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Calgary’s hottest jobs part 2: employment growth and Calgary

 

Calgary gains 1/3 of the population of PEI every year

Remember when you were a child and every six months your parents had to buy you new shoes? Your feet would grow to fast, your jeans were always too short - that's what has been happening to Calgary but for the past 100-years - Calgary has been having another growth spurt and it is shooting to play as a gaurd in the NBA.

Year on year, Calgary's growth rate in population is around 4.3%, the City of Calgary is adding about 45,000 residents every year. In context that's a large community in the City of Toronto, or a third of the population of the entire province of Prince Edward Island. 

To get a hold of what that growth means in employment I've built out two graphs made from Statsitics Canada Data.

The first is employment growth by industry, by per cent of the size of the industry. It doesn’t come to much a surprise that between 2009 and 2013, Calgary’s oil and gas and resources extraction industry saw enormous gains with an increase of over 30%. That's impressive over a decade and mind blowing in four years. Over this period of time Calgary’s working population grew by almost 10%. That’s like adding a city the size of Kawartha Lakes, Ontario, and sending them all to work – I mean everyone, children and all. 

EMP GROW resized 600

Source: Statistics Canada

The second gives you the full picture; it shows you what that growth actually represents in people. While the growth in the oil and gas industry is impressive, the 20% growth in the professional, scientific & technical services sector has been the leading driver of Calgary’s employment growth. These jobs support the oil and gas industry and are seeing a real boom todate. Last week we shared a piece on some of the other support jobs in the oil and gas industry in Calgary's hottest jobs: part 1. Below this graph is part 2.

Employment Growth NUmber

 Source: Statistics Canada

Want more insight into Calgary, book a meeting with one of Randstad's Western Market Experts and benefit from our valued experience and insights.

 

Book your meeting now!

 

3 Roles that are booming in 2014

Business Analysts

Business analysts straddle the worlds of digital and business – connecting data to decisions that can have close-to-immediate impacts in all types of industries. Between 2009 and 2013, Calgary saw a growth in the number of companies in the information and cultural industries of 12.7%, as well; the scientific, professional and technical sectors grew by 17.8%.

With more businesses hiring more people the demand for these roles will continue to be strong in the coming years.

Project Managers

Project managers are helping coordinate the construction of the skyscrapers being erected in the city of Calgary, or working within the oil and gas sector planning new extraction projects.

Projects managers are consistently in high demand in Calgary; Randstad Canada’s internal numbers have shown consistent growth in these roles since 2009 with growth in demand for these roles by about 20% by year – so far in 2014, that growth has accelerated faster than in previous years, with growth being closer to 40% indicating more projects are being started; more shovels are in the ground.

Financial Analysts

Support this growth are financial analysts, helping companies position themselves and assessing the financial value of their activities. Calgary is seen as an attractive place to invest and is considered the third Canadian financial centre, after Toronto and Montreal – and the mainstay representative of the oil and gas industry in the country.

Because of the size of the market, jobs for these roles are projected to grow in the future. The City of Calgary’s own projections foresee growth in the finance industry by 13% between 2014-2018, so while in the previous four years total growth in this profession was slow, it will be making a greater impact in the coming years. 

 

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5 Reasons Canada’s Workers Are the Best

 

Happy Canada Day

Jared Grove

Today is Canada's 147th birthday, well to be precise it is the anniversary of Canada becomng a new federation with its signing of the Constitution Act - formerly known as the British North America Act.

To help celebrate, we took a look at 5 Reasons Canada's Workers Are the Best.

Canadians are among the longest living and hardest working people on Earth surviving on average into our 80s, so when we looked at data from our latest Workmonitor survey which asked Canadians about their fitness and who’s responsibility is it to maintain it – we weren’t surprised that 96% of Canadians said fitness and wellness was their own responsibility.

Canada is the second largest country and it is filled with dedicated, creative and incredibly well trained people. Here are the 5 Reasons Canada’s Workers Are the Best.

1. Canadian’s are the best trained in the world

Canadians are rated highest by; meaning college level or higher post-secondary degrees with 51% of our population receiving graduation papers beyond high school. What is even more impressive is that scales predominantly female, as almost 80% of female students who enter post-secondary education complete their degrees.

2. Longer working hours

Canadians work almost 40-hours a week and have ranked among the hardest working, and most productive workers in the world for the past decade. May be it is because Canada is the second largest country in the world and we only have a population 34.8 million; we're compensating.

