Randstad Canada HR Blog

Happy Canada Day: Randstad Canada’s half-year review in 5 Canadian-focused articles

Posted by Marie-Noelle M on Wed, Jul 01, 2015 @ 08:30 AM

Happy Canada Day:  Randstad Canada’s half-year review in 5 Canadian-focused articles

At Randstad, we are very proud of connecting employers and job seekers all over the country and discussing various year-long trends that affect the Canadian workplace.  As July 1st wraps up the first half of the year, we thought it would be a great opportunity to share some of our best and most popular content on how the first half of 2015 is shaping up.

We wish a happy Canada Day to all workers and employers across the country!


When it comes to recruiting, are employers putting the wrong things in the window?

Our 2015 Randstad Award survey, polling over 9,000 Canadians, revealed how job seekers perceive organizations and what makes them choose an employer over another.

While job seekers are quick to cite financial health, strong management and good training as the attributes they associate with the country’s largest employer brands, these are not the things they appreciate when looking for the right fit. Read more


5 questions to IBM, Canada’s most attractive employer brand

Our 2015 Randstad Award winner, IBM, talks about how they built such a powerful brand and a strong community.  Learn some great insights on how to nurture an authentic and compelling employer brand.


Why Randstad is one of the best workplaces in the country

Randstad Canada has been recognized as a “Best Workplace in Canada” by the Great Place to Work Institute for the 9th consecutive year in 2015. For the first time, we also won Best workplace to work for women. This recognition speaks volumes and emphasizes all the work we have done to empower female leaders through our Women Shaping Business program. Learn more about what makes Randstad Canada a great place to work for.



Is innovation the silver bullet for Canada’s skills gap?

Many of today’s job seekers have grown up in a high tech, dynamic era where the first and fastest to market are rewarded. We believe that very innovation – and the chance to work within a team of innovators – is appealing to a new crop of Canadian workers, as revealed in our Randstad Award 2015 survey. A great piece from our President Tom Turpin.


Are you ready for Gen Z?

While you may have been distracted by watching Gen Y-ers firmly establish themselves in the workplace as a force to be reckoned with, you might have missed the tide of a new generation moving up right behind them. Introducing Generation Z, born between 1995 and 2010. Coming to a workplace near you very soon, twenty million strong in the United States, with seven million of their peers in Canada, Gen Z is poised to make their mark in business. So who are these future workers?  Learn more. 

6 Roles keeping race cars on the track

Posted by Marie-Noelle Morency on Tue, May 12, 2015 @ 08:30 AM

Formula 1 represents the forefront of engineering, logistics and teamwork; supporting it are professionals of every kind, working simultaneously behind the scenes to make sure the car stays on track.

Roles like Welder Fitters, Executive Assistants and Aerospace Engineers all have their place and all work together, striving for perfection, just like the team at Randstad Canada. At Randstad, we are proud to support Williams Martini Racing and you can count on us to bring the same level of professionalism to you that race teams bring to the F1.

Find out more about the roles keeping race cars on track.


  apply to jobs now

Tags: F1

5 questions to IBM, Canada’s most attractive employer brand at Randstad Award 2015

Posted by Marie-Noelle Morency on Wed, May 06, 2015 @ 09:00 AM

A closer look at IBM Canada’s successful community-building, social media presence and employer branding development efforts

At our recent Randstad Award ceremony held on April 22nd, IBM was voted the best employer brand of 2015, based on an independent employer branding research polling 9,500 Canadians. The organization has been perceived as having the best salary and employee benefits, career progression opportunities and training. Over the years, IBM has time and again innovated in technology. But to Pat Horgan, VP, Manufacturing, Development & Operations, IBM’s true innovation resides in the tight, proud community they created: the IBMers. I had the chance to see that community in action, when we announced their big win online on Wednesday night. A flood of IBMers tweeted their support and pride.  And it struck me that this was in no way a one-time thing.  To build such a strong community, you need to nurture it.


Why do you think IBM is such a powerful brand in Canada?

Over the last 100 years, IBM moved from making cheese slicers, clocks, scales, card punches to innovating in areas like cloud, analytics and mobile technology to help make the world work better.

IBM stands for progress. We want to be essential to the clients we serve, and the best way to do that is have our employees – our IBMers –take the lead in bringing our values to life and adapting them to a changing world.

We believe, as an innovation-based company, in the importance of open exchange — between IBM and its clients, and among the many constituents of the emerging business and societal ecosystem.

We make important contributions to the world, to the future of business and technology, and to public dialogue on a broad range of societal issues. It is important for IBM and IBMers to share with the world the exciting things we're learning and doing.




