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Interested in Adecco Canada’s CEO for One Month Program in 2019? Here’s what you need to know!

by Olivia Poulin, 2018 CEO One Month

Adecco Canada #CEO1Month Olivia Poulin shares her advice for what to expect from the CEO for One Month program.

The Application Process

The initial application through the Way to Work website consisted of a profile, resume and motivational letter. There were really no instructions for the letter besides a blank box and the question “What drives you?” which allowed me the freedom to tell Adecco what I’m all about (I chose to make my letter 1 page). I received an email from Adecco in my country announcing that I was in the Top 30 and they requested that I send in a 1-minute video and an essay demonstrating how I live Adecco’s core values. After this, when I was selected for the Top 3, I had a Skype interview with the CEO himself, Gilbert Boileau. This was our first opportunity to speak to one another, so I felt the pressure, but also just wanted to show him who I really am and why I wanted the opportunity so badly. After a follow-up interview with someone else from his team, I received a congratulatory phone call letting me know I had been selected. What a feeling!

Research

If you’re doing research because you are interested in the 2019 program, then you’re already off to a great start. I spent hours researching the Canadian program as well as the global program, which includes a finalist boot camp and the ultimate opportunity — shadowing The Adecco Group Global CEO Alain Dehaze. I watched every YouTube video, read every article, checked out past participants’ Twitter and Instagram profiles, searched hashtags etc. When the interview question came along “how much do you know about the CEO for One Month program?” I could confidently answer “practically everything”. However, DON’T STOP THERE! Learn about Adecco in Canada and in surrounding markets, the staffing industry, and some of our competitors, too. This way, during the interview process, you can speak to how your personal experiences will benefit you throughout the program, increasing your chance of selection.

Attitude (of Gratitude)

Be grateful for every round of applications you advance through and the things you learn about yourself along the way! The Marketing Team is reading, scoring and ranking every application more than once. If you don’t make it through to the next round, send a follow-up/thank you email for having been considered. Have a genuine attitude of thankfulness. This could benefit you in the future if you build the relationship properly. Once you are selected, please realize the incredible opportunity you have ahead of you to learn, be challenged and prove yourself. You have been trusted to view everything top down of a Global Fortune 500 Company — an experience many could only dream of at the early stages of a career!

Do What Feels Right

Don’t follow everyone else’s lead. Do what feels right to you. There isn’t really a “right answer” in terms of exactly what they’re looking for. Think outside the box and feel free to have fun with your application. Show your personality and creativity. I stressed myself out watching OTHER people’s submission videos and digging around the Internet to see who I was competing against. I’d compare our backgrounds, education, videos etc. and worried that the approach I took in my video wasn’t quite right. But at the end of the day, I was selected because I was able to show so much of my true self and my relevant experiences, which leads me to my next point:

Authenticity

Make sure your videos/essays match WHO YOU ARE. It sounds so cheesy, but: be yourself. When I showed up to work on my first day, I wasn’t worried about ‘acting right’ or putting on a show to be someone I’m not — I was exactly who I am and that served me well throughout my time there. I could relax and interact in a natural and positive way. I received many compliments that I was warm, kind, fun, positive, eager to learn, genuine and determined — qualities that I foster every day. In my final day feedback session, I was told that in-person-Olivia matched application-Olivia and that was really important to me.

Time Commitment

Whatever you’ve got going on — cancel it. Kidding! (Kind of, but not really). I have never worked harder or been busier in my life than during my month with Adecco. I was juggling an online university class, running my company from another city, handling church responsibilities and completing Adecco Global Challenges on top of travelling, learning, shadowing and working on my final project for Adecco. It was crazy, but it taught me a lot about myself (check out next week’s post!) and my working style. I’d recommend making decisions that allow you to put as much of your focus and energy into your CEO for One Month journey as possible in an effort to maximize your time there and not spread yourself too thin.

Living on Your Own

I lived in Toronto during the month in an apartment that Adecco supplied for me. Living close to work was a big stress relief for me since I come from a small town where I’ve always had to drive everywhere. It was fun to walk to and from work in the big city, grocery shop without my car and enjoy the other exciting activities around me. I was comfortable living on my own because I have previously done so, but make sure you are mentally preparing for it if you haven’t yet had that solo experience!

