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Posts from the ‘employer’ Category

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.

 

Attracting and Retaining Your Talent

It’s no secret that the key to any company’s success lies in the ability to maintain a committed and motivated workforce. With professional networking sites, such as LinkedIn, becoming the norm in recruitment strategies, it has become increasingly challenging to avoid turnover.

Here are some tips to help you in the areas of employee attraction and retention.

Attracting Talent

Fair compensation

One of the biggest mistakes an employer can make is to base their position’s salary on budget —not market rates. To ensure your pay rates are competitive within your market, consult Adecco’s 2018 Compensation Guide. Don’t forget competitive compensation encompasses more than just the base salary! Make sure you offer a flexible benefits program so your employees can pick a plan that satisfies their individual needs.

Referral bonuses

Good people know good people! Why not capitalize on that? To supplement your recruitment efforts, try offering the incentive of a referral bonus to . A gift card, paid vacation day or cash bonus encourages employees to refer only the best candidates.

Your online reputation

With online search engines leaving little to the imagination, building a good company reputation is essential for your hiring process. Bad reviews, scandals, news stories and complaints can scare off that potential candidate before they even step foot through your door. Make sure you monitor your online reputation to ensure your talent pool isn’t being influenced.

Clear and Concise Job Descriptions

Making sure you have job specs in place that carefully detail the role and responsibilities of the position ensures that the potential candidate understands the role’s expectations from the get go. A detailed job description also allows the candidate you’re interviewing gage what they will be accountable for delivering and what how their performance will be measured.

Retaining your staff

Job Training

There is nothing more challenging than being thrown into a new position with little to no training. Regardless of what’s listed on that new employee’s resume, a new company brings new technologies, software and office practices. Providing a thorough training session for new hires will help instill confidence in their new role. Pressed on time? Consider curating a department manual. This can be used as a supplementary training aid, as well as a reference guide of expectations and proper procedures for the entire department.

Positive Work Culture

Spending 40-hours a week at work is taxing on even the best employee. Ensuring your employees have a great atmosphere to spend most of their waking hours demonstrates just how much you value them. Celebrating holidays, organizing luncheons and implementing casual dress days are just a few ways to develop a culture that keeps employees motivated.

Employee incentive programs

Incentive programs keep employees motivated. A common incentive is the profit sharing program.  This incentive allows an employee to be rewarded based on the company’s success. Working within a budget? Don’t be afraid to get creative! Try offering a paid lunch, a gift card for coffee or to the movies, and watch employee productivity increase!

Feedback

Every employee appreciates constructive feedback. Not only does it open a dialogue, it also confirms the employee’s value. Make sure to reward a job well done with special acknowledgement to not only keep employees motivated, but also boost job performance.

Development and growth opportunities

Professional development is a driving motivator to many employees. They want to be assured they are in a position that’s linked to growth opportunities. To assist employees with their professional development, hold annual or bi-annual reviews, set realistic career goals and create action plans. Finally, make sure employees are aware when an internal position is available to give them an opportunity to apply.

Work/Life balance

At the end of the day, work family is not real family. Employees have a life outside of their cubicle and it’s important to consider what you can do to better that life. With modern technology, it is becoming increasingly common for companies to implement flex hours, or virtual work options. These options give employees the flexibility to manage their personal life, while maintaining productivity in their professional one.

Looking to increase your success at attracting and retaining talent? Adecco is here to help! Contact your local Adecco Branch to speak with one of our specialized recruitment consultants!

For more information and articles, visit our Employer resources page on our webs

5 Must-Ask Behavioural Interview Questions

During the hiring process, the interview gives you the chance to go beyond the hard skills presented in a candidate’s resume and assess soft skills, professionalism and the potential fit with your company. While a resume identifies capable candidates, the interview is where you find the right candidate.

To make the most of the interview process, we offer the following five behavioural interview questions to help direct your conversation with interviewees to better evaluate their fit with your company culture.