How do you foster employee engagement?

We believe that,  at the center of our communities should be IBMers—as the greatest source of influence to build belief, not only in our products and services, but in our role as the agenda setter for the industry.

As  the IBM brand is primarily experienced and embodied through IBMers , we give them a set of practices that define how we behave (practices that were developed from IBMers own ideas of what really mattered), and we are providing an internal framework for brand stewardship as experienced by the IBMer.

These practices are reinforced with seminars, education, and unnumerable blogs written by IBMers on how they are living the practices in their daily lives, to help others understand how to embody the practices.


What initiatives and tools have you launched to encourage exchange and interaction?

We use video blogs. Our CEO, on her second day on the job, posted a video blog for all employees. She had 205,000 visits, 751 comments, and 175 likes.  Half of IBM saw that video within 48 hours.  

IBM’s Think Academy is another relatively new initiative, supported by a community. It’s IBM's social/digital platform to educate employees, clients, partners and friends on growth topics critical to our success.

We recently launched ThinkFridays where once a month the Corporation focuses on a strategic initiative and encourages all employees globally to participate in 2 hour learning module.

Our IBM Expertise Locator, allows us to reach out to IBM experts for internal collaboration and external engagement.


How social is IBM?

IBM has been “social” in the online sense of the word for decades. In 1997, IBM actively recommended that its employees use the Internet —when many others were seeking to restrict employees' Internet access. We actively share brand experiences on social media – designed for employees internally and also for them to amplify externally.

In 2003, we made a strategic decision to embrace the blogosphere and to encourage IBMers to participate. We also undertook the first reexamination of its values in nearly 100 years. Through "Values-Jam," an unprecedented 72-hour discussion on IBM's global intranet, IBMers came together to define the essence of the company. The result?  A set of core values, defined by IBMers for IBMers, that shape the way we lead, the way we decide, and the way we act.

Since then we’ve continued to advocate IBMers' responsible involvement in social media, internally in applications like IBM Connections, and externally via third party applications (Facebook, Twitter, LinkedIn and YouTube), for sales, communication, marketing and recruiting efforts.

The most recent example is Canada’s “country twitter” handle -- @IBMer_CA , a new way to engage IBMers we just launched in January of this year.


What would you say to other organizations who want to develop a strong employer brand? 

Don’t divide brand and culture: one of our senior leaders, Sandy Carter, likes to say “Culture eats strategy for breakfast”

Listen –crowd-sourcing employees ideas have helped us strengthen the brand and given employees a real stake in its success.

Stay authentic – don’t base success on a product or technology but on the reflection of your corporate character – and define that first before you expand brand responsibility outside marketing.

Don’t be afraid to ‘give up’ some control of the brand in favour of having employees take a greater ownership stake in its success.

Collaborate even more than what you think is required.

Trust your colleagues and employees to be interested in maintaining brand health and help them understand what that means and the role they can play in the brand’s success – if required.



Who knows who will be voted Top employer brand at next year’s Randstad Award. Will IBM replicate West Jet’s extraordinary winning streak with three consecutive wins? One thing is for sure, IBM has all intentions to continue to strive for innovation… and to keep their employees tweet, share, and promote their pride of being IBMers.


Tags: Randstad Award

Make them stay: 7 ways to improve your employees’ experience

Posted by Marie-Noelle M on Thu, Apr 30, 2015 @ 09:56 AM

Make them stay: 7 ways to improve your employees’ experience

In our most recent Employer branding report, we asked over 9,500 Canadians to share their expectations and perceptions on today’s workplaces. The results were crystal clear: if money attracts them, it won’t be enough to keep them happy and engaged.  When asked what motivates them to stay with their employers, Canadians said work-life balance is the top factor, followed by salary and flexible working arrangements. More women than men are likely to stay if they feel they’re recognized for their work. Young workers are motivated by different factors, such as career growth opportunities (8% above average) and strong relationships with direct manager (6% above average). 

To begin to impact your employer brand, you need to look at ways to improve the employee experience. Here are seven ideas to start conversation in your company.


7 Ways to Improve your Employees' Experience

1. Internal polling: Companies with effective employer brands poll their organizations asking about the mood of their employees, gauging the success of management and the engagement of teams. Measure by department, region, division and as the company at a whole. If you represent a large organization, it is unlikely that you’ll have a one size fits all solution. Be ready to take action on the recommendations or on the scoring of the polls and try to do this regularly.

