- CORPORATION OF THE CITY OF VAUGHAN

PeopleFind Inc. is an Executive Search and Outplacement firm committed to the delivery of outstanding results. For job seekers, we encourage you to visit our website and take advantage of the many free resources available to you. For employers, we promise to deliver the best service, price and guarantee combination available in the industry.

POSITION LOCATION:

This position is based in the City of Vaughan, Ontario, just north of the City of Toronto. We advertise in various locations to raise the visibility of this opportunity for those interested in relocating.

THE OPPORTUNITY:

Vaughan, with a population over 300,000, is one of Canada’s fastest growing municipalities. Situated on the northern boundary of the City of Toronto, Canada’s largest city, Vaughan is north central to the Greater Toronto Area (GTA) which has a population exceeding 6 million people. Vaughan has experienced stellar growth over the past 25 years and this growth is projected to continue. Additionally, within one day’s drive are two thirds of Canada’s population and almost half of the US population. Close proximity to these markets well-positions the incumbent for building effective collaborative relationships ensuring Vaughan’s economic growth and prosperity.

Vaughan possesses all of the amenities and public infrastructure necessary for large scale growth; an extensive transportation and state-of-the-art telecommunications network, the second largest inventory of vacant land primed for commercial/industrial development, and the lowest property taxes in the GTA. Major new projects include the extension of the Toronto subway north into the City of Vaughan and the development of a new regional hospital. A diverse, well-educated and skilled workforce provides a competitive edge for industries choosing Vaughan as their headquarters.

RESPONSIBILITIES:

Position Overview

The Director of Corporate Communications is responsible for providing leadership and direction to management and staff within the Communications Department in the design and delivery of communication programs and services including media relations and issues management. The Director is responsible for developing communication strategies which help to promote and protect the image of the City, as well as to ensure internal and external communications contribute to the effectiveness of programs and services throughout the City.  The Director will provide professional level consultation to the City Manager on dealing with the media and formulating proactive communication strategies and  promotes the use of communications within the City and works to develop communications as a core management competency.

The Director of Corporate Communications reports to the Executive Director, City Manager’s Office.

Position Responsibilities

Staffing Selection:

Assesses staffing need, participates in the recruitment process and makes / authorizes recommendations concerning the selection of staff.

Staff Development:

Directs the activities of departmental staff including performance appraisal, training, development, grievance responses, discipline, and provides recommendations / authorization pertaining to promotion, demotion and termination.

Departmental Policies and Procedures: 

Develops, reviews and revises as necessary departmental policies and procedures, service levels and standards related to internal and external communications programs and services including media relations, public relations, corporate and community relations and crisis communications. In addition, develops web, intranet content, protocol, event and media relations policies and procedures.

Corporate Strategic Planning:

Participates in the corporate strategic planning and business planning process on aspects of communications.

Directs Corporate Communications Strategies:

Leads the development of corporate communications strategies in accordance with the City’s strategic and business planning.

Manages Corporate Branding:

Ensures consistency and integration of individual departmental communication strategies, promotional material to enhance corporate image, and public awareness of programs and services.

Counsel on Communications and Media Relations:

Provides advice and guidance to the Mayor, City Council, City Manager and Senior Management regarding communications and media relations issues.

Media Contact in Emergencies:

Acts as the primary media contact for the Corporation during emergencies in accordance with the City Emergency Plan.

Media Relations and Congruency:

Directs and provides leadership for the City’s Media Relations program to maintain effective media contacts, accuracy of information, and consistency of messaging and proactive positioning of the City through the media.

Public and Community Relations Programs:

Directs and provides leadership in the development of innovative public and community relations programs to encourage public education, knowledge and involvement in civic and community activities.

Manages Key Information:

Prepares reports, makes recommendations and attends council, department head, special interest groups and other meetings as necessary.

Partnerships and Strategic Alliances:

Liaises with internal and external clients to develop partnerships and strategic alliances to ensure corporate communications goals are met.

Cross Disciplinary and Inter-Organizational and Inter-Governmental Teams:

Provides leadership by participating on inter-departmental, inter-governmental or inter-organizational teams as a City representative to ensure the City’s communications interests are met.

Budget Development and Administration:

Prepares annual departmental budget submission, monitors and administers approved budget, reports on the same and authorizes payment of accounts.

