Author Archives: Catherine Perreira

Energy Conference, 2020

This year’s Energy conference theme was ‘Shaping the Caribbean’s Energy Future’. Presentations from key players within the sector highlighted concerns and perspectives for strategic decisions.

While the future is bright regionally and globally, there are significant challenges with the Caribbean that needs to be addressed urgently.

The focus from keynote speakers this year at the conference were in the areas:

  1. Energy costs, also affected by technological innovations
  2. Climate changes – especially advocated by the youth
  3. Good local content policies and structures
  4. Upskilling  -continuous unlearning and learning, training in the use of technology to solve real world problems
  5. Moving towards a low carbon energy future
  6. Re-establishing the objectives of the Treaty of Chaguaramas in dealing with the issues around energy. Prime Minister Mottley expressed the need for the regional commitment amongst the sovereignty of the nations. Working towards the benefit of all, leveraging expertise.

Engaging Young Talent

The conference also highlighted those companies such as Shell, Atlantic and BHP who have demonstrated their creative approaches to engaging their young talent, harnessing the value that the millennials can bring to the table, especially in the time of digital transformation. Companies continue to demonstrate their continuous efforts and support in giving back to our local communities, which is so important in building a stronger society.

Our Chairman, Angela Lee Loy shared her perspective from the conference and her key takeaway for us as a tech recruitment firm in the Caribbean market was to continue to push boundaries and lead the way in connecting technical people to companies locally and internationally.

Caribbean Integration is needed

The address from the Hon. Mia Mottley, Prime Minister of Barbados particularly resonated with us. “She was brilliant on pushing the focus on Caribbean integration and supporting each other through collaboration. After all, we are all small nations but collectively we have greater bargaining power and able to leverage on each other’s strengths across the Caribbean region particularly when it comes to renewable energy,” said Angela.

Going forward, our General Manager Mariska Seereeram shared, “With the increased focus on renewable energy, stakeholders are focused on re-training and developing the digital skills required to transition through this change. This shift in focus is what CRS has pushed for the last five years in encouraging and sourcing talent in the tech sector. We continue to pitch to companies the top IT talent that join our database locally, regionally and internationally.”

View pictures and full address by Dr .the Hon. Keith Rowley at the conference here via the Energy Chamber

Our Chairman Angela Lee Loy shared a few perspectives as guest speaker to the opening ceremony of Trinidad and Tobago Association of Retired Persons (TTARP) 25th Anniversary today.  To celebrate their milestone, TTARP hosted a two day expo at Centre of Excellence, Macoya.

“We must not underestimate the power and influence of those approaching and in retirement. Many executives are now rethinking what it means to retire” she said.

One of her key points was the contribution retirees make to society in areas such as charitable work with NGOs in mentorship and the time they can give. Another important aspect was their voluntary work and care to their grandchildren. This is crucial for parents, saving the family economy. She highlighted professionals who have retired are making great strides in our country’s development as they offer advisory services and expertise in various industries.

Above all, wisdom comes with age and this age group is able to provide the emotional support and friendship to their networks. She encouraged the next generation to build an inclusive society and appealed to parents to continue to engage their kids to collaborate with elders.

From all of us at CRS, we wish the Trinidad and Tobago Association of Retired Persons a happy 25th anniversary!

The Human Resource Association of Trinidad and Tobago (HRMATT) held its annual HR conference on “Disruptive HR, Leading Your People Through Economic Contraction” at the Hyatt Regency in Port of Spain in July.

The conference had 4 sessions with key speakers such as Alana Beaubrun, HR Manager at Methanex Trinidad who discussed talent development in challenging times. Alana demonstrated various ways to develop talent at zero cost. One way to develop talent was to allow employees cross functional acting opportunities.

Other areas discussed were people management playing an integral part of businesses’ ability to deliver goods and services to their clients. Effective people management is key to business performance. HR Managers must inform business  strategy by working closely with CEO’s / MD’s to achieve improved business performance,  efficiency and profitability. Especially in the current economic climate.

Another key aspect in these times, is HR practitioners ability to display high levels of emotional intelligence. Businesses can perhaps start employee engagement within the HR team before moving to other areas of the business.

Other key speakers were Richard Dick Soloman on “Redesigning the Organisation for Longevity”, L. Anthony Watkins on “Reframing Engagement” and Francis Wade who spoke about “How to develop an Assertive Blueprint to rescue your company’s productivity.”


This month, our free business series will be covering IT Security for your business: How to be cost conscious yet protective of your company data.