  1. Describe a time you were faced with a stressful situation. How did you handle it?

Use this question to evaluate how a candidate works under pressure. Given that your candidate will be in a new work environment that can bring new challenges and stressors, you want to ensure that you select a someone capable of maintaining productivity under stress.

  1. Tell me about a time when you went above and beyond the call of duty to get the job done.

This question assesses work ethic. The way a candidate answers gives you insight into their approach to completing tasks and their willingness to take responsibility for their work.

  1. Give me an example of a time when you showed initiative and took the lead.

Hiring employees with strong leadership skills can help boost your office’s productivity. Use this question to select a candidate with strong leadership skills.

  1. What are three tactics you have used to address conflict within the office?

Asking this question encourages a candidate to articulate their de-escalating behaviours. While conflict may be inevitable when you spend a significant amount of time with work colleagues, this question helps you identify candidates who are more likely to productively resolve conflicts.

  1. Give an example of when you had to make a split-second decision. What decision did you make?

When entrusting daily operations of your business to an individual, it is imperative that they can make appropriate quick decisions. To ensure the candidate can make quick decisions in the best interest of your company, consider asking the above question.

These five questions help draw out examples of candidates’ work behaviours, allowing you to evaluate their compatibility with the open position and, ultimately, your corporate culture. While the interview process can be difficult, behavioural questions that help you target and identify desirable traits can help select the optimal candidate for your role.

Looking to improve your new-hire turnover? Adecco has you covered. With trained recruitment professionals and behavioural and skill set testing, we ensure that every candidate is pre-screened to meet your required qualifications before they even step through your door! Contact your local Adecco branch today to learn how we can assist with your hiring needs.

For more information and articles, visit our Employer resources page on our website.

10 Tips to Leverage Social Media in Your Recruitment Strategy

To source talent, recruiters typically put themselves in the shoes of the ideal candidate and wonder, where would that candidate go? What are their interests? What literature do they read? How do they stay informed? Being able to answer these questions used to mean that a sourcing tactic could be put into motion to target a specific pool of candidates, be it, newspapers, flyers in coffee shops, radio ads, etc. However, the social media era has changed the game. 2 in 3 people Canadians use social media platforms daily.  Incorporating social media into your recruitment strategy to draw talent from this platform has never been more important.

Here’s 10 tips to help you make the most of your social media recruitment strategy.

  1. Build and share a corporate culture

Before using social media in your recruitment strategy, you need to build an online corporate presence to promote your brand and culture. Share posts that reflect company values, highlight company success stories, and, share event information, testimonials, etc. This will help promote your corporate culture and attract potential employees.

  1. Diversify your corporate social media platforms

Solely having a company Facebook profile doesn’t cut it anymore. Make sure your social media platforms are as diverse as your potential employees! Consider other social platforms like Instagram, Pinterest, Twitter and LinkedIn to reach a broader audience.

  1. Determine the appropriate platform for your position

You would not recruit for an IT professional on Instagram, much like you wouldn’t recruit for a shipper/receiver on LinkedIn. Remember to wear the shoes of that ideal candidate, and use the appropriate mediums to recruit your target demographic. This ensures your efforts yield optimal results.

  1. Engage employees

Good people know good people, right? Well they often follow them on social media too! Find ways to involve colleagues in promoting your brand on social media. Colleagues sharing job postings online helps increase attention for your role, facilitating your recruitment efforts.

  1. Monitor your competition

The transparency of social media is a fantastic way to stay on top of your competition. Check out their recruitment tactics. Look at what they’re offering, and try to differentiate yourself. Don’t forget to promote your corporate culture as it’s your key competitive advantage.

  1. Tap into LinkedIn’s recruitment tools

For professional roles, LinkedIn is where you want to start. To capitalize on the recruiting benefits LinkedIn offers, consider investing in a Recruiter profile. This gives you access to tools that will search and filter candidates by job title, location, skills and several other factors. You can also contact potential applicants individually or in batches, and, track applicants to facilitate recruitment. Also, don’t forget about your own connections. Post the job on your corporate LinkedIn page, and your own. Your personal LinkedIn network may just yield the perfect candidate!

