Skip to content

Developing Your Personal Brand

Up your job hunt by developing a successful personal brand that portrays your values and defines your professional attributes. From developing your brand to promoting your personal values and messaging, the team at Adecco has every tip and trick to help you create a personal brand that exceeds expectations.

Whether you’re looking for resources to expand your skill sets, interview preparation, or access to premium jobs with top employers, Adecco has you covered. Rely on the experienced recruiters at Adecco to kick start your career. Check out Adecco’s complete guide to developing your personal brand and visit your local Adecco branch to register for free today.

Mastering Your Employee’s Performance Evaluations

Taking the time to conduct yearly performance reviews with your team is necessary to maintain peak performance of your organization. How will you make the most of performance appraisal season this year?

Conducting yearly performance assessments for your team is an essential tool to maintain the success of your business. Job appraisals can motivate colleagues to improve their performance through goal setting, while also providing a platform for employers to constructively assess colleague performance in relation to business needs and demands. Ready to kick-start your employee appraisal season? Adecco shares some of our favourite methods to motivate employees during appraisals to increase performance for the year ahead.

Set expectations early on

There should be no surprises during performance evaluations. Expectations should be clearly detailed within each employee’s job description and in the employee handbook. Revisit these expectations periodically throughout the year and especially in the months leading up to the employee’s evaluation to serve as a friendly reminder for those who may need an extra push to get back on track.

Utilize self-evaluations

Self-evaluations are an essential tool during the employee performance review process. Provide employees with a performance appraisal template well in advance of their scheduled formal evaluation to give employees time to fill out their self-assessments. This provides colleagues with the time to reflect on their performance over the past year and to give realistic ratings of their own performance. These self-appraisals can help remind managers of colleague contributions and they guide the creation of talking points for the appraisal meeting.

Start a conversation

Rather than creating a laundry list of feedback, start a conversation with your employee. Prepare talking points based on their performance to date and information shared in their self-assessments. Make sure to discuss career goals to ensure their needs are met and that you are fostering a work environment that promotes development.

Focus on coaching

To keep employees engaged and driven, highlight available coaching resources during the appraisal meeting. Ask your employee what they require from management to meet their performance and professional goals. Create an action plan to keep both parties accountable. By focusing on coaching practices during your appraisals, you are acknowledging your responsibility to develop and further your employees’ career goals.

Get to the point

One of the hardest parts of an employee’s performance assessment is confronting team members who are not pulling their weight. Although the conversation may be uncomfortable, speaking honestly about an employee’s poor performance and its impact on the organization is an effective way of addressing productivity gaps within your business. The performance appraisal meeting presents an opportunity to find out the cause of the problem and help employees create a plan to get back on track, which may include reassigning tasks or providing extra support or learning where necessary.

Focus on the give and take

As an employer, your takeaway from the performance appraisal session is clear. You will walk away with feedback on operations and management performance. But what does the appraisal give to your employee? Whether it’s monetary compensation, additional benefits or perks, or compensation for training and education, make sure to provide high-performing colleagues with a take-away for a job well done.

Create a follow-up plan

A full year may be too long to wait to discuss the outcomes of the appraisal meeting. Keep employees motivated by creating goals as well as a follow-up plan. This helps to keep both employee and management accountable for development, while increasing the overall performance of your organization.
By focusing on performance feedback, self-evaluation, employee recognition and goal setting, your employees will feel respected, valued and ready to take on another year of hard work within your organization.

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

 

15 most common interview questions and how to answer them

The interview process will always be stressful, with a great amount of pressure to impress the interviewer and land the job. Shake the stress of answering those common interview questions with a few tips and tricks from your local recruitment professionals. Adecco has the tools and considerations you need to formulate the perfect interview responses every time, bringing you one step closer to happy employment.

Job search help that includes interview preparation? We have you covered. The professional recruitment teams at Adecco have the tools and experience to connect you with top employers and help you land your dream job. Register with Adecco today to form a partnership that guarantees professional success and check out Adecco’s guide to answering the 15 most common interview questions.

Keeping your candidates on their toes: why you should be asking oddball interview questions

As a hiring manager, do you ever feel like you’re stuck in your own version of Groundhog Day, asking the same questions in interviews with candidates with similar qualifications, day after day after day? Don’t let your interview process get stale! Adecco is here with some of our favourite oddball questions to ask in a job interview to help you spice up your interview process and identify top talent.

When it comes to preparing questions for the interview process, recruiters have two goals: to identify the candidate whose skill sets match the position’s requirements and whose personality complements the organization’s corporate culture. Traditional questions such as “what are your strengths and weaknesses?” and “where do you see yourself in five years?” can still provide a valuable base for getting to know the candidate. But, as we’ve discussed before, behavioral interview questions give your interviewees the opportunity to show how they’ve approached certain situations in the past, helping you evaluate their potential fit with your organization.

