Hiring New Employees
Purpose
This article outlines the standard hiring process used by ValueBrands to recruit, hire, and onboard qualified employees. Our hiring process is designed to ensure every team member possesses the skills, attitude, and commitment required to safely deliver exceptional service while supporting our company values and long-term growth.
Hiring decisions are based on qualifications, experience, professionalism, and the ability to contribute positively to our culture.
Scope
This policy applies to all ValueBrands divisions, including:
- ValueLawn
- ValueTool
- ValueDirect
- ValueDigital
- Corporate Operations
This procedure applies to:
- Full-Time Employees
- Part-Time Employees
- Seasonal Employees
- Apprentices
- Temporary Employees
- Co-op Students
- Interns
Our Hiring Principles
At ValueBrands we hire individuals who demonstrate:
- A positive attitude
- Strong work ethic
- Reliability
- Honesty and integrity
- Customer-focused service
- Commitment to safety
- Willingness to learn
- Respect for fellow employees
- Pride in quality workmanship
Technical skills can be taught. Character, professionalism, and dependability are essential.
Hiring Process Overview
- Workforce Planning
- Position Approval
- Job Posting
- Application Review
- Candidate Screening
- Interview
- Reference Verification
- Conditional Offer
- Employment Documentation
- Orientation
- Training
- Probationary Employment
- Performance Review
- Permanent Employment
Step 1 – Workforce Planning
Before recruiting begins, management will determine:
- Business need
- Department
- Budget availability
- Employment type
- Start date
- Equipment requirements
- Training requirements
- Reporting structure
Step 2 – Position Approval
Management must approve:
- Position title
- Wage range
- Employment classification
- Hiring timeline
- Recruitment strategy
Step 3 – Job Posting
Every job posting should clearly outline:
- Position title
- Job summary
- Primary responsibilities
- Required qualifications
- Preferred experience
- Driver’s licence requirements (if applicable)
- Physical demands
- Work schedule
- Compensation (where applicable)
- Benefits (where applicable)
- Company overview
Positions may be advertised through:
- Company Careers Page
- Indeed
- Local employment centres
- Social media
- Employee referral program
- Industry job boards
Step 4 – Application Review
Applications and résumés are reviewed to determine whether candidates possess relevant experience for the positionbeing filled.
Management shall consider factors such as:
- Relevant work experience
- Education and certifications
- Transferable skills
- Technical knowledge
- Professionalism of the application
- Availability
- Employment history
- Ability to meet the essential duties of the position
Candidates whose qualifications closely align with the position requirements may be selected to proceed to the screening stage.
Step 5 – Candidate Screening
Qualified candidates may receive a preliminary phone or virtual interview covering:
- Availability
- Transportation
- Previous experience
- Wage expectations
- Career goals
- Availability to work overtime or weekends
- Interest in ValueBrands
- General suitability for the position
Step 6 – Interview
Interviews assess:
Professionalism
- Communication skills
- Positive attitude
- Appearance and presentation
- Reliability
- Teamwork
- Problem-solving ability
Position-Specific Skills
Questions will focus on the experience and abilities directly related to the position being filled. Examples include:
- Landscaping knowledge
- Property maintenance experience
- Small engine repair
- Mechanical troubleshooting
- Delivery and warehouse operations
- Sales and customer service
- Office administration
- Digital marketing or web development
- Equipment operation
- Leadership experience (where applicable)
Safety Awareness
- Understanding of workplace safety
- Hazard recognition
- Safe equipment operation
- Safe driving practices (where applicable)
- Previous health and safety training
Step 7 – Reference Verification
References may be contacted to verify:
- Previous employment
- Attendance
- Reliability
- Quality of work
- Safety record
- Professional conduct
- Overall job performance
Step 8 – Conditional Offer of Employment
Successful candidates may receive a conditional employment offer subject to:
- Reference verification
- Driver’s abstract (where applicable)
- Driver’s licence verification
- Proof of certifications
- Completion of required employment documentation
Step 9 – Required Employment Documentation
Prior to their first day, employees must provide:
- Government-issued photo identification
- Social Insurance Number (SIN)
- Completed Federal and Provincial TD1 tax forms
- Banking information for payroll
- Emergency contact information
- Signed Employment Agreement
- Signed Employee Handbook Acknowledgement
- Signed Health & Safety Policy Acknowledgement
- Signed Company Policy Acknowledgement
- Driver’s licence (if applicable)
- Current driver’s abstract (for driving positions)
Step 10 – New Employee Orientation
Every employee shall complete orientation before beginning regular duties.
Orientation includes:
- Company history
- Mission, vision, and values
- Organizational structure
- Workplace expectations
- Customer service standards
- Company policies
- Health and Safety Program
- Emergency procedures
- Reporting procedures
- Timekeeping and payroll
- Uniform and appearance standards
- Communication systems and technology
- Introduction to supervisors and team members
Step 11 – Training
Employees shall complete all required training appropriate to their position.
Training may include:
- Equipment operation
- Vehicle and trailer operation
- Defensive driving
- Commercial mowing procedures
- Small engine repair procedures
- Customer service
- WHMIS
- Workplace Violence and Harassment
- Personal Protective Equipment (PPE)
- Emergency response
- First Aid (where required)
- Working at Heights (where required)
- Company software and systems
Additional training may be assigned throughout employment.
Step 12 – Probationary Employment
Unless otherwise stated in the employment agreement, all newly hired employees are subject to a 90-day probationary period.
During probation, supervisors evaluate:
- Attendance and punctuality
- Quality of work
- Safety compliance
- Teamwork
- Customer service
- Initiative
- Professionalism
- Ability to learn
- Overall job performance
Coaching and additional training may be provided where appropriate.
Step 13 – Performance Review
At the conclusion of the probationary period, management will conduct a formal performance review to determine whether the employee will:
- Successfully complete probation and continue employment
- Have the probationary period extended (where appropriate and legally permissible)
- Have employment ended
Employees who successfully complete probation become regular employees subject to all applicable company policies.
Step 14 – Employee File
ValueBrands maintains a confidential employee file for each team member.
Employee files may include:
- Employment application
- Résumé
- Employment agreement
- Training records
- Performance reviews
- Driver documentation (where applicable)
- Licences and certifications
- Safety training records
- Policy acknowledgements
- Disciplinary records (if applicable)
- Emergency contact information
Employee records are maintained securely and accessed only by authorized personnel in accordance with applicable privacy legislation.