OHS Compliance:

Responsible for ensuring compliance with the Occupational Health and Safety Act and Regulations and the Corporate Occupational Health and Safety Policy and related procedures.

Other Duties:

Performs other related tasks, as assigned, that are in accordance with job responsibilities or necessary departmental or corporate objectives.

REQUIREMENTS:

University Degrees:

Bachelor’s Degree in Communications or, Business Administration, and/or Master’s Degree in Communications, Business Administration or related discipline, or suitable equivalent. Advance preparation in mass/media communications.

Professional Experience:

Seven (7) to ten (10) years experience including a minimum of five (5) years related experience at a senior management level, in the design and delivery of communications programs and services, including several years developing strategic communication initiatives.

Knowledge of Municipal Government:

Understand the process of municipal government, the programs and services provided to the public; and the unique and diverse communication needs within their business units and clients they serve.

Project Management:

Proven project management ability, demonstrating a high-energy team leader capable of multi-tasking and managing several important corporate initiatives simultaneously.

Communications Strategies:

Demonstrated ability developing communications strategies, ability to identify where communications can have an impact in the organization, and an understanding of what aspects contribute to or detract from the effectiveness of communications.

Interpersonal Acumen:

Proven interpersonal skills.

Communications:

Excellent communication skills, oral and written, effective listening skills and strong public relations, customer service and presentation skills.

Leadership:

Highly developed organizational and leadership skills to motivate and manage a high performance team, manage projects and handle multiple projects effectively.

Management and Strategic Planning:

Sound management, budget, analytical, problem solving and decision making skills coupled with superior strategic planning skills.

Computer Skills:

Computer literacy in a Windows environment utilizing Microsoft Office applications with a proficiency in word processing, spreadsheet and presentation software.

Summary of Core Competencies:

Knowledge of and demonstrated ability in the City’s core competencies including in-depth problem solving & analysis, decisive judgment, functional acumen, planning & organizing, teamwork & collaboration, adapting to change, delivering results, safety, quality focus, customer service, and written communication.

Flexibility:

Ability to work outside regular business hours, as required, including evenings and weekends.

COMPENSATION:

Salary is six figures and commensurate with experience.  Comprehensive health benefits are provided. Normal business expenses are covered and the position provides four weeks of paid vacation.

TO APPLY:

Please state position applied for as “Director of Corporate Communications” and send resume by Email or Fax to PeopleFind Inc:

Email: docc-m@peoplefindinc.com

Fax: 905-477-9170 or 1-866-477-9170 (toll-free)

Call: if you have submitted your resume, meet all the requirements, and, need additional information you may call Carolyn at PeopleFind Inc: 905-477-9330 or toll free: 1-866-477-0855.

We appreciate all expressions of interest, however, as a practical matter, only select candidates whose backgrounds best match our client’s requirements will be contacted. All resumes are retained and treated confidentially for consideration against future opportunities.

CONFIDENTIALITY:

Your resume is held in confidence and will not be sent to any employer without your prior permission.
Personal Information Protection and Electronic Documents Act: PeopleFind Inc. complies with the provisions of the Personal Information Protection and Electronic Documents Act (“PIPEDA”) which became effective January 1, 2004. By forwarding your resume to PeopleFind Inc., you can rest assured that your resume will be held in total confidence and will only be presented to prospective employers and affiliated executive search firms upon receiving your prior approval to do so. Please refer to www.peoplefindinc.com in order to view our company’s privacy policy.  

Services We Provide:

Recruit for Most Business Roles: This includes management, executive, contract, temporary, temp, permanent,  president, CEO, CIO, COO, CFO, CTO, C-Level, accounting, accountant, finance, financial, banking, legal, sales, sales representative, sales rep, retail, marketing, advertising, brand, branding, account executive, national accounts, key account, engineering, engineer, project manager, information technology, IT, human resources, HR, logistics, distribution, procurement, buyer, supply chain. Call us at 905-477-9330 or 1-866-477-0855 (toll-free).

Type of Executive Search / Recruiting Engagements: We work on retainer, exclusive contingency and contingency agreements depending on the complexity and confidentiality of the assignment. We place both permanent and contract employees. Call us at 905-477-9330 or 1-866-477-0855 (toll-free).