3. We have great companies to work for

Being a great worker takes having great companies to work for, it is a team effort. Through generations of consistent management of our banks and governments, Canadian workers can work for almost any company in the world here at home. Canada consistently ranks in the top 10 best countries to work in; this gives Canadian workers the chance to gain international experience and the job mobility to build amazing careers.

4. Multicultural, multilingual and multitalented

Through decades of aggressive immigration Canada has one of the most multicultural populations in the world. Toronto, Canada’s most populous city is represented by almost 50% first generation Canadians, or people who were born outside of Canada, meanwhile Toronto is one of the most economically robust cities in North America. The cross cultural connections forged by immigration foster a culture of inclusiveness in our workplaces further benefiting that average Canadian worker.

5. We’re optimists at heart

It might be the winter that makes us this way we’re always hoping for spring, but Canadians are optimistic about their work, job prospects and the companies they work for. Earlier this year when we asked 2,000 Canadians  (89%) of those polled expected their company/employer to perform better and more than 50% said they expected to get a raise this year.  

How has working in Canada made you a better employee? Share your thoughts with us on Twitter @RandstadCanada.

 

Are you looking for a job in Canada?

What salary should you expect?  

 

Happy Canada Day!

 

 

 

 


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Calgary’s hottest jobs: part 1

 

Top jobs calgary

Calgary’s hottest jobs: Part 1

When you think of Calgary, what jobs do you think are in highest demand? In the land of the Calgary Stampede and the Alberta Oil Sands the answers might surprise you. While the Oil and Gas industry is hot and continues to drive both the local and national economy the industries and companies supporting the resources sector are booming too.

The City of Calgary projects growth in almost every industry; with a population boom and no slow down the world’s demand for oil it is easy to see why.

Reach truck or forklift drivers

The warehousing and transportation industry in Calgary has seen impressive growth as companies ship materials to and from work sites and to support the city’s growing population.

It is projected by the Government of Canada that Calgary’s Transportation and Warehousing sector will see an growth of 13.5% between 2014-2018. This aligns well against the massive increase in companies that the region saw between 2009-2013; when the city saw its Transportation and Warehousing sector grow in number of companies by over 23%.

Forklift driver jobs are abundant and for workers looking for a pay increase and a new city to grow in, Calgary’s job market couldn’t be hotter.

 

Are you looking for help growing your company in Calgary, book a meeting with a western market expert today.

Book your meeting now!

Administrative assistants

The Calgary Economic Development Forecasts 15% growth in the business services sector between 2014 and 2018. Supporting the professional services industry, like the financial industry which is projected to grow by 13.6% in the same period are business support professionals like administrative assistants and executive assistants.

These roles are important to inter-organizational efficacy and the productivity of large teams working in the professional space.

Electrical engineers

Extracting resources out of the ground, through mining, or steam-assisted gravity drainage (SAGD) requires precise tools and custom machinery. On top of that is process for refining those raw materials that requires further measurement and adjustment.

Electrical Engineers are important in every stage of resource extraction and refinement. Monitoring the machines that make oil and gas refining possible and even power generation the transmission and distribution of the power itself requires teams of engineers.

Electrical Engineer Jobs are available in many fields, like manufacturing which is projected to grow by 13.8% between 2014-2018, the utilities sector which may grow by 13.5% and the Professional, Scientific and Technical Services Industry which saw strong sustained growth between 2009-2013 with grow in number of companies over 17.8%.

Why is Calgary's job market so hot?

Find out here!


Calgary Recruiters

 

 


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5 Tips for a flawless resume

 

Proofreading5 Tips for a flawless resume

A spelling error on your resume can hurt your chances of landing the job of your dreams. You’ve worked too hard to let a missing word stop you now. Follow these five tips and build a flawless resume.  

1. Buy a style guide and read it

Today we are all writers and editors so we all need the right tools on hand to get the job done. Style guides are your writing bibles, the closer you follow their rules the nearer to perfection your resume will be. In Canada, if you were to purchase only two such resources these are the two you should buy.

1. Caps and Spelling the Canadian Press: This book is a guide on what words to capitalize, what not to and how to spell words in Canadian English; think labour, favourite and traveller.

