Randstad Canada HR Blog

Daylight savings time: spring forward safely

Posted by James Rubec on Wed, Mar 04, 2015 @ 12:29 PM

DaylightThis weekend on Sunday March 8, we’ll be turning our clocks forward an hour and while the boost of evening light will be make our commute home more enjoyable you have to make sure you “Spring Forward” in a safe and productive way.

In a study, published in the Journal of Applied Psychology, researchers from Michigan State University looked at reports of accidents that have occurred in mines from 1983-2006. The Barnes and Wagner study has found that when we lose an hour of sleep, like we will this upcoming Monday, we are more likely to be injured at work, and more likely to be hurt more severely. So, yes, daylight savings time gives us more-light but we need to be careful while at work.

How to save yourself during daylight’s saving time:

  1. Go to bed an hour early, on Friday and Saturday night: This will help your body become accustomed to the time change and prevent life threatening fatigue.

  2. Change your clocks earlier: If your schedule and sanity can withstand it, start your time change early. Your cellphone will change itself, but your habits of waking up an hour early won’t.

  3. Take a care day: Some people experience sleep fatigue differently. If you don’t feel that you are well enough rested to perform your job safely, take the day off. Your safety and the safety of the people around you is more important than being on time.

  4. Be aware: Your morning commute will be darker than usual. Are your headlights clean, are you prepared to interact with cyclists and pedestrians differently? With early March comes early spring, and the melting conditions will bring more people onto the road – watch out for them!

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Workplace safety is part of the productivity puzzle. Managers should be cognizant that changes in time can affect people’s performance. If you work in an environment with FlexTime, or work from home, don’t be surprised if some of your team members use that option on Monday, March 9.

For more workplace trends, or talent management advice, follow us on Twitter @RandstadCanada.

Tags: health and safety, Daylight savings time, workplace safety, safety, health, Spring, management, fatigue

5 Creative Hiring Tactics for IT

Posted by James Rubec on Fri, Feb 27, 2015 @ 10:56 AM

5 Creative Hiring Tactics for IT

If you have a smart phone, a TV, a thermostat or even a field full of cows, developers and IT professionals are connecting you to the world. Recruiting these talented team members can be a challenge, here are 5 Creative hiring Tactics for IT. 

psg-general-cover.en1. Hiring young: Generation Y has already entered the workforce in a real way, their skills are competitive, but their experience may not be where you need them to be fully productive. There are members of Gen Y who are running start-ups successfully, they are being promoted to senior ranks within teams – this year give them a shot or you’ll lose out on the leaders not just of tomorrow but may be today. 

Generation Z, is younger but they are in some cases midway through their undergraduate programs. If you haven’t started talent marketing to this group you might already be behind the Grade 8-Ball. You don’t need an Instagram account to attract either generation Y or Z, recent research conducted by Randstad Canada has found that both groups are attracted by community engagement. Promote your Corporate Social Responsibility Programs, announce large hirings through the media and raise your profile with two generations at the same time.

2. Use contractors and contingent labour: While you need to build internal teams to help deliver this year’s business solutions, onboarding team members won’t solve immediate burning issues. There is an opportunity cost to not deploying new tools, or systems that improve efficiencies today. Contractors, or a contingent labour solution, can work with your team and immediately deliver on projects that can set up new hires for success this year.

Are you making enough? Find out with Randstad Technologies Compensation Survey.

3. Retention and promotion of women: There is a talent crisis in IT, and it is in how few women stay in their positions over the long term, with fewer female leaders in positions to act as sponsors or as powerful voices who can bring more women into the ranks – IT and Technical services have some of the lowest levels of female directorships outside of the natural resources industry

This can be a chicken and the egg problem, if an industry has few women in it, it is perceived as unattractive to women and fewer women apply to roles. There are still challenges, if are looking to fill a position for senior IT manager with 10-years of experience the reality is that there just weren’t that many women enrolling in IT programs in 1998 who can apply for that job. This year, break that cycle in 2012/2013, women represented more than half of the working population and as many as 25.5% of graduates from programs in IT are women . Bring them into your company now and support them as they grow – over time that will improve your employer brand and make you a more attractive employer.


group-24. Offsite teams: In IT, there are many roles that can be done offsite. You can have a development team working on projects in Calgary, when your head office in Toronto. This can help you in a couple of ways. One, it lets you manage the costs of your employees more effectively, knowing that some markets have lower rates than others and two, it can increase the hours of your team’s response and capacity with multiple team members in a variety of time zones. This flexibility means that if one team is bogged down in a weather emergency the whole team isn’t impacted.

