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A Guide to Hiring in Your Peak Season

Seasonal fluctuations within the retail and manufacturing industries can leave organizations treading water trying to meet high demands. Hoping to successfully navigate the current? Implementing a temporary workforce can ensure your team adapts to the demands of your busy peak season.

Seasonal hiring is an essential practice for industries such as retail and manufacturing that ramp up to peak periods. Not only do temporary hires help organizations meet hard deadlines, they assist in filling personnel gaps for vacations, while reducing burnout and turnover of full time staff.

To help you capitalize on this seasonal solution, check out our guide to peak season hiring for retail and manufacturing.

Plan your training

Regardless of whether the seasonal support contract is for two days or two months, to enable the additional staff to fully contribute to your organization’s needs, it’s imperative that you provide sufficient training. This ensures that new hires feel welcome and valued, while also preparing them for the work ahead by giving you an opportunity to outline their roles and responsibilities. You may even consider implementing a mentorship program for seasonal associates with full-time staff to give them the support they need to find success in their position.

Be clear about expectations

Despite their “temporary” status, seasonal workers depend on an income to meet financial obligations and responsibilities of their own. Being straightforward about potential issues such as contract durations and benefits will help avoid disappointment in the long run, leading to a happier and more productive workforce.

Treat employees fairly

Though they may not be part of your team for long, they’re still part of your team! Encourage regular employees to reach out and mentor seasonal staff and include seasonal workers in any staff gatherings or team-building events. This will demonstrate to your temporary employees that they are valued, while building team camaraderie through your busy period. Plus, with the new “equal pay for equal work” regulations now in effect in Ontario, this is a good time to review your Employment Standards Handbook to ensure that you are properly compensating your seasonal workforce.

Stay connected

The end of the season doesn’t have to mean goodbye forever. Make sure to gather the contact information of your seasonal workforce, discuss availability and keep them posted about your peak periods. Not only are they trained employees ready for the next seasonal fluctuation, but they can create a strong candidate pool for your next permanent hire — saving you time, effort and financial resources in the long run.

Seasonal staff may be temporary, but it’s still your responsibility to train, support and encourage temporary workers while under your management. By following these pointers, you’ll be on your way to your most successful peak season yet.

 

Let Adecco manage your seasonal hiring for you! With the world’s largest network of candidates at our fingertips and experience meeting the tightest of deadlines, we’ll ensure your organization exceeds your peak season goals! Contact your local branch today to get started.

 

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

Interview with Confidence

Interviews can be awkward, uncomfortable and downright terrifying no matter how many you attend. A great confidence booster is knowledge! If you take the time to get to know the position, responsibilities and company, we promise that your confidence will grow. For more tips to help make the interview process as smooth as possible, check out Adecco’s guide to interviewing with confidence.

1. Get to know the company

Trying to make a lasting impression? Don’t go into the interview room unprepared. Instead, research the organization ahead of your interview to gain a better understanding of their expectations. Use sources such as:

  • The company website
  • Google “News” search
  • Friends and colleagues
  • LinkedIn and other social media platforms
  • Glassdoor

What should you look for while doing research?

  • Company Values: Familiarize yourself with the organization and their expectations of their employees.
  • Leadership: Pay attention to profiles of upper management or hiring managers and what they care about. They just may be your interviewers!
  • News: Check out the company’s recent triumphs and struggles in the media.
  • Clientele: Delve into the organization’s products and services to better understand their target market.
  • Culture: Differentiate between the company’s desired culture and the reality. Learn about the real workplace environment from insiders.

 2. Review your accomplishments

Think you know the company inside and out? Now you’re ready to make the connection between the organization and how you will fit in there.

