Senior Legal Counsel – CSL Group Inc.

Legal Counsel – Saputo Inc.

Senior Legal Counsel – Aeroplan Canada

Mergers & Acquisitions Lawyer – National Law Firm

Insolvency Partner – National Law Firm

Legal Counsel – Major Transportation Company

Labour & Employment Partner - National Law Firm

Real Estate Partner – National Law Firm

Executive

Director – Corporate Human Resources – Aviation Industry

Director, Human Resources – Quebec – Engineering Firm

Human Resources Business Partner – Financial Institution

Manager, Environmental Operations – Multinational, Primary Resources

Third Sector

Director of Development – Health-care focused non-profit

Learn how to convey years of success in two pages, a five-minute phone conversation or a one-hour interview
Call us at 514-878-3443 or email us to find out more about this service, including more information about the Process/ Structure, What the Service Is, and What the Service Is Not.

In general, with decades of experience identifying, meeting and interviewing top candidates, we are well placed to help you:

• Improve your CV.
• Improve your interview and presentation skills: you can practice answering interview questions and obtain detailed, question-by-question feedback on how you did.
• Make a first impression.
• Identify career possibilities, e.g., decide how and in which direction you can re-orient your career
• Improve your job search strategy
• Learn how to emphasize your biggest strengths
• Identify and work on areas for improvement: you will receive actionable tips

Call us at 514-878-3443 or email us for more information.

Who is this service for?
We believe this service will be most interesting (but not limited to) the following profiles:

• Young lawyers looking to start their careers on the right foot
• Lawyers who feel they need to maximize their chances of being on track for partnership or senior counsel, or who are wondering if they are with the right firm/ industry
• Professionals with many years of experience looking to re-orient their careers
• Professionals with some experience looking to better understand how to set themselves up for long-term success (for example, after completing an MBA)

Unfortunately, we do not currently offer this service to entry-level candidates or bachelor’s degree graduates without experience.

Pricing
Call us at 514-878-3443 to discuss pricing. Essentially, you are paying for a block of time with our experts. To ensure you get the most out of our service, we will make sure you meet with the right consultant(s) appropriate to your level of experience and your industry. The cost of our service depends on whom you meet and for how long.

Keep in mind that our service can lead to tangible financial rewards in your career. While we cannot guarantee these financial results, we guarantee that you will find your session useful in furthering your career success. And we stand by our name and reputation in this regard.

Some other tips to keep in mind:

• Please keep your CV to a reasonable number of pages, focusing on making the most relevant and recent information easy to find. Longer CVs tend to dilute the information. For other tips scroll down to Tips and Links in the next section below.
• There is no need to send both English and French CVs; we will review only one of them, therefore please choose the original version (i.e., not the translated version).
• Make sure your contact information is clear and accurate. Please put your name on every page of your CV.
• Your CV should have your full name in the file name (e.g., “John Smith CV.doc” and not simply “CV September 2010.doc”).

For more substantial tips on how to write your CV, please scroll down to Tips and Links in the next section below.

Note that all of the following links were available to the public for free at the time of posting, though you may have to register. However, if you are a graduate of one of the universities referenced (or another), remember that you may have access to many other resources reserved for alumni only. In addition, not all of the links below are to Canadian sites but they are still relevant for some useful tips nonetheless.

Working on Your CV/ Résumé
McGill University: Career Planning Service CV Writing Guide
Monster: Résumés and Letters
Jobboom: Résumés
Quintessential Careers: Resume and CV Resources

Interview Tips and Practice Questions
McGill University: Career Planning Service (Interviewing Guide is third option)
Quintessential Careers: Job Interview Questions
Jobboom: Interview Guide
Monster: Interviewing
Legal Interview Tips

General Links to Other Helpful Sites (general career information and tips, including the topics covered above)
Legal:
McGill University: Law Faculty Career Development Office
Université de Montréal : Centre de développement professionnel (French only)

