Tom Sweeney

It's a coming of age tale….

Posts Tagged ‘RCMP’

Federal contracts (Feb. 27-March 5)

Posted by sweens on March 17, 2011

Otis Canada Inc.

2480 Lancaster Rd.

Description: Elevator installation and maintenance

Buyer: PWGSC

$3,628,568

Altis Human Resources (Ottawa) Inc. and Excel Human Resources Inc., in joint venture

102 Bank St.

Description: Informatices professional services

Buyer: PWGSC

$2,570,750

Maplesoft Consulting Inc.

408 Churchill Ave.

Description: Informatices professional services

Buyer: PWGSC

$2,570,750

Advanced Chippewa Technologies Inc.

84 Valley Ridge St.

Description: ADP input-output and storage devices

Buyer: DND

$1,852,032

IBM Canada Ltd.

340 Albert St.

Description: ETL software solution

Buyer: RCMP

$1,417,505

Otis Canada Inc.

2480 Lancaster Rd.

Description: Elevator installation and maintenance

Buyer: PWGSC

$1,219,044

Valcom Consulting Group Inc.

85 Albert St.

Description: Naval architecture

Buyer: DND

$1,041,227

IPSS Inc.

150 Isabella St.

Description: ADP software

Buyer: DND

$862,289

Interis Consulting Inc.

275 Slater St.

Description: Human resource services, business consulting/change management, project management services (supply arrangement TSPS)

Buyer: PWGSC

$705,600

Systems for Research Corp.

300 Earl Grey Dr.

Description: Optical instruments, test equipment, components and accessories

Buyer: Natural Resources Canada

$632,630

Advanced Chippewa Technologies Inc.

84 Valley Ridge St.

Description: ADP input-output and storage devices

Buyer: Citizenship and Immigration Canada

$460,164

Canadian Space Services Ltd.

2336 Craig’s Side Rd.

Description: Radar equipment, except airborne

Buyer: DND

$390,991

DBA Akran Marketing

2000 Thurston Dr.

Description: Flags and pennants

Buyer: Canadian Heritage

$324,847

Integrated Network Security Alliance 2005 Inc.

2725 Queensview Dr.

Description: ADP input-output and storage devices

Buyer: Treasury Board of Canada

$286,253

Motorola Canada Ltd.

360 Albert St.

Description: Radio and television communications equipment, airborne

Buyer: RCMP

$282,742

IBM Canada Ltd.

340 Albert St.

Description: ADP input-output and storage devices

Buyer: HRSDC

$188,170

Stoneworks Technologies Inc.

2212 Gladwin Cres.

Description: ADP input-output and storage devices

Buyer: Natural Resources Canada

$187,023

Bell Canada

160 Elgin St.

Description: Communications security equipment and components

Buyer: DND

$186,006

Dalian Enterprises Inc.

151 Slater St.

Description: ADP input-output and storage devices

Buyer: Correctional Service of Canada

$179,433

DLS Technology Corp.

1376 Bank St.

Description: ADP software

Buyer: Treasury Board of Canada

$155,664

Intergraph Canada Ltd.

1600 Carling Ave.

Description: Cameras, still picture

Buyer: DND

$146,207

Johnson Controls L.P.

30 Edgewater St.

Description: Building automated control systems

Buyer: PWGSC

$126,665

Maxys Staffing & Consulting

173 Dalhousie St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$123,396

S.i. Systems Inc.

130 Slater St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$112,383

CGI Information Systems and Management Consultants Inc.

275 Slater St.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$100,000

Veritaaq Technology House

2327 St. Laurent Blvd.

Description: Professional services

Buyer: Office of the Superintendant of Financial Institutions Canada

$100,000

http://www.obj.ca/Local/For%20the%20Record/2011-03-17/article-2336470/Federal-contracts-Feb-27March-5/1

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Starbucks VS Moxies: Unique Applicant Interviews?

Posted by sweens on March 12, 2009

As a technical recruiter I have been able to conduct a large amount of interviews with candidates during my time in the industry.  While interviewing candidates for technical roles can require a different style of interview then say interviewing at a grocery store, I think the basic principals are the same.

 

Get the candidate to talk about their past work experience.  Talk about some challenges they have faced in previous positions.  What type of opportunity they are looking for in a new challenge?  You are trying to draw out how their experience will help you fill your current requirement as well as how their personality will fit with the team, allow them to handle corporate challenges and ultimately some personal traits about the person.

 

This fundamental challenge should be drawn out in every interview for any kind of position.  That being said, I personally would like to take part in two interviews to see how they are conducted.  And these interviews would be for two unique organizations. They would be: Moxies Bar and Grill; and Starbucks. 

 

WHY THOSE TWO?

 

I would pick those two corporations for different reasons.  First of all, Moxies is well known for hiring some of the most gorgeous women in the city (Moxies has locations in numerous cities).  Walk into any Moxies on a Friday afternoon and you will see numerous gorgeous girls in tall boots and short skirts serving a sea of men looking to get a jump start on the weekend.  What are the interview questions that take place when someone interviews for a job there?  What do they try to draw out of each interview?  These are questions I would love to get the answers to.

 

Secondly, I would pick Starbucks.  And I would pick Starbucks for the simple reason that I have never been to a Starbucks (and I go a lot) and met an employee who seemed to be in a bad mood or who was not ‘chipper’.  Everyone who works at Starbucks is always friendly and ready to serve.  I know that personally if it was 8:30am and I had to make 10 double pump non-fat vanilla lattes, that I would be a little beside myself.

 

I have heard that Starbucks does a really good job of training and motivating their employees.  It fosters a positive and healthy work environment that people want to be in.  I would like to learn how to draw that out in an interview.  Do they write a personality test and have to score a certain percentage?  Maybe it is like applying to the Royal Canadian Mounted Police (RCMP) and you have to take a psych test and score high enough.

 

These are just personal thoughts of mine running through my head today, but drawing out ‘happy’ and ‘attractive’ people is a tool I am sure every technical recruiter would be happy to learn.

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