  • Start with the job description: The company has given you a road map of their expectations of the successful candidate. Reference this often during your research and make sure to keep detailed notes.
  • Brush up on your professional history: Now that you are familiar with what the organization is looking for, examine your past roles for examples of related past achievements. Make sure to cite concrete examples that demonstrate savings of time, money and/or resources.
  • Practice your answers to those cardinal questions: Regardless of how creative your interviewer gets with their questions, they will always want to know what your strengths and weaknesses are. Be sure to select strengths that compliment the job description. Don’t be afraid to be honest about your weaknesses, but follow with how you manage them at work.
  • Put your best foot forward: Your resume may have gotten you through the door, but it’s your soft skills that make the lasting impression on the hiring team. Relax, be yourself and stay positive! Remember that employers are assessing you on your presentation and attitude as well as your professional background.
  • Clean up your social media: How are your social media privacy settings? Have you ever tried to Google yourself? Take a closer look at your online presence to make sure it’s appropriate for all future employers to see.

3. Get your questions ready

Here’s an insider tip from your friendly Adecco Recruiters: interviewers prefer candidates who ask questions. It identifies critical thinking skills and exemplifies confidence. Jot down questions that arise throughout your research phase to ask during your interview. If you need help, consider these:

  • What are the main responsibilities of the job?
  • Who does the position report to?
  • What are some of the challenges of this position?
  • How does this team support the company’s current goals?

Try to refrain from first asking questions about salary, vacation and other forms of compensation. It leaves the impression that you prioritize your financial gain over the company’s collective goals.

Once you’ve finished your research, practice! practice! practice! Make sure you’re knowledgeable about the organization and your contributions to easily overcome any surprise questions that may come your way. Then walk into that interview with the confidence of a tenured employee and not a potential new hire!

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

 

How to Eliminate Those Post-Vacation Blues

Sadly, all great vacations must come to an end. Whether it was spent binging on Netflix and junk food, lying on a beach or exploring a new country, getting back to your “regular” routine after time off can feel near impossible. Don’t let your return to reality ruin your great summer memories; follow our seven tips and return to work as the new and improved you!

  1. Return to work mid-week

There is nothing worse than returning from vacation to a full work week. Instead, try to ease yourself back into the swing of things by scheduling your return mid-week. Not only will the partial week let you catch up on emails and voicemails, it will act as a transitional period from relaxation to a full work load.

Productivity tip: Use your last day of vacation to mentally prepare for your return. Get a good nights’ rest to be in top shape for your day of work ahead!

  1. Get a fresh start

Think of your return to work as a clean slate: a fresh beginning after your time off to re-focus on your career. Use this fresh start to develop healthy work habits. Get yourself organized and set goals for your professional development.

Productivity tip: Organize your email inbox. Unsubscribe and unfollow unwanted spam email. This will keep your email more organized and save you time on filtering through unnecessary content.

  1. Start small

 Tackling a large project right off the bat will leave you overwhelmed and unproductive. Instead, pick something small to check off your to-do list. The sense of accomplishment from finishing that small task will motivate you to tackle your next bigger project.

 Productivity tip – Try making yourself a to-do list. Crossing off even the smallest of tasks can be a visual stimulant for productivity. 

  1. Set realistic but firm deadlines

 Setting deadlines at work is a great way to hold yourself accountable for your productivity. But when returning to work after a vacation, it’s important to cut yourself some slack with the transition. Add some buffer time to your deadlines to accommodate your post-vacation working speed. Meeting these deadlines will motivate you while gradually increasing your productivity.

Productivity tip: Take control of your calendar. Not only will it help you stay organized with due dates, meetings or application deadlines, keeping your calendar updated helps you schedule uninterrupted work periods to supercharge your productivity.

  1. Return to your healthy diet

Food for thought: was your vacation spent indulging in rich foods and maybe even alcoholic beverages? Counter that poor diet by returning to work with a healthy lunch and snacks. Better nutrition can provide the energy and concentration required to conquer your return to work!

Did you know – A poor diet can lead to fatigue, decreased mental effectiveness, higher levels of stress and depression and decreased productivity

  1. Limit your social media intake

 Social media sites such as Facebook and Instagram can make the return to reality increasingly painful. With a plethora of imagery from family and friends of vacation and adventures, it’s easy to feel extra disappointed that your time off has come to an end. Limiting your social media intake upon your return to work can help you maintain focus and avoid those post-vacation blues.