Executive:
HEC Montréal: Career Management Services
McGill University: Career Planning Service
Concordia University: Career and Placement Services
Université de Montréal : Services aux étudiants (French only)
Université de Québec à Montréal: Information scolaire et insertion professionnelle (French only)
Working: Resources
Workopolis: Career Resources
Jobboom: Career Zone
Monster: Career Tools
Vault
TalentEgg
Attract Jobs Now

Third Sector:
Charity Village: Career Centre
Certified Fund Raising Executive (CFRE) International

 

Link to this page: http://www.shoreassoc.com/en/tips-and-links/

In-house/legal departments – Completed

International management and holding company – Paralegal and Records Management

International mining company – Legal Counsel

International product manufacturer and distributor – General Counsel

Major broadcaster – Associate Corporate Secretary

Major broadcaster – Legal Counsel, Media Law

Multinational retail group – Legal Counsel

Multinational, food industry – Legal Counsel

Crown Corporation – Assistant Corporate Secretary

National transportation group – Director Legal Affairs

National transportation group – Senior Environment Lawyer

National transportation group – Securities Lawyer

National transportation group – Labour and Employment Lawyer

Pharmaceutical company – Chief Legal Officer

Pharmaceutical company – Legal Counsel

 

Law firms – Completed

Associates – Securities, M&A, Litigation, Corporate, Real Estate, Advertising & Marketing, International Business Law

Partner level – Corporate M&A Practice, Banking and Finance, Labour, IT, Environment, Litigation, Real Estate

 

Executive Mandates – Completed

 
Finance

Private merchant bank – Senior Analyst, Mining Resources Sector

Multinational financial company – Financial Controller

Major airline – General manager, Financial Services

Major public multinational – Director, Internal Audit

 
Human Resources

Major global pharmaceutical company – Manager- Safety, Health & Environment

Multinational manufacturer – VP Human Resources

Major airline – Organizational Development Specialist

Major real estate group – Director of Human Resources

Financial institution – Organizational Effectiveness Consultant

 
Operations

International mining company – Manager, Business Improvement & Planning

Major airline – GM – Airframe Maintenance

Major airline – GM – Component Maintenance

Public travel services company – National Director, Call Center

 
Sales/ Marketing/ Communication

Multinational pharmaceutical company – Manager, Communications R&D

National retail group – Marketing Director

Multinational food company – Regional Sales Director

 
Other

IT/engineering consulting firm – VP Consulting Services

 
Third Sector Mandates – Completed

 
General Management

Health-care related non-profit – Executive Director

Health-care related non-profit – Quebec Regional Manager

Major university – Managing Director, Advancement

Health-care related non-profit – Executive Director, Business Operations

 
Fundraising

International relief and development organization – Director, Major Gifts

Major university – Director, Major Gifts

Major university – Director of Development

Community focused not-for-profit – Director of Development

“What I appreciated the most, in addition to the quality of the work and the relationships you establish between both candidates and the client, is that you are there to support us. Recruitment is an inexact science and it is comforting to know that even after the fees have been paid, you are there for us as needed. Your follow-ups during and after the hiring process establish a climate of confidence for both the candidate and the company.” – President
Position: Director of Commercialization
Client: IT/engineering consulting firm

“It was a pleasure working together; I have absolutely nothing negative to say… Even if a mandate is not in your niche, you have the flexibility and are not limited in your ability to find the person. And you are able to approach candidates who were not looking.” – Senior Consultant, HR
Position: Regional Sales Director
Client: Multinational food company

“Not only were we satisfied, we were beyond satisfied. Just when I became pessimistic because the task was almost impossible, you performed beyond expectations… Shore is an extremely professional organization. Your pre-screening was good, and you really added value in assessing and pointing out the strengths of the candidates.” – Executive Vice-President
Position: Director of Development
Client: A national non-profit focused on the distribution of medical aid overseas

