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Posts from the ‘Employers’ Category

Establishing your corporate social responsibility program

A well-executed corporate social responsibility program integrates a company’s commitment to global well-being into their business plan, creating a business model that is both profitable and  charitable.

Implementing a corporate social responsibility program within your organization is a win-win. While implementing programs that benefit your community, CSR programs can also create positive brand association for your business. Check out Adecco’s guide to establishing your corporate social responsibility program for help understanding corporate social responsibility and developing your own CSR program.

What is corporate social responsibility?

Simply put, a corporate social responsibility program helps hold companies accountable for the economic, social and environmental impact they have on society. A company’s CSR efforts work to improve local and global communities and can include donating funds or resources, volunteering, and initiating environmental practices.

Benefits of corporate social responsibility: technical financial graph on technology abstract background

What’s in it for your business?

If executed successfully, the benefits of corporate social responsibility for your organization are vast. Consumers are becoming better educated about where they spend their money, increasingly basing purchase decisions on more than the product or service themselves. In fact, 87% of consumers will make a purchase because the company advocated for an issue important to them. Undoubtedly, giving back to society helps make the world a better place, but it also improves public image of your brand, increases employee attraction and retention, and fosters relationships with investors.

Corporate social responsibility and success

What do some of the top Fortune 500 companies have in common? A successful CSR program that boosts their public image while contributing to the global community.

Starbucks lives and breathes CSR in every aspect of their business. They are committed to sourcing ethically-produced products, strengthening local communities and reducing their environmental impact through green stores, packaging and energy efficiency.

H&M has incorporated corporate social responsibility into their business by committing to fair living wages for workers in factories and creating sustainable fashion. Also, through their partnership with WWF, H&M focuses on responsible water management.

Ready to start your corporate social responsibility program?

Consider these helpful tips:

  1. Select a cause that fits within your corporate culture and organizational values. This will ensure your CSR efforts are authentic to your business. For example, if your business is in the food industry, create a program that provides food to those who need it or purchase your ingredients from local farmers.
  2. Create a plan of attack and identify metrics to hold your business accountable. Building your corporate social responsibility program into your business model will help to keep your business decisions in-line with your CSR values.
  3. Involve your employees and customers in donations or volunteering efforts. Getting your staff and audience involved emphasizes your dedication to the cause and reiterates your corporate social responsibility values.
  4. Publicize your corporate social responsibility accomplishments. This will highlight your commitment to making the world a better place, helping draw attention to the cause while also promoting positive brand recognition among your customers and colleagues alike.

Here at Adecco, we value the importance of a corporate social responsibility program to leave a positive impact on our global community. Our Win4Youth program unites employees, clients and associates in fitness to support Plan International’s efforts to improve young people’s lives through education and employment. Learn more about the Win4Youth program and start tracking your kilometres and activity hours at http://www.win4youth.com.

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

 

Flexible Work, Different Work Weeks

It’s no surprise that flexible work weeks reap great advantages for employees, but did you know that employers can also gain from flexible work arrangements? From promoting a positive work life balance to candidate retention and attraction, read on for how flexible work can benefit your organization.

Flexible work weeks have become a sought-after element of comprehensive benefits packages for employees. The ability to schedule their week as they feel fit enables employees to maximize their work-life balance while reducing the stress associated with commuting, child care and other demands. Given the benefits that flexible work arrangements offer employees, are you ready to let different work weeks make a positive impact on your workforce? Check out Adecco’s guide to flexible work and elevate your organization’s productivity today.

Three common types of flexible work:

Compressed work week

Simply put, compressed work weeks involve working more hours in fewer days, commonly consisting of four ten-hour days. The additional day off, often observed on Mondays or Fridays, gives your staff a longer weekend and a greater work-life balance.

Pros

Not only does a compressed work week offer your employees larger periods of time off, it also enables employers to extend their operation hours. Plus, employees are said to have greater job satisfaction, reducing employee turnover.

Cons

Long work days can lead to exhaustion and fatigue for your staff, affecting the overall productivity of your business.

