Tim Baker HR

10/09/2025

What Most People Get Wrong About Recruitment

Recruitment isn’t just about filling roles. It’s about connecting potential with purpose.

Too often, we treat hiring like a transaction: checklist in, candidate out. But here’s what most people get wrong. Great recruitment isn’t about finding the perfect fit on paper. It’s about finding the person who can grow with your team, your culture, and your mission.

I wrote once before about my personal experience with this. I was hired as an Account Manager for an EAP provider. I was not their typical hire. I came from Operations Management, not a clinical background, as was the case with most of the team. The Dir of AM saw the potential in adding someone with front-line management experience, and customer/client service skills.

Hiring for potential over perfection isn’t risky. It’s strategic.

What’s one “non-traditional” hire that surprised you in the best way?

10/07/2025

I Was Wrong About Leadership.

(Referencing my previous LinkedIn article “Leadership - not as big as you think!”
https://www.linkedin.com/pulse/leadership-big-you-think-tim-baker-chrl)

When I first thought about and experienced leadership, I believed it was about presence. Being visible, decisive, and confident.

But over time, I’ve realized leadership is just as much about absence. The trust you build so your team can move forward without you in the room.

We must be careful not to define leadership too narrowly, because we may systematically diminish leadership.

We are forgetting about the broader scope of leadership. The everyday moments we experience and deliver that have an impact on people's lives.

I used to think good leaders had all the answers. Now I know the best ones ask better questions.
I used to think confidence came from control. Now I know it comes from letting go.

Leadership isn’t a spotlight. It’s a ripple.
And if we’ve done it right, the impact continues long after we’ve stepped away.

What’s something you used to believe about leadership that you see differently now?

I had the privilege of hearing Drew Dudley, founder of Day One Leadership, speak at an HRPA York Region dinner event. If you ever have a chance to hear him speak or include his expertise in your company's leadership program, I highly recommend him.

09/30/2025

Three Ways to Build Trust in a Remote Team

Leading a remote team isn’t just about managing projects; it’s about building trust when you can’t rely on hallway chats or face-to-face time.

Here are three simple ways to create stronger trust in a remote environment:

Be Transparent, Not Perfect
Share what’s really happening, even if the answer is “we don’t know yet.” People value honesty over polish.

Consistency Builds Safety
Show up the same way every time. Regular check-ins, predictable feedback, and clear expectations help people feel secure.

Assume Positive Intent
Tone gets lost in emails and Slack messages. Default to assuming the best until proven otherwise; it keeps relationships strong.

Remote work doesn’t mean disconnected work. With intention, trust can actually grow deeper than it ever did in the office.

What’s one thing you’ve done to strengthen trust on your remote team?

09/24/2025

Culture Fit vs. Culture Add

For years, hiring managers leaned on the idea of “culture fit.”
The logic was simple: if someone fits the team’s style, they’ll thrive.

But here’s the problem: fit often becomes sameness.
It can unintentionally filter out diverse perspectives, fresh thinking, and voices that challenge the status quo.

That’s why I support the idea of “culture add.”
Instead of asking, “Does this person fit in?” we should be asking:
“What new perspective or strength could this person add to our culture?”

I once experienced this first-hand when I was approached about an Account Manager role with an EAP provider. At the time, I had not yet returned to school to formalize my HR profession. I was in operations management within the Hospitality industry. The hiring director realized the diverse and atypical perspective I would potentially bring to the team. My front-line operations and management experience would add depth to the team. This ended up being one of the most enjoyable and rewarding roles I’ve ever had. Given that most of the team came from a clinical background (social work, psychology), I was able to view situations through a different lens and bring innovative ideas to our clients.

Because cultures don’t grow by staying comfortable, they grow when we bring in people who expand our view of what’s possible.

As HR professionals, recruiters, and leaders, we have a choice:
Do we protect what already exists, or do we invite in the people who will take it further?

What’s your take — do you still use “culture fit” in your hiring vocabulary, or have you moved toward “culture add”?

09/23/2025

AI, Burnout, and Belonging: What Has Really Shaped HR in 2025

The HR landscape is shifting quickly. Here are 3 realities I see shaping the work we do right now:

🔹 Flexibility has been redefined. Employees aren’t just asking for hybrid or remote, they are expecting autonomy in how, when, and where they work. And quite honestly, they shouldn’t have to ask for it. A culture of autonomy demonstrates trust and a focus on results, rather than control. It’s also known as “treating someone as an adult.”

🔹 AI is reshaping hiring and productivity. From applicant tracking to performance tools, AI is already changing how we make people decisions. The challenge is balancing efficiency with fairness and avoiding bias creeping into automated systems.

