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Posts from the ‘Hiring’ Category

Small Businesses and the Growing Competition for Talent

Small and medium-sized business owners face many hurdles when competing against large corporations. Don’t lose that dream candidate to a major competitor! Let our tips help you transform your company’s team for future success.

Small and medium-sized enterprises (SMEs) often face considerable competition, and recruiting quality candidates is no exception. On-boarding and training new hires can be a costly endeavour and candidate attraction can be difficult with limited brand recognition. In celebration of this year’s Small Business Week, we’re highlighting some of the challenges that SMEs face when recruiting and offering our tips for finding success. Read more

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.

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/