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Aug 15

Conducting an exit interview: woman waving

Conducting an Exit Interview: top questions to ask

Employee turnover is inevitable. But you can turn an employee’s departure into an opportunity to learn about what you are doing correctly and where your organization can improve with our guide to conducting valuable exit interviews with departing employees.

Making an exit interview part of your employee offboarding process is key to helping you identify opportunities and implement influential changes in your organization’s processes and procedures. Whether you’re unsure of exit interview best practices or how to conduct an exit interview with a terminated employee, check out Adecco’s essential guide to getting the most out of exit interviews.

Exit interviews and retention

No organization can completely avoid employee turnover. Even the best efforts to increase engagement and employee retention can fail; there will always be colleagues leaving your organization, whether it’s because they’ve found employment elsewhere, reached retirement or fell short of their job expectations. Despite the inconvenience of initiating the recruitment and onboarding process, there is something to be gained from employee turnover and it lies within the exit interview. With nothing to lose, departing employees are more likely to provide constructive feedback, enabling employers to refine their recruitment and training practices as well as developing better engagement and retention strategies for the long-term success of their employees and business.

Conducting the best exit interviews

Exit interview best practices: two colleagues shaking hands after a business meeting

Be mindful of a few exit interview best practices to make sure you are getting optimal feedback from the departing employee.

  1. Schedule an exit interview within a week of the employee giving written notice. This will ensure the colleague is still engaged in their work load.
  2. Offer the colleague multiple exit interview format options (written, phone or in-person) and allow them to pick the format they are most comfortable with.
  3. If the associate opts for an in-person or phone interview, have an HR representative conduct the interview. Allowing a manager or direct supervisor to conduct the interview can leave the colleague feeling intimidated and uncomfortable about answering certain questions.
  4. Create a comfortable and safe environment to encourage the colleague to open up about their experiences and reasons for leaving. Reiterate that all feedback is confidential and provide a private area to conduct the interview.
  5. End the interview on a personal and positive note. Thank the employee for their time and wish them success in their future endeavors.

Remember! With limited time left in their role, departing employees are busy organizing their desk for the replacement employee and preparing for their next big chapter. Keep your exit interview brief to ensure better engagement from the colleague.

Exit interview questions

Exit interview questions: businessman using pen and computer laptop for an interview

Asking the right questions will help ensure you are getting the best insight from the departing employee.

Consider these general questions:

  • Why are you leaving your current position?
  • What did you like/dislike most about your job?
  • What would you recommend we do to help us create a better workplace?
  • Can you offer any other comments on why you are leaving and how we can improve as an organization?

Ask the following if you have high retention:

  • What could have been done for you to remain employed here?
  • What made you accept another job offer?
  • What things could management have done better?

Ask the following if you have low retention:

  • What skills and qualifications should we look for in your replacement?
  • How can we improve our employee training and development programs?
  • What things could your manager have done better?

Ask the following if you are a start-up:

  • Were you happy with your compensation (including pay, benefits and other incentives)?
  • Did you feel you had the necessary tools and equipment to do your job?
  • Did you receive feedback to help you improve at your job?

Ask the following if morale is low:

  • How could management make this company a better place to work?
  • How would you describe our company culture?
  • How would you improve employee morale?

Ask the following if the employee leaving is a surprise:

  • How do you feel you were treated by colleagues, supervisors and management?
  • Were your job responsibilities accurately characterized during the interview and orientation process?
  • Did management help you accomplish your professional development and career goals?

The results of your exit interview hold great opportunities for adjusting how you manage your employees and improve retention. This includes seeking and analyzing the departing employee’s feedback on: job training, efficiency, management leadership styles and compensation. Use the results you have collected to create an action plan that improves office efficiency and betters employee morale.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Aug 8

Contract vs full time: engineers meeting at the building site

Contract vs Full-Time Employment: which option is right for you?

The way we work has changed drastically and so has the way we seek out employment opportunities. With work options that include full-time permanent and contract positions, you’re sure to find an employment opportunity that meets your needs.

Traditionally, gaining permanent full-time employment signalled the start of your career, but that’s no longer the only option available. Whether you choose to go the route of permanent full-time or contract/freelance, it’s important to weigh the pros and cons to make the best decision for you. With that in mind, here are some elements of employment that can help you make a decision between contract and full-time employment.

