Randstad Canada HR Blog

Engaged or just dating? The fear of commitment at work

Posted by Marie-Noelle Morency on Thu, Feb 11, 2016 @ 07:00 AM


000066173871-fb.jpgWe talk a lot about employee engagement and what employers can do to ensure optimal production through optimal engagement. That repetition, by the way, is not accidental. The only thing wrong with that approach is it assumes employee engagement is a one-way street, when, really, it’s a two-way, fully integrated highway linking employer and employee, with on ramps for happy customers and special rest stations for investors. That’s how it should work, anyway.

What we’re suggesting here is that the onus for engagement is as much on the employee as it is on the employer. It’s a symbiotic, give-and-take relationship at its best. It’s the same kind of responsibility you have when you go to the theatre. There’s only so much the production crew and cast can do to ensure you have an optimal experience. The rest is up to you. If you’re chatting to your neighbor, checking email or snoring, you’re not only interfering with your neighbours’ ability to engage with the production, you’re impacting your own.

The same holds true for behavior and expectations in the workplace. By owning your engagement, you can enhance your experience and that of your co-workers, impact your company culture, increase production and look like a hero. When people are happy where they work they’re less likely to look around. Less frequent turnovers result in more stability, consistency, growth opportunities and more of what we all say we want: a work/life balance.

Maybe this sounds a little too precious, but consider this:  Companies that actively engage their best employees attract other top employees who bring new skills, fresh faces and perspectives and elevate the company culture. They’re more likely to stick around for the long haul. That’s a measureable benefit to everyone in the organization. Who wouldn’t want to be part of an organization like that?

Here’s what you can do to enhance your own work experience and contribute to that of others:


Market your organization

Your organization’s first, best magnet for attracting and keeping great employees is you. You make the organization irresistible to potential employees by how you talk about and market it.  We’re not suggesting you create a fairy tale, but do think about the things you really like about the company and tell others. If you can’t think of anything, your next stop should be a great recruiter.

Ask hard questions

What does engagement mean to you? How far are you willing to go to help make it happen?  Do you see a desire for employee engagement reflected in your corporate culture and behavior? Once you’ve answered these questions, you’ll be better positioned to determine a strategy. If your organization isn’t into employee engagement, maybe they need someone like to you drive the initiative. Suggest opportunities for employee events, ways of rewarding and recognizing initiative and effort, or opportunities for your company to support community involvement. At best, you’ll awaken a sleeping giant. At worst, you’ll know you did what you could, add impressive skills to your resume and know what you’re looking for in your next job -  a company that understands the benefits of an engaged workforce. What you’re doing is developing yourself as a leader so that when opportunity knocks, you’re right there to open the door.

Make yourself indispensible

You’re the boss of you. Drive your own engagement. Offer to cross-train to learn skills and processes inherent in other jobs. You’ll pick up new skills and be the person people come to when they need something done. You’ll increase your own productivity (can’t hurt when it comes to asking for a raise), be more autonomous and help co-workers who in turn will back you up when you need it.

Empower yourself

Most of us hang back and get by because it’s the path of least resistance. That’s the antitheses of leadership behavior. Instead of trying to stay below the radar:

  • Set measurable, quantifiable goals over quarterly, yearly and five-year plans.
  • Coach others.
  • Hone your skills and learn new ones.


Organizations where employees are empowered shine like beacons to customers and attract would-be customers, in the same way they attract potential employees.

Optimal engagement doesn’t mean you’re always going to get along with your coworkers, like your job or drink the company Kool-Aid. What it does mean is you’re going to have more chance of finding satisfaction in the considerable amount of time you spend working, greater appreciation of the diverse working population that makes up your colleagues and make a more significant contribution to the organization that pays you. Win-win-win. And that’s what it’s all about.




Becoming irresistible: A new model for employee engagement, Josh Bersin, Deloitte Review Issue 16, Pub. Deloitte University Press, January 26, 2015



Tags: career tips

Resolution, Revolution – It’s All About Ch-ch-changes

Posted by Marie-Noelle Morency on Thu, Jan 14, 2016 @ 03:27 PM

000010604812-fb.jpgIt’s fitting that this, the first article of 2016, comes on the heels of the loss of a huge pop and cultural icon, David Bowie. Love him or not, you can’t deny his impact over decades on people everywhere. His message?

Follow your own path and don’t be afraid to be who you are.

His message is our message with a caveat – we’re here to help you find and define that path.

How did you spend New Year’s Eve? I always approach it with conflicting emotions. I’m either glad or sad the year is winding down, and excited or anxious about the year to come. In my younger years, I’d be wondering what to wear, where to party, who to be with when the clock struck midnight. Now, I just hope I can stay awake.