Similarly, oddball interview questions can help you learn more about your candidates. Some of the top tech companies use strange interview questions in their hiring practice for this very reason. Here are a few of our favourites:

1. How many Big Macs does McDonald’s sell each year in the U.S.? (Facebook)
2. If you could be remembered for one sentence, what would it be? (Google)
3. How many children are born every day? (Apple)
4. If you had a choice between two superpowers — being invisible or flying — which would you choose? (Microsoft)
5. Design a spice rack for the blind (Intel)

The purpose of these interview questions is simple. Not only do these questions keep you from receiving the same practiced responses to traditional interview questions, they also force applicants to get creative and think critically about their answers. You can gauge how an applicant truly responds under pressure while getting an off-the-cuff response that reveals their true values, beliefs and logic. Questions can be positioned to identify candidates’ behavioral patterns, logical and critical thinking, beliefs and values.

Getting creative with your interview questions not only helps get honest answers out of unsuspecting candidates, but it also proves to your prospective candidate that the position is with an organization that thinks outside of the box, making you look great while helping to identify the best applicant to join your team.

Need help selecting the best candidates for your open roles? Our experienced recruiters are ready with some interview tricks of our own! To get started, contact your local Adecco branch today.

Job Interview Success Tips

The interview phase is the most stressful part of any job search. With so much pressure on correctly answering challenging interview questions and impressing the hiring manager, it’s no wonder so many fear the interview. Nailing that dreaded interview doesn’t have to be a struggle, however, and with the help of Adecco, your next job may be closer than you think!

Rely on the professional advice from Adecco recruiters to help you with your job search. With decades of experience connecting qualified candidates with top global organizations, you can be sure a partnership with Adecco will lead you to success. To help you reach your professional goals, check out our interview prep kit for the best tips and advice for acing your next job interview.

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 Follow Up After An Interview

Wondering what your next steps should be now that the interview is over? Don’t let your momentum falter. Up your post-interview strategy with these tips from Adecco for making the most of the waiting game.

The interview is over, now what? Aced all those behavioural interview questions? Looking for what to do next? From sending a follow-up email after your interview to staying active on your job hunt, it’s important to maintain a to-do list after an interview. Need a little guidance? The HR experts at Adecco share their best tips on how to follow up after an interview.

1. Mind your manners

Good manners go a long way in impressing your future employers. Whether you’re sending a thank you email after your phone interview or mailing a personalized card, thanking your interviewer for their time is essential post-interview etiquette. Use your interview follow-up email to highlight your qualifications and how they align with the position’s requirements and to reiterate your interest in the position and company. Keep your message short and concise. To go that extra mile, opt for a handwritten note. Make sure your writing is legible and send it by mail. This will highlight the effort you’re willing to put in for the employer.

follow-up email after your interview: Middle aged businessman working from home

2. Reach out to your recruiter

If you’ve received the opportunity through a recruiter, make sure to follow up with them after the interview to provide your feedback. Discuss the highlights and lowlights of your interview and be sure to address any surprises you may have received, including position responsibilities, skill requirements and salary expectations. Make sure to be as thorough as possible. This phone discussion will also serve as a reminder for the recruiter to follow up with the employer on your behalf.

3. Connect over LinkedIn

If you feel like the interview went well, consider connecting with the hiring manager via LinkedIn after your meeting. Be sure to include a personalized message that mentions a professional topic that came up in your interview. This will help keep you top of mind with the interviewer. Did your interview go well but you weren’t the perfect match? Connecting on LinkedIn can also help the interviewer keep you in mind for future positions. Before sending your connection request, ensure your LinkedIn profile is in top shape with Adecco’s LinkedIn tips to get you noticed.

4. Follow up

Did your interview go smoothly but you haven’t heard from the employer in a few weeks? It’s time to send a quick follow-up note to check in on the status of the position. Whether you make a quick call or send a short email, keep it concise. Directly reference the job you interviewed for, restate your interest in the position and politely request an update on the hiring decision. Keep in mind that if you received the opportunity through a recruiter, your follow-up should be directed to the recruiter. For more information on following up with a hiring manager read Indeed’s guide here.

5. Stay active in your job search

If you’re familiar with the phrase “don’t put all your eggs in one basket” you understand that relying on that one interview to come to fruition can lead to many missed opportunities. With that in mind, keep active in your job search after the interview. Continue checking online job boards and submit resumes to any positions you feel are a match. Remaining active in your job search will help keep you distracted during the wait and ensure you don’t miss out on a position that offers better responsibilities, hours and compensation.

Whether you are looking for direction on post-interview etiquette or need help with your job search in its entirety, the professional recruiters at Adecco have you covered. For recruitment support that includes resume advice, skills training and interview preparation register with your local Adecco branch today!

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