Benefits

Questions to ask before you accept a contract position: dentist's office

My recommendations. Cheerful blond dentist wearing a uniform and showing how to brush teeth correctly

If you’re considering the questions to ask before you accept a contract position, benefits have to make the list. After all, a benefits package offers great value, from medical coverage, paid sick leave, pension plans and more, that can provide security during and long after your employment.

Choose full-time if…

Securing a comprehensive benefits package is important for you and your family. Whether you are starting a family or approaching retirement, a benefit plan that includes parental leave, medical benefits and a pension plan can offer a great deal of security.

Choose contract if…

One undisputed disadvantage of contract employment is the lack of a corporate benefits program. If you’re covered under a spouse’s or family member’s benefits package, landing a permanent position with benefits may not be at the top of your priority list. Alternatively, look into investing in individual coverage direct from insurance providers to cover the necessities.

Security

6-month contract jobs - businessman leaving work

Considering whether to take that 6-month contract job? A lack of security may be holding you back.

Choose full-time if…

If the thought of unemployment makes you anxious and you rely on the security your full-time work provides you, chances are you’ll be happier in a full-time work environment. Permanent employment offers security advantages to the employee ranging from benefits to termination notice, meaning you can rely on a steady income with no unfortunate surprises.

Choose contract if…

Sadly, contract employment offers minimal security in terms of employment duration resulting in unpredictable income. However, with the ability to charge more for your services than a full-time employee, contract workers have the potential to earn a higher annual income. With a little discipline and effective management of your profits, you’ll have no issue dealing with short employment lapses that you may encounter.

Flexibility

Questioning if you should you take that contract job: laptop and red mug

Work concept: Laptop and a red mug on a wooden table next to garden during sunset

Looking for a change from the nine-to-five grind? Bring a little flexibility into your work day!

Choose full-time if…

Not cut out for hopping from job to job, employer to employer? Don’t worry — not everyone is! If you find yourself questioning if you should take that contract job and you struggle to quickly develop a new routine, you may be best suited for a full-time job.

Choose contract if…

From sampling some of the best employers to creating the perfect work schedule to fit your peak periods of productivity, if you’re looking for an option to be in control of your work schedule, contract employment is the route for you!

Development

Find that perfect employment opportunity that focuses on professional development.

Choose full-time if…

When you’re a full-time colleague, organizations are committed to your success and development in an effort to reduce turnover and increase productivity. This means that your professional development is a reward for hard work and follows a natural progression from additional training, promotions, etc. If you’ve found a field and employer you’re happy with, full-time employment can help you achieve your professional goals.

Choose contract if…

Are you ready to take control of your career and development? As a contract employee, you’re the boss! You’re directly in control of your financial take away and can reject or accept whatever offers come your way. Not to mention, contract employment is a great way to get your foot in the door of some of the best companies in Canada (that could even potentially lead to a full-time role down the road—if that’s what you want).

Whether you are looking for full-time permanent or contract roles, Adecco has you covered! Contact your local branch today to learn more about available job opportunities and how to register.

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.

 

Aug 5

Person’s arms in foreground holding tablet with machinery in background.

The Opportunities of the Industrial Internet of Things

The Industrial Internet of Things (IIoT) is bringing more insight to industrial processes than ever before. As the digital transformation of industrial machines—and the systems in place around them — continues to gather steam, career opportunities for those with the right skills and outlook are waiting.

The Industrial Internet of Things (IIoT) is big business. In a 2018 brief, Bain & Company estimated that the IIoT market could grow to $200 billion by 2021. With IIoT companies like GE, which has identified IIoT as a way towards vast improvements in efficiency throughout their other lines of business, and Airbus, with its standard-setting open platform project, the IIoT has captured the minds of industry big hitters as a way to improve efficiency, enhance productivity, and transform industry.

What is the Industrial Internet of Things?

You may know of technologies associated with the Internet of Things (IoT) from a consumer perspective. Things like smart home devices that can control your home’s temperature, lighting and security, and wearable technology like smartwatches and activity trackers are popular devices that use the internet to communicate and act on the data collected.

The IIoT combines information from sensors and actuators that are connected to the internet with the massive power of big data analytics and machine learning to provide actionable insights on industrial processes for decision-makers. Whether it’s predictive maintenance scheduling, process improvements or resource management, the IIoT is transforming industrial processes through better data and insights to help optimize productivity and improve efficiency.