PeopleFind Outplacement, Career Transition and Career Coaching: We provide career transition services including career assessment, job search planning, employment networking, resumes and cover letters, interview skills coaching, downsizings, terminations and reorganization consulting and all services associated with an employee release.  We assist every level including executives, professionals, management and front line staff. We offer service worldwide using E-Learning via the web / internet and telephone and affiliates. Toronto area services include Markham, North York, Mississauga, and across Ontario.  Call us at 905-477-9330 or 1-866-477-0855 (toll-free).

a)    help you develop the tools and techniques required to find your next job faster, and

b)    help you develop a marketing campaign that works

HOW GOOD ARE YOU AT MARKETING YOURSELF?

Does your resume stand out?

Are your responsibilities and accomplishments clearly stated?

Does your resume differentiate you from the other candidates?

Does your resume position you correctly and tell employers what they need to know?

Do you know who to contact for the best opportunities?

Do you know how to access the hidden job market which represents up to 80% of all opportunities?

Get the answers at PeopleFind’s next Job Search Techniques Seminar!

When: December 7th from 9:00 a.m. to 1:00 p.m.  If this time is not convenient, please inquire about other seminar dates.

Where: Downtown Toronto at 1235 Bay Street, Suite #400 (Bay and Bloor)

Cost: Seventy-five dollars plus tax. Space is limited. Please R.S.V.P. by November 28th. Late requests will be accommodated based on space available.

For payment or information please call Sandy Vale at 905-477-9330

The seminar is based on the book: Get Back To Work! – A No-Nonsense Guide For Finding Your Next Job Fast authored by PeopleFind’s founder Charles Grossner.

Presenters:

Sandy Vale, Senior Career Management Coach and Charles Grossner, President of Peoplefind Inc.

We look forward to seeing you at the workshop.

It may be easier for job seekers to search for opportunities within the electronic and written media but they may be missing the best jobs potentially available to them by not effectively utilizing non media sources for job opportunities.

Typically, employers use several methods to find candidates when they have a position to fill. Some are visible to job seekers and some are not.

Positions visible to outside job seekers include:

1. Ads posted on the company Web site.
2. Ads posted on the job boards.
3. Ads placed in a daily newspaper, trade magazine, employment paper, etc.

Not all positions are visible to external job seekers. Employers often use non advertising methods to find candidates, including:

1. Reviewing internal talent enabling them to hire from within the organization.
2. Mining the company database for suitable resumés.
3. Getting referrals from existing employees.
4. Engaging a recruiter who will search on behalf of the employer. If the recruiter posts an ad it will generally avoid stating the name of the employer.

What, then, can a job seeker do to uncover these hidden job opportunities not immediately visible or apparent in the employment media?

Rather than only seeking a job by responding to ads and/or blindly sending off resumes to employers, we are recommending a much more personal approach generally referred to as “networking”. Here are some tips on how this should be done in order for you to tap the hidden job market:

1. Your first step is to assemble a list of people with whom you can talk.

This list should include anyone with whom you have any connection which will enable you to initiate a conversation.

Your list should include friends, acquaintances, neighbors, relatives, past employers, past supervisors, colleagues, subordinates, clients, customers, suppliers to your past company, church members, past or current classmates, college alumni, teachers, club members, and association colleagues.

Start by creating a first draft of a list and then keep it going as you recall contacts you can include. A good tip is to look at old business cards and email correspondence.

2. Get out and network! Make yourself visible.

People on your list are critical to your task of finding work. However, you should be prepared to talk to anyone whom you believe can assist you in finding out where the job you are looking for may be.

The key is to get the momentum going – pick up the phone or meet with people face to face and seek out tips, leads, referrals and suggestions they may have of job openings.

If you are not comfortable doing this, you will have to psych yourself up by recognizing that you are going to need to do this to have an effective job search campaign.

Keep a good record of what you learn and from whom (try an excel spreadsheet).

3. Research potential employers.

Conduct research on potential employers. You will find that researching several companies in the same industry is easier than jumping around without focus.

Read annual reports, use ZoomInfo, Hoovers, Sedar (securities related information for Canadian public companies), EDGAR (securities related information for US public companies), and the vast list of available sources on the internet. This will enable you to become quite knowledgeable and understand company strengths and challenges.

What you learn from your research will help you position your resume, cover letter and any dialogue to address any specific needs potential employers may have that you can address.

Use the information you have researched to sell yourself.