5. Redundancy: Many managers are forced by budgets to run programming with a tight ship, but there is a strong argument in having redundancy built into your team structure. Hiring an extra team member gives your team some breathing room on productivity; it can improve the team cohesion, reduce stress and if a team member leaves unexpectedly you’ll have the added work capacity not reduce total output.

One greatest key to success in the talent war and in employer branding is competitive salary and benefits as found in Randstad Canada employer branding research in the Randstad Award. Make the best offers to your star candidates and be ready for your teams’ performance reviews with up to date information on what candidates are looking for today.

Want more insights in your market or for your job hunt? Download the 2015 Randstad Technologies Compensation Guide.

Tags: Technologies, TECH recruiters, IT recruitment

Are you ready for Gen Z?

Posted by Social Team @Randstad on Thu, Feb 26, 2015 @ 07:13 AM

Are you ready for Gen Z?

from-Y2Z-I

 

Introducing Generation Z, born between 1995 and 2010. Coming to a workplace near you very soon with seven million of their peers in Canada, Gen Z is poised to make their mark in business. So who are these future workers? How can employers prepare for this next generation? What are the differences between Gen Y and Gen Z, and how will those differences impact organizations? And most importantly, how do you attract, engage and retain them?

 

Learn more and get your copy of from Y to Z, by clicking here!

Tags: Gen Y, Gen X, Youth unemployment

5 Way community engagement grows your business

Posted by Social Team @Randstad on Mon, Feb 23, 2015 @ 09:59 AM

5 Ways community engagement grows your business

barrie-campaignBy Bonnie-Sue Cuppage, Branch Manager Randstad Canada, Barrie, Ontario

I’ve lived and worked in a Barrie for a long time and some people joke that “Bonnie-Sue knows everyone” and to some extent it’s true, I do know a lot of people here. The reality of the situation isn’t just that I know everyone; it is that I have a lot of relationships with people here, with businesses here and organizations – it hasn’t happened overnight and it hasn’t happened by happenstance.

If you want to grow your business, you need to engage with there community around you. Here are my tips for building your business by engaging in your community.

Looking for a job in Barrie? Apply today! 

  1. Network – I don’t just mean go out and hand out a few cards, but go out and listen to people. Find out what they need and see if you can help. That can be with someone who is new to town or your neighbour for 30-years. By helping your network and connecting them to other people or services you build trust and that’s a two-way street.

  2. Keep your eyes open – The signs of new business for any company or your personal business are everywhere. Sometimes there is literally a new sign that indicates new construction, sometimes an existing business is renovating. That might mean expansion and they could use your services. Pay attention to new developments in your region, new bylaws passed by local governments they can be game changers.

  3. Know your community – I don’t just mean its history but its physical landscape, different regions within it, drive around see what is there. Know the movers and the shakers in your community – meet your local councillors, meet your MPPs and MPs. They are professional networkers and there is nothing wrong with working with them or even for them.

  4. Volunteer – Investing in your community with your time and the time of your people has value – it puts you in an incredibly good light and helps you connect with more deeply with your. When you volunteer you are building a bridge into the work and personal lives of the people you are working with. Over the long run giving back pays off in ways that you can’t count.

  5. Work hard - Growing your business will never be easy and despite what you might have heard Linkedin won’t sell your customers for you. You have to go out every day, sometimes at night, sometimes on the weekends and get yourself know. Then the work begins you’ve got to fulfil their expectations and deliverer on-time and every time.

