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Posts from the ‘Hiring’ Category

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!

Flexibility

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.

Variety

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
http://www.advancechiro.on.ca/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.

[1] https://www.forbes.com/sites/workday/2016/05/05/workforce-2020-what-you-need-to-know-now/#3b1973c2d632

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!

WomeninSTEM_infographic

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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Webinar: How to answer the 15 most common interview questions

  This year marks a significant shift in the workforce. Millennials now represent the largest percentage of the workforce for the very first time, with 28% already sitting in management positions and 2/3 seeing themselves in management roles within the next ten years. As more millennials assume management positions, you may be noticing changes in […]

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Webinar: Millennials in Leadership Roles

 

millennials-webinar_dec7

This year marks a significant shift in the workforce. Millennials now represent the largest percentage of the workforce for the very first time, with 28% already sitting in management positions and 2/3 seeing themselves in management roles within the next ten years. As more millennials assume management positions, you may be noticing changes in the nature of the workplace. Why? Because there are distinct differences between the work styles, expectations, and career perspectives of this generation compared to their predecessors.

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Hackathons: An Innovative Trend That Can “Shortcut” IT Recruitment

hackathon

laura-tarrant_headshot_finalLaura Tarrant is a Senior Account Executive for Roevin Technology— Adecco’s specialized IT division. Laura’s focus on IT recruitment and career coaching has led her to become a true expert in the field. Her monthly blogs dedicated to the IT field receive 2,400 followers from within the technology industry.  She understands that talent is more than just a skill set; her innovative and engaging recruitment strategies minimize inefficiencies of the recruiting life cycle while delivering stellar IT talent to her clients.

Below, Laura provides Adecco Lēad Blog readers with cutting edge IT recruitment trends.

Many innovative companies—particularly those in tech—rely on hiring big-picture thinkers to propel their organizations forward and keep them on the cutting edge. Many, unfortunately, are experiencing a technical talent shortage. In order to capture talent that thinks outside the box, employers need to implement creative recruitment tactics to match.  One such method that has proven incredibly successful and popular in recent years is the hackathon!

What are hackathons? They sound sinister…

Despite their name, there is nothing dubious about them. Started in Silicon Valley, hackathons are usually two-day (or sometimes week-long) networking events where like-minded people gather to solve development or organizational problems, grow their knowledge and produce impressive technology.  Many are hosted by think-tanks, tech companies, incubators, NGOs or major corporations. Brilliant young developers, designers and systems architects take part while industry veterans judge their work. Savvy recruiters and employers can take advantage of these events by connecting with both sets of attendees.

Why are they useful for recruitment?

They are an inexpensive recruitment strategy which can give you access to on-a-dime interviews with a variety of brilliant technical talent, let you see their soft skills and problem-solving abilities “in the wild” and get a sense of how they will perform on the job. In fact, many participants take part precisely to impress recruiters or employers who may be monitoring the event. Often, a job position or internship is marketed as the “prize” for taking part!

In addition to the recruitment and networking opportunities these events offer, hackathons can be held internally to introduce fun, creativity and competition into otherwise non-stimulating workplace processes.

Below is a peek into the types of hackathons that have become popular, tips for tech candidates on taking part and advice for employers and recruiters on sponsoring existing hackathons or organizing their own.

Virtual Hackathons

Virtual hackathons take place online and often for the purpose of sourcing international talent.  During these hackathons, participants are given programming concepts to contemplate or a programming challenge to solve—allthewhile competing for the overall title of “champion” and a spot on the leaderboard.

Recruitment Perspective: Organizations are given an inside look at how developers, scientists, students, entrepreneurs and educators from around the world approach problem-solving and compete against each other. If you are a small team with a limited budget—but have the ability to advertise and create brand awareness overseas—this recruitment ‘hack’ is highly recommended for your recruitment efforts.

Tip: For step-by-step instructions on attending and setting up a virtual hackathon, visit: http://www.the-hackfest.com/tips-virtual/

Interactive Hackathons

Interactive hackathons are conducted at pre-defined locations and begin with a presentation about the rules and theme of the event. Attendees are giving an opportunity to brief participants on a project they are working on with an obstacle they need help overcoming. Talent in this battle-of-the-brains ranges from “junior” to “subject-matter experts” who join together to unlock problems and suggest ideas while working in teams based on their individual interests and skills. At the conclusion of an interactive hackathon, a collaborative wrap-up session gives each team a chance to present and explain their findings, execution and achievements.

Recruitment Perspective: Let’s face it—traditional interviews with developers don’t always reveal how a candidate will fit into a company’s culture or if they will succeed in a real-time work environment. Interactive hackathons not only offer the ability to discover these unknowns, they are a less intimidating approach to recruitment and give employers the opportunity to perform on-a-dime interviews while networking with upcoming talent.

Tip: For a step-by-step guide on successfully running an interactive hackathon visit: https://hackathon.guide/

In-House Hackathons

As mentioned, hackathons are not exclusive to external recruitment efforts. They can be a great way for your staff to tackle an organizational problem together, solve development challenges or address your clients’ issues.  Your employees can also use them to prove their skills, management abilities and try out new roles. It’s no wonder that internal hackathons are increasingly being used by major corporations such as Manulife, Deloitte and many others.

If you’d like to administer your own internal hackathon, start by coming up with a project collectively and then setting up small teams of 2-5 employees.  Deliver the challenge and watch as the creative juices begin to flow. Fight the temptation to direct your team on how to do things during this event. While it may be hard to resist, you will boost participation by allowing your team to have a hand in every detail along the way to the solution.  By utilizing internal hackathons, you will foster a work environment that breeds innovation and challenges employees to build things creatively without a specific roadmap.

HR Perspective: Never underestimate your ability to unleash the hidden talents of your internal teams. Hackathons work as a tool for getting one’s feet wet into new ways of thinking.  They spark innovation, foster trust, engage employees, strengthen communication, encourage interaction and build strong collaborative teams who work towards a common goal. When a solution is constructed together, it is much more likely to stick.

Tip: For a step-by-step on running your first in-house hackathon visit: https://stormpath.com/blog/running-your-first-internal-hackathon

In today’s “Talent War”—in which people change jobs frequently, competition is global, salaries are competitive and opportunities are everywhere—smart, tech-savvy, agile workers are highly in demand, yet hard to recruit. Companies want to hire the best and brightest but rarely devise an innovative hiring process to make them stand out from other potential employers.  Hackathons can be a great tool in your arsenal to get you the forward-thinking IT talent you’re seeking.

Get more IT recruitment tips from Laura on Twitter @Recruiter_4_You and LinkedIn.