2. The Canadian Press Stylebook, A Guide for Writers and Editors: Caps and Spelling you can fit in your back pocket – while The Canadian Press Stylebook would fit better in a nightstand. It contains all of the language rules that govern the media and insights into fact-checking and research that will benefit you no matter what your career is.

2. Have someone review your resume

The best eyes to look over your resume aren’t yours; while this is true of all writing when a job is on the line it is a must. A reader will catch more inconsistencies, misspellings and awkward syntax than you will.

We don’t read our own words the same as we read the writing of others’. It isn’t that you aren’t a strong editor; it is that your brain fills in missing words, skips over misspelled words and understands your textual mannerisms too well - it doesn't need proper grammar to makes sense of what your wrote but other peoples' brains will.

 

What salary should you expect?

 

3. Fact-check all names, places and things

There is nothing worse than spelling your own name, a company’s name or a city’s name wrong. If you include a proper noun (a noun that in its primary use refers to a unique entity) verify that it is correct.

Do this in emails with your interviewer, on your cover letters or in Linkedin messages. Using Google to verify the spelling of places or a business’s name takes a few seconds – spelling Xerox with a Z instead of an X, lasts a lifetime.

4. Avoid adverbs

Positively avoid including these clunky, undescriptive words. Instead of describing how you did something, spend time describing what you accomplished.

If it ends in LY, delete it and rethink how you describe yourself. Replace the adverb with actual results or write what you learned while in a role, or on a project. 

Example:

With an adverb: I expertly deployed an integrated marketing campaign.

Without an adverb: With my team we executed an integrated marketing campaign that resulted in a 33 per cent increase in foot traffic, which generated $24,000 in new business in the month of June.

Which one has more value to an interviewer or an employer?

5. Re-read the job description

Resumes are not a one size fits all solution. Unless you are applying to roles with identical job descriptions you should be making modifications to your resume before sending it out. A Marketing Coordinator isn’t the same thing as a Marketing Manager. While you might have the prerequisite job experience for both, if you fail to highlight the right experience and use the right phrases in your resume you will be overlooked.

 

1. Three keys to acing the this year's interview

2. Learn from past mistakes with the Randstad blogger's worst interview ever.

3. Trends in Resumes for 2014, the Dos and Don'ts 


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Tech Tips: How code helps you recruit developers

 

TECH RecruitmentImagine you are building a deck. You have all the wood and all of the screws you need, but instead of a drill and a power saw you are given a screw driver and steak knife. How much more efficiently would you be able to build that deck if you had the right tools for the job - and if you were going to contract out the work but placed the conditions that a steak knife and screw driver must be used - who would honestly consider takign the work?

The same goes for recruiting developers. You might want the most talented developers and they are looking for work but if you are telling them in your job ads' to use tools (programming languages) that they have no interest in using you're going to have trouble bringing them on board.

Thinking a little bit longer term about how you build a new DEV can improve your hiring and retention.

After speaking with a leading expert in programming language design, Randstad Technologies hosted a webinar focused on helping companies hire top development talent.

To learn how programming languages can benefit recruitment, watch, Why JAVA Will Never Die, an IT Recruitment webinar.

Watch Webinar Now!


5 Take Aways from the Webinar

1. Programming languages are products

While you might think that a programming language is an engineering tool, they are more like a brand or a product. You can build a deck with any type of drill, but will you choose a Dewalt, or Crafstman? The difference in choice for any single developer can be determined by market forces, the same as if  you are going to buy an iPhone or a Galaxy phone – what your peers are using and what you’ve used previously has more to do with it than if it works well.

2. Programmers are consumers; languages are learned and used if they are attractive and popular

As a programming languages are a brands, that makes developers consumers. Any developer will know between four and six programming languages. They’ll be experts in between two or four languages and be proficient in one or two additional languages. Some languages are more easily learned than others ; if you are looking for a candidate and they are missing a language, it doesn’t mean they won’t be great for a role, it just means they might need two or three months to become highly proficient in the missing language. Don’t throw the baby out with the bathwater.

3. Coding languages are chosen by group think

Teams are more likely to choose a programming language based on their previous experiences with a language, what they are currently using and what has open source libraries available. If you are going to make a shift in what languages are used this can impact your current team in unexpected ways – you may need to retrain some team members, or look for new ones with some developers greatly preferring some languages over others.

4. Every language only needs one true expert

There are some tools within a programming language that are extremely specific. They may be rarely used or when they are used they need to be constructed with in such a way that it takes great skill. You don’t need a team full of people with that level of skill, you need one person on a project who can set the table up for a team, think of this as the difference between an artisan over a labourer.