It’s a magical time, those seconds leading up to, or - depending on your outlook - counting down from the place where both hands embrace the magical twelve, the moment you become a prince, a princess or a pumpkin.

New Year’s is an opportunity to clean house, a time for good hard looks. Maybe you’ve been thinking about changing jobs, careers, cities. Maybe there are skills upgrades you’ve been putting off or a resume you intended to update but haven’t gotten around to. If you think of New Year’s Eve as a point on a turning wheel, you realize that one complete revolution of the wheel is a year. While your position on the wheel stays the same, you’re seeing it from a whole different place. You couldn’t sit still if you tried. Stasis – the state of inactivity caused by opposing equal forces – is not an option. That’s because if the wheel turns, it has to move you somewhere, forward or backward. You get to choose. Where do you want to go?

If the idea of resolutions makes you cringe or fills you with guilt, think of what follows as suggestions for how to position yourself on the wheel so that, even if you only accomplish one or two items on your list, you’re always moving forward.

1. Get to know yourself. Determine your worth – that will go a long way to feeling confident in your abilities. Stand tall even when you don’t feel like it. Look at your capabilities honestly so you can say with certainty what you can and can’t do. Think about what you really want to do and start exploring the possibilities. 

2. Establish or clean up your online presence. Make sure it’s professional. More and more job opportunities come via LinkedIn contacts. And pretty much every potential employer checks out your LinkedIn profile at some point during the hiring process. What does your LinkedIn profile say about you?

3. Target your job search. Go after opportunities you are qualified for and that you really want. No sense going after a data entry position if you’re a people person who thrives on interaction and collaboration. We spend the majority of our time at work; shouldn’t it be a job we enjoy?

4. Learn something new. Hard scientific data tells us that challenging our brains by learning new things, including languages, increases the brain’s natural neuroplasticity and affects the onset of diseases like dementia, often associated with aging, in positive ways. At the very least, lifelong learning affects our self-esteem by making us feel better about ourselves. If money’s an issue – and it is for most of us – check out courses through your local library or school board. Some local government agencies provide seminars and low-cost or cost-free training for job seekers who qualify.

5. Hone your existing skills or learn new ones. The best way to increase your salary is to increase your skills. Talk to people who’re doing what you want to do. Focus on opportunities for advancement and see what skills and education are required for those roles. Then start acquiring them.

6. Chat less, talk more. Technology is great; just don’t let it do all your communicating for you. Phone people – yes, the telephone, an antiquated piece of last century technology. Let them hear the inflections in your voice. A videoconference or phone call can really help create stronger and positive bonds in the workplace, especially when you have colleagues and partners working in different locations. Like the 1980’s AT&T commercial said, reach out and touch someone in a ‘let’s connect’ kind of way. Deciphering non-verbal communication – reading people’s signals – is a dying art. Anyone who can do it is leaps and bounds ahead of the competition. But you have to get face-to-face for it to work.

7. Hold regular meetings with yourself. You’re the boss of you. We are often so caught up in the nitty-gritty of our day-to-day that we often forget to see the big picture. Ask yourself questions that not only reflect your to-do list but help you evaluate your evolution. Am I on track? Did I learn something? Did I succeed at something? Did I fail at something and what did that teach me? Did I take a risk/step out of my comfort zone, and what did I feel/think/learn about the experience? Did I feel pride at my progress and how did I express that? Not only will questions like these raise your capacity for self-assessment, but you’d be surprised at how often these questions come up in job interviews.

8. Adapt. Life throws us curves. You can duck or you can learn how to catch and return. Your flexibility and adaptability will become increasingly important skills for employees of the future. Business, commerce and technology change with lightening speed. The organizations you interview need to stay well ahead of the competition; to do that, they’ll be looking for employees who can keep their balance and stay focused in the face of change.

If change makes your stomach knot, you’re not alone. You don’t have to throw everything out and start anew. In fact, that’s the fastest way to make sure your resolutions – or revolutions – don’t succeed. It’s simply not sustainable. Instead, pick one item and make small, manageable, bite-sized modifications. Once you’re comfortable, increase the size and scope of the changes. You’re expanding your comfort zone, which wasn’t never designed to be hard and fast, but elastic and expandable. You’ll find you’re better at this than you think and you’ll build confidence and self-esteem with each success. Step by step, day by day.

That’s how you ride the wheel.