  1. Facebook’s audience insights tool

Facebook audience insights is a great tool to help narrow your posting and target your ideal demographic. Not only does the portal allow you to gauge your overall reach, it can break the data down by age, gender, country and city. Even better, you can narrow your target demographic by boosting a post! This tool allows you to set a gender/age demographic, target locations, as well as, identify additional demographics, interests or behaviours to ensure your post reaches your desired audience.

  1. Incorporate visuals

Your success in social media relies heavily on strong visuals. Using eye-catching images and bold short text to attract potential applicants as they scroll through posts is vital.

  1. Monitor your success

Monitoring your success and learning from your failures is key. Social media is constantly changing. New posts drop your existing posts rapidly to the bottom of the feed. If you aren’t seeing the desired results, make sure to change text, images, platforms, post daily, or, sponsor an ad to increase your success.

  1. Screen potential employees

Think you found the one? Do your own research! 60% of employers currently use social media to screen applicants before making a final positive hiring decision.[i] Social media is an effortless way for an employer to learn more about candidate’s values and interests outside of what is on a polished resume.

With social media usage continuously growing, it’s a necessary medium to incorporate into recruitment strategies. But we know that everyone isn’t comfortable using social media to recruit.  No worries! Adecco has recruiters trained in attracting top talent through online recruitment efforts. Contact your local branch today!

For more information and articles, visit our Employer resources page on our website.


[i] Social Media Screening: The Good the Bad and the Ugly https://www.sterlingtalentsolutions.ca/blog/2017/04/social-media-screening-requirements/

 

2017 Trends and the Impact on Workforce Compensation

Staying up-to-date with current marketplace and compensation trends has become increasingly important in light of many of the labour market changes that have occurred, and are still ahead.

This year brought a rise in Canadian employment. According to Statistics Canada’s October 2017 Labour Force Survey, on a year-over-year basis, total employment rose by 308,000 (+1.7%), with full-time work increasing by 397,000 (+2.7%) and the number of people working part time declining by 89,000 (-2.5%). On a year-over-year basis, total hours worked were up 2.7%.

It is undeniable that 2017 has brought much change to Canada’s labour market. From increasing pressure to raise minimum wage, the evolution of Bill 148 in Ontario, developments in globalization, potential changes in NAFTA, and the rise of virtual workers- the intricacies related to the manner in which we work, and are compensated have been impacted.

Change in Minimum Wage
October 1, 2017 marked the fourth consecutive year of minimum wage increases. Minimum wage now ranges from $10.35 to $13.60 across Canada. With continuing pressure to increase the minimum wage as high as $15/hour by 2019, as an employer, it’s essential to assess your current staffing levels and create a compensation strategy that works with the inevitable labour cost increases.

Bill 148 – Fair Workplaces Better Jobs Act

Bill 148 has now passed third reading which means that it is in the final stages of being enacted into law.  It will cause substantial changes to compensation and staffing requirements in Ontario. The impetus for this change is the influx of economic change within society has put an economic strain on Ontario households.[1]

Amongst the list of items, this bill will:

  • Increase the minimum wage to $15/hour by 2019
  • Require equal pay for full-time, part-time, contract, temporary and seasonal labour
  • Provide for scheduling, vacation and personal emergency leave entitlements

Economists predict a minimum wage increase to $15/hour will create a ripple effect for employees who already earn wages in that bracket. Also, the increase in wage means employers will pay more for items calculated as a percentage of pay, such as, payroll, taxes, CPP, EI, benefits and company pension attributions.