🔹 Burnout is everywhere. Employees feel it. HR professionals feel it. Leaders feel it. It’s becoming a systemic challenge. Organizations that ignore the symptoms risk turnover, disengagement, and reputational damage that can take years to repair. And we see employers creating terms like “quiet quitting” to shift the blame to employees

And underlying all of this is a question of belonging. Employees don’t just want a job; they want to feel part of something meaningful.

For HR and People leaders, this means shifting from being reactive (filling jobs, fixing burnout) to being proactive: designing cultures where people can thrive.

Which of these trends is hitting your organization hardest right now?

02/06/2025

🚀 𝗢𝘃𝗲𝗿𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱? 𝗛𝗲𝗿𝗲’𝘀 𝗛𝗼𝘄 𝘁𝗼 𝗙𝗹𝗶𝗽 𝘁𝗵𝗲 𝗦𝗰𝗿𝗶𝗽𝘁!

Have you ever been told you’re “𝘁𝗼𝗼 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱” for a job? Being overqualified shouldn’t be a red flag—it’s an asset! However, many employers worry about 𝘀𝗮𝗹𝗮𝗿𝘆 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀, 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻, 𝗮𝗻𝗱 𝗳𝗶𝘁.

In 2024, I interviewed for a role through a 3rd party recruitment agency. Both interviews went very well, and the recruiter presented me as a top candidate. However, the hiring company told the recruiter that I "had too much experience and would become bored in the role".

Huh? How could they possibly know that? I will look after staying engaged in my role. And you ensure that I continue to have opportunities to be engaged!

I understand (from the hiring side) the importance of selecting the right fit for a role, including assessment of "experience". But from the job seeker's perspective, it's very frustrating. I'm not going to "dumb down" my resume just to get a job. That doesn't feel authentic to me.

So, what can we do about something that we cannot control?

🔑 𝗛𝗼𝘄 𝘁𝗼 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗮𝘀 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗰𝗵𝗼𝗶𝗰𝗲:

✅ 𝗥𝗲𝗳𝗿𝗮𝗺𝗲 𝘆𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲—emphasize adaptability, not just seniority.
✅ A𝗱𝗱𝗿𝗲𝘀𝘀 𝗰𝗼𝗻𝗰𝗲𝗿𝗻𝘀 𝗱𝗶𝗿𝗲𝗰𝘁𝗹𝘆—explain why this role aligns with your goals.
✅ 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁 𝗺𝗲𝗻𝘁𝗼𝗿𝘀𝗵𝗶𝗽 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹—your skills can lift the whole team.

Experience is an advantage when framed the right way. 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝗳𝗮𝗰𝗲𝗱 𝘁𝗵𝗲 “𝗼𝘃𝗲𝗿𝗾𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱” 𝗹𝗮𝗯𝗲𝗹? 𝗛𝗼𝘄 𝗱𝗶𝗱 𝘆𝗼𝘂 𝗵𝗮𝗻𝗱𝗹𝗲 𝗶𝘁? Let’s chat in the comments! 👇

11/03/2024

In work and life in general

11/01/2024

Happy Friday!

10/28/2024

Creating the new home for TimBakerHR. Your HR & Recruitment partner.

11/09/2021

We're hiring! Account Associates
Are you a recent graduate or entry-level professional that is self-motivated and resourceful? Do you thrive in a fast-paced, collaborative environment where your creative and innovative personality will be valued? Are you an aspiring leader and a great communicator with education/experience in Health Science, Healthcare, Pharmaceuticals, Communications or Clinical Trial Services?

Our client, a leader in Clinical Trials Services, is expanding their account management team. Submit your interest now...

http://ow.ly/A5RM50GHatn

11/05/2021

We're hiring! Account Associates
Are you a recent graduate or entry-level professional that is self-motivated and resourceful? Do you thrive in a fast-paced, collaborative environment where your creative and innovative personality will be valued? Are you an aspiring leader and a great communicator with education/experience in Health Science, Healthcare, Pharmaceuticals, Communications or Clinical Trial Services?

Our client, a leader in Clinical Trials Services, is expanding their account management team. Submit your interest now...

http://ow.ly/9wHv50GHatl

10/08/2021

Now more than ever, we as employers, employees, and peers are faced with the challenges of Mental Health in the workplace. How equipped and educated are you to support someone facing these challenges? How informed are you to support yourself?

Join us on October 25/26 for the Mental Health First Aid workshop, hosted and facilitated by Robin Bender of Mega Health at Work. This course takes place for 3hrs each day and combines self-directed and interactive learning.

By being prepared you can make a difference in someone's life.

Subscribe to our free newsletter providing mental health tips and resources designed to help both employers and employees build healthy, supportive workplaces.