Global Challenges

The Global Team will be issuing challenges to you via a web platform during your time as CEO for One Month, depending on when your month takes place. My month with Adecco was in June and global competitions are happening throughout June, July and August. The challenges are unlocked weekly or biweekly and consist of things like video introductions, personality tests, LinkedIn articles, an innovation project, reports etc. These challenges are used to showcase your skills, experiences, personality and things you learned during your CEO journey.

Other Stuff

The people at Adecco are great — interact with them as much as you can. They become like family; everyone wants to see you be successful and have an incredible experience.

Your salary comes once you’ve completed your month. Adecco pays for your place to live in Toronto and helps you out with some money for groceries.

It will likely not be a 9 a.m. to 5 p.m. job (especially on travel days). When meetings with the CEO and the rest of the team take up your entire day, you will likely have work to complete at night.

Reach Out

Feel free to reach out to me if you have direct questions or want to talk more about my experience. I can be found on Instagram (@poulin09) and Twitter (@oliviapoulin). Make sure to use #CEO1Month.

Stay tuned for my next blog post about my biggest takeaways, lessons learned, what I did, and more!


To view more of our blogs and articles, visit our Employer resources page on our website.

 

 

Staffing Trends

Here at Adecco, we are focused on staying up-to-date with evolving staffing trends. Heavily influenced by technology and cost-saving efforts, the recruitment industry is always changing. To help you navigate this environment, keep reading for a roundup of some recent and relevant staffing trends in Canada.

Employer Branding

With increased competition to attract and retain top talent, employer branding can take companies to the next level. According to a recent LinkedIn report, talent acquisition leaders broadly agree that employer branding is an important factor in their recruitment efforts.[i] And because candidates can afford to be selective about which companies they choose, company culture messaging is essential in capturing a potential candidate’s attention.

Social Recruiting

Employers are leveraging online professional networking sites like LinkedIn to appeal to their target candidate demographics. These sites facilitate online recruitment efforts and provide effective ways of engaging potential candidates to evaluate fit prior to the interview stage. Social networking sites have also proven to be a successful component of an employer branding strategy, giving users the opportunity to market the organization, as well as open positions to candidate pools.

Candidate Screening

With evolving technology, employers can now rely on automated screening methods to facilitate the hiring process. Algorithms and artificial intelligence help recruiters filter candidates efficiently, ensuring that every candidate being interviewed is equipped with the skills required for the role. These tools allow employers to focus on the best fit for their corporate culture, while saving them the time and energy of manually sifting through numerous applications.

On-Demand Workforce

The growing trend of an on-demand workforce enables employers to scale their workforce up or down to flexibly meet the demands of short-term requirements or rapid business shifts. It’s expected that by 2020 almost half of Canada’s working population will be self-employed.[ii] This model offers benefits to both employees, who have the flexibility to set their own schedule and rates, and employers, who can save the added cost of benefits, paid vacation, pension and more.

Recruitment Process Outsourcing

Don’t have the resources to recruit internally? You’re not alone! Many companies with a small or non-existent HR department rely on outsourcing their recruitment process. This could be in the form of consulting a headhunter to tackle your hiring needs, or working with an employment agency to assist in recruitment efforts big or small.

Keeping up-to-date with current staffing trends can help ensure your recruitment efforts yield optimal results. At Adecco, recruiting is our business.  We can help you respond to these trends or fill those challenging roles, so contact your local Adecco branch today and speak to a qualified Recruitment Consultant.

To view more of our blogs and articles, visit our Employer resources page on our website.


[i] U.S and Canada Recruiting Trends 2017 – What you need to know about the state of talent acquisition. LinkedIn https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/us-and-canada-recruiting-trends-2017.pdf

[ii] Intuit says 45% of Canadians will be self-employed by 2020 releases new app to help with finances. Financial Post http://business.financialpost.com/technology/personal-tech/intuit-says-45-of-canadians-will-be-self-employed-by-2020-releases-new-app-to-help-with-finances

 

Why Temporary Jobs Are Great For Students This Summer

#TempEmployment

As summer approaches, students across the country are gearing up for the summer job hunt, looking for short term employment to cover increasing costs of living, tuition etc. If this sounds like you, don’t overlook temporary work, which offers many benefits when you’re looking to make some extra money this summer.