The digital transformation brought about by the IIoT has a wide industrial reach. International Data Corporation’s 2019 prediction of spending indicates that discrete manufacturing, process manufacturing, transportation and utilities will be the big spenders on this technology. And as predictions for the total economic impact of the internet of things reach as much as $11.1 trillion a year by 2025, it’s clear that there are huge opportunities for job seekers in the IIoT sphere.

How employees can take advantage of IIoT

 

Are you interested in the application of big data and machine learning to manufacturing and other industrial uses? Are you a cross-disciplinarian who’s comfortable with disruption? Familiar with or ready to learn agile methods? Ready to introduce IIoT to people and plants that may not have heard about it yet? If you answered yes to these questions, IIoT may be your next career move!

In bringing the internet to the manufacturing sector, the IIoT is introducing IT-related skill requirements to many jobs in the sector–even those that didn’t previously have an IT component. As job profiles shift — for example, as maintenance workers shift from troubleshooting functions to supporting predictive maintenance — remaining flexible and willing to retrain will help smooth your transition to work in the new smart factories.

If you’re looking to target new avenues, look at companies that are investing in IIoT. Not only can this help you find potential employers, but it gives you a good sense of what the job market and industry itself look like. Start with this list of 31 companies using the IIoT.

IIoT job opportunities

As use of the IIoT grows across the country, here are the big employment opportunities.

1. Data Science

Data is at the heart of the IIoT revolution. But the real value of the massive amounts of data generated by smart factories is in being able to capture and analyze it to provide actionable insights for the organization. That’s where data scientists come in. Dubbed “the sexiest job of the 21st century” by Harvard Business Review, data scientists wade through the ocean of data to find meaning in it. Familiar with both the industrial processes creating the data and the software systems capturing it and putting it to use, data scientists are also adept at programming, predictive analytics, statistics and probability.

2. Cybersecurity

As massive amounts of data accumulate and are put to work in operational contexts, protecting the systems from ever-increasing cyberattacks is a fundamental concern. And a difficult one, especially with as much as 75% of IT security functions being viewed as understaffed, according to a 2018 report from Poneman Institute and DomainTools. To succeed, cybersecurity professionals should be well-versed in cybersecurity technologies related to industrial control systems and operational technology, risk analysis, and attack defense.

3. Engineering & Operations

Building and maintaining infrastructure that takes advantage of the IIoT requires many individuals with interdisciplinary skills to bridge hardware, software, data integration, system interoperability and user design requirements. This includes:

Industrial Networking

Electrical and networking experts maintain the security of data transmission pathways between the Information Technology and Operational Technology teams to ensure continued flow of (good) information.

System design

IT Solution Architects are required to provide overall system design that ensures interoperability of connected machines and systems and that it meets business needs.

Maintenance & Operations

When machinery is able to tell you when it requires service, maintenance becomes less about troubleshooting issues that have already happened and more about preventative maintenance scheduling. Maintenance Managers will increasingly be called on to provide analysis and preventative maintenance while expanding to provide strategic guidance for their factories.

Is IIoT worth it?

With companies continuing to invest in IIoT technologies, and the huge opportunities for growth, the IIoT is definitely an avenue to explore for curious tech-savvy individuals who want to ride the wave of the future.

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.

Aug 2

Strategies to reduce employee turnover: Disappointed savvy worker leaving the company

Lowering employee turnover rates by focusing on engagement

In today’s labour market, employee retention is key to a business’ success. With growing competition to attract and retain top talent, high employee turnover rates can be detrimental to the success of a business. That’s why addressing the causes of turnover in your organization can help you maintain your competitive position in the labour market and retain top talent.

When an employee leaves the organization and needs to be replaced, the result is employee turnover. Some employee turnover can’t be controlled; involuntary turnover includes terminations and downsizing. But when it comes to voluntary turnover — that is, employees choosing to leave your organization — there are high price tags attached. Management is forced to spend massive amounts on recruitment and training — ultimately affecting your bottom line. Plus, there’s always the costs associated with a halt or decrease in productivity.

So, if you’re wondering how to reduce employee turnover and maintain a productive and happy workforce, read on for Adecco’s strategies to reduce employee turnover.