2. New tools: New equipment or technologies makes everyone feel better about where they work. There are newer and more efficient ways to work investing in these advances increases the value employees feel they receive from their organization. If your teams have reasonable requests for new equipment make the investment – the purchase may be what it takes to keep them over the long term.

3. More training: Canadian companies in many industries are investing in half the value of training as our southern neighbours. We’re behind Sweden, Austria, most of the OECD in non-formal training. Now is the time to invest in your people, training their skills, bring them new certifications and upskill them for today’s world of work. These investments will reap dividends in the quality of work and the engagement of your teams and over the long term the quality of their lives.

4. Opportunities for growth and advancement: In our Employer branding report, we have found that salary and benefits, workplace flexibility and opportunities for growth are keys to attracting great people. We also find that those opportunities are the leading reason why people stay at a job over the long term. If you have a department where there is little in the way of skyward or lateral growth, there will be lower retention. Build layers of seniority or management to add those opportunities and give your teams new things to do and learn. Assign your top performers to cross-departmental projects, where they will have the possibility to gain valuable insights from other teams and functional experts and to develop their leadership skills.

5. Cognitive and personality testing: When you are hiring new team members, it is important to understand who is who on a team. Through personality and cognitive testing, you can gauge the work style and strengths of your team. This will make it easier to make hiring decisions and move people within an organization.

6. Customized benefits: Some people don’t want a deal on a gym membership, or a cell phone plan. They might want better dental care or care days for family. Allowing people to pick and choose the benefits they want and leave behind the ones they don’t will give them more control of an important part of their compensation package, this will also increase engagement in your total rewards programming.

7. Idea sharing platforms: With the immediacy and omnipresence of social media, people are used to share feedback and connect. Encourage people to share information and ideas through platforms like Google + for example, or develop your own in-house solution, like Indigo and their virtual community sharing platform Galileo. Feeling part of a community is very important to the next generations of workers, so organizations should provide them with the tools that allow them to develop strong ties with their colleagues and management.

Want to learn more about employer branding? Visit, www.randstadaward.ca to learn about the 2015 Randstad Award and a survey conducted of 9,500 Canadian workers and job seekers. Find out what attracts them to companies, what helps them stay and how to build your employer brand.

Want to learn more about leading strategies to recruit or retain? Ask us anything on Twitter @RandstadCanada #RandstadAward.

Tags: Randstad Award, Employer branding, employees

And The Winners of the 2015 Randstad Award Are...

Posted by Marie-Noelle M on Thu, Apr 23, 2015 @ 09:53 AM

Celebrating the Best Employer Brands in Canada

Randstad Award 2015

Yesterday at the Glenn Gould Studio in Toronto, we celebrated the best employer brands in Canada, with business leaders from across the country. 9,500 Canadians picked the most attractive employers in 2015 as part of our Randstad Award survey, the largest piece of independent employer branding research.

To know more, visit 

Congratulations to all winners, they all exemplify how important it is to cultivate a strong and compelling organizational culture.



Tags: Randstad Award, Employer branding

Is Innovation the Silver Bullet for Canada’s Skills Gap?

Posted by Marie-Noelle M on Tue, Apr 21, 2015 @ 12:52 PM

Randstad Canada's Point of View in the Financial Post

Tom Turpin, President of Randstad CanadaThis week, we will hold in Toronto the 5th edition of our Annual Randstad Award ceremony.Unique to Canada, the Randstad Award identifies the most attractive places to work among 150 of Canada’s largest employers (by employee size), based on the opinions of more than 9,500 job seekers and workers in Canada.

What's more, job seekers share their opinions on a variety of questions: what values and attributes are the most important to them when choosing an employer, which social media platforms they use to in their job hunt, and which sectors they would like to work in. 

What Attracts Job Seekers?

The results show that job seekers are driven by innovation, and attracted to companies who require engineers, computer scientists, data architects and other highly skilled, technical professionals. Maybe that is good news for the looming skills gap that we are seeing in Canada right now in technical and skilled trade fields? 

Read the editorial piece from our President Tom Turpin in the Financial Post to know more. 


Is innovation a driving factor when looking for a company to work for? Share your thoughts on Twitter @randstadcanada!

Tags: Canadian employment, Employer branding

Growth Hacking: What is it, How is it Helping Companies?

Posted by Mark Rosenzweig on Mon, Apr 13, 2015 @ 02:15 PM

Growth Hacking: What is it, How is it Helping Companies?

Jeff Goldenberg Founder of HackologyGet ready for the digital marketing buzzword of 2015: growth hacking. If you haven’t heard it yet here’s your brief.

