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Posts from the ‘Employers’ Category

Managing Diversity

In this era of advancing technology and globalization, excluding diversity from your workforce can leave you missing out on great talent. But managing a diverse team presents its own set of challenges. To help in your efforts, check out Adecco’s six tips for managing diverse teams in today’s workplace.

The benefits of a diverse team are virtually endless. For example, a multigenerational workforce can provide a high level of on-the-job knowledge along with varied approaches to business, technology and social media. And a multicultural workforce creates more understanding and respect for cultural differences among colleagues, customers and partners alike. In all, having a diverse workforce brings multiple talents and ways of thinking to your organization, strengthening your decision-making abilities and giving you a competitive edge.

You may wonder how you can create a diversified workforce that benefits, rather than hinders, your team’s productivity. Read on for our six tips for managing diverse teams.

1. Emphasize open communication policies

Communication is key to managing diversity at work. Be clear and concise in all communication from upper management especially when discussing workplace policies, promotion criteria and non-discrimination policies. Promote an open-door policy with management and encourage employees to express any concerns or issues before it develops into a conflict.

2. Establish expectations early

Start by ensuring that expectations are clearly communicated to all employees. Setting out an individual’s responsibilities and role within the organization up front helps establish a baseline expectation so everyone understands what they’re accountable for. At the same time, it’s important to be sensitive to your staff’s needs. Ensure that accommodations are made for employees who need it. Equitable treatment of your employees accounts for their differences and aims to help them succeed.

3. Invest in diversity training

Despite your best efforts to foster an inclusive environment, investing in diversity training can empower your personnel to respect their differences and work together as a team. Diversity training can improve employee collaboration while reducing conflict, allowing you to build a team that is open to new ideas from all colleagues.

4. Manage conflicts

Conflict in the workplace is inevitable. Address issues head-on to avoid escalation of tension and be especially sensitive to complaints about discrimination. Work to find a solution that addresses the conflict swiftly and fairly to help keep employee relationships healthy and strong.

5. Capitalize on team-building activities

Team-building activities are a great way to connect colleagues. Through these exercises, your employees learn how to collaborate in a relaxed setting while improving communication within your team. Investing the time to incorporate team building into the workplace will enhance your team dynamic while maintaining a healthy diverse workforce.

6. Celebrate your diversity

Cultivate an environment that promotes inclusivity by celebrating the differences of your colleagues. Acknowledge cultural holidays and other celebratory days (such as International Women’s Day on March 8 and Canadian Multiculturalism Day on June 27). Use these events as an opportunity to educate your staff on different values, beliefs and backgrounds. Celebrating diversity will help forward inclusion in your organization.

Integrating diversity into your organization can turn your workforce into a dream team. Let us help you build it. Contact your local Adecco branch today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

The Impact of Health and Wellness on Productivity

It’s no surprise that the more an employer invests in their workforce, the more productive and loyal their workforce will be. To reach optimal productivity levels, organizations should consider exploring health and wellness initiatives that support their employees’ physical and mental well-being.

Regardless of your organization’s size, a focus on health and wellness can increase productivity while diminishing lost time from work. Not to mention, implementing specific benefits can act as an incentive when attracting and retaining top talent within your organization.

Here are some ways you can increase the overall wellness of their workforce.

1. Incentives and organized programs

 It’s proven that increased physical activity leads to improved sleep, reduced stress and more energy, so encouraging it through incentives and organized programs are a great starting point to get the ball rolling. Consider a reimbursement plan for sports activities or fitness memberships, or even, start a corporate-wide sports team or running group. These simple measures can have positive short-term effects on your workforce’s well-being.

2. Encourage time off

Organizations offer time off to provide employees with a mental break from the day-to-day stress of their jobs. However, 27% of Canadians go without vacation for a year or more, while 17% say their work schedule doesn’t allow them to take vacation. Encourage employees to take full advantage of their allotted time off and offer solutions — such as cross training — to ensure they don’t feel overwhelmed by the workload they’ll be faced with upon their return.  And when they do go off, allow employees to feel supported in their decision to disconnect and recharge.

3. Additional benefits coverage

Some employees may prefer a holistic approach to medicine, therefore, incorporating alternative medicine options within your benefits program can help promote a sense of well-being. Including coverage for osteopathy, massages and acupuncture can go a long way in helping your employees increase mental and physical well-being. As well, coverage options such as nutritionists, dieticians and smoking cessation can drastically improve the health of your employees — while reducing employee healthcare costs.

4. Assistance resources

Focusing on an employee’s wellness also means allowing them to have access to resources to take matters into their own hands. Consider supporting strong mental and physical health through employee assistance programs, which provide resources and support for employees who may be suffering from personal issues such as substance abuse, family issues, stress, depression and anxiety. This type of program ultimately enables employees to achieve peace of mind and be their best self at work.

Simply put, the implementation of specific corporate programs and benefits which promote employee health and well-being sets an organization up in a healthier, happier and more productive landscape.