Gain experience

Temporary work is a great way to enhance your post-secondary education. By working a temp position in your industry, you can earn a competitive salary while gaining hands-on skills that you can’t learn in the classroom. Plus, these positions give you insight into workplace expectations and set you up for success after you graduate.

Get ahead of the game

Temporary work is a great way to make connections that can set the stage for your career after graduation. It’s no secret that networking is an essential part of the job hunt and can be something students struggle with. With temporary placements, you can get a step ahead of similar candidates and score a few good references for your post-graduation job search.

Perks of full time work

There’s no denying the perks that come with full time employment. Whereas part time work often comes with inconsistent hours, evening and weekend work, and frequently requires open availability, full time positions offer stable working hours. A temporary position gives you the best of both worlds, offering you the flexibility to select a position that provides you with your desired hour or assignment duration, while giving you the stability not offered with shift work. Not to mention the added perks of vacation pay, stat holiday pay and healthcare plans common to a full-time position.

Effortless

After 8 months of studying, it can be challenging to motivate yourself to initiate the job hunt. Revising resumes, applying for jobs, lining up interviews — looking for work can be hard work! With a staffing agency like Adecco, qualified recruiters can find positions for you in many fields of employment, taking much of the work out of finding your next favourite summer job.

Regardless of your employment status, whether you are a student looking to make money for your education, or suddenly find yourself without work looking for a quick re-entry, a temp position may be the perfect fit.

With new temporary and permanent positions opening daily, contact your local Adecco branch to speak with a recruiter and register for free today!


To view more of our blogs and articles, visit our Employment resources page on our website.

 

Including Inclusion

By: Megan Wickens

It’s easy to say that there’s a difference between diversity and inclusion, but drawing out the differences between these two goals is not as easy. In this guest post, Megan Wickens, head of our Alberta trades division and member of our Canadian Diversity and Inclusion Committee, looks at how inclusion policies are the next frontier in the corporate world.

There’s no doubt that we need to focus on building a culture of inclusion in the workplace and in the world.

What is diversity in the workplace? The dictionary defines diversity as the condition of having or being composed of differing elements: variety. And when we talk about diversity in the workplace, we’re usually referring to these 4 elements: ethnicity, gender, sexual orientation and age.

While diversity is buried in the corporate policy of most companies, I would argue that it’s worth so much more than that. Our goal should be to create a culture of diverse talent. Instead of thinking of it as an obligation to meet diversity targets, to check off an item on a checklist, we need to reframe diversity so that it considers the inclusion of diverse viewpoints.

It doesn’t have to be hard. We do it all the time in business: diversifying portfolios and product mixes to stay ahead of the curve. Now apply the same to people – why wouldn’t we want to include diverse viewpoints from people who add value to our business and our lives? Inclusive policies can help us get there!

A little bit about me

I am on the Canadian Diversity & Inclusion Committee with the largest HR staffing company in the world and I head up the trades division in Alberta for our engineering brand (an industry that is predominantly male). I am married and do not have kids (none on two legs anyways #dogmom). I am considered a millennial, but I’ve spent almost a decade in the technical recruitment industry and another handful of years in the customer service industry.

I bring these things up because I want you to know where I’m coming from. In my career, I have not felt that my age (or lack of age) played a role in my ability to be hired. I have not felt that I was asked to do more work because I don’t have kids that depend on me. I have not felt that my opinion wasn’t valued or that I wasn’t being included. I’ve been lucky.

The truth is that many people do feel this way. And it can be hard to accept that we aren’t all inclusive leaders. So, thinking about the way that we are (and are not) inclusive can be a valuable exercise for all of us.

Focus on inclusion

My husband sent me a video created by Accenture that emphasizes the sometimes unconscious exclusion of people that can happen even when diversity targets have been met. The video highlights the ways that our differences can inform how we interact with each other, which can sometimes create uncomfortable (or even untenable) work experiences that prevent us from reaching our full potential.

The video raises questions about the ways that we treat our colleagues: what informs our expectations? How do we articulate these expectations? It ends with a call to recognize these biases and embrace change for the better – change that comes from refocusing on inclusion.

I urge you to watch the video at the end of this blog, sit back, think hard and decide — am I an inclusive leader? As leaders, we constantly need to be self-aware and empathetic; understanding our audience and showing emotional intelligence is an important part of the job. So, it’s important that we ask ourselves these important questions: Do we really know our teams? How can we know them better? How can we get the best out of everyone and not just from those who rise to the top out of sheer determination?