 

Flexible work hours

With flexible work hours, employees are given the freedom to coordinate their daily schedule to accommodate their personal needs.

Pros

If executed successfully, flexible work hours enable employers to increase headcount without adding work stations through communal seats and computers. Flexible workers in general work longer hours, achieve more and are more satisfied with their work.

Cons

Although flexible work hours can yield benefits to your business’s bottom line, it has the potential to complicate communication. With employees working different hours, it can be challenging to find a time to schedule a meeting, thus hindering communication on joint projects.

 

Telecommuting/working from home

Telecommuting or e-commuting involves work performed from a remote location, often a home office. Employers may allow workers to telecommute a few days a week, or, based on the needs of the business, full-time.

Pros

Telecommuting, at its best, has the potential to enhance productivity among your employees. Working from a home office enables employees to complete their workload within their peak periods of productivity while maintaining a strong work-life balance.

Cons

Employees who telecommute lack opportunities to collaborate with colleagues, miss out on social activities and may find it hard to divide their professional work from their personal lives, all potentially affecting productivity and your business’s bottom line.

As an employer, it’s clear that offering your employees flexible work can be advantageous. Enabling a flexible work week has the potential to reduce tardiness and absenteeism, decrease turnover and attract top talent. It also facilitates employment for workers with children and workers with disabilities, ensuring your business has full access to top candidates regardless of their personal situations.

With proper execution, flexible work can accommodate the needs of your colleagues and business alike, helping to make your organization a great place to work.

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

 

Managing Diversity

In this era of advancing technology and globalization, excluding diversity from your workforce can leave you missing out on great talent. But managing a diverse team presents its own set of challenges. To help in your efforts, check out Adecco’s six tips for managing diverse teams in today’s workplace.

The benefits of a diverse team are virtually endless. For example, a multigenerational workforce can provide a high level of on-the-job knowledge along with varied approaches to business, technology and social media. And a multicultural workforce creates more understanding and respect for cultural differences among colleagues, customers and partners alike. In all, having a diverse workforce brings multiple talents and ways of thinking to your organization, strengthening your decision-making abilities and giving you a competitive edge.

You may wonder how you can create a diversified workforce that benefits, rather than hinders, your team’s productivity. Read on for our six tips for managing diverse teams.

1. Emphasize open communication policies

Communication is key to managing diversity at work. Be clear and concise in all communication from upper management especially when discussing workplace policies, promotion criteria and non-discrimination policies. Promote an open-door policy with management and encourage employees to express any concerns or issues before it develops into a conflict.

2. Establish expectations early

Start by ensuring that expectations are clearly communicated to all employees. Setting out an individual’s responsibilities and role within the organization up front helps establish a baseline expectation so everyone understands what they’re accountable for. At the same time, it’s important to be sensitive to your staff’s needs. Ensure that accommodations are made for employees who need it. Equitable treatment of your employees accounts for their differences and aims to help them succeed.

3. Invest in diversity training

Despite your best efforts to foster an inclusive environment, investing in diversity training can empower your personnel to respect their differences and work together as a team. Diversity training can improve employee collaboration while reducing conflict, allowing you to build a team that is open to new ideas from all colleagues.

4. Manage conflicts

Conflict in the workplace is inevitable. Address issues head-on to avoid escalation of tension and be especially sensitive to complaints about discrimination. Work to find a solution that addresses the conflict swiftly and fairly to help keep employee relationships healthy and strong.

5. Capitalize on team-building activities

Team-building activities are a great way to connect colleagues. Through these exercises, your employees learn how to collaborate in a relaxed setting while improving communication within your team. Investing the time to incorporate team building into the workplace will enhance your team dynamic while maintaining a healthy diverse workforce.

6. Celebrate your diversity

Cultivate an environment that promotes inclusivity by celebrating the differences of your colleagues. Acknowledge cultural holidays and other celebratory days (such as International Women’s Day on March 8 and Canadian Multiculturalism Day on June 27). Use these events as an opportunity to educate your staff on different values, beliefs and backgrounds. Celebrating diversity will help forward inclusion in your organization.

