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Posts from the ‘Hiring’ Category

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!


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


Why a Job in Retail Should be Your Next Career Move

With the plethora of career prospects, retail seems to get a bad rap.

General consensus seems to be that a job in retail equates to terrible hours and waiting on challenging customers. It’s just not the case. A career in retail may just be one of the most rewarding careers you can chose!


Not a morning person? Who is! This isn’t your average 9-5 … and that can work to your advantage! One of the greatest benefits a career in retail offers is the flexibility to work around your life and priorities. Be it juggling childcare, education, or appointments, you’re able to choose from a variety of shifts and hours that fit YOUR schedule. Even if you’re looking to make some extra cash for that trip, or off-set holiday season expenses, part-time and seasonal opportunities allow you to do just that. Plus, you no longer have to waste vacation days on doctor’s appointments, or cramming chores into your weekends.


No day is the same. One day you could be learning a new product and the next day, advising customers. A career in retail means you’re hardly ever tied to a routine. Love meeting new people? You’ll meet tons! Engaging with customers and helping them find the right product to meet their needs is just one of the aspects that make this job so rewarding.

Get paid to work out

Carpal tunnel syndrome, tennis elbow, lumbar sprains and strains, and, disc injuries are just a few of the potential injuries from sitting at a desk 40-hours a week.[1] A retail job actually benefits your health! From constant moving to stocking merchandise, this career option offers a total body work out —allowing you to save on a gym membership. So, tie up those sneakers and watch your step count soar!

Discounts, discounts, discounts!

One of the most recognized perks of a career in this space is the discount you receive on the company’s products. Retailers make sure their staff is knowledgeable about their merchandise and brand. Be it clothes, electronics, or coffee, there is no arguing the benefits of an employee discount! With the holidays vastly approaching, who can deny a rebate on gifts?

Advancement opportunities

Companies love to promote from within. Especially in Retail. Nobody knows a product better than the people selling it, which is why this type of career is the best way to get your foot in the door! With a wide array of positions to develop into, such as, merchandising, store management, and, positions at head office, a career in retail may be the first step in landing your dream job.

And the number one reason…

Transferable skills

The transferable skills gained from a career (short or long) in retail are endless!
From problem solving and multi-tasking, to professional interaction and conflict resolution, the skills learned from your retail experience will benefit the rest of your personal and professional life. You learn amazing interpersonal skills and how to work under pressure. All skills that will be attractive to future employers!

Ready to begin your career in retail? Adecco has you covered! We have daily opportunities available with reputable companies such as Nespresso. Contact your local Adecco branch to learn how to jump start your career and start reaping the benefits!

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

[1] Advanced Chiropractic – Common Computer Related Injuries


Reaching a Middle Ground: Reconciling the Millennial Generation with the Boomers

By Alana Couvrette, 2017 CEO for Month

By 2025, Millennials will represent 75% of the total global workforce[1]. Considering these numbers, I would argue that one of the greatest challenges our society will face is reconciling the Millennial generation with the more seasoned one, the Boomers.

A lot of generational stereotypes are out there. Pundits will say that Boomers are old, set in their ways and technophobes. Millennials, on the other hand, are viewed as selfish, entitled and hopeless narcissists. However, instead of pointing fingers, we should think more constructively and put our efforts into identifying ways to stop this growing generational chasm.

Although at the individual level, there is cause for a change in mentality, thought leadership should originate chiefly at the macro level: through organizations. Workplaces are where generational reconciliation must occur, which means that organizations must play a leading role in creating the conditions for its success.

Initiatives like Adecco’s CEO for One Month help this reconciliation effort by breaking down institutional and hierarchical silos. On one hand, it allows the millennial generation to interact directly with senior management, giving them a chance to learn from their expertise and vast experience. It’s an opportunity for the Boomer’s institutional memory to be transferred to younger generations.

On the other hand, it also encourages senior management to move out of their comfort zone and incites them to be open to new ideas. Millennials can help Boomers stay relevant, in a world of constant change.

However, we don’t need initiatives as articulate as CEO for One Month to create change. It can be as simple as implementing a mentoring program or organizing weekly “Lunch with Senior Management” sessions, to foster dialogue between employees.

We shouldn’t pursue this objective simply because “it’s the right thing to do”. There is pragmatic impetus to unite generations. In the long run, investing in bridging generational gaps will result in a stronger, more efficient work culture.

Successfully navigating our intergenerational future requires crafting the right organizational strategies -sooner rather than later.


The Future of Women in STEM: A Multifaceted Approach


Katie Bieber is an IT Recruitment Consultant in Roevin’s Edmonton branch. She brings over three yearKatieBiebers of professional experience to her role and in Edmonton’s tech sector.  Katie focuses on clients in the IT realm and has developed exceptional connections and a network of candidates in the STEM field. She works with many passionate and pioneering candidates who overcome impressive hurdles as the only women applying for a role or being the only women on a team. Their perseverance and success have inspired her own passion for promoting women in the tech arena.

With March being National Engineering Month – coupled with International Women’s Day falling on March 8th — Adecco is continuing our look at the underrepresentation of women in STEM (science, technology, engineering and math) fields.

The topic has become an increasingly important point of discussion. Various government bodies, reports, studies, organizations, mission statements and think tanks have explored it in recent years.  The problem has almost unanimous support — both from diversity advocates and the STEM sector itself. In 2010,  Natural Sciences and Engineer Research Council of Canada (NSERC) released an 84-page report on Women in Science and Engineering in Canada which explored the “under-representation of women in the various fields of science and engineering” and noted that this long-recognized problem was “of concern to the…NSERC”.

Are women really underrepresented in STEM?

Undeniably, yes!


According to the 2011 National Household Survey, women accounted for only 39% of university graduates aged 25-34 with a STEM degree, compared with 66% of university graduates in non-STEM programs.  Moreover, the percentage of women working in the fields has barely changed in 30 years. In 1987, 20% of the STEM workforce were women. Today, it is still only 22%.

And as NSERC pointed out in their report, “Virtually all countries in the world, to varying levels, have fewer women than men studying in the NSE” (natural sciences and engineering).

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