For more information or assistance on how to start making the link between health and wellness, and productivity, contact your local Adecco branch today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

Recruitment Trends in Engineering and Technology

Ready to improve your recruitment strategy in 2019? Roevin has you covered with the latest recruiting trends to keep your business competitive in the search for top engineering and information technology talent.

Securing the top engineering and IT talent can be challenging for a business in today’s candidate-driven market. Traditional recruitment methods combined with a competitive compensation package are no longer enough to snag those top candidates. So, if you’re planning your 2019 recruitment strategies, keep these top recruitment trends in mind.

Internships

Not only are internships a great way for organizations to show their support for students by offering them real work experience, they also offer great benefits to the employer. The internship period acts as the perfect opportunity to teach young professionals about your business as well as providing on-the-job training for prospects. While it’s not a new concept, internships continue to be one of the best ways for new engineers to find employment.

Social recruitment

Social recruitment simplifies the process of networking between hiring managers and qualified candidates. LinkedIn is easily the most popular, but there are several other industry-specific networking websites to take advantage of. Websites such as The Engineering Exchange, Engineering.com and Design News allow engineers to exchange content, stay up to date with emerging trends and learn about job opportunities with other professionals solely within their field, making these networking sites a great resource for hiring managers.

Predictive analytics

Even the best recruiters can’t determine the likelihood of a candidate accepting a position or how long an employee will stay with the firm. Predictive analytic platforms can help identify the factors that differentiate two applicants who appear identical on paper but whose behaviour may differ greatly. This technology helps the employer select talent with the skills, experience and education to complete the job and the behavioural habits that fit their corporate culture.

AI in the Interview process

Artificial intelligence (AI) has been assisting recruiters through their hiring and on-boarding processes for a long time, but its role within recruitment continues to grow. AI can now be used in the interview process to form questions based on the organization’s needs, saving time for the recruiter to focus on a training program that guarantees success. Further, AI software can track facial movements from candidates including unusual eye movement and stammering that may indicate excessive nerves or lying.

Chatbots for candidate screening

Screening candidates can be a timely undertaking that often produces few, if any, potential candidates. Utilizing chatbots to screen potential candidates is a great way to automate the hiring process. Candidates answer a few questions about their skills, experience and education and the chatbots search through the results to identify matches to the organization’s requirements. Not only do chatbots speed up the hiring process, they also improve the candidate experience by providing quick confirmation and feedback on candidates’ applications.

Virtual reality/skills assessments

Through AI, machine learning and implementing VR platforms, organizations can better assess how candidates will respond in practical on-the-job settings — ultimately giving employers a more realistic idea of a candidate’s on-the-job performance before making a positive hiring decision.

Having trouble keeping up with evolving recruitment trends? Leave your talent search to the pros. Contact Roevin for assistance on all your engineering and IT recruitment needs!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

Mental Health and the Workplace

The average professional spends 90,000 hours at work within their lifetime. With such a substantial portion of lives spent at work, employers need to be cognizant of how the workplace can trigger mental health issues, and in response, focus on creating an environment that fosters strong mental health amongst their workforce.

Mental health and our role in the workplace often co-exist. To many, their professional lives foster a social network and ensue a sense of purpose and accomplishment. However, being constantly connected through technology can make those 40-hour work weeks feel more like 24/7 — leaving little time to focus on self-health and self-help. Currently, 1 in 5 Canadians experience a mental health problem or illness each year.

As an employer, the benefits of promoting mental health awareness is twofold. Employees reap the benefits and your business profits do as well. When we think of lost time at work many relate it to physical injury or illness, but the reality is that 30% of disability claims are related to mental health problems. In Canada, the total cost of mental health problems and illnesses is $50 billion per year. Employees affected by mental health issues experience higher absence rates and decreased productivity, leaving companies with an increased turnover rate — making it hard to meet deadlines and achieve corporate goals.

Creating a foundation to support good mental health does not have to strain your business’ resources. It’s as simple as implementing specific strategies.

Identify and educate

Mental health illnesses are not always easily identifiable and can often be misinterpreted by individuals and companies.  An employee who frequently misses work, has decreased work performance and shows changes in their behaviour can often be tell-tale signs of a mental health illness.  In these cases, educating leaders on how to engage in conversations around mental health can help employees feel that they’re in a safe environment, open up about their issues and seek the appropriate support.

Resources and support

As an employer there are many ways to support an individual who may be facing a mental health illness.  To start, make educational tools on mental health issues available.  This could range from education materials to online self-assessments that are geared at helping individuals detect the signs and promote early intervention.  As well, providing benefit plans and compensation structure support such as therapy coverage and mental health days can provide employees with the resources to seek the help they need.

Action plans

Develop and implement policies and procedures to allow employees to feel safe to come forward and to breakdown any stigmas associated with psychological issues.  If a colleague exhibits signs of stress and anxiety, have an action plan in place to assist. Communicate without judgement, consider emotional triggers while being supportive and clear. Also, providing training for colleagues can help to erase the stigma around mental illnesses in your workplace.

Despite our best efforts in fostering a supportive work environment, mental health issues are not always preventable. A wide range of factors from biological to psychological to environmental can contribute to the development of mental illnesses. With so much time spent at work, employers need to focus on the signs and have resources readily available in order to help.

