Please be aware that recruitment scams are on the rise. Official communication will always come from an @tpd.com email address, and we will never ask for payments during the hiring process. Your data privacy is a top priority, and we take every measure to protect it. If something seems suspicious, feel free to reach out to us directly to confirm at info@tpd.com.
The semiconductor industry is facing a dynamic landscape as new tariffs take effect, with a 25% duty on imports from Canada and Mexico and 10% on imports from China, as officially announced by the White House in February 2025. For HR professionals and recruiters in the semiconductor space, understanding these changes is critical to developing effective talent acquisition and staffing strategies. In this blog post, we break down what these semiconductor tariffs mean for the industry, explore the backstory behind the recent policy decisions, and offer actionable insights for HR teams and recruiting specialists.
In today’s dynamic business landscape, the most successful organizations recognize that their greatest asset is their people—not just for their technical capabilities, but for the unique perspectives and experiences they bring to the table. Moving beyond traditional hiring models that focus on narrow definitions of “quality” or “fit,” forward-thinking employers are discovering the competitive advantage of building truly inclusive environments where diverse talent can thrive. Here’s how your organization can embrace this approach and reap the benefits.
In today’s uber-competitive job market, it can be tough to know what potential employers are looking for throughout their respective hiring processes. From technical skills to specific personality traits, check out what some of the biggest companies consider when filling new roles on their team:
When you picture a Silicon Valley start-up, you may think of an open office layout, foosball tables, perhaps a couch and a big screen TV in the lunch room, and an atmosphere comparable to that of a fraternity. The goal, of course, is to attract and retain top young talent by having a fun work environment. While this kind of atmosphere certainly can go a long way, it’s also completely unrealistic for some workplaces.
To operate efficiently, most businesses follow workplace rules, policies, and standards. In small businesses, the enforcement of rules is often done on a casual basis by dropping a few well-placed hints in an employee’s direction. However, there are situations when even open and frequent communication doesn’t always work. That being said, a progressive discipline system can be a solution to this. Employees need to know the consequences of unacceptable behaviour or poor performance in advance, so don’t wait until a crisis arises to set up your disciplinary program.
Every manager wants to have a positive outlook and build an effective team. In fact, research shows that a more positive workplace focused on supporting and inspiring staff produces more effective organizations. However, despite your positive influence, there may be one or more employees who develop concerning or problematic behavior. What can you do as a manager to effectively challenge and improve this behavior? […]
What do Uber, Lyft, FedEx, Amazon, Lowes, and Google all have in common? They’ve all been sued for millions of dollars for misclassifying temporary workers.
We’re now living in a gig economy, with over 34 percent of the U.S. workforce classifying themselves as temporary, freelance, or independent contractors. That number is only trending up, with 70 percent of millennials either currently freelancing, or planning to in the future. How did we get here? An unscientific guess would be that a generation grew up watching Office Space, and decided that making TPS reports in a cubicle sounded like the opposite of happiness. But regardless of why a generation of workers no longer identify with the feeling of company loyalty, employers have to figure out how to engage with this freelance workforce without facing a lawsuit (or worse).
Don’t Be Blind Because You Don’t Know What You Don’t Know
Recently, Business in Vancouver published an article expressing concern over the regulation of the Recruitment industry, or lack thereof. Various business owners shared stories detailing their negative experiences with Recruiters, which often highlighted that the candidate they hired through the agency had not been screened properly.
As a company who offers Recruitment services, the article was distressing to read, and while the stories were unfortunate, they open up the conversation as to how the industry can be improved upon.
Oftentimes, a company will have poor experiences with employment agencies and will swear off using them altogether. Not long after attempting to hire on their own, managers come to the realization that sourcing and recruiting top talent is a complex and time consuming process. Once again, they take a chance on another Recruitment agency and the cycle ensues.
Given the fact that managers who are tasked with hiring duties already have a full-time job, it is often unrealistic for them to take on the extensive process of sourcing top quality candidates. Many fail to understand that the process includes screening, scheduling, interviewing, reference checking, background checking, negotiating the offer, and even onboarding the person once they are hired. For the sourcing alone to be done properly, it needs a time commitment of 15 to 30 hours depending on the position.
Unsurprisingly, while many managers tasked with hiring become frustrated from one negative experience with a Recruitment agency, they soon come to understand that hiring for themselves is equally as frustrating and commonly only a temporary solution.
The question remains, what is the solution?
Fortunately, there are several ways to improve your chances of engaging with the right agency and having a positive experience:
There is a common understanding that for athletes to reach the top of their game and compete at the Olympic level, they have worked very hard to train and develop over an extended period of time.
What do Uber, Amazon, Google, Lowe’s, and FedEx all have in common? They’ve all been sued for millions of dollars for misclassifying independent contractors.
Here in Canada, things aren’t quite that dramatic, but with the rise of the gig economy, every company will soon have to make decisions about how they classify non-full-time employees. And like Uber, there will be consequences for those who don’t comply.