1. Improve hiring practices

Reducing employee turnover starts before employment. In fact, 69% of employees are more likely to stay with an organization for three years if they received great on-boarding. Be clear on role responsibilities from the beginning and put in place a thorough on-boarding program that includes job training, brand initiatives and culture, so that new colleagues are engaged and able to acclimatize to their new role.

2. Focus on employee recognition

Boss shaking hands with a new employee: employee turnover

Your employees work hard for the success of your organization, so make sure their efforts don’t go unnoticed! Recognize and reward top talent to keep employees engaged. Is productivity starting to lag? Motivate colleagues to achieve success for themselves and your business as a whole. Here are a few tips on how to motivate your workforce.

3. Assist employee development

Make it clear that hard work pays off and that your business rewards commitment with professional growth. With 93% of employees stating that they would stay longer at a company that invested in their careers, assisting employee development is a definite solution for high employee turnover!

4. Offer flexible work

Flexible work: man working outdoors

Promoting a healthy work-life balance is a beneficial strategy to reduce employee turnover (among other benefits!). After all, balancing professional and personal commitments is no longer a luxury, it’s an expectation that 87% of employees expect employers to accommodate. Help your staff achieve equilibrium with a few tips on deploying flexible work or different work weeks.

5. Demonstrate open communication

Ensure your employees are heard by developing an open-door policy that facilitates communication between staff and management. Remember, communication is a two-way street. Offer regular constructive feedback on job performance and involve employees on decisions that affect their role within the organization to help keep them engaged.

6. Offer a competitive salary

At the end of the day, money talks. Workers want to be properly paid for their hard work and expect fair compensation to offset the rising cost of living. If you’re not paying your employees adequately, they’ll find an organization that will. Retain your top talent by keeping employee salaries competitive with Adecco’s 2019 Salary Guide.

7. Include a comprehensive benefits package

In today’s world, compensation includes much more that salary. Offer your employees a comprehensive benefits package that includes health insurance (including dental and vision), paid leave, retirement plans, commuter benefits, work-life balance and additional fringe benefits.

8. Make work fun

One third, or approximately 90,000 hours, of your life will be spent at work. Let’s not waste that time being miserable! Believe it or not, there are ways to manage a productive workplace that also includes fun. Encourage collaboration through team-building activities or celebrate successes with employee recognition events. Even the occasional pot-luck lunch will help turn your workforce into a community that yields impressive results.

Attract and retain top talent for your company with the help of Adecco. Contact your local Adecco branch to speak with a qualified recruiter today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Jul 25

Managing workplace conflicts: colleagues having disagreement at company meeting

Managing Workplace Conflicts: helpful tips for your next workplace conflict

Dealing with employee conflict is an integral part of a manager’s role. Conflict in your workforce may be inevitable, but it doesn’t have to defeat your office morale or productivity. Find workplace harmony through efficient and effective conflict management approaches outlined in our blog.

Workplace conflict can be draining on your office’s resources: one study by the Society for Human Resource Management found that, on average, human resource teams spend 24 to 60 percent of their time trying to resolve workplace conflict, while a study by Christine Pearson out of the University of North Carolina at Chapel Hill found that 53% of workers have lost time over stress of a previous or potential confrontation with a colleague. When different opinions clash, or office politics erupt, Adecco’s tips to mediating workplace conflict will help get your office back to its productive state.

Communication is key

Conflict resolution in the workplace is only possible with strong communication between colleagues and management teams. Whether the conflict stems from a communication breakdown, personality clashes or responsibility disagreements, the best way to resolve it is often through mediating a conversation with all parties involved. If a resolution cannot be found, consider bringing in a third-party mediator who can help provide objectivity to facilitate unbiased communication.

Address conflict head on

Conflict affects more than the two parties involved. In fact, when disputes erupt, the rest of the office may find themselves caught in the crossfire or brought down by the negative energy that surrounds them. Don’t tiptoe around the issue at hand. Avoiding the disagreements or building tension will only help the conflict escalate and further damage colleague relationships and workplace productivity. Act quickly, investigate the conflict to determine the root cause and address the conflict head on.