On our teams, everyone should be a top performer. Everyone should be valued and recognized for adding value. It’s clear that we’re better off when our diverse teams are able to contribute to our success, so let’s focus on building a culture of inclusion in the workplace and the world.


To view more of our blogs and articles, visit our Employer resources page on our website.

Why an Internship Program?

Internships are more than a mandatory student requirement and experience on a resume. A well-managed internship program can bring significant benefits to an organization.  Here’s how your organization can reap the rewards.

  1. Fresh Perspectives

Student interns bring with them fresh ideas and perspectives that can have a great impact on a business. Recent grads are generally tech savvy and fluent with social media platforms — positioning them well to impact marketing strategies! To tap into your intern’s ideas and creativity, create an environment in which they feel comfortable so they are at ease to participate in meetings and brainstorm sessions.

  1. Brand Recognition

Good news travels fast.  Internship programs show potential job seekers and existing employees that your company believes in employee development.  These programs also shed light on positive corporate values to existing and new clients.  Adopting such a program and making it a positive experience, means that people will talk about your company to their network — setting your brand apart from other companies competing for similar talent and clients.

  1. Increased Productivity

Internship programs are a cost-effective solution to providing extra support staff members sometimes need. Interns lend great support with administrative tasks and other entry level projects, allowing employees to focus on higher level business tasks. This prevents existing employees from becoming over burdened with a high workload — while ultimately increasing productivity.

  1. Recruitment Tool

Internships are a great way to evaluate a potential candidate without the commitment of hiring them permanently. This year-round recruitment tool creates larger pools of talent to pull from, with workforce ready candidates. Should you decide to hire an intern, the result is a new employee who is fully trained and understands your business — allowing you to save costs on recruitment and training!

  1. Giving back to the community

Developing a well-managed internship is a great way to give back to the community and demonstrate that you value their support of your business. Not to mention, internship programs increase employment levels, enhance the local workforce and economy, and, assist graduates in developing professional skills. What better way to solidify a positive corporate culture that encapsulates social responsibility?

Need help implementing an internship program for your company? Contact Adecco Canada for resources and assistance, and start reaping the benefits of a well-managed internship today!


To view more of our blogs and articles, visit our Employer resources page on our website.

Staffing for Canada Week

Staffing for Canada Week is upon us once again. It’s an annual celebration that gives us the opportunity to recognize the many contributions of Canadians who are employed through staffing firms. At Adecco, we know that our outstanding temporary associates are the reason for our success, which is why we’re proud to give over 9,000 people a chance to work at great companies every week.

Here at Adecco, we recognize the valuable contributions that temporary workers make to our clients. Whether it’s providing support during peak periods of increased business or additional assistance to ensure projects meet their deadlines, temporary workers are often the unsung heroes of a business. So this week, we take a moment (and some blog space) to acknowledge the MVPs of the staffing world: temporary workers.

People make the difference

Talent is the multiplier. The more energy and attention you invest in it, the greater the yield.      – Marcus Buckingham, Author and Business Consultant

Good employees are a company’s greatest asset. Their hard work not only keeps a business alive, it helps the business thrive. After all, employees are the ones who know the business inside and out. We believe that recognizing our temporary employees for the contributions they make — not just during Staffing for Canada Week, but throughout the year — helps empower workers to truly make a difference within their organizations

How we value our associates

How do we show this appreciation for our temporary associates? It’s simple. We treat all our associates like the top candidates we know they are. This includes a competitive compensation and benefits package, which enables our associates to take control of their careers, while providing them with the flexibility to find the right position, hours and wages to fit their lifestyle. But it also includes the small things — follow-up calls and reward programs show our appreciation throughout the year.

Consider temporary work

Looking to rejoin the workforce or get a foot in the door? Want to work for great companies with the flexibility to be selective about your next job? Then temporary assignments might be for you! With temporary work, our associates can take advantage of the high levels of personal flexibility and the opportunity to try on various hats to develop transferable skills that short-term assignments offer. Plus, they get to pick the right position that enhances their professional and personal lives.

This week, as we celebrate the contributions temporary associates make to Canadian businesses, join Adecco in saying: Thank you!

To view more of our blogs and articles, visit our Employment resources page on our website.