Productivity tip: Set a couple hours a day away from your electronic devices or opt to turn your phone’s data off at work to avoid distracting notifications.

  1. Reward yourself with breaks

Don’t try to be the office hero. It’s unrealistic to expect yourself to be caught up in your first day back. Rushing to catch up can quickly undo those vacation vibes, leaving you stressed and burnt out. Make sure to reward your accomplishments (big or small) with healthy breaks. Grab a healthy treat from the fridge or take a midday walk to get some fresh air.

Productivity tip: Take a break when things get good, like after you’ve accomplished a goal or set an action plan. This will help motivate you to go back to work after your break.

 

Vacations are intended to refresh and re-focus. Don’t let the end of your vacation leave you depressed. Look at your return to work as a new beginning and watch your productivity and professional development soar!

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

 

How to Boost Your Workforce Mobilization Strategy

Workforce mobilization is an essential tool in an organization’s ability to quickly and effectively adapt to changing business needs. A successful mobilization strategy identifies, develops and leverages employee capabilities — empowering them to seamlessly take on new roles and responsibilities to support the organization’s changing needs.

To help you achieve a mobilized workforce ready for success, consider the following four tips.

  1. Delegate a colleague to prioritize talent mobility

Talent mobility is such an important part of an organization’s ability to adapt to changing market conditions that it should be a top priority. To maximize the effectiveness of your talent mobilization strategy, it’s best to appoint a colleague whose top responsibility is facilitating talent mobility. This will enhance the strategy’s visibility and accountability throughout the organization.

  1. Enhance talent management skills

To maximize your workforce mobilization potential, it’s essential to reflect on your talent management strategies and make changes where necessary. Ensure that management has ample opportunity to practice their coaching skills and career conversations. Provide colleagues with cross training opportunities. Encourage one-on-one training during slow periods. These tactics will provide management with the leadership skills needed to empower employees to meet their personal and professional goals, while promoting the organization’s ability to meet changing business demands.

  1. Maximize performance reviews

Performance reviews provide an ideal opportunity for employers and staff to further talent mobilization strategies. Management should reflect on the employee’s performance over the last year while comparing transferable skills to growth opportunities and career development. Not only does this promote better analysis of employees’ capabilities to assist in workforce mobilization, it motivates them to further their professional development.

  1. Empower employees

Encourage employees to be proactive and take control of their career development. Offer guidance on professional development and provide resources for colleagues to better understand the responsibilities of various open positions. By empowering your employees, you are reaffirming their value to your company and encouraging a more dedicated workforce.

When you achieve a mobilized workforce, the benefits are endless. Not only have you provided your staff with the tools they need to meet their career aspirations, you have enhanced your internal recruitment pool. By effectively mobilizing your workforce, you gain the ability to deploy talent based on business needs without the restriction of your talent allowance.

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

 

66 days until D-Day

Recently, I was reminded by a colleague and 2018 Win4Youth Ambassador, that there are only 66 days until our big challenge — the Win4Youth Triathlon in Lanzarote, Spain. Ouch! So far and so close at the same time. I’ve put in a lot of hard work and hours —  clocking in over 2,700 km. I know it’s paying off. I see the improvement. But … will I be ready D-Day?

The question brings on a certain level of anxiety. Even if I’m doing everything right, I can’t know how I’ll perform until D-Day! So, I try to focus on the training and put the end result to the back of my mind. As of yet, the training camp in Belgium has been my highlight. Every time I think of the experience 3 words come to mind: strenuous, camaraderie and support.

Strenuous

Long days, lack of sleep and the time difference made it hard to get to the training camp in Ghent. Although during training camp I was proud to accomplish a new personal record on the 10 km — and enjoyed every aspect — I came back from Belgium exhausted. It was a wonderful and demanding experience. The multiple workshops, trainings and testing sessions paired with the commute and team dinners made for long days and short nights. But, it was all worth it because I came back with all the knowledge I needed to prepare for Lanzarote. Would I have liked a lighter schedule? Of course. Would I do it again? Without a doubt!