Join us: 

June 27th

10am – 11am

Board Room, Aegis Business Solutions

Corner Hosein Drive and Southern Main Road, Chase Village

View Aegis location


We continue to offer added value to businesses in Trinidad and Tobago in technical recruitment and IT support across industries. CRS offers SMEs the option to gain access to IT support needed for their business by offering IT and design freelancers when needed. Our CRS biz series aims to offer free business advice in technical areas that support business growth and sustainability. Contact us today!


CRS held its first Biz event last week Thursday 12, April on “Transitioning Your Business Operations Online”

Non-Executive Director, Susan Hale shared insights on how she moved CRS business to the cloud, saving average $30k per month. This learning is key in today’s marketplace as our session shared insights for SME’s thinking about moving key areas of their business online.

“Susan’s presentation was down to earth, relatable and well received. The attendees were very participative and quite a few of the business owners genuinely needed help with transitioning their operations online.” says General Manager, Shinelle Padmore.

One of the key points highlighted was how to ensure productivity and deliverables are done by staff:

  • Daily Timesheets with start/end times and task descriptions
  • Let staff know that you will validate claims
  • Compare effort vs achievements
  • Regular meetings and online calls
  • Constant feedback
  • Reliable internet

Guests enjoyed an interactive session and gained the opportunity to ask one to one questions with Susan. The event was held at Trinidad and Tobago Coalition of Services at 18 O’Connor Street, Woodbrook.

For more info for your business and need an I.T freelancer, contact us at

Moving Your Business to the Cloud

Join us at our first CRS Tech Hour series, ‘Moving Your Business to the Cloud’ led by Susan Hale, our Non-Executive Director. This free event discusses concerns and benefits to moving your workflow to the Cloud.

CRS Tech Hour series

Moving Your Business to the Cloud
April 12th
10am – 11am
At TTCSI office, 18 O’Connor St., Woodbrook

Your business database, storage, file management, production, disaster recovery are different key areas you can move online.Consider the benefits to your business –

  • Hardware savings
  • Maintenance
  • Centralisation
  • Software management
  • Staff management
  • Significant cost savings

Interested? RSVP to

On  November 8, CRS attended the Launch of Facebook Connect Americas at Hyatt Regency Trinidad. The IDB partnered with Facebook to  create a platform that facilitates business  for SME’s in the Americas.

The idea was to eliminate barriers for SMEs by doing these three things:

  • Providing access to trustworthy clients abroad
  • Access to practical info for international trade
  • Access to financing for SMEs

The entire platform is free, financed by the IDB.

CRS General Manager, Shinelle Padmore says, “Thanks to the IDB and Facebook for coming to Trinidad and Tobago to launch Connect Americas. It is an inexpensive way for Caribbean Resourcing Solutions to have Global reach. We will use this platform to facilitate trade, export, and the sharing of ideas”

Join here

Susan’s Snippets
Christmas is in the air, carols and parang are on the radio, glitter is in the malls, and of course parties are inviting. For many businesses, this is their busiest time of the year. For recruiting companies, it’s probably the quietest as decisions on hires are often postponed until January So, for us it’s a time to catch our breaths, tidy our files, and strategise for the upcoming year. Then we are prepared for the recruitment rush in January. In the meantime, Merry Christmas and a prosperous and healthy New Year to all our subscribers.

Sign Before You Resign
You’ve aced the interviews, negotiated the best package, and now the great news – they want to hire you! You’re excited and can’t wait to tell your boss that you’re out of there. Of course you want to be fair and give your current employers as much notice as possible, so once the start date is agreed, you tell your company you’re leaving on that date. Only one thing bothers you: your new employers haven’t sent you the actual offer to sign yet. As time goes on, and you keep getting put off, or worse, no response to your phone calls and emails, the harsh reality sinks in. There is no offer and you have no job to go to.

Does this nightmare scenario sound familiar? Sadly, I have heard it many, many times. What happens to these job-offer victims? If they swallow their pride and ask for their old job back, they are marked as disloyal and a high risk to leave. Therefore, they will be overlooked for promotion and the better career opportunities and even training. Chances are they will leave within the year, quite humiliated.

They could take their chances on the job market which means risking a few months with no income. Again, this can be quite a blow to their self-esteem if they suffer rejections from other employers, and this can turn into a repeated cycle if their low-self-esteem and depression is the reason they don’t get the job offers.

I remember one case where the prospective employee resigned his current job so he could start researching the project he was to work on in his new job. He didn’t know that after his would-be employers told him that he got the job, the person who used to do that job approached them to work with them again. They didn’t tell this job-offer victim until the day before he was due to start work. He was devastated and felt cheated because he actually started doing the work.