I hope this helps some new business owners out there, or someone who is planning to grow their team or company. If you need help we’re here, if you want advice, get into contact with me or my team.

Bonnie-Sue has been recruiter; business leader and powerhouse networker in Barrie for over 20-years, helping companies find great people and connecting the talented residents of Barrie find jobs. If you are looking for help recruiting in Barrie, or are looking for work please get into contact with her team by visiting www.randstad.ca/barrie.

Tags: Barrie Ontario Jobs, Barrie Recruiting, Barrie Recruiters

Five trends that will shape the labour market landscape in Canada this year

Posted by James Rubec on Wed, Feb 18, 2015 @ 01:00 PM

Op-Ed, Originally Published in the National Post, By Tom Turpin, President Randstad Canada

Tom_Turpin-v1Many factors are shaping the year ahead for businesses and their employees across Canada. Falling oil prices are expected to continue for some time; consumers and government will carry even deeper debt loads and Generation Z will begin entering the job market while Boomerang Boomers continue to fill the void in various skilled trades.

While we saw flat job growth last year, economists and organizations have shown optimism for the year ahead. Here’s what we’re predicting will happen in 2015 across the Canadian labour market landscape and what companies, employees and job seekers should be paying close attention to:

Canada to see movement from West to East Discussions with clients from various industries confirm that the demand for skilled engineers and technical workers is far from drying up. We predict a rise and move in the second quarter. With a lower Canadian dollar, the manufacturing industry will have a strong start to the year, and we can project higher demand in manufacturing professionals working in this export rich market environment.

Want to hear more from Tom Turpin? Listen to this podcast!

All regions and sectors will need an influx of highly skilled workers, specifically the manufacturing centres of Southwestern Ontario, prospected liquefied natural gas projects in British Columbia, mega-hydroelectric construction in Manitoba and Quebec, and Western Canada’s vigorous energy sector in spite of the stated lower energy prices. Recent investments in aerospace will return benefits in employment in this sector in 2015.

Technical fields will be in high demand That will be spurred on by manufacturing, aerospace and warehousing and logistics. Approximately 80% of the provinces’ total exports are made by Ontario manufacturers and throughout 2014, even when certain sectors weren’t hiring, the manufacturing sector was booming. In addition to the work that will be required this year, Statistics Canada says, there are also unfilled orders across the machinery industry, engine and power transmission equipment and agricultural, construction and mining industry, which will mean huge job gains.

Skills gap and youth unemployment will remain a challenge Last year we saw heightened conversation around contributing factors to youth unemployment: unpaid internships, a mismatch in skills and graduates having to work part-time jobs because their chosen industry is over-saturated. This is still very much a problem. Managers say a huge portion of today’s graduates aren’t thinking about the jobs of the future, causing them to not have the skills necessary for the jobs available. And when it comes to skilled trades, a shift in thinking needs to be made in schools and at home that the blue collar jobs of yesterday are the white collar jobs of today and tomorrow.

Employers want an all-in-one employee Employers will want to see more out of their employees like never before. With companies increasingly understanding the value in training and hearing from employees about the need for up-keeping skills to retain staff, they’re looking to see these new skills in action. Companies are thinking about the needs of the future and certain skills are going to be necessary, such as being new-media literate, being able to understand concepts across multiple disciplines, being affluent in a variety of tools and techniques, virtual teamwork, and the ability to problem solve in creative and non-traditional ways.

Gen-Z will bring in changes in the workplace This generation is all about out-of-the-box thinking and using multiple channels and tools to find solutions. These workers have been brought up with access to everything through the touch of a fingertip and it’s because of this that they won’t feel the need to wait for direction or instruction like generations before. They also don’t measure productivity by being constrained to a desk and will want to see flexibility as they view themselves as valuable freelancers.

Although we may be off to a rocky start when it comes to the economy, there are opportunities within different sectors across the country and we’ll most likely see a positive change come Q2.

Tom Turpin is president of Randstad Canada, the country’s largest staffing, recruitment and HR services provider. Listen to Randstad Canada’s The Workstation podcast, to hear Tom Turpin discuss 2015 trends for the Canadian Employment market.