5. Programming language choice can drive recruitment

Developer JobsJust like a brand, certain languages excite people. Some people are excited about shoes, others about a brand of beer – developers get pumped about coding languages and which ones your company uses regularly speaks to developers in certain ways.

New languages like Apple's Swift, Google’s Go, or Mozilla’s Rust are on the rise – while older languages like ELang or Ruby are beginning to show their age. Before you start your next major development project consider who you want to bringing into the company over the long term.

Watch, Why JAVA Will Never Die and get ahead of the recruitment curve.

 


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6 Reasons Calgary’s Job Market Is Booming

 

Calgary Jobs

6 Reasons Calgary’s Job Market Is Booming

With over 1,360,000 residents, the highest per-capita income, no provincial sales tax and the highest population growth in the country, Calgary has the hottest job market in the Canada.

Whether it is in the oil and gas, technologies or finance sectors demand for people has never been this high.

It is higher than when in 1912, the city grew around the first Calgary Stampede, or in the time after oil was found in Pembina Oil Field in 1956. Today's growth is even greater than the 20-years after the Winter Olympics of 1988 when the population of Calgary nearly doubled.

Today companies of all types are seeking to grow in the city, looking for skilled labourers, engineers and technologists, analysts and administrators to build the tools, run the departments and extract the resources that will drive the Canadian economy.

Whether you are looking for work in Alberta, or need assistance recruiting the people you need, we’re here to help.

Book some time with one of our western experts and find the people you need today.

Book your meeting now!

 

 

Calgary Recruiters


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3 Jobs Artificial Intelligence Will Change Forever

 

IT jobs3 Jobs Artificial Intelligence Will Change Forever

Get ready for Skynet, someone beat the Turing Test.

With news from the Royal Society in London that a team from Russia has built a computer program which has passed the Turing Test (where judges are fooled as to whether they are chatting with a real person or a computer through a digital chat), the question in the staffing and recruitment world is When will these programs begin to work their way into our daily lives?

The program, named Eugene Goostman, which played the part of a 13-year old boy from the Ukraine, fooled 33% of the judges, that it indeed was a person, instead of a computer program. The Turing Test was devised in 1950 by the godfather of computer science, Second World War codebreaker Alan Turing, who built the test with the idea if a human couldn’t tell that they were conversing with a machine, the machine was thinking.

While Eugene may be the first, we are still at least a decade away from seeing any sort of authentically automated digital people engaging with us online – but when they come there will be impacts on employement.

1. Customer service

One of the first places we’ll see Eugene style chat-bots engaging with actual people will be in customer service. Today some companies use pop-up chat windows on their sales’ pages to answer questions that customers might have. In the future, these conversations could be automated. Likewise, when you email a complaint to a brand, whether the shoes you ordered are late, or the an experience in store you received from a service representative was negative, the email responses could well be those of computer. The benefits for brands will be assurance that complaints are dealt with and consumers will be engaged with. Also knowing that you can't annoy a computer is nice food for thought.

2. Communications

Today there are already examples of reporters being replaced by robots particularly in the reporting of sports media. In the future, the near future, other forms of public relations or social media engagement could be automated with an artificial intelligence. Today brands program much of their social media communication with canned content – sharing stories and photos. In the future responses to people through Twitter or Facebook could be done by a program. With enough of a back catalogue of communications a robot – Tweeter could be more effective than human engager, no typos, near immediate response, no selfies. 

Interested in learning more about programming languages or coding? Register for Why Java Will Never Die, a webinar about the life and death of coding languages.

3. Retail or restaurant service

Whether you are at a table or a in a checkout line automated services are already in the field. You can sit at a sushi restaurant and order from a tablet, with your only human interaction being the delivery of your sashimi. Right now, people are still more economical than machines to bring items from a store-shelf to the checkout line, or from the kitchen to your table, but that line is drawing close. Nothing beats good table service, but what if you aren't looking for a luxury experience and you just want a burger without cheese, cooked extra-well done? The line between service and satisfaction will be where AI fills in gaps and takes hold.

Computer scientists have been working on programming languages and supercomputers to beat the Turing Test in a serious way for the past 40-years.

