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Posts from the ‘Lēad Articles’ Category

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.

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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/

 

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.