Many years ago, a friend of mine accepted a dream job abroad. She gave up her rented accommodation and was at the airport waiting to board the plane when she was approached by a representative of the company to say that the job was no longer available. Can you imagine how she felt, with no place to live, no job, no income and carrying all her worldly possessions? She ended up staying by me as I lived close to the airport. It was months before she got another job and moved out.

I know of a recent case where the victim was a returning national, and on the basis of a verbal offer, he gave up his job, sold his house, sent his family back to Trinidad, and even turned down other offers. In fact, he uprooted his life on the expectation of this high-paying job. Eventually, the hiring company informed him that they felt it was imprudent to make such an expensive hire in these uncertain times.

One common thread in all these cases is that the hiring company that changes their minds about the hire, never tell the job-offer victim until the very last minute. They avoid all contact with the person, who ends up digging themselves deeper into trouble. In almost every case, the job-offer victim did not insist on signing a contract of employment before announcing their intention to leave. They want to accommodate their new employer as much as possible and the paper-work just seems to be a minor issue. And we’re not talking about fly-by-night companies either. Most of the time, the would-be employers are well-known and respected companies, even at a global level.

Please, please, always sign an employment contract before you resign. Even if this delays your new start date, it is better this way than you being left high and dry. You have been warned!

Tell Us What You Think
We would love to hear what you think of this issue of CRS News. And of course, if you have any suggestions for upcoming issues that you would like to share with us, please send those too.

Susan’s Snippets
I have to apologise for the extra long gap since our last newsletter. This has been due to an unprecedented demand on my time to deal with new business, internal reorganisation and other issues. It is my intention to always keep this newsletter going on at least a bi-monthly basis.

This issue’s topic is a short extract from a presentation, entitled “Globalisation of Recruitment – Leveraging of Technology”, that I gave at the recent HRMATT Conference & Exposition in Trinidad.

Newsflash – The Information & Communications Society (ICTS) has announced that nominations are being accepted for their inaugural Excellence in ICT Awards for both individuals and projects. See for more information and application forms. The deadline for applications is Friday November 2, 2007. There is great prestige associated with being a nominee so consider entering yourself or other deserving people.

Coping with Emailed Resumes
Many of you have to get involved with recruiting at some point. This means that job vacancies are advertised and you have to deal with the influx of resumes in the form of paper, CDs, emails and so forth.

To make your life much simpler, I recommend that you accept resumes only in the form of emails. Don’t even advertise an address or a telephone number – just state that all resumes should be sent to, for example, These days, most jobs require an ability to communicate by email so it shouldn’t be that hard for applicants to comply with this.

The great advantage of doing this is that you can leverage technology to make the recruiting process much more effective and efficient.

Would advertising produce a deluge of emailed resumes? There is an abundance of software out there that will scan emailed resumes and extract skills to automatically create candidate records. You can then use the software to find candidates on this database that match your particular skill requirements. The software will also allow you to track the recruitment process so you are in control.

You will save a lot of time and the search for the right candidate will be far more accurate. Try searching on the Internet for “recruiting software” to see which product suits you best. Of course, your company may prefer to design and create its own recruitment software. In all cases, considerable thought and effort must go into setting up a “skills catalogue” to define the names of the skills that will be used in the skill extraction process as well as the skills search process.

One big advantage of receiving all your applications by email is that you can set the receiving email address to automatically acknowledge receipt of the applications. For example, say you advertise that all job applications are to go to You can set an option on that email address to always respond with a message like “Thank you for submitting your application to Company X. We will review it and contact you should we find that you are suitable for an existing vacancy”.

It is much quicker, easier and cheaper to have standard acceptance and rejection emails, compared to corresponding by letter or telephone. It is not a substitute for the personal touch during the recruiting cycle, but it sure helps automate handling of the rejects.

Also, you no longer need a filing cabinet for all those job applications, and a big garbage bag (for the unsuitable résumés). Emailed applications can be quickly filed in appropriate PC “folders” and unsuitable ones are simply deleted. Now all those potential candidates are easily accessible (and searchable) whenever you like.

Plus this process lends itself to easy back-ups. No fears of a fire or flood wiping out your filing cabinets full of carefully collected paper resumes that are not copied anywhere else! You are in control and the recruiting process appears slick and very professional to the applicants.

Of course it is always easier to use a recruitment agency that embraces all this technology and does all the leg work for you and then all you need see is the screened, short-listed candidates. Happy recruiting!

Tell Us What You Think
We would love to hear what you think of this issue of CRS News. And of course, if you have any suggestions for upcoming issues that you would like to share with us, please send those too.