3 Degrees Creative Resourcing

We make
digital connections

At 3 Degrees, we connect the right people with their next employer. From web designers to digital project managers, interactive ad agencies to game publishers, we specialize in delivering exceptionally personalized and effective service to clients and candidates in the digital realm. Whether you?re looking for direct-hire, contract-to-hire or freelance, you?ve come to the right place.

April 16, 2014
You've Hired Your New Employee! Now, How Do You Retain Them?

We love helping people find the right candidates. But what happens after they're in place? How do you keep them? 

Retention is a real issue for companies everywhere. No matter what you do, what you sell and where you are, it's who you work with that matters most. Like all people in relationships, teams thrive on good chemistry, clear communication, and regular contact. A sudden change to that dynamic can set back projects by weeks.

So if you have a good thing, how do you preserve it? In such a mobile, competitive and candidate-centric market, it's important to develop solid strategies for keeping the right people once you've found them. 

So, what do you do? Bill Conerly at Forbes has some amazing tips. Among them: start tracking retention, train first-level managers to retain great candidates, and offer the things that your candidates value (like benefits, flexibility and sensitivity). 

Beyond basic benefits, the Wall Street Journal suggests providing small perks like free coffee, snacks and even dry cleaning delivery, and conducting "stay interviews." These interviews are designed to help candidates articulate what helps them stay with an employer. That way, the both of you can be on the same page. And no matter how things turn out, you're creating a pool of data from which you can shape future employment policies for the betterment of the company. 

If you've done all these things, and are still experiencing a retention issue, it's time to examine the corporate culture. While it's often said that employees don't leave companies, they leave managers, that's not the whole story. As HR expert Josh Bershin notes, retention requires more than just perks -- it requires strategic thinking. According to Bershin, every company or organization should create a "retention model," a narrative about why people stay and how to keep them there that works on all levels of the business. This narrative should inform all hiring decisions.

Every company or organization has a culture, and those hires who stick around for the long haul are usually a good fit for that culture. As Mozilla's recent history proves, there's more to retention than perks. There's a mission, and a sense of community. Bershin addresses this when he says that

Ultimately the most successful and enduring organizations in business are those that have a common sense of mission, a deep respect for their employees (and customers of course), and put time, energy, and money into building a highly engaging environment. They carefully select the "right people" with lots of hard work, and once people join they take the time to make sure they have development opportunities to move up the value curve.

A thoughtful recruiter can help you find the best fit for your organization. That includes a nuanced understanding of your culture. When you're hiring, it's important that everyone understands the feel of a workplace: the mood, the dynamic, that special something that distinguishes it from somewhere else. A good recruiter is creating a new relationship between the candidate and the company. And like any good matchmaker, a good recruiter wants the relationship to last.

April 6, 2014
Toronto Is Full Of Amazing Tech Opportunity. Here's Why.

When you think of creative uses for technology, you might think of places like Palo Alto, Berlin, or Brooklyn. But Toronto has an extremely strong, vibrant community of developers and creative technologists, with significant personal investment in bringing experimental and captivating new ideas to life. 


It shouldn't come as a surprise that Toronto has such a thriving developer community. Places like Toronto HacklabSite 3 coLaboratory, the Toronto Tool Library and Makerspace, ThingTank Lab, Bento Miso, and Interaccess Studio provide supportive co-working spaces for people of all skill levels to prototype new ideas at all stages of development. From messing around with Raspberry Pi to working a laser cutter, these spaces let Toronto's creative technology community thrive and hone their skills - and the proof is in the local result. For example, the folks at Rethink developed a special beer fridge for Molson that opens at the swipe of a Canadian passport, and installed it in Sochi for the Olympics. 


There's also Arts & Science's contribution to TIFF's David Cronenberg exhibit , a "DNA booth" that appears to merge the user's DNA with that of the master himself, then sends the genetic "mashup" to Facebook. 


And for truly mind-blowing projects, there's the MUSE, a headband by Toronto's InteraXon that senses brainwaves and allows wearers to play games, hone their focus, and interact with other devices.


Toronto is a great place to be involved in creative technology, and a great city to develop your next project, especially for newcomers to Canada . So the next time your out-of-province friends want to know where to develop their next big thing? Tell them all about what’s happening here.

Interested in coming here to join the creative community? Already here and looking for the next big thing for your own career, or want to know who the magic makers are and how you can get involved? Get in touch with us .

February 19, 2014
What You Need To Know about AODA in 2014

It's strategic planning season. As companies and organizations focus on their plans for 2014, they will also have consider how to comply with new or changing government regulations in the new year. 

Specifically, one major challenge facing businesses and organizations of a certain size this year, one that will be getting a lot of attention within digital communications, is the evolving compliance requirements with the Access for Ontarians with Disabilities Act or “AODA”. This is an extension of the Ontarians with Disabilities Act (2001) and the earlier Access for Ontarians with Disabilities Act (2005), the ultimate goal of which is to make the entire province easily and freely accessible to those with disabilities by 2025. 

