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Posts from the ‘Lēad Articles’ 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/

 

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

 

5 Tips to Retain Your Talent Pool

With the labour market becoming increasingly competitive, employers are finding it challenging to retain their talent. Employees are keeping an eye out for better opportunities, or are contacted by headhunters with offers too good to refuse.

At Adecco, we know that great employees are hard to find. To help navigate you through this reality, we’ve got five main employee retention tips..

  • Provide internal growth and development opportunities

No employee wants to be stuck in a so-called “dead-end” job. Internal growth and development starts from day one! Establish a strong on-boarding training resources. Consider setting a review schedule to meet individually with your staff to set goals and create action plans that help them progress. This will also help to continue to motivate them and feel appreciated.  Promoting internal growth and development highlights your belief in their success.

  • Create a positive workplace culture

The average Canadian spends 90,000 hours at work during their lifetime.[i] That’s approximately one third of someone’s life! This is why colleagues are often referred to as a second family or work family. Make sure to foster these relationships. Hold luncheons, celebrate birthdays and holidays, hold contests and team building events. These may seem like small incentives, but they can have a big impact in making the workplace more enjoyable and inclusive.

  • Foster open communication between management and staff

It is often said — Employees do not leave companies, they leave managers.  Create an open-door policy for management within your office to make them more approachable to staff members. Encourage employees to express any concerns or ideas they may have to make the office better. Start a dialogue! Hold weekly meetings to discuss workplace issues, highlight business successes, and, bridge conversations between management and staff members.

  • Work/life balance

With an increased presence of technology in the workplace, the way we work is continuously evolving. From freelancing, to flex hours, to working from home — the ability to connect to the office virtually on a multitude of platforms enables employees to have more freedom than ever before. Consider providing your staff with laptops, and letting them to work from home one day a week. Or, offer a “flextime” option  and let them work a set number of hours a week on their own schedule.  You may even consider paying them hourly and allowing them to leave once their workload is complete. When an employee has the flexibility to manage their work with their personal life many witness an increase in productivity and a happier employee!

  • Consult job stat sites/compensation guides

If you don’t offer competitive pay and benefits, you’re already out of the game. Financial compensation is a huge motivator for employees. They know their worth and if another company meets or exceeds that value, it won’t be long before you receive a resignation letter. Consult reputable job stat sites/compensation guides to determine fair financial compensation from the get go. Don’t forget; compensation is not just salary. Benefit packages can be equally enticing to an employee. Make sure you have a benefit plan that is as diverse as your staff to support all their needs.

If you would like to view Adecco’s Compensation Guide, 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.

Unfortunately, there is no way to eliminate turnover altogether, however, when it comes to retention a little effort does goes a long way. When an employee feels satisfaction in their job and receives recognition, they are less likely to peruse job boards or return that call from the headhunter. By hiring your employee, you have bought into them, now give them a reason to buy into you!

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


[i]  The Globe and Mail, 2017

https://beta.theglobeandmail.com/life/top-five-tips-for-creating-work-with-purpose/article36352867/?ref=http://www.theglobeandmail.com&

 

Persistence and You

By Andrea Mancini, Adecco Canada National Account Executive


Success is all about persistence and doing the right thing for the long term.
-Bruce Rauner

 

In a world where it often feels like all your problems could be solved with one app click, I have found that the formula for success requires more effort and good old-fashioned persistence. Any successful sales champion will tell you that they did not reach the top of their game by hoping for success to knock at their door. Instead, they’ll probably tell you that sales success requires patience, confidence and grit–all qualities that are part of being persistent.

You either have what it takes to make it in sales or you don’t. Why? Because sales requires you to face yourself and your brand every single day—a difficult task when your brand is intangible. Sales also draws on your own innate characteristics. However, while you cannot “teach” sales, you can develop your innate skills and combine it with a positive, persistent attitude, to become a sales champion that is resistant to any economic conditions.