Tags: Randstad Canada, Jobs and economy, Skills Shortage

Women Shaping Business a Year in Review; #Womenshapingbiz

Posted by James Rubec on Thu, Feb 12, 2015 @ 10:02 AM

What we've learned, what is coming next?

Editor’s Note: Women Shaping Business is a program dedicated to shining a spotlight on diversity in the workplace of all types. Since 2012, Randstad Canada’s Women Shaping Business program focused on a survey conducted by Ipsos Reid of women working in Canada both executives and employees, to gain a deeper understanding of the challenges and opportunities that women face in the world of work. In the last three years, this has expanded to discuss progress all workers can make to help them achieve their personal goals and career objectives.

WSB2014_MTL1

On November 4, 2014, Randstad Canada held a panel discussion on mentorship and gender equity in Montreal, Québec as part of this year’s Women Shaping Business program. The panel featured; Nancy Venneman Présidente et fondatrice de l’entreprise Altitude Aerospace, Elizabeth Alves Vice-Présidente, Audit interne et gestion des risques chez Cogeco, Présidente du CA du chapitre du Québec de l’Association canadienne des femmes en communication et technologie (FCT), Ryan Hillier Avocat chez Blakes et président de la Jeune chambre de commerce de Montréal and Ruth Vachon Présidente-directrice générale du Réseau des Femmes d’affaires du Québec.

Toronto-WSB

On November 12, 2014, Randstad Canada held a panel discussion on mentorship and gender equity in Toronto, Ontario as part of this year’s Women Shaping Business program. The panel featured five great speakers including Spencer Saunders the President of Art & Science Digital Experience Design, Katherine Dimopoulos the Head of Marketing and Brand Experience at SCENE, Fawn Annan President & Group Publisher IT World Canada & Chair, Canadian Channel Chiefs Council, Ingrid Macintosh the Vice President of Portfolio Advice and Investment Research, TD Bank Group and Michael Kyritsis the VP of People and Values, Bond Brand Loyalty and was moderated by Linda Galipeau, the CEO of Randstad North America.
Calgary-WSB
On November 13, 2014, Randstad Canada held a panel discussion on mentorship and gender equity in Calgary, Alberta as part of this year’s Women Shaping Business program. The panel featured; Anna Murray, Founder Young Women in Energy, Dr. Rebecca Sullivan, Professor, Department of English Women's Studies Program, University of Calgary, Chris Marks, Global Talent Acquisition Leader for Ensign Energy, Farah Mohamed, Founder & CEO G(irls)20, Kelly Norcott, Sales Director, Telus Business Solutions; Regional Chair Connects - The Telus women's Network and was moderated by Linda Galipeau, Randstad North America’s CEO and Randstad Canada’s founder.

Men should have a seat at the table in the discussion about gender diversity

On the face of it, it sounds counter intuitive. The He for She solidarity movement put forward by UN women make a case for men to be part in the discussion on female leadership – and the reasoning is sound. First, you have to identify that men aren’t the root cause of the problem – traditional organizational structure, unconscious bias and advancement strategies are. By bringing men into the discussion whole heartedly, it opens the door to a broader discussion about not just how to bring more female leaders up the ranks – but into how to improve organizational efficiency, find better leaders and improve the business.

Accommodate is not enough - organizations need to adapt 

In one discussion held on our Toronto panel this year, the word ‘’accommodate’’ was used to describe what organizations can and should do to help women reach work life balance or workplace harmony. The problem with accommodation is that it implies there is solution for a punctual, limited or short-term problem. But as organizations need more and more skilled workers, and women form a huge proportion of this workforce, while still struggling to juggle job and family responsibilities, accommodating will not be enough. And where accommodate fails, adapt supersedes – it implies that a system will change and evolve to address the problem permanently. In the case of gender diversity, organizations should not accommodate half of the working population, they should adapt to an imbalance that need to be solved.