Integrating diversity into your organization can turn your workforce into a dream team. Let us help you build it. Contact your local Adecco branch today!

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

The Impact of Health and Wellness on Productivity

It’s no surprise that the more an employer invests in their workforce, the more productive and loyal their workforce will be. To reach optimal productivity levels, organizations should consider exploring health and wellness initiatives that support their employees’ physical and mental well-being.

Regardless of your organization’s size, a focus on health and wellness can increase productivity while diminishing lost time from work. Not to mention, implementing specific benefits can act as an incentive when attracting and retaining top talent within your organization.

Here are some ways you can increase the overall wellness of their workforce.

1. Incentives and organized programs

 It’s proven that increased physical activity leads to improved sleep, reduced stress and more energy, so encouraging it through incentives and organized programs are a great starting point to get the ball rolling. Consider a reimbursement plan for sports activities or fitness memberships, or even, start a corporate-wide sports team or running group. These simple measures can have positive short-term effects on your workforce’s well-being.

2. Encourage time off

Organizations offer time off to provide employees with a mental break from the day-to-day stress of their jobs. However, 27% of Canadians go without vacation for a year or more, while 17% say their work schedule doesn’t allow them to take vacation. Encourage employees to take full advantage of their allotted time off and offer solutions — such as cross training — to ensure they don’t feel overwhelmed by the workload they’ll be faced with upon their return.  And when they do go off, allow employees to feel supported in their decision to disconnect and recharge.

3. Additional benefits coverage

Some employees may prefer a holistic approach to medicine, therefore, incorporating alternative medicine options within your benefits program can help promote a sense of well-being. Including coverage for osteopathy, massages and acupuncture can go a long way in helping your employees increase mental and physical well-being. As well, coverage options such as nutritionists, dieticians and smoking cessation can drastically improve the health of your employees — while reducing employee healthcare costs.

4. Assistance resources

Focusing on an employee’s wellness also means allowing them to have access to resources to take matters into their own hands. Consider supporting strong mental and physical health through employee assistance programs, which provide resources and support for employees who may be suffering from personal issues such as substance abuse, family issues, stress, depression and anxiety. This type of program ultimately enables employees to achieve peace of mind and be their best self at work.

Simply put, the implementation of specific corporate programs and benefits which promote employee health and well-being sets an organization up in a healthier, happier and more productive landscape.

For more information or assistance on how to start making the link between health and wellness, and productivity, contact your local Adecco branch today!

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

Recruitment Trends in Engineering and Technology

Ready to improve your recruitment strategy in 2019? Roevin has you covered with the latest recruiting trends to keep your business competitive in the search for top engineering and information technology talent.

Securing the top engineering and IT talent can be challenging for a business in today’s candidate-driven market. Traditional recruitment methods combined with a competitive compensation package are no longer enough to snag those top candidates. So, if you’re planning your 2019 recruitment strategies, keep these top recruitment trends in mind.

Internships

Not only are internships a great way for organizations to show their support for students by offering them real work experience, they also offer great benefits to the employer. The internship period acts as the perfect opportunity to teach young professionals about your business as well as providing on-the-job training for prospects. While it’s not a new concept, internships continue to be one of the best ways for new engineers to find employment.

Social recruitment

Social recruitment simplifies the process of networking between hiring managers and qualified candidates. LinkedIn is easily the most popular, but there are several other industry-specific networking websites to take advantage of. Websites such as The Engineering Exchange, Engineering.com and Design News allow engineers to exchange content, stay up to date with emerging trends and learn about job opportunities with other professionals solely within their field, making these networking sites a great resource for hiring managers.

Predictive analytics

Even the best recruiters can’t determine the likelihood of a candidate accepting a position or how long an employee will stay with the firm. Predictive analytic platforms can help identify the factors that differentiate two applicants who appear identical on paper but whose behaviour may differ greatly. This technology helps the employer select talent with the skills, experience and education to complete the job and the behavioural habits that fit their corporate culture.