Listen to both parties

Conflict resolution in the workplace: Serious businessmen having a dispute at a business meeting

Managing conflict in the workplace is not the time to pull rank and demand that colleagues simply end their dispute. Rather, be empathetic and work towards resolving the issue at hand. Refrain from judging the situation and make sure both parties are heard and have the opportunity to explain their feelings and describe their frustrations. Paraphrase what you have heard back to the employee to ensure you have the best understanding of the situation and to give them the opportunity to add in anything you may have missed.

Work towards collaboration

Ensuring that your diverse workforce is thriving means that you have talented colleagues with different ideas and opinions who feel comfortable expressing their perspectives in a welcoming environment. However, with such an array of ideas, there is the potential for clashes that result in tension or conflict within the workplace. Use these disagreements as a starting point to increase creativity, innovation and efficiency. Listen to both parties and work together to create a plan of action. By incorporating each side’s opinions and ideas, management can strengthen their team dynamic and create a corporate culture that promotes collaboration and prospers from it.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

Jul 18

Envelope with new notification icon

Here’s what to do when contacted by a recruiter

Most of us are used to the traditional job hunt. Applying for job after job and waiting for an interview request. So, when the tables are turned and you’re contacted by a recruiter for a role, how do you respond?

LinkedIn has become a powerful networking tool, especially for recruiters looking for top talent. You don’t have to be actively looking for a new role to be recognized online. For those who aren’t currently looking for a new job, receiving an email or LinkedIn message can be surprising. Don’t be startled. Be flattered! Take it as recognition of your skills and experiences and look at it as a possible next step towards that dream job.
If you’re unsure of what to do when a recruiter contacts you, this Adecco blog has all the answers.

What does it mean if a recruiter contacts you?

When recruiters contact you on LinkedIn or via email, take a minute to feel proud! Your skills and experience are paying off and you can finally start to reap the benefits! It’s likely that the recruiter has a position available that matches your qualifications and wants to know more about you to ensure you are the perfect fit for their client. Don’t mistake this initial contact as a job offer or even as good as one. The recruiter is interested in you professionally, but the ball is in your court to determine if you’d like to take the conversation further.

How to respond to a recruiter

Re-evaluate your current work status

Perhaps you haven’t even considered a change in employment, but now that you know you have options, there’s no better time to step back and reflect on your current position. Are you happy with your role? Your employer? The company you work for? Your compensation? Re-evaluate your current work status to determine if you’d be open to a change.

Respond with your intentions

Smiling woman on cell phone

If you’ve thought it over and remain content in your current position, politely thank the recruiter for their interest, decline the opportunity and/or let them know what opportunities you would be willing to entertain in the future. After all, having a recruiter as an ally can be beneficial to your professional success.

On the other hand, if you’ve arrived at the conclusion that a change is just what you need, remember that they’ve likely contacted multiple candidates so you should respond as soon as possible. Keep your response brief and to the point. Thank the recruiter for reaching out and provide an electronic copy of your resume. Make it clear that you are interested in meeting to learn more about the role and supply a couple of options of dates and times that would work best for you.

Don’t be afraid to ask for more information about the role if you’re stuck on the fence. It can be challenging to base a decision on only partial knowledge.

Treat your meeting like an interview

Although you’ve been contacted based on your skills and experiences, recruiters are looking to sell you to their clients, so make a good first impression! Treat your meeting like a professional interview. Bring an updated resume as well as any additional documents requested by the recruiter such as certifications, licences and your social insurance number. Arriving prepared demonstrates your interest in the role and helps the recruiter present you to their client immediately.

Don’t forget those common interview tips. Prepare yourself by reviewing the company, your resume and your digital presence. Dress to impress and thank the recruiter for their time. Being courteous and professional is key, as this is a relationship you’ll want to nurture in order to reap its benefits.

There are many negative sentiments towards working with a recruiter. Don’t be fooled by common staffing agency myths. Making a positive connection with a recruitment firm today can be a great asset for your professional growth tomorrow. Whether you are looking for a new role immediately or down the road, maintaining a relationship with a qualified recruiter can ensure you are linked to the best opportunities as they become available.

Looking for work today? Take the next step with the recruiters at Adecco. Contact your local branch to meet with a recruiter and gain access to hundreds of new opportunities daily!

Lēad Blog is part of Adecco and Roevin Canada. Find and apply to your dream job, or get more career advice from our experts.

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