Why are we realizing the impact of this more significantly in 2014? According to recent reports, 70% of private businesses with more than twenty employees are in a state of non-compliance with the Act. In 2012, businesses had to file an electronic report with the province detailing their efforts to make themselves accessible to customers and employees with disabilities -- everything from ramps and rails to web design and new fonts on brochures. An overwhelming majority of businesses failed to comply or even report, and not one of the businesses in question was investigated. That means that the $24 million dedicated to assuring compliance has gone unspent. When the AODA Alliance filed a Freedom of Information request on the matter, they brought the issue to public attention and the province vowed to enforce the Act more vigourously. 

What does this mean for hiring managers and those seeking new employees in the field of creative technology? If you're an Ontario business of over 50 people, you need to make your websites and content compliant  with WCAG (Web Content Accessibility Guidelines) 2.0 . And that's not all: when a person with disabilities asks an Ontario business for brochures, literature, or other "communication supports," they must be provided as quickly as possible and at no extra cost. This includes feedback -- if your company's website has a feedback or review option, it also needs to be accessible. The same goes for educational institutions and libraries. If this is all sounding like a bit much, consult the AODA Compliance Wizard to learn exactly what you need to do and when. And don't forget to file your 2014 report early. 

What does this mean for interactive and digital content? Businesses will need, primarily, to ensure that digital content includes alternatives for disabled users. For instance, text alternatives must be provided for any non-text content such as images or videos. Captions should be provided for video. For text-based content such as CAPTCHA logins, an auditory alternative should (and usually is) provided. Colour contrast should be high enough to ensure that all users are able to distinguish text from background. You can see a much more complete list of guidelines at the WCAG website.

The reality is that demands for particular skill sets often evolve commensurate with changes in government standards, regulations and compliance needs… remember Y2K and what it did for the tech sector? As such, designers, coders, technologists, project managers, and other candidates with AODA experience specific to interactive media and digital communications will be in higher demand as more and more existing companies come into compliance. Further, as Toronto still enjoys its status of having one of the largest digital start up communities in the world, the next Mark Zuckerbergs will have to pay very close attention to what the government has to say about the user experience of their new brainchildren.

How 3 Degrees can help:

Part of our ongoing mandate at 3 Degrees is to gear our networking strategy to be ahead of evolutions in the industry. As such, when it comes to compliance with AODA, we know exactly who you need to help get your products up to date with evolving regulations. So: if you are looking to make new hires in these areas, or are figuring out how to make your business more accessible, give us a call. We know how to make your customers - and the province - happy. 

February 11, 2014
For Valentine's Day, Here's How To Love Your Job - Or Find A Job You Love.

It's almost Valentine's Day - the season of love. Some things are easy to love: your partner (if you've got one), your family, your pets, chocolate. But your job? According to a recent US study, 70% of Americans don't love the work they do - and although we're a bit of a happier bunch in the Great White North, at least half of us are also likely to be unhappy at work. 

The thing is, if you want to be happy overall, loving your job is important.  It's where you spend an average of 1900 hours a year, after all. And if you spend your days in a place you don't like, you'll end up stressed out, burned out, and no fun on dates. 

Maybe you've just fallen out of love with your work. It happens. You get bored. Things become too routine…too mundane. You wonder where you're going, or what you're getting out of it. You start thinking about all the other things you could be doing -- whether it's pursuing a personal project or finally catching up on Scandal. And just like any relationship, you've got to take stock and ask yourself some tough questions. What's different? Why do I feel this way? And what can I do to change it?

The likelihood is, loving your job more than golf, horseback riding or scuba-diving isn’t realistic for the vast majority of us. After all, it’s still work. However, having a realistic level of job satisfaction is very important to both your work and your personal relationships. If you feel a return to the honeymoon phase of your relationship with work is what you need, your first step might be to question your perspective. It might sound silly or overly simple, but there can be enormous power in a simple shift in outlook - particularly in a situation where the basic facts (micromanaging boss, boring work) are unlikely to change. 

You might also look at changing the people you work with. Your colleagues can make or break almost any job. Whether it's your team or your customers, they're the ones who have the most influence over how your average day is going to rank on the satisfaction scale. So if you're not happy, maybe you need a different crowd. Ask about working with a different team, or try to make new friends at work. Or find a new job entirely - one where the culture fits your personality and working style. 


Finally, here's something you can do right now to get results by Valentine's Day: you can make the decision every day to build positive relationships with your coworkers. This in turn will create a happier work environment, and closer ties to your co-workers, the people you spend the bulk of your time with, in turn translating to greater on-the-job satisfaction and a burgeoning network. Simple things you can try include making eye contact, asking follow-up questions, learning who the people in those pictures on your co-workers' desks are. When you start making core value connections at work, you'll probably start loving your job, and the people you share it with, a whole lot more.

If none of this resonates, and the bottom line is that you simply need a job you love (almost) every single day - then get in touch.