With a little effort, your workplace can have a large impact in maintaining the positive mental health of your workforce.

If you or anyone you know is in need, it’s important to seek the appropriate help. For information on the resources available throughout Canada visit mental health resources.

2019 Recruitment Trends

Ready to improve your recruitment strategy in 2019? Adecco has you covered with the latest recruiting trends to keep your business competitive in the search for top talent!

In a candidate driven market, securing the best available talent can be a major challenge for businesses.  As top candidates remain in high demand, it takes more than a job offer with a competitive compensation package to seal the deal. As you plan your 2019 recruitment strategies, consider these top recruitment trends.

Recruitment marketing

To combat talent scarcity, many organizations have redirected their marketing efforts. It’s essential for companies to build an “employer brand” that combines corporate culture, social responsibility and its reputation as an employer. A creative and strong employer brand can help your organization stand out from the competition ― while exemplifying why you are the perfect fit for new potential candidates.

Proactive recruitment

Starting the recruitment process only when a position opens up is no longer good enough. By engaging proactive recruitment strategies, companies can create a database of skilled candidates, ready for hire when your business needs change. Include a link on your social media profiles and website to encourage applications year-round. Then, make sure to catalogue all resumes received by skills, qualifications and job title.

Passive talent

With a tight talent pool and tough competition, more than ever, hiring managers need to take a creative approach to candidate sourcing, including approaching professionals who may not be actively looking for a new role. To widen your search, be sure to leverage sites such as LinkedIn to connect with passive candidates who are not currently looking for a job, but who may be open to new opportunities.

Social recruitment

Employers are increasingly utilizing social media platforms to attract candidates. Whether you leverage sites like LinkedIn ― designed to facilitate networking between professionals ― or other popular social media platforms such as Facebook and Instagram, social media helps to engage potential candidates while promoting their employer brand and corporate culture.

Technology

As technology continues to evolve rapidly, companies are relying on these advancements to facilitate their recruitment processes. More and more organizations are using technology such as Applicant Tracking Systems (ATS) to automate their talent search. This may be the right avenue for organizations who need to save time from not having to filter unqualified candidates, and gain time to enhance their on-boarding and training processes to reduce turnover.

Mobile recruitment

In Canada alone, 25.5 million people (70% of the population) use smartphones. As mobile technology continues to evolve, implementing a mobile recruitment strategy is vital for businesses looking to target the labour pool. Companies who adapt and create a mobile friendly application platform can create better candidate user experiences and increase the number of applications.

Virtual reality/skills assessment

As Artificial Intelligence (AI) technology continues to develop, the role of virtual reality (VR) within the recruitment and on-boarding processes will steadily increase. Implementing VR platforms can prove to be useful when assessing how candidates respond in practical settings ― ultimately giving employers a more realistic idea of on the job performance before making a  decision to hire.

Lacking the resources to implement these evolving recruitment trends? Leave your talent search to the pros. Contact your local Adecco branch for assistance on recruitment and on-boarding procedures today!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

Workplace Resolutions for Success

After a holiday season full of food, friends and gluttony, it can be challenging to get your employees back into productive mode. Snap your team back to reality with some simple resolutions sure to kick-start your organization’s new business year.

Whether it’s personal or professional, most people will agree that a new year creates the sense of a new beginning. So why do we return to work feeling sluggish and unmotivated? If you’re looking to overcome that holiday hangover, get your employees back on track with professional resolutions that will guarantee success in 2019.

Focus on development opportunities

Keep the feeling of professional success alive by initiating a conversation with each member of your team to discuss their career goals. During your meeting, select a realistic development goal for the year. Not only will each colleague feel valued, but they will be motivated to work towards a successful future within the organization. Be sure to set reminders to follow up throughout the year and don’t be afraid to alter development goals as you go.

Place an emphasis on training

Even senior-level employees can learn a thing or two! Whether the training is to help your team work towards their career goals or for specific programs that will contribute to their productivity, create a syllabus of training courses for each team member to complete. Provide timelines and incentives to help keep your colleagues on track.

Facilitate communication

A new year is the perfect time to strengthen communication habits within the workplace. Develop an open-door policy that makes colleagues feel comfortable and welcome to participate in constructive communication. Encourage your team to provide feedback on daily operations and make recommendations on how to improve business practices.

Support a healthy active lifestyle

It’s one of the oldest resolutions in the book, but it may just lead to healthier and happier employees. Consider partnering with fitness centres or offering a monthly stipend towards physical health memberships. Not only will you see a noticeable decrease in lost time, but employees will feel more motivated at work. A win/win for your organization!

Lead by example

If you are feeling sluggish getting back to the grind, your employees will follow suit. Set goals for yourself and get to work. If your employees are lagging, don’t be afraid to get your hands dirty. Jump into action and work alongside your team until they are back to full productivity.  Your efforts will not go unnoticed and can motivate your employees to get back into their routines.

Make 2019 your organization’s best year yet! For support in recruiting your dream team, contact your local Adecco branch today.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.