1. How is Maizis & Miller different from other agencies?
2. We have a HR department so why do we need an agency?
3. I have an agency that I am happy with!
4. Do you have a satisfaction guarantee?
5. How do you attract the top talent in the industry?
6. How can you guarantee that the candidate will work out?
7. How long will it take for you to find me a candidate?

1) How is Maizis & Miller different from other agencies?

In business since 1988, we are a niche recruiting firm that has developed North America’s largest network of heavy duty truck and heavy equipment mechanics and management related personnel! All of the positions we specialize in are either Heavy Duty Truck or Heavy Equipment related fields with our primary focus on mechanics. We supply these skilled professionals to multiple industries such as oil & gas, agriculture, logistics, transportation, construction and mining. Our niche is supported by a high profile marketing campaign in all major industry publications with additional exposure on hundreds of specialized internet sites.

We have dedicated recruiters utilizing the latest technology, and internet recruiting strategies to maximize our network. Our in house sales team continues to secure relationships with top tier employers throughout North America which means a large selection of employment opportunities for the mechanics we represent.

We are interested in developing career long relationships with our candidates and our intent is to offer them an unparalleled staffing service that is completely focused on their specific trade. Additionally, we have exposure at all the colleges across Canada that teach the heavy duty truck and heavy equipment journeymen programs.

From a mechanic’s point of view, our service is a “no brainer” which can only enhance their career options at no cost to them. They actively participate in keeping us updated pertaining to their career because they know it is in their best interest and not a waste of their time.

We have a great deal of expertise in dealing with mechanics, the companies and industries that hire them and understand what a good fit is for both our clients and candidates.

2) We have a HR department so why do we need an agency?

Human Resource departments today cover a lot of ground with respect to their scope of responsibilities which are always growing. These responsibilities can include contract negotiations, benefits, performance reviews, WSIB issues, unions, health and safety, recruiting and many other areas of responsibility.

Most HR departments’ method of internal recruiting, when the need arises, is to search their internal database, public databases, run job ads, place internet postings on their company’s web site and wait for suitable candidates to apply. This is considered passive recruiting which is a strategy that generally produces (to quote Steve Finkle) “the best of the unemployed, best of the unhappy and best of the unqualified!” Let’s remember how easy it is to send out a resume today. I think sometimes that many candidates think it is a lottery and not a job when I look at resumes we have received over the years that have no relevance to the position applied for. Before e-mail came into the mainstream, to apply for a position, people had to type out a resume, lick a stamp and go down to the mailbox. Now it is just so easy to “copy, paste and send”.

Recruiting, in its essence, is contacting top talent who are typically employed professionals not actively looking for work. These top tier candidates are interested when approached by a professional recruiting firm, although it is imperative that they respect the firm that approaches them about a potential opportunity or the call could be quite frosty. Most, if not all HR departments just don’t have the time and or resources to actively work a network within a specific niche. Even if they could all they can ever offer is job opportunities at one company.

If your organization requires a specialist search firm and that specialty is heavy duty truck and heavy equipment mechanics or management related positions then that is where Maizis & Miller comes to the forefront. Our recruiters actively network exclusively with mechanics on a full time basis. They have developed positive relationships with thousands of mechanics who see the value of the service we offer them and who are very receptive to communications.

3) I have an agency that I am happy with!

Human Resource departments today cover a lot of ground with respect to their scope of responsibilities which are always growing. These responsibilities can include contract negotiations, benefits, performance reviews, WSIB issues, unions, health and safety, recruiting and many other areas of responsibility.

Most HR departments’ method of internal recruiting, when the need arises, is to search their internal database, public databases, run job ads, place internet postings on their company’s web site and wait for suitable candidates to apply. This is considered passive recruiting which is a strategy that generally produces (to quote Steve Finkle) “the best of the unemployed, best of the unhappy and best of the unqualified!” Let’s remember how easy it is to send out a resume today. Before e-mail came into the mainstream, to apply for a position, people had to type out a resume, lick a stamp and go down to the mailbox. Now it is just so easy to “copy, paste and send”.
 I think sometimes that many candidates think it is a lottery and not a job when I look at resumes we have received over the years that have no relevance to the position applied for.

Recruiting, in its essence, is contacting top talent who are typically employed professionals not actively looking for work. These top tier candidates are interested when approached by a professional recruiting firm, although it is imperative that they respect the firm that approaches them the call could be quite frosty. Most, if not all HR departments just don’t have the time and or resources to actively work a network within a specific niche. Even if they could all they can ever offer is job opportunities at one company.
If your organization requires a specialist search firm and that specialty is heavy duty truck and heavy equipment mechanics or management related positions then that is where Maizis & Miller comes to the forefront. Our recruiters actively network exclusively with mechanics on a full time basis. They have developed positive relationships with thousands of mechanics who see the value of the service we offer them and who are very receptive to communications.

4) Do you have a satisfaction guarantee?
We work on a contingency basis. You are not obligated to pay if we do not fulfill your requirements (no strings attached).

5) How do you attract the top talent in the industry?

Why we Attract Mechanics...	Maizis & Miller	Generalist Staffing Agency	Company HR Department
Offer the largest number of Mechanic and Management Jobs
Offer multiple employment opportunities
Offer positions at progressive stages of career
Offer experienced recruiters dedicated to single trade
Offer referral incentive program
Offer career related guidance - salary, relocation, etc..
Offer the most content rich resource for mechanics
Offer social community for mechanics to connect with other mechanics (mechanicshub.com)
Why we Attract Employers...	Maizis & Miller	Generalist Staffing Agency	Company HR Department
Offer the largest active database of qualified mechanics & managers
Marketing in all related trade magazines
Offer exclusive network for sourcing candidates (MechanicsHub.com)
High internet visibility via targeted online marketing
Effective utilization of major internet social marketing
Focuses solely on Heavy Truck and Equipment industries
Affiliated with all academic institutions training mechanics
Offer 100% Satisfaction and Replacement Guarantee
Over 20 Years Industry Knowledge and Staffing Expertise