Headhunting is dangerous sport

Inducing a prospective employee to leave a secure job could warrant a greater notice period if it doesn’t work out
By Chris Foulon
|Canadian Employment Law Today

In the war for talent, employers seeking to recruit are no longer relying simply on job postings, recruitment firms and word of mouth to solicit potential candidates. Many businesses are directing their employees to actively recruit former colleagues from past employers. This method of recruitment can have significant advantages, since an employee can serve as a goodwill ambassador who is able to identify desired qualities in individuals with whom she has worked in the past and use her influence to convince those individuals to consider a new opportunity. The target candidate also has the sense he is getting the “straight goods” from his former colleague.

The use of employees as part of a

de facto