Tags: career tips

Ask Our Leaders: Laurie Compartino, Regional Vice President, Randstad Canada

Posted by Alex Schmaltz on Wed, Dec 16, 2015 @ 04:00 PM

wsb-social-ask-leaders.en.pngThrough our Women Shaping Business program, we want to provide you with valuable insights that you can use to assess the leadership of women in your organization, evaluate your own professional career growth plan, and inspire you to reach out, connect and keep the conversation going.

With this in mind, Randstad Canada’s Leadership team invites you to submit a burning question you have on career development, mentorship, leadership skills, or any other topic around women in business. Submit your question using the form here and a member of our Ask Our Leaders panel will provide insightful advice to help you manage your career.


This week’s featured Randstad Leader is Laurie Compartino, Regional Vice President, Randstad Canada


How can I play more of a strategic a role rather than focusing on the execution of tactics? Even if I learn to let go, when work does not get done I get dragged into actually executing the vision.

This is a very good question and, in my opinion, it's all a matter of balance! When climbing the corporate ladder, we often think we should spend most of our time on strategic planning. I think it is important to keep in mind that excellence in execution is just as important.

Every year, I dedicate specific time to define the key pillars of my strategic plan. In order to build an achievable strategic plan that translates into clear goals, I take a couple of days (sometimes weeks) to define what my goals are. Once that is complete, it is important to step back and look at the overall picture (I do this on a monthly and/or quarterly basis). It allows me to identify gaps and positive trends and to correct my course of actions, if necessary. It also helps to find the real problem behind execution issues.

Although I believe strategic planning and vision are important, I don't feel we should spend most of our time on it. A great strategic plan will not create great results if not well executed!


Have a question for our leaders? Submit it now!


Want more insights on becoming a great leader or download a copy of our Women ShapingBusiness Study 2015? Go to http://www.womenshapingbusiness.ca

Join the Women Shaping Business Linkedin Group, and keep the conversation going all year around!

Follow us on Twitter @RandstadCanada with hashtags #womenshapingbiz and #mywfactor


Tags: Women Shaping Business


Posted by Alex Schmaltz on Thu, Dec 10, 2015 @ 01:02 PM

wsb-social-w-factor.en-1.pngWe want to know what is YOUR W Factor? What do you think makes you unique as a female leader? What challenges did you overcome to be who you are today?

Send us a blurb or short video of yourself (simply use your iphone) to womenshapingbiz@randstad.ca and we will share it on our social platforms. This is an opportunity for women from all walks of life to celebrate their uniqueness, share useful insights on their journey to become a successful leader, and inspire other aspiring female leaders. 

Here are some examples from women at Randstad Canada:


"Melissa Kwong HingMy W Factor is my results-driven, self-motivated nature for exceeding expectations. I have always been competitive with myself, and I try to push beyond my comfort zone as often as I can. To become better, it is a daily reminder to push yourself past the limits you may have made for yourself. Continuous daily reminders and improvements are very important, not only for your professional development but your personal growth as well."

Melissa Kwong Hing, Account Manager, Randstad Staffing


Veerprit Dhaliwal"I grew up with all boys. If you can imagine, a lot of competition and feelings of seclusion, so it makes sense that I always tried to be “one of the boys.” I never saw any activity, hobby, etc. being gender specific- I did it all. My knees were always scabbed from running around outside but I also loved my Barbies.

The whole notion of being “one of the boys” definitely helped me in the long run. Me trying to fit in as a kid combined with my competitive spirit has made me stand out while growing up. I have never necessarily looked at myself as a female leader but just a leader in general. I always surrounded myself with the top dogs with the goal of being the top dog, regardless of gender. 

Also, my family always placed very high expectations of me but I would not have had it any other way. My brother once saw me going through the motions and said “don’t be a waste of potential.” For some reason, those six words have stuck with me for years now. I just demand a lot from myself, as everyone should. I know I can do it all so why shouldn’t I? My W factor is wanting of being the best."

Veerprit Dhaliwal, Resource Manager, Randstad Technologies


Kathryn Torangeau"My W Factor is my passion and ambition. Currently, I am the youngest employee of Randstad Technologies and my intrinsic drive and passion for people is what has gotten me here. I fast tracked through my undergraduate degree while working full time before joining Randstad Technologies. I have placed almost an equal number of men and women in permanent roles within IT which is something that I’m incredibly proud of. I am fortunate that I am able to assist others who are talented in their field without gender being a barrier that prevents them from achieving their goals. Whether it is a $20K salary increase, a change in career path, or the first job in Canada, assisting other people in achieving their dreams is what drives my passion and ambition further."

Kathryn Torangeau, Resource Manager, Randstad Technologies


Amyna (Kassam) Mohamed"As a woman in leadership I have had to face challenging markets, employee turnover and many uphill battles. My W Factor is that I grow by reaching out to other women in