Here’s how:

Don’t take it personally
You will hear “no” many times in your pursuit to be a sales champion. The key is to hear it, acknowledge it politely, and remember, it’s not personal. The receiver is not saying “no” to you, they’re just saying “no, not now.” And there could be many reasons why they’ve responded this way. Your job is to persist and find out; why not now. It could be because you haven’t given them a reason to say yes.

Knowledge is power
Understanding a prospective client is fundamental to being able to present them with something they’ll want to say “yes” to. Be persistent and thorough when approaching a sales lead or prospect. Your job is to explore and understand who they are even before you get your foot in the door. What are their objectives, what is new in their world, why would they want to talk to you and allow you in their space?

So what?
With the rise of customer sophistication combined with all of your competitors knocking on your client’s door, you need to give them a reason to let you in. You need to persuasively present a compelling value proposition that demonstrates that you understand how you can add value and make it easier for the buyer. Otherwise, you’ll be faced with a literal or figurative “so what?” Until you can answer that question, be persistent.
A useful exercise is to refer back to how you buy. Take the example of buying new shoes. If you go into the shoe store knowing that you need running shoes, but the salesperson keeps showing you a hiking boot, they can describe its benefits all they want—that it’s on sale, made of good quality leather, how fashionable it is—but all you want is someone to point you to the best running shoes, at the best price, so you can run that 5k. Know what your buyer is buying and you’ll be able to anticipate and meet their expectations.

Be Authentic
We all know that buyers buy from people they trust. And the way you build trust is to be persistent in communicating your interest in helping your buyer, have the knowledge to back it up, and be yourself. Posturing, “sucking up”, or “buying” your client may work in the short-term, but you may suffer negative consequences in the long-term. Trust your abilities and your main objective to help your client and everything will eventually fall into place..

Grit with a cherry on top
Don’t underestimate the delicate balance of being persistent while remaining kind and professional. In my early years of selling, when I asked my prospects why they agreed to meet with me, they would affectionately comment that it was because “ you wouldn’t stop calling.” I took that as a semi-compliment, interpreting it as: “ you were persistent but not pushy, and I don’t know why but I like you, so now what are you going to do for me?” The art of not being pushy but still commanding attention comes from practice and the confidence that you have done your homework, you know why you want to sell something to a prospect, and, you love the chase!

Persistence is achieved by having an unwavering faith that your efforts are going to translate into a win one day. This requires patience, confidence, and a support system you trust. The process will require practice and possibly even reinvention, but if you stay positive and remain persistent, your goals will be within reach. Happy winning!

 

As a National Account Executive for Adecco Canada, Andrea Mancini’s primary focus is sales and contract negotiation for medium and large sized organizations. Her diverse background in the staffing industry has positioned her to create holistic solutions for her clients. Her many roles include Recruitment Management, Business Development, Field Manager, and National Sales. For over 10 years, Andrea has created long lasting client relationships by helping companies in the changing world of work. Many of her solutions have included implementing successful Master Vendor programs, creative Permanent Placement initiatives, and Large Volume solutions for employers of choice.  As a result, Andrea is a three-time recipient of prestigious sales awards in the staffing industry.

Andrea holds an Honours B.A. in Media Communications from Brock University.

Networking is a Game Changer in Helping with your Job Search

Why network? In today’s business world networking has become a big deal. Meeting people who can provide mentorship or at least put you in touch with individuals that can steer you in the right direction is key to success in a job search or even when running your own business. For some, it’s very natural to meet new people and develop relationships but for others it can be challenging even terrifying at times. Networking is like a garden that requires supervision and maintenance to deliver you success. So how do you become a successful networker? There’s really no real science to it. It’s getting yourself out there and just doing it.

Join clubs, groups and meet people who have similar interests. Volunteer or attend a fundraiser that you are enthusiastic about. Having similar interests will make it easier for you to get involved and immerse yourself in the activity, which will allow you to be more available to the people around you. You need to be visible in order to meet people. Connection is the key to building a strong network. So don’t go home right after work, go out for dinner with colleagues, attend local events, conferences and networking events.