December 15, 2013
Hiring During The Holidays - The 2 Biggest Problems, And How To Fix Them

It's the holiday season, and many employers have added a third contender to their "Naughty" and "Nice" lists: "Positions to Be Filled." And just like all forms of end-of-year procrastination, the consequences can be dire -- do you want to wait until Christmas Eve to find the perfect candidate? Of course not. And yet, so many employers find themselves doing just that, and losing candidates as a result. Here's why. 

Ideally, organizations who know they have positions to fill by the end of the year should start the recruitment process in October or November. This gives them plenty of time to find the right candidate, and it's usually a time of year when candidates, hiring managers, and decision makers are less likely to be traveling. This is key, because starting the recruitment process on time means having open, honest communication between hiring management and the decision makers who will ultimately do the hiring. It's all well and good if HR has found the right candidate, but if a decision can't be made, the candidate is likely to either find something better, or drift away.

Drift is the other problem with hiring late in the year. Considering change at the end of the year is difficult for many employees who might actually have a better opportunity somewhere else. It's the season for both corporate parties and end-of-year bonuses, which means employees are at the peak of their warm-and-fuzzy feelings for their co-workers. Also, employees are often imagining at their credit card bills at this time of year, and aren't looking forward to a gap in pay or entering a probationary period. This creates a powerful inertia that can be tough to overcome. 

That inertia is especially dangerous for departments that must spend their budgets on new hires by the end of the year in order to justify and maintain those budgets. While this is primarily a problem for those looking to hire contract or freelance work, keep in mind that contractors may be expecting full-time positions at their current workplace, and may be less inclined to start over from scratch when facing the prospect of a new job. 

So, how do you overcome that inertia? It may be expensive, if you're in the position to buy out a bonus. Or you may have to add something sweet to the hiring package, like extra personal days or lieu time -- especially if the new arrangement means a change in location or commute. The most important thing to do when trying to make a hire at this time of year is to build a relationship between your organization and the candidate. Spend time together. Send emails. Take them on tours. Invite them to the holiday party! Give them a taste of what life could be like with you, and give them a vision of where they would fit into your team. Remind them that the New Year is a great time to re-consider career paths, and give them something to look forward to.

December 12, 2013
CEO Harry Manson in Marketing Magazine on the Rise of the Digital Strategist

Our very own CEO, Harry Manson, penned an article in Marketing Magazine's Salary Benchmarks series on why it really is possible to hire a digital strategist who knows what s/he is doing:

"Requests for digital strategists have reached an all-time high and I’m happy… I think. This is a great indication of the maturity of digital as a marketing discipline, but as more agencies strive to keep up with the Joneses, the increased demand for the market’s latest and greatest digital discipline is bound to trend towards inflated compensation or substandard quality.

(Remember when IA’s with two wireframes under their belt were charging $80 an hour? Shh. Never speak of it again.)

So who has the real goods?"

To find out, read the full article at the Marketing Magazine website.

December 4, 2013
What Makes 3 Degrees Different?

There are so many different recruitment firms in Toronto that it can be tough for individual firms to distinguish themselves, to stand out in the crowd. How do we do it? 

First, we do one thing, and we do it well. When the recruitment industry first started up, most firms focused on older, more established jobs. That's not true of us. We focus on bringing people in the creative technology field together with the people who need them. Typically we work with ad agencies, marketing firms, communications companies and digital product staff to find them the best, most ground-breaking talent that our area has to offer. And that's all we do. We don't do IT. We don't do finance or accounting. We work with digital people, for digital people. And that's it. And because we're not distracted, we perform better.

If anything, how we do what we do is as much about what we don't do. Unfortunately, the combination of  market saturation and a surplus of job sites means that many other firms have simply lost the art of recruitment. We haven't. If the Internet were to suddenly short out and stop functioning tomorrow, we would still be able to do business. That's because we don't scrape listings from job boards. We aren't constantly searching Craigslist or Monster for people who don't know how what their true talents are or how to market themselves properly. We actively hunt for the best candidates, instead of passively waiting for the open market to deliver them to us. So by the time our candidates reach you, they're already the best. 

And bringing the best staff to you means having the best staff here at home. Before our staff can perform their duties, we test them on the latest tools, trends, and technology to make sure they understand the context they're working in and the placements they're making. And then we follow up regularly with our placements to make sure that everything is going just as well as we thought it would. That's how we've maintained double the win : loss ratio of our competitors. 

Is it easy? No. Being the best is never easy. We just make it look that way.

August 27, 2013
Marketing Magazine's 2013 Salary Survey

3 Degrees is proud to announce its participation in Marketing Magazine's upcoming salary survey. After a record breaking year, 3 Degrees continues to be a trusted source for information on growth and change within the digital sector.

August 27, 2013
We're Expanding

3 Degrees is pround to announce its expansion into the Calgary marketplace. We are excited to expand our existing service level offering in the west coast and we are actively seeking staff in this geography for the following positions:

Managing Director

Account Executive

Digital Recruiter


We'd love to hear from you so please reach out!

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416-703-0008 Ext. 2114
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201-468 Queen St. E
Toronto ON
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Suite 709, One Executive Place. 1816 Crowchild Trail N.W., Calgary, AB T2M 3Y7
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