Teams on prestigious campuses like the University of Waterloo, MIT and Harvard and multinationals like IBM with Watson, Google with its self-driving cars and even Apple's Siri have all in their own way begun to tackle the issues of making the technology and theories behind it commercially viable. We might be 10 or 20 years from seeing programs like Eugene living and breathing out in the wild but really, once they are will you be able to tell?

For more 100% organic communications, follow Randstad Canada on Twitter @RandstadCanada.

 

Want to know what job seekers are really looking for?

IT Jobs


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5 Ways Engineering Firms Can Recruit The Best

 

5 Ways Engineering Firms Can Recruit The Best

 

cover eng (blogLooking to hire an engineer? So is everyone else.

The facts are clear: Engineers are currently in high demand and that need will only increase over the coming years. In fact, a recent Randstad Engineering study conducted in conjunction with Engineers Canada has projected a shortage of engineers in Canada reaching 80,000, by the year 2020. Engineering recruiters looking for top engineering talent are facing significant recruiting challenges. These days, posting a job ad, interviewing applicants and then being able to hire your first choice for the position is no easy feat. Engineering candidates with hot skills need to be wooed. But how can you entice them?  

With so much competition in the engineering marketplace, it's now more important than ever, to be on top of your recruiting game. Consider incorporating the tips below into your engineering recruitment strategy:

 Know what you want by way of experience, knowledge, skill, personality and fit for your existing team; stay true to those wants even through adversity. It may take a longer period of time to find the right person, but it will benefit your organization once you’ve found the right fit vs. the wrong fit.

 

1. Communicate your company’s story

It’s important that engineering recruiters do a terrific job articulating what is special about the business. “What’s your story? What are you trying to do? What’s the vision for the company?” are some of the important questions engineering recruiters should keep in mind. If possible include someone on your team in a similar role, share the experiences of working for your firm in that role. Be clear it is not part of the interview per say but more of an informational session that will shed some light on what working for your organization is like. Make sure that your culture is reflected in every step of the hiring process. From initial outreach, to interviews, to team introductions, make sure that you represent the culture you have, and the culture you’re trying to create.

2. Lead with a problem

Engineers are typically people that are passionate about solving problems.  They care about having interesting problems to work on and when it comes to your recruitment strategy, this can work to your advantage. During the interview process, share a problem you are encountering (related to their role, of course) and frame your conversation around it. Pique the interest of the engineer and get them thinking about how they’d tackle the issue.  

3. Ask for referrals 

A great way to recruit talent is to receive a referral from other talented people. Encourage your staff to help with networking efforts by offering incentives for recommending someone who accepts an offer. You can also attend engineering industry meetings and events, serve on committees and become involved. Develop relationships through these events - and don’t be afraid to ask for referrals from this network. Make it reciprocal; be sure to refer potential candidates to others in this network when learning of someone who may be a good fit for what they’re looking for. Strategically building a network of referral sources will pay off when it's time to recruit.

4. Focus on what engineers want

Competition for top engineering talent is stiff. So when it comes to securing that ideal candidate, it’s important to focus on what engineers want and need from an employer. For example:

  • Top engineers want to work for companies that have leading edge technology. So promote yours, especially if it’s more advanced than what your competition is using.
  • Most engineering candidates are highly ambitious and want to get ahead. So talk about opportunities for advancement and professional development within your organization.
  • Many engineers want to make a difference. Explain how their work within your organization could potentially help someone or benefit the bottom line.
  • Skilled engineers require competitive pay and benefits. A strong compensation package can certainly tip the scales in your direction when recruiting engineers. For a look at our recent Engineering Salary guide click here.

5. Move quickly 

When you’ve found the right person, move fast; we are in a very competitive marketplace, don’t let someone else get your new employee, while your work to cross your T’s and dot your I’s.

When it comes time to make an offer, remember to make your best presentation, hit all of your key points and don’t offer 10% less and expect to negotiate. In the marketplace today potential employee’s may have two or three offers on the table, and often don’t want to negotiate. A shortage of skilled engineers is one of the biggest challenges facing engineering recruiters today and with a limited pool of candidates, understanding what motivates engineers is a key component to attracting engineers to Canada’s leading employers.


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Career fitness tips: 3 things to work on this summer

 

 

career advice

Career fitness tips: 3 things to work on this summer

 

 

Last night I attended my first boxing class and as fatigued as I was by it I'm energized by what I accomplished. The same can be said about the past year. Accomplishments are the icing on the cake but it is the journey that nourishes you whole.