Gender and family issues aren’t just women’s issues, they are workplace issues

In all of our panel discussions held this year, we had stories that highlighted diversity issues that could have been prevented with training. One story was about a senior professor at a university who was looking for a way to improve the work life balance for this teachers who had children. He instituted a new mandate, stipulating that teachers with parents would no longer teach afternoon classes, thinking that in doing this, he’d make their lives easier.

He was wrong. His change placed a burden on everyone – teachers who had arrangements for afternoon care for their children no longer needed it, teachers who didn’t have children were now forced to teach more afternoon class, which impacted them in uncounted ways. The lesson in the story: family issues are workplace issues, not specifically ones of gender, and they impact everyone whether you have a family or not.

Diversity_boards

Sponsorship is key … self-promotion too:

The role of a sponsor is to help you develop your career, promote you internally, and help you advance in an organization. The mentor, on the other hand, is more of a coach, giving you advice and sharing their experiences on specific issues. Sponsors and mentors are very strong allies, but you also need to keep evaluating yourself and looking for ways to improve. 

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And while it is a good thing to assess your progress, you should avoid giving too much into self-criticizing and self-doubt. Display your ambition so other managers understand your goals, and speak openly about your success. Women have a tendency to minimize their successes - be proud of your accomplishments and do all you can to promote them. 

Women on boards, women in STEM: are we doing enough?

The question that we posed this year and is becoming more prevalent in the discourse around gender equity, is, “Is this enough?”Through research and our discussions, we see that female leaders advocating for more women in executive positions in their organizations have an impact – more women are given opportunities.  There has been great progress, as you can see below, in a graph published in the 2014 Board Diversity Report Card published by the Canadian Board Diversity Council. Organizations with more female 

board members have more female executive members. The impact of more women on boards means more women in positions of power.

diversity-2

The question that we posed this year and is becoming more prevalent in the discourse around gender equity, is, “Is this enough?”

In the fields of Science, Technologies, Engineering and Mathematics that’s a resounding no. In IT and natural resources, again we’re seeing too few women entering the job market and when they get there, they are leaving too early. Here is an example: in Manitoba[1], only 8% of professional engineers are women. Another large proportion of women who are trained and have paid dues to their representative engineering association choose not to work as engineers.

Below is a graph of female engineering membership and due-payments in Manitoba, through the Association of Professional Engineers & Geoscientists in Manitoba (APEGM). Members of the APEGM, who are women only 15% are practicing currently – versus 33% who are deferring their dues.

 man

The challenges of training more women in STEM fields is real, as is the capacity for organizations and work cultures to keep them in these fields once they are in these careers.

This year we hope to explore why these dynamics exists and what companies are doing to improve the world of work for women

 

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Get a copy of Randstad Canada's Women Shaping Business Research today.

This year will be an exciting time for diversity in the workplace and we hope that we can continue to provide you with valuable insights, research and advice on growing in the world of work.

 

Tags: Canadian employment, Womenshapingbiz, gender equity

Snow days: should you stay, or should you go?

Posted by James Rubec on Thu, Feb 05, 2015 @ 02:35 PM

1024px-Snowstorm
Regardless of your commute, you probably didn't have to go through something like this in the last snowstorm.

Randstad Canada’s Snow Day FAQ

With much of Canada under a deep blanket of snow and ice, employees and employers struggle with the question, "When the snow falls when is it reasonable for a snow day to be taken?".

Tips for employees

How much snow is too much? 

In Canada there is no legislation on snow days or emergency weather scenarios. It is up to companies to make their own policies. Some companies have different types of days that employees can take for situations like a heavy snowfall or for heavy rains that make roads dangerous; these can be called Emergency Days, others are titled Care Days.

The onus is on employees to decide whether they can take the day off without damaging their relationships with their employers, or your team. If your company has a work from home policy this is great opportunity to use it. If the roads are closed, buses have stopped running or your city has declared an emergency you certainly have grounds to not make it into work.

Snow-Storm-cutline

What should employees do if they are staying home?

Employees should their managers and notify their teams as soon as they know they won’t be making it in. Of course, if conditions improve, they should make an effort to get into the office.