Building trust is another key variable to building a good network. You have to cultivate real, deep relationships with your contacts before you can ask them for a favour or expect them to help you find a job. Building confidence with your network takes an investment of time on your part. Remember, people who don’t really know you, won’t refer or promote you.

Having a diverse network is also a key factor in building a strong solid network. You need to look beyond your connections and get to know people who are not like you, who are not in your industry, or social group. This means expanding outside of your comfort zone to meet diverse people. By diversifying your network, you can meet the connectors who can put you in touch with individuals that can point you to the road that leads to success.

Be open to asking genuine and thought-provoking questions. Also, prepare yourself to do more of the listening by allowing the other person to do most of the talking. This will help you understand them better and give them a positive feeling about your exchange. This will not only help you gain more information about the person but it will also give you details about them that you can use for follow-up conversations at a later date. Be open to joining a conversation during a break and introducing yourself. Most people are okay with being interrupted and it gives them a chance to meet someone new. If the conversation seems too serious, you can politely excuse yourself and move on.

Consider how you can help others but drawing connections within your own network. You might have the opportunity to be the matchmaker yourself and introduce your contacts in their service or industry to these new networks. Make sure to follow through with both parties to find out what happened with their interaction. It can help you out in the future and also allow you work on your “connector” skills.

Now you are one step closer to becoming an expert networker.

Happy Networking!

By Andrea Theophilos, Social Media Marketing, Adecco Canada

Andrea Theophilos manages Adecco Canada’s social media platforms. She possesses over 18 years of marketing and event management experience and has worked in various industries that include travel, government, healthcare, finance and staffing. 

Millennials Want More… Corporate Social Responsibility!

By CEO for One Month, Alana Couvrette

Millennials sometimes seem to get a bad rep as a narcissistic, entitled and self-centered generation. But is this fair to say? I don’ t think so…

For example, millennials expect more from their employers than a paycheck. They have a genuine desire to give back to communities, near and far. For them, purposeful work and the ability to create a positive impact take precedence on profit and salary. In fact, in a recent survey, it was revealed that 45% of student about to enter the workforce would even take a pay cut “for a job that makes a social or environmental impact.” They seek to work for organizations who enshrine good values and ethics into their business model.

Organizations, like Adecco, have taken note of this trend. They know that having an organization-wide aspiration to making a positive difference is part of their value-proposition for attracting and retaining the millennial talent pool.
However, trumpeting your values and ethics isn’t enough. You can’t just talk the talk… The young talent pool is eager to roll up their sleeves, get their hands dirty and participate in the efforts to improve communities near and dear to them. Organizations need to be able to offer opportunities for employees to truly engage in the change that they wish to make. Millennials seek diverse volunteerism opportunities.

At Adecco, our core values-passion, entrepreneurship, team spirit, responsibility and customer focus- permeate the whole business. As Adecco Canada’s CEO for One Month, I noticed this right away and can testify to their relevancy in our work. These values are also conveyed through our global employee engagement program, Win4Youth. This program encourages participants to clock up kilometers (through cycling, swimming or running) which are turned into donations to help disadvantaged youngsters find employment.

On June 22nd, 2017, Adecco Canada hosted their annual Solidarity Day, a day dedicated to Win4Youth. We spent the afternoon as a team running around Toronto completing a scavenger hunt filled with wacky photo ops and funny tasks. Maybe it’s just me but I didn’t even notice that we each accumulated around 9 kilometers. Multiply that by the total number of employees in the office and you’ve got a healthy donation! Curious to know how the day went? Watch this short video I made!

Still think millennials are self-centered? Deloitte’s Millennial Survey found that 7,800 young leaders from 29 different countries believe that the business world is getting it wrong. Close to 75% say that they feel businesses are “focused on their own agendas rather than improving society.”

Who’s looking self-centered now?

[1] https://www.forbes.com/sites/jeannemeister/2012/06/07/the-future-of-work-corporate-social-responsiblity-attracts-top-talent/#39aca2c33f95

[1] https://www.fastcompany.com/3046989/what-millennial-employees-really-want