Career building and navigating your way through it, is more about overcoming your failures than it is celebrating your successes. The good times are good because your worked hard, planned well and stuck to it.

As good as you are today you can always get better. Here are three things you can do to help push your career further this summer.

1. Learn about something new

Even if you have 10-years of experience in human resources with all the designatations imaginable - there are opportunities available to expand your awareness of your business and industry. Look for new training opportunities, learn a new language or find something completely new to dig into.

We launched registration for a webinar on the lifecycle of a coding languages and how to recruit developers called Why JAVA Will Never Die, this could be a great opportunity for you to learn something new.

 

Register  Today!

 

2. Network more

New people bring new ideas. Spreading your influence between different departments and different community groups can expand your horizons and bring new opportunities for yourself and your organization. Every city has some nooks and crannies culturally that you’ve never seen and there are parts of your organization that you haven’t ventured to. Take a day this summer and do one of the two. Developing knowledge of a new demographic or age group - or learning about a new system from an different type of organization can bring great insights into your day to day.

When I was a reporter learning how the advertising sales teams managed their contacts taught me a lot about follow-up and relationship building. Similar synergies can be found where you work.

3. Become a mentor

Mentorship is growing in popularity as new generations of workers are working their way through the ranks. If your organization doesn’t have a mentorship program – think about starting one. In a poll of 500 female executives and managers, 58% felt that organizations across Canada could provide better mentorship or advocate programs. 

This exercise will benefit your team, your organization and yourself. One of the best things you can do to cement your skills and processes in your own mind is to help develop someone else’s.

Personal development is professional development and if you forget former the later will suffer.

Questions


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6 employer branding lessons from Canada's most attractive employers

 

WestJet, IBM, Randstad Canada

6 employer branding lessons from Canada's most attractive employers

As a talent and brand champion, Randstad Canada thinks it’s important for employers to understand the benefits of a strong employer brand strategy. To this end, we consulted several of the most attractive employers in Canada honoured with a 2014 Randstad Award for their advice. Here are some of their insights into what makes a strong employer brand:

1. Create opportunities for development.

Bree Ranieri, Vice President, Human Resources, Molson Coors

“What we’ve really been focused on to keep our employees engaged and motivated is helping employees understand the opportunity for development in front of them. We’re a unique sized company in that we are large enough to offer a wealth of opportunities to build capabilities and grow new skills, but not too large where there is a lot of bureaucracy. So I think that people feel quite comfortable that they have some positive development experiences.”

2. Keep your finger on the pulse of your employees.

Amanda Holmes, Director, Talent Management, Fairmont Hotels & Resorts

“We are always looking for new and exciting ways to engage our colleagues in addition to the standard employee engagement survey that we administer every year. We also do pulse surveys midway through the year to touch base and see how people are doing on their action plans and make sure they are moving forward. But we’ve also recently launched a new internal social media platform that allows our colleagues to share photos, videos and fun updates with their colleagues at our hotels around the world.”

3. Live your brand.

Cathy Sprague, Executive Vice President, Human Resources, Bruce Power

“The one piece of advice I give every employer who wants to build a strong employer brand is make sure that you live your brand. It has to be something that is really believable. If your employees don’t believe your brand, it’s not worth the paper that it’s written on, so you have to live it every day.”

4. Reinforce your core values.

Ted Moraz, President, Beer Store

“Our strategies, every year, regarding retention always include looking after our core values. I think that good companies are guided by their core values. Nothing is more important to me than the health and safety, and well-being of our employees and as far as I’m concerned, if we are looking after our employees, then they are going to look after the business.”

5. Walk the talk.

Liza, Votiky, CIR Director, Talent Acquisition Canada, Coca Cola Refreshments Canada

“I think you have to walk the talk, you can’t just talk the talk. SO if you are out there in the marketplace and you are talking about what the company will deliver, whether it’s from a sustainability perspective, from an employee perspective, an engagement piece, you need to deliver on those things.  A culture of accountability, so that the leadership within your organization is delivering every single day, on the employment brand.”

6. Build your foundation.

Rose Marie Forlini, Manager, Talent Acquisition Services and Operations, Air Canada

“Start with your foundation. Look at what your employees bring to you. Look at what the values are and how they shape your organization today and communicate that outwards and have that same voice.”

Learn more about employer branding, download your Randstad Award Report at http://www.randstadaward.ca


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