Globalization

Globalization is a trend that has influenced the Canadian Manufacturing sector for many years. Tariff Reductions, Free Trade Agreements and, reductions in transportation and communication costs, have fueled the growth of this trend.[2] Manufacturing industries within Canada have faced intense international competition, especially from imports from low-wage developing countries. The 2017 increase in minimum wage, and the potential minimum wage increase only widens this gap in competition – making it difficult for Canadian manufacturing companies to compete.

In addition, the internet, technology and computer networking facilitates the outsourcing of other employment sectors such as Business, IT and Customer Service. As an example, it isn’t uncommon to contact a Canadian company’s help desk and be assisted by a representative in another country.

The increase in these globalization trends continues to affect the Canadian marketplace, and inevitably, the workforce’s compensation in these sectors.

The Re-Negotiation of NAFTA

The 2017 administration change in the United States brought the imminent re-negotiation of the North American Free Trade Agreement. A result that has brought the possibility of increased border taxes on goods imported to the United States. This pending change would have a huge impact on how Canadians trade, forcing us to consider trade options with Europe and Asia, and, putting Canadian Businesses in direct competition with American business.[3]

The Rise of Virtual Workers

One growing trend in the 2017 Canadian labour market is the rise of virtual workers. The global digital marketplace for workers, with online platforms such as Freelancer.com and UpWork, allow candidates from all over the world to create profiles, advertise their skills and bid on work. This trend is causing the dissemination of a variety of traditional labour positions such as administrative assistants, copywriters and marketing assistants. Employers are now able to source out projects to these sites where the cost of labour is cheaper – ultimately increasing their bottom line and affecting compensation.

Need help building a compensation plan that considers trends? Not a problem, we’ve done it for you! Adecco’s 2018 Compensation Guide provides insights into Canadian compensation data that’s segmented by role, province and company size.

Contact your local Adecco branch to receive your complimentary copy of our 2018 Compensation guide. Stay tuned for the digital version coming out in early December.

For more information and articles, visit our Employer resources page on our website.


Sources:

[1] Bill 148: Fair Workplaces, Better Jobs Act, 2017, September 2017

http://www.occ.ca/wp-content/uploads/2013/05/Proposed-Changes-to-Ontarios-Employment-and-Labour-Laws-CANCEA-Final-September-2017.pdf

[2] The Changing Workplaces Review – Final Report – Chapter 3, May 2017

https://www.ontario.ca/document/changing-workplaces-review-final-report/chapter-3-changing-pressures-and-trends

[3] Labour Force Survey, October 2017
https://www.statcan.gc.ca/daily-quotidien/171103/dq171103a-eng.htm?HPA=1

 

THE INSTANT GENERATION CAN PLAN FOR A LASTING FUTURE

This article originally appeared in Lēad Magazine, Issue 20 – Millennials in the Workplace: Leaders of Today.

By Dr. Peter R. Andersen, Anderson Economic Research Inc. 

 

Millennials face a bright future, even though they may not see it.The malaise facing young people today cannot be attributed to age alone. The decade you are born in matters a great deal; the political climate, economy, societal values and global trends of the time significantly influence your opportunities, schooling, family life and career. Children born in the 1890s or the 1920s were unlucky; they faced the devastation of WW1 and WW2. In contrast, the 1930s and 1940s were opportune times to be born; the low birth rates during those years created little competition for university and jobs when those babies came of age during the economic boom years of the 1950s and 1960s.

The current Millennial generation is facing its own set of historical forces. Income security and careers with longevity seem hard to find in this replaceable and global job market.  The Canadian youth labour market shows elevated rates of unemployment compared to prior to the Great Recession and in relation to older Canadians[1]. Older Millennials who were able to start their careers before the 2008-2009 recession may be less affected by these trends, but the entire cohort has been negatively impacted by its aftermath. Millennials are also frustrated that the skills and knowledge they spent years acquiring (in addition to student debt) are not being utilized: among 16-35 year olds, there is a pronounced mismatch between those with medium to high literacy rates who have jobs that engage only medium-low literacy skills[2]. And traditional work no longer offers the benefits and incentives that it once did in earlier decades. The average annual income is the lowest of the last three generations[3], while the cost of housing—particularly in North American tech-hub cities (San Francisco, Silicon Valley, New York, Seattle, Toronto and Vancouver)—is at an all-time high. Job openings in these prohibitively expensive cities repeatedly go unfilled.