“Growth hacking is about using data to drive decisions, obtaining low-cost acquisition, and achieving massive scalable growth for a company,” says Jeff Goldenberg, founder of HackologyTO a workshop series designed to teach marketers without technical skills like programming how to be a successful growth hacker. People agree on that definition but there is a split on what people assume a growth hacker to be.

Who are the Growth Hackers?

On one hand there are technically minded people; the coders and developers who know how to link APIs (Application Programming Interface which specifies how software components should interact) and databases to create webpages and web applications that generate explosive growth. The other group is the traditional marketers now living in a digital world.

An API is the structure of how a digital machine, like an operating system, search engine or App work. Having access to one lets someone plug different types of data into it and get different types of output.

These people are finding that new marketing techniques require skills that weren’t taught to them in schools or large corporations. There is a skills gap that is plaguing marketing, and it is costing companies more and more every year. In a 2014 study by International Data Corporation about CMO predictions for 2015, 25% of CMO’s and CIO’s will have a shared roadmap for marketing technology.


Hackology Growth Hacking for Non-Technical Marketers


The Fire Hose of Data a Challenge For Most

To make matters worse when attempting to dip your toe into the growth hacking waters you will inevitably be hit by a fire hose of data, metrics, and “hacks”.

“People fail to realize if you stick with it and set up systems to capture the right data, the right metrics to focus on, and the right “hacks” then making decisions becomes easier,” said Goldenberg, who through his talk helps marketers be less terrified of all of the information coming at them. “Marketers hear of the technical demands and think their skills are eroding, we want to help fix it.”

For marketers looking for jobs today, skills like, data analysis, design or Photoshop, basic web publishing like HTML 5, or using content management systems. For the non-technical marketer, these skills can create a barrier for them, preventing otherwise capable marketing professionals from applying to these jobs. “Most of these skills have easy to use tools or relatively low learning curves." 

Tools you Can Learn Today

Jeff outlined some tools you can use today to improve your digital marketing, whether it is to market your company’s jobs, or to promote your employer brand. Software as a Service (SaaS) has been key to giving people the right tools to be a successful digital marketer. SaaS allows non-technical people to do technical things such as creating a landing page using Unbounce instead of learning HTML, CSS, and graphic design.

Companies are starting to realize the versatility of SaaS and marketing departments are changing to become more data driven. “We need to become growth hackers blending data, testing, and content to achieve growth. If you aren’t then you are at a competitive disadvantage,” states Jeff as data driven decisions become more important.

At Hackology you can expect to walk out of a workshop with tangible and topical growth hacks to take home. Think of it like being given the tools and a set of instructions. With the right tools and the right instructions any digital marketer can pull off incredible things.

Learn more abouHackologyTO: a workshop series that will show you the tools to be a growth hacker, no programming required. Use the code hackologyjeff to get 25% off tickets.

Tags: Skills Shortage, Digital Marketing

Why is Randstad one of the best workplaces in the country?

Posted by Marie-Noelle Morency on Fri, Apr 10, 2015 @ 09:12 AM

Why is Randstad one of the best workplaces in the country? 




Join our team!


Tags: Great Place to Work

What I (really) think about Gen Y – Confessions of a Gen X’er

Posted by Marie-Noelle M on Thu, Apr 09, 2015 @ 09:00 AM

What I (really) think about Gen Y – Confessions of a Gen X’er

Mare-Noelle Morency, PR, Randstad CanadaMarie-Noelle Morency, Communications Manager at Randstad Canada, describes how she’s turned a new page with Gen Y, finding ways to with their help do more with less and dance while doing so.

After watching my parents putting up with jobs or bosses they resented, to be able to pay for our car, our house, my education, my clothes, and so on and so on, I swore to myself that I would not manage my career like this. I admired my parents’ resilience, while wishing and wanting for more. I wanted to be happy to go to work every morning, and not having to resort to buying a stack of lottery tickets in hopes of escaping work life misery.I was driven by achieving my full potential.

But my confidence and determination took a hit. Just like my peers, I’ve known two economic crashes – one rightfully named Black Monday in 1987 and the second was the DotCom bubble late in the year 2000. We were well-educated and ambitious, but we couldn’t get suitable jobs and we knew we could, out-of-nowhere, lose everything. This may explain why my contemporaries are often depicted as pessimistic, negative, individualist, rigid and rebel, materialistic, and insecure.

Idealism or nonchalance?

So while I like my generation’s penchant for independence, self-actualization and achievement, I cannot help but envy Gen Y’ers idealistic views, and their nonchalant, fearless attitude.