Tips for employers

What should or can companies do during heavy snowfalls?

In the case that the roads are truly dangerous it is best for employers to be proactive and communicate with their teams – telling them that it is OK to take a Care Day and not come into the shop.

Being too demanding can damage a company’s employer brand – while it may be within their rights as an employer to expect a team to brave the weather regardless of the conditions can be a dangerous policy. If a team does not have performance issues or attendance problems, accommodate the reality that commutes that are three or four times longer than usual or legitimately dangerous should not be made.

Can companies ask for proof that they couldn't make it in?

They can, but they shouldn't, companies should trust their team members and believe them when they say their commute was too hazardous. If you don't believe a heavy snowfall is preventing your team from coming into work then you are likely have an attendance and engagement issue that runs deeper than any snowfall.

  apply to jobs now

 

Want some more winter safety tips?

ice-road-1

Tags: Jobs Canada, weather, snow day

5 Careers that are Defining IT and Finance

Posted by James Rubec on Tue, Feb 03, 2015 @ 09:51 AM

Technologies_jobs

Who are in most demand, why are they needed so badly and where can they make the most money? 

For IT professionals looking for work, Fort McMurray, Alberta, Vancouver, British Columbia and Calgary, Alberta offer the highest average salaries across the board, while roles in Sherbrooke, Quebec, Moncton, New Brunswick, Winnipeg, Manitoba and Niagara Falls, Ontario offer some of the lowest.

Today’s IT professionals do more than debug programs and solve network problems – they are making money for business teams and delivering the best customer experiences imaginable for financial intuitions. Here are the five roles that are shaping IT and Finance today.

Application Developers

iphone-cellphoneWhat do they do? Using code and APIs to build powerful tools that we use to do everything from book plane tickets, track weight loss, read books or download movies. Everything you do on your phone was built by an application developer. Soon everything you do on your TV will be to. Applications are the cutlery of our digital lives. In finance the mobile tools customers use to make transfers or deposit cheques have been the creations of project teams of mobile developers.

Why are they so valuable? A good developer can reduce the time it takes to build an application – faster, leaner, development costs less and makes companies more money That takes a level of ingenuity and skill – that’s worth a lot of money.

Are you looking for more information on salaries for your IT team or to help you make a career move? Request a copy of Randstad Canada’s salary guide today.

 

Senior Digital Project Managers

on-time-fastWhat do they do? An experience project manager will take on a large digital project and see it through to completion. Projects can be big and small but when a company is hiring a digital project manager it usually involves an owned asset website, or digital product. This can range from the development of a new site, the programming, server resources, art and copy requirements and consultation with stakeholders all play in the realm of the project manager’s role. In finance a project manager may take bring a new credit product to market, allowing users to transfer online from one product to another.

Why are they so valuable? A good senior project manager brings a system to complete project with them. They often have relationships with vendors or experience in negotiations that make everyone’s life better. With a strong project manager on a big project time and money can be saved, as well as reputations and stress.

Data architects

DATA_arcWhat do they do? Big Data didn’t get big on its own – it took Data Architects to build the systems to collect, sort and manager all of the information that we’re looking to understand. When you are asking for more information on anything, a data architect will work on building the method of collection and the storage of that data – they’ll also have a hand in designing the tools to read and interpret this information or plug it into other systems that do this for you. Managing everyone’s transaction records is a lot of data, a data architect built the system that allows that to work effectively.

Why are they so valuable? a well-built data set can be read faster – this affects everything from financial transactions to search results. Just as a well design application saves money – a well-built data structure can be accessed by applications and other tools more efficiently. Data architects build systems that allow data to be sorted intelligently, often autonomously, so if you are looking to collect more information from the world wide web, or anywhere where a lot of information may be coming at you, you should speak with a data architect.

Data and business analysts

Data_AnalystWhat do they do? With architects collecting and storing all of our data, we still need people to read it and gain value from it. Data and business analysts work with the data that companies and governments collect. They do this for hundreds or reasons; to find efficiencies, track demographics, solve crimes, save lives and track weather patterns. Analysts have experience not only working with data, but in the industries they specialize. A business analyst might have five years working in oil and gas, allowing them to not only understand the data they are reading, but provide context to those numbers that are important to business leaders.