“I am very happy with the way it went… You are able to find candidates who are not necessarily on the job market, and the calibre was excellent. You tell it like it is, with aspects that are not on the CVs.” – Senior Consultant, HR
Position: Executive Director
Client: Health-care related non-profit

“It was a pleasure to deal with you, it was easy and you were always available. Only one thing counts: finding the right person… Once we did, it was easy.” – President
Position: Executive Director, Business Operations
Client: Health-care related non-profit

“There were three things I really appreciated: the professionalism, the honesty and the human side…It can be stressful to be sitting at home wondering what’s happening with a job opportunity. …I very much liked your honesty – before sending me in, I had a clear picture of what my strengths and weaknesses were regarding the position’s requirements… You were courteous, professional, but still warm, friendly.”
Position: Director of Development
Client: Major university

“I felt like you work not only for the client but also for the candidate! I felt important, that if it wasn’t going to work out for this mandate, it could be for another. It’s obvious that there is a lot of respect for the candidates… The point to improve is to make yourselves better known in the philanthropic world.”
Position: Executive Director
Client: Health-care related non-profit

Guarantee
We are focused on your long-term success. We stand behind our work and guarantee to replace any candidate who does not prove to be the right “fit” within a pre-agreed time period.

Long-term partnerships
By building long-term relationships with our clients, we are better able to understand their specific issues and cultures.

Integrity and professionalism
We are recognized for our professional approach, discretion and responsiveness. We understand that how candidates are treated by the recruiter reflects not only on our professional status as a top recruitment firm but on your reputation as an employer of choice.

Personalized service and focus
We partner closely with you to understand and define the critical success factors for your preferred candidate, including the subtle elements of personal fit with all stakeholders and organizational culture.

Experience and expertise; perspective, judgment and insight
With our team’s combination of legal, HR and business experience, we have a profound understanding of different industries and functions. We ask the right questions. We appreciate nuance and read between the lines. We recognize talent and understand what makes the right hire. And through our ongoing consultative process, we will help you raise the right issues, determine your needs and identify the appropriate fit.

Partnering: is Shore & Associates the right fit for your organization?

• We want to ensure that we can best add value in a cost-effective manner for you. We must be confident that we can deliver what you need before we undertake the mandate.

Defining your talent needs

• What are the leadership requirements for the position?
• What are the critical qualifications and success factors for the target candidate?
• What is the organizational/corporate culture like? Who are the key stakeholders, including the reporting structure as well as the other team members?

Identifying candidates

• Conduct industry research, including discussion with industry experts.
• Proactively identify and recruit appropriate candidates using our network of contacts, third-party referrals, our database of candidates, referred résumés, social media networks and advertising on specialized sites.

Evaluating candidates: pre-screening

• Conduct interviews: assess qualifications, competencies and “fit”. We recommend short-listed candidates only after having personally met with them to evaluate their qualifications and fit with your organization.

Evaluating candidates: finalist selection

• Provide detailed written reports that offer our clients added-value insight and perspective.
• Present candidates who meet client requirements and would effectively integrate into the organizational culture.

Making the right hire

• Once the preferred candidate is identified, we perform a thorough reference check, as well as any other requested background check and testing, to confirm the candidate’s past performance.
• We assist in the negotiation of employment terms to ensure that all parties are satisfied.

Ongoing follow-up

• Once the selected candidate joins your organization, we conduct regular follow-up with both the client and candidate to facilitate smooth onboarding and integration (see next section for more information).

Proper onboarding is crucial because, from the employer’s perspective, it ensures that the selected candidate can be as productive and effective as possible in the least amount of time.

From the selected candidate’s perspective, proper onboarding informs, engages and facilitates, clarifying expectations and organizational culture, and setting the stage for long-term success within the organization.

Onboarding is not orientation. Onboarding addresses performance objectives and highlights the transition competencies necessary. It is strategic and involves the senior staff and coaches who are stakeholders of the new hire.