When I look around and discuss with my Gen X’ers friends, I see that they all did well. They now have nice jobs, shiny titles, they are respected in their field. But oh boy, was the road filled with obstacles, and with the necessity to prove themselves over and over again, as opportunities were limited and employers had the upper-hand. I have experienced the same hurdles. So whenever a Gen Yer would roll into the office, that I would perceived as narcissistic or conceited  with a “know it all” going on “I should be a VP already” attitude, or they’d utter the phrase “What, you don’t know that’s there’s an app for this?’’ it would make my teeth grind. 

Hidden Gen Y tendencies revealed

I learned to work with them, though. Learned to appreciate their creativity, their go-getter attitude, their resourcefulness, their optimism, their willingness to put in the hours, and it inspired me. And to my surprise, we have much more in common than I thought. Their optimism resonated a side of myself that buried deep within me who wanted to dream big, to reach for the stars, to be stimulated with grand ideas, to have fun. While Gen X is also called the McJobs or the No future generation, with Kurt Cobain as the poster child, I always felt there was something colourful and bright under that gloomy, grungy, cynical varnish. Both generations have worshipped Seinfeld and Friends for that sane dose of self-mockery, we all danced to silly pop hits from long gone bands like the Backstreet Boys, Ace of Base, Spice Girls and the likes, and relished the possibility of being connected with the world through Internet.

Calling all dreamers

So after having that epiphany, I looked for ways to work better with Gen Y. I have valuable experience, spending most of my work life mastering the art of office politics through a number of reorganizations, cutbacks, and management musical chairs, working around tight budgets, and being the queen of doing more with less. So why not turn this into a win-win relationship, where I can act as a mentor, or a facilitator, who can recognize and foster Gen Yer’s sense of innovation, while adding a dash of realism and structure in their planning. Gen Y craves the immediate and constant feedback, and they do thrive on a motivational leadership style.

And the fun only begins. I will soon to have to find new strategies for the Gen Y’s followers, Gen Z. Born between 1994-2010, they will soon make their debut in the working world, and while they share similarities with Gen Y, they are quite different. I say that because, being back at university to complete a degree in digital content, I’m getting to know some of them. They are as digitally-savvy, well-informed and open-minded as Gen Y, while being more prudent and pragmatic, as they were raised around a great recession and 9/11. Maybe they are the best of both worlds? I am looking forward to have one of them on my team! The more the merrier, right?

What do you think of your generation? How do you interact with other generations? Ask me anything on Twitter @marienoellem or @RandstadCanada

Want to learn more about Generation Z?

Learn more about the new generation entering the workforce, download your copy of from Y to Z a guide to the next generation of employees today at http://w.randstad.ca/y2z

Tags: Productivity, Gen Y, Gen X, Gen Z, Skills & People, employers, employees

Generations Part 2: Gen Z, the world’s your oyster

Posted by James Rubec on Wed, Apr 01, 2015 @ 02:43 PM

Generations Part 2: Gen Z, the world’s your oyster

James Rubec, Content Marketing Specialist at Randstad Canada,  shares his thoughts on the generational huddle he's grown his career within and his hopes for the new generation entering the workforce today.

Want to read part one? Click here. 

If everything I’ve read about this generation is true they’ll fit right in – but companies better invest in them and allow them to take their time to figure out what the organization actually does and how it works.

INMAGEBringing in Gen Z  for data entry, or to sort files that shouldn’t be printed anyway is a waste of their energy. What this generation has experienced is 15-years of rapid evolution of technology and social norms. They expect everything to move that fast and they might be right.

I started my career when using a cell phone in the office might get you a funny look, now I’ll be in meetings where we’ll all periodically pull them out to look at new messages; faux pas or status quo, who knows.

This generation will be more connected and will face more of the challenges that will come with it. There are so many channels for communication, which ever combination this generation chooses to use will win out.

From Generation Z? Here are tips on building your first professional resume.

They will be masters of their domain and if they have coding skills, building tools to make business easier will be second nature. No longer with there be a six month development project and a team of four – they’ll just work on it in an afternoon and Shazam you’ll have a new business application. Sure that might not be “focus” but it is more productive.

More than anything they want to learn and be certified – they know that knowing something is good, but showing that they know something immediately has more value. Of course not everyone can build applications in an afternoon but it could come to a point where building a solution to a problem replaces the Powerpoint presentation. This generation will expect society to come to the table with solutions or to not come to the table at all.

Disruption is the new productivity and Generation Z has grown up in a constant cycle of it.

Learn more about Generation Y, with From Y to Z: a guide to the next generation of employees.

Tags: Gen Y, Gen X, Gen Z

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