Companies are finding it challenging to find young candidates willing to do the work and to retain them long enough to become leaders, while Millennials are out there—desperate for career development and salaries they can use to pay off debts and raise their own budding families on. Millennials living in urban areas—as most do[4]—simply cannot afford to accept entry-level or low paying positions, and they know they are qualified for more.

Fortunately, Millennials have an expertise that will be the key to their long-term career success. They were born into the digital era and at the cusp of a new technology cycle—starting with the information and telecommunications revolution in the early 1980s when IBM introduced its first PC. And much like the Commodore 64, the Macintosh and Dell’s Turbo PC that followed suit, Millennials grew up capitalizing on technological advancements as they approached adulthood by Y2K. The productivity tools (Microsoft), access to information (Google), social networking (Facebook) and mobile computing (smartphones) that came out of the subsequent years fundamentally changed the Millennial relationship with technology like no other peer group in history. Their digital skills give them a clear advantage over the previous analog generations.

The current technology driven economic cycle is still young. Cloud computing was not introduced until 2006 and it took several years for other providers to realize the power of what Amazon Web Services (AWS) had developed. The cloud is now making a huge contribution, enabling and accelerating the start-up of new companies. While the IT application and infrastructure cycle was interrupted by the financial crisis, it is now speeding up. It will be recharged in 2017 by a rebound in the U.S. economy that should last through the rest of this decade.

The well-paying jobs that require technical expertise will be found in this sector, perfectly suited for Millennials’ skillsets and aspirations. The reduced quality of traditional full-time work opportunities is pressuring Millennials to be entrepreneurial and their efforts will fit well with nascent tech companies who require a business culture with an innovative spirit and freedom from conventional thinking and administrative bureaucracy. Millennials are ready to answer the call. They are frustrated by an analog business culture and decision making process that moves slowly; they have grown up used to quick answers and quick results. As long as they can develop their soft skills to be persuasive in the business environment—and are able to influence colleagues and sell their ideas—their efficient digital approach, creativity, passion and communal influence should lead to business success.

Their high student debt will also pay off in time. The 2013 National Graduates Survey demonstrated that median estimated earnings increase with each level of post-secondary educational completed.[5] Most graduates of post-secondary institutions are having success finding employment in both good economic climates and bad, with almost 80% of employed graduates reporting a ‘close’ or ‘somewhat’ close relationship between their education and job 3 years after graduation.[6] Education is still a worthwhile investment for this generation.

Fortunately, the next recession is nowhere in sight. The business cycle is not yet in its late stages. Fears of an extended period of secular stagnation in the U.S. are unfounded. In fact, the underlying economic fundamentals—strong household balance sheets, manageable business sector leverage, highly capitalized and liquid banks, backlogs of consumer and housing demand—all point to the onset of an extended period of solid economic growth in the United States. In time, this will inevitably spill over into Canada. Millennials already have the skills and education for success. The positive economic climate on the horizon will give them the opportunities they need to fully realize their dreams.

Source:
[1] https://www.td.com/document/PDF/economics/special/YoungAndRestless.pdf
[2] https://www.td.com/document/PDF/economics/special/YoungAndRestless.pdf
[3] http://www.environicsanalytics.ca/docs/default-source/eauc2015-presentations/dougnorris-afternoonplenary.pdf?sfvrsn=6
[4] http://www.environicsanalytics.ca/docs/default-source/eauc2015-presentations/dougnorris-afternoonplenary.pdf?sfvrsn=6
[5] https://www.td.com/document/PDF/economics/special/YoungAndRestless.pdf
[6] https://www.td.com/document/PDF/economics/special/YoungAndRestless.pdf