By partnering with Drake, you gain the expertise of a Canadian company that has more than 60 years of experience in staffing. Our organization is able to take into account tactical-level changes and the impact on the service you are utilizing. Having your finger on the pulse is not always enough to ensure service delivery and Quality expectations. Drake recognizes that we have to be ahead of the g
ame if we are going to be able to adapt to the rapidly changing economy. As an organization, Drake is continually sourcing, developing and acquiring new technologies, methodologies and businesses to enhance the value of our service portfolio. Our suite of services includes: Temporary Staffing, Permanent Recruiting, Skills Assessments, Behavioural Assessments, Engagement Surveys, Workforce Analytics, Exit Interviews, Talent Management and Leadership Development, Team Building and Health and Safety. The candidates that choose to work with Drake in their search for employment are assured of:
• Fair wages based on market conditions – Drake utilizes salary survey information, word of mouth, internet research and marketing studies to gauge compensation information across our industry.
• Benefits Program – Drake is pleased to offer our Temporary Staff access to our company wide medical and dental benefits program.
• Incentive Programs – these include incentive and / or completion bonuses for certain assignments, and a “Refer a Friend” Program that pays a referral bonus of up to $500.
• Skills Upgrading and Career Development – All Temporary Employees are eligible for training with Drake seminars, consulting tools and products such as P3 Personality Assessment, DrakeWize training and assessment, and training through Drake’s Learning Management System (LMS).
• Employee recognition programs – Drake representatives have the pleasure of presenting recognition awards to our staff at a client work-site.
• Development of a “succession plan” – to ensure successful completion of the assignment – and possible / probable new assignment(s).