AI in the Interview process

Artificial intelligence (AI) has been assisting recruiters through their hiring and on-boarding processes for a long time, but its role within recruitment continues to grow. AI can now be used in the interview process to form questions based on the organization’s needs, saving time for the recruiter to focus on a training program that guarantees success. Further, AI software can track facial movements from candidates including unusual eye movement and stammering that may indicate excessive nerves or lying.

Chatbots for candidate screening

Screening candidates can be a timely undertaking that often produces few, if any, potential candidates. Utilizing chatbots to screen potential candidates is a great way to automate the hiring process. Candidates answer a few questions about their skills, experience and education and the chatbots search through the results to identify matches to the organization’s requirements. Not only do chatbots speed up the hiring process, they also improve the candidate experience by providing quick confirmation and feedback on candidates’ applications.

Virtual reality/skills assessments

Through AI, machine learning and implementing VR platforms, organizations can better assess how candidates will respond in practical on-the-job settings — ultimately giving employers a more realistic idea of a candidate’s on-the-job performance before making a positive hiring decision.

Having trouble keeping up with evolving recruitment trends? Leave your talent search to the pros. Contact Roevin for assistance on all your engineering and IT recruitment needs!

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

Mental Health and the Workplace

The average professional spends 90,000 hours at work within their lifetime. With such a substantial portion of lives spent at work, employers need to be cognizant of how the workplace can trigger mental health issues, and in response, focus on creating an environment that fosters strong mental health amongst their workforce.

Mental health and our role in the workplace often co-exist. To many, their professional lives foster a social network and ensue a sense of purpose and accomplishment. However, being constantly connected through technology can make those 40-hour work weeks feel more like 24/7 — leaving little time to focus on self-health and self-help. Currently, 1 in 5 Canadians experience a mental health problem or illness each year.

As an employer, the benefits of promoting mental health awareness is twofold. Employees reap the benefits and your business profits do as well. When we think of lost time at work many relate it to physical injury or illness, but the reality is that 30% of disability claims are related to mental health problems. In Canada, the total cost of mental health problems and illnesses is $50 billion per year. Employees affected by mental health issues experience higher absence rates and decreased productivity, leaving companies with an increased turnover rate — making it hard to meet deadlines and achieve corporate goals.

Creating a foundation to support good mental health does not have to strain your business’ resources. It’s as simple as implementing specific strategies.

Identify and educate

Mental health illnesses are not always easily identifiable and can often be misinterpreted by individuals and companies.  An employee who frequently misses work, has decreased work performance and shows changes in their behaviour can often be tell-tale signs of a mental health illness.  In these cases, educating leaders on how to engage in conversations around mental health can help employees feel that they’re in a safe environment, open up about their issues and seek the appropriate support.

Resources and support

As an employer there are many ways to support an individual who may be facing a mental health illness.  To start, make educational tools on mental health issues available.  This could range from education materials to online self-assessments that are geared at helping individuals detect the signs and promote early intervention.  As well, providing benefit plans and compensation structure support such as therapy coverage and mental health days can provide employees with the resources to seek the help they need.

Action plans

Develop and implement policies and procedures to allow employees to feel safe to come forward and to breakdown any stigmas associated with psychological issues.  If a colleague exhibits signs of stress and anxiety, have an action plan in place to assist. Communicate without judgement, consider emotional triggers while being supportive and clear. Also, providing training for colleagues can help to erase the stigma around mental illnesses in your workplace.

Despite our best efforts in fostering a supportive work environment, mental health issues are not always preventable. A wide range of factors from biological to psychological to environmental can contribute to the development of mental illnesses. With so much time spent at work, employers need to focus on the signs and have resources readily available in order to help.

With a little effort, your workplace can have a large impact in maintaining the positive mental health of your workforce.

If you or anyone you know is in need, it’s important to seek the appropriate help. For information on the resources available throughout Canada visit mental health resources.