and professionally. I knew joining a company that shared those values was definitely the right decision.
K: What do you find is the most challenging part of your role here?
J: I’ve found that a lot of companies have had a bad experience with recruitment firms in the past, and it’s up to me to change their perspective. It’s a challenge we often face when we start talking with potential new clients – but it’s an enjoyable challenge! I get to educate people on who we are and what makes us different, and help them have a better relationship with the recruitment industry – or at least with us! (Laughs). I love business development, but I can’t do it unless I truly believe in what I’m doing. I believe in my team and this company and I know what we can do, so for me it’s an easy sell.
K: What’s your favourite part about the job?
J: I love my clients! I love going out to meet with them, or just stopping by to say hi and go for lunch. Building that lasting business relationship with them is very rewarding. We work so closely together and as you form those relationships over the years you become like friends, and you really get to know the culture of a place. It gives you a great perspective on who is going to work there and who isn’t. For the majority of my clients, culture fit is everything, so really putting that time in to get to know people and to get to know the company makes a huge difference. I don’t know if every recruitment firm does that, but I know that we do, and that’s part of what’s really important to me and what I really enjoy – getting to know my clients and getting to know their organizations, and finding someone who is going to fit there and thrive, and stay with the company long-term.
Connect with Janet on LinkedIn, or send her an email at firstname.lastname@example.org. If you have any questions about partnering with Impact Recruitment, or would like to inquire about job opportunities, feel free to give us a call at (604) 689-8687.
Despite the City of Vancouver’s war on natural gas, the city and FortisBC, B.C.’s natural gas utility, have reached an agreement to work together on projects that will reduce Vancouver’s carbon footprint.
The city and FortisBC announced November 24 that they have signed a memorandum of understanding to co-operate on a number projects, including incentives to switch city vehicles from diesel and gasoline to cleaner burning natural gas.
“By working together, we’re finding solutions whereby we can get more efficient appliances in, reduce emissions, create pathways for things like renewable natural gas and natural gas vehicles,” said Jason Wolfe, director of energy solutions for FortisBC.
The city’s Renewable City Strategy aims to phase out natural gas, which has caused FortisBC and other businesses some concern. Only RNG would be acceptable in new developments.
The problem is that, at present, RNG is nearly non-existent. It makes up less than half of 1% of the natural gas supply in B.C.
Currently, some of the methane that is captured at the Vancouver landfill is used to generate electricity. But 40% of it is still flared. FortisBC has agreed to invest in a new system that will use that wasted resource, clean it up and inject it into the gas stream as RNG.
Even then, however, the amount of RNG FortisBC will be able to supply will still be less than 1% of the total available natural gas supply in B.C.
“We’re looking at a number of other opportunities as well,” Wolfe said. “We’ll keep adding to that number.”
Read full article here: BIV.com.
The Greater Vancouver Board of Trade (GVBOT) has entered into a partnership worth $2.5 million with the provincial government intended to help small and medium-sized enterprises (SMEs) increase their export capacity, with a specific focus on Asia.
“Our role is to seize the opportunity afforded to us as Canada’s only Pacific province, to fulfill our exporting potential by looking to Asia and the other markets accessible to us through Canada’s Asia Pacific gateway and by counting on our vibrant SME community.”
The plan includes initiatives to partner industry with government and business experts to help build their international trade capacity. As well, it specifically looks at the export potential of First Nations-owned businesses.
“One in five British Columbian jobs is tied to exporting, and there exists a direct linkage between exporting, job creation and increased productivity, said GVBOT CEO Iain Black.
“By investing in these programs, businesses in Greater Vancouver and across the province will benefit.”
Read full article on BIV.com.
The Canadian Coast Guard has announced it is looking to fill 150 positions in B.C. to staff new lifeboat stations, ships and infrastructure projects.
The federal agency is looking to add 500 positions across Canada. While that will not reverse the cuts made under the previous Harper government, it will allow a quicker response to environmental emergencies and search-and-rescue missions, said David Heap, regional director for the coast guard’s integrated business management services.
Some of the new positions on the West Coast will be tied to four new lifeboat stations and several new vessels, part of the $1.5-billion Oceans Protection Plan announced in November.
The locations of the stations have not been announced, but they will help fill in “some of the blanks that we’ve currently got up and down the coast,” Heap said.
Port Hardy will also get more resources to beef up the coast guard’s environmental-response capacity along northern Vancouver Island and the central coast.
The federal agency is hosting job fairs and looking to hire mariners, navigators, marine engineers and environmental response personnel, as well as technicians and engineers to work on infrastructure such as radar sites.
“Everything from electronic engineers who know about microwaves and radar and how they work to labourers that are going out on the work crews to help set up some of the shore-side facilities,” Heap said.
Heap said none of the 500 positions will replace retiring workers. Upward of 20 per cent of the coast guard’s 4,500 employees could soon be retiring, he said.
“We have the same [aging] demographics as other industries, meaning there’s a lot of people looking to retire in the next five to 10 years,” Heap said.
Read full article on BIV.com.