4. Employ effective self-marketing! Ask yourself the question, “Why should this employer hire me?”

You want to be able to tell your target employer something that is a motivator to them to consider hiring you.

Be specific and creative when you list all relevant experience, training and skills that will be of interest to them.

Make sure your resume spells out your key selling points so that the employer is left with little doubt that you are a very good fit for the organization. Think in terms of anything that makes you stand out or unique. Try to develop a USP (unique selling proposition).

Even if the employer does not have a job available immediately, if you have impressed them, they will likely keep your resume on file for future openings.

5. Zero in on the right target.

You will be compiling numerous names as a result of your research and networking. Before you send off a resume to an individual responsible for hiring, you must validate that the information you have – name, position, and address – is correct by contacting the company. There is no point sending out documents hoping to impress the recipient with a name incorrectly spelled or an incorrect title  If the address is incorrect, you will miss your intended target altogether.

If you don’t know of a specific contact at the target company, call and ask for someone by title. Your tonality and friendliness will be very important here in terms of your ability to get accurate information from people at reception or from administrative support staff. Be friendly, not pushy. For example you might say, “Good Morning, I need to write a letter to your head of marketing. Would you please provide me his or her name?”

If you can’t think of anyone at all, ask for the President or General Manager – explaining that you would like to write the person who runs the company or the division. It’s unlikely you’ll be put through, but the admin person you are speaking with should point you in the right direction.

The next step is to send a personalized cover letter and resume targeted to the company based on your research findings. State exactly what kind of job you’re looking for. Saying that you are looking for any appropriate position will be ineffective; you will not come across as a good candidate.

At the end of your letter, thank the target for reviewing your resume and let the individual you are writing know that you will be following up with a call within 2 days. Ensure that you are working with a manageable number of letters/resumes – manageable in terms of knowing you will have the time to properly follow up.

6. Remain positive, be politely persistent and strive to overcome the roadblocks including gatekeepers, voicemail and objections.

Call your target and do not allow the “brush off” from a gatekeeper to deter you from the task at hand.

Your mandate is to reach the individual you have sent your resume to. If you choose to take the more difficult road and contact your target before you send a resume through (not recommended unless timing is critical and you know that the target will want to meet with you) you must prevail and find a way to accomplish your objective.

Reaching a line manager or key decision maker is often a daunting task for a job seeker. There is no magic formula for getting your resume into your target’s hands and connecting on the phone is usually more difficult. The answer is persistence – it requires an understanding that line managers are very busy and an ability on your part to deal effectively with delays; even a sense of rejection. If you are well off enough to send a package by courier and assuming that you have something of value to offer the company in question, you may find that you will break through sooner as a result of your more intrusive approach.

Getting Around Gatekeepers:

If you cannot successfully elicit the assistance of the gatekeeper (secretaries, receptionists, admin support staff) in connecting you to the decision maker, get around them by calling until you reach the decision maker directly. You can also try calling very early (8:00 AM to 8:30 AM) or after 5:00 PM or at lunch time (12:00 Noon to 1:00 PM) and be sure to call at every day or at least once every second day.

Harnessing Voicemail:

It often seems that voicemail was designed specifically to install a shield between the target and the job seeker.  Voice mail does not have to be the bane of the job seeker’s life. Turn a negative into a positive. Leave a brief message with the specifics of why you’re calling and your contact information. End the call by saying that you’ll call back and when. By the time you reach your target live they will understand the reason for your call.

Dealing with Objections:

Remain focused. When you reach the decision maker, you may be able to get to the point quickly and effectively and if your comments are on the mark in terms of addressing a need in the company you may succeed in obtaining an interview.

On the other hand, you may be met with a series of objections such as “We’re not hiring” or “I’m too busy right now, please call back”. Reassuring the decision maker that you will only take a moment of his/her time will be helpful followed by quickly stating your reason for calling and indicating the benefit you bring to the company. Perhaps your forte is in sales at a time when sales in the company might be better, or, perhaps you have a reputation as a top project manager and systems implementation in the company is in a shambles. Regardless of your background, you must be able to connect with the decision maker and demonstrate the relevancy of your call.

Success in Tapping the Hidden Job Market:

Your ability to reach a number of decision makers on a repeated basis along with your ability to demonstrate your value or relevancy to the company will correlate directly with the number of interviews you generate and ultimately a new job.