Why are they so valuable? There are so many uses for data these days that being proficient in working with it is in high demand. Companies want results and answers from their data – analysts who can deliver those with confidence and the science and numbers to back them up are prized.

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UI / UX Designer

UX-UIWhat do they do? Sitting on top of the applications we use and the tools we love are systems that allow us to use them – the user interface, or UI, even deeper, is the overall user experience or UX of a program. UI and UX designers make life livable in the digital world – allowing us to find the menus, search bars, numbers and check out buttons on our websites – or providing the swipable, three finger taps and enlarging motions of our tablets and phones. Without designers skilled in these art forms our tablets wouldn’t be much more than the Etch Sketches.

Why are they so valuable? Companies and brands are pushing the boundaries of the digital world to the retail experience. UX and UI designers are also building out how we experience our world, as more digital tools are found in our day to day lives – from the self-checkout counter at a grocery store, to how we hail a cab or check in at an airport – the user interface that we use to do this and to live out our lives are managed by these designers.

 

Looking for deeper insight in your market? 

Request a copy of the Randstad Technologies Salary Guide

Tags: Women in Tech, Toronto, Technologies

Top speakers from #hrpa2015 that you shouldn't miss

Posted by James Rubec on Mon, Jan 19, 2015 @ 08:44 AM

who we’re excited to hear from at #hrpa2015

Crossing the Line in the Workplace: Thursday, January 22, 2015, 4:30 - 5:30 PM

Dr._Sandy_Welsh

On Thursday be sure to listen in on a full panel discussion that will dig into workplace harassment, what can be done to prevent it and why it is happening at all, the panel features Edward Greenspon, @egreenspon, the former editor of the Globe and Mail and Dr. Sandy Welsh, @sandywelsh and expert in diversity, sociology and workplace culture who will break the issue down and have an exciting discussion.

Seizing Opportunity in an Unpredictable World: Thursday, January 22, 2015, 8:15–10:00 a.m.

With so much changing all around us, it is the perfect time to listen to Frans Johansson, @Frans_Johansson, an entrepreneur and author will explore eye opening moments that help people and businesses transition to new paradigms. With a system in place to manage change and the unexpected you can grow your career with more confidence. 

Want to test your HR knowledge - take our quiz and prepare for a contest at HRPA2015


BontisHandInformation Bombardment: Rising Above the Digital Onslaught: Wednesday, January 21, 2015, 8:15 -10:00 a.m.

We have too much information available to us at any one time. Dr. Nick Bontis, @NickBontis, is going to share insights from his book about how to segment the information we’re receiving, improve our productivity and learn faster. 

Think Like A Freak: Friday, January 23, 2015, 8:00 – 9:45 a.m.

StephenJIf you haven’t read Freakonomics you are missing one of the most dynamic shifts in perspective and understanding how the gears of business actually shift. Join author and journalist, Stephen J. Dubner, @freakonomics as he shares ways to train your brain to be more creative and successful.

Why not join @RandstadCanada on the floor at #HRPA2015 at booth 114, or share your thoughts wIith us on Twitter.

 

Register with us today to meet with our team at #HRPA2015 and receive a copy of the Randstad Canada 2015 Compensation Survey, the foremost resource for salary information for Human Resources Professionals, or anyone looking for a human resources job.

Tags: Human Resources, HRPA2015, Toronto

Think you know HR? Take the quiz before #HRPA2015

Posted by James Rubec on Wed, Jan 14, 2015 @ 02:32 PM

How well do you know Human Resources take our quiz and prepare for our quiz live on the floor of HRPA2015.

 

HRPA-header

Join us on the floor of the Metro Toronto Convention Centre, January 21 - 23 and take a similar quiz for your chance to win a leather briefcase. 

Not attending HRPA2015? Find out why conferences like this can improve your productivity.

 

Tags: HRPA2015

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