Christian and fellow Canadian Win4Youth Ambassador Anne Nguyen

Camaraderie

Because we don’t have the same background, the same level of fitness, or, the same goals, the challenges from one Ambassador to another varied. For some Ambassadors swimming in open water for the first time was (and still is) a big deal. For others, it was riding a bike or running their first 10 km. What I realized is that we all had a weakness, however, no matter how hard it gets, we’re in it together.

During the training camp — and since then — the Ambassadors, coaches and support team really bonded, helping to create a strong team spirit. We met people from around the world, exchanged tips and tricks, helped one other, shared meals and lodging, created friendships and cheered each another on.

North American Win4Youth team on the last night of training camp

Support

I could not dream of a better context to train for a first triathlon. The support we’ve gotten from The Adecco Foundation and the coaches from Energy Lab is simply put — amazing! From the equipment we received to the training tips and apps, and, regular follow-ups, we’ve received the guidance we need to ensure we’re prepared and supported at each step. These guys are pros and really know what they’re are doing, which comforts me to know I’m in good hands.

The next 66 days

Even with all the training I’ve put in, a great team and amazing support system, I’ve never felt like 66 days was a short timeframe! So, I know that I better put them to good use if I want to be fully ready for Lanzarote. On my radar I have a few sessions of open water swimming in the St-Lawrence river, 20 bike rides, 280 km of running and participating in the Quebec City Triathlon Olympic distance on September 23rd.

So now back to my original question; will I be ready for D-Day? If you ask my coach, he’ll say that I’ll be ready if I follow his guidance. For me, at this stage my only answer is that I know I’ll finish and probably relish in a sense of pride. Whether I’ll finish the way I intend can only be answered in 66 days — October 27th.  What I know for certain is that we Ambassadors share common goals: being prepared for the triathlon and making our colleagues and country proud. For all of us, the 2018 Win4Youth edition will be undeniably memorable. The people and team are what make this edition — and each one before — unique.

You can follow my journey on social media:

To know more about the Win4Youth program and start logging your kilometers and hours, click here. To discover the other Win4Youth Ambassadors and alumni, or to share your own adventure, use the #Win4Youth hashtag on social media.

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

 

The Untapped Benefits of a Corporate Referral Program

Finding your next great hire in today’s competitive talent market can be time consuming and costly. With the plethora of sourcing tactics recruiters explore, sometimes the one staring us in the face is ignored — referrals from your existing employees.  A well managed corporate referral program can help you tap into a different talent pool and provide many other benefits.

Cost and time savings

Recruitment can add an impactful expense to a company’s bottom line.  Having employees advertise on your behalf will allow you to reduce your publishing and marketing costs and give you the gift of added time to focus on screening, interviewing and on-boarding. Plus, you can diminish your time-to-hire since you can cut out some recruitment steps. Granted, it does cost you, but after running a costs and benefit comparison, you may be pleasantly surprised.

Fit

No one knows or understands your company’s culture better than your existing employees. Employees are likely to recommend candidates with similar interests and values — augmenting your company’s culture and team chemistry. An employee who refers a friend of family member is an employee who is committed to your organization and will share their experiences which will allow your potential new hire to get a better grasp on the company culture and the position’s expectations.

Increased quality and engagement

Ever worry about how your newest hire will work out?  According to LinkedIn Corp.’s 2017 global recruiting trends report, 48% of employers feel employee referrals are the best source of quality hires. And, since your newest hire already knows at least one person in the organization, it has a direct impact on engagement and positively impacts the on-boarding process.

Retention tool

With networking sites such as LinkedIn increasingly affecting employee retention, , it’s vital to find creative ways to keep employees motivated.  A referral program allows employees to contribute to a company’s future and growth.  It also leaves them feeling prideful when their referral gets the job — making them feel trusted and valued.

With only 9% of employers allocating employee referral programs into their recruitment budgets, we can see that this is still an untapped resource in a competitive talent market. With all the benefits this program offers, now it is the time to act.  Looking for assistance to launch a corporate referral program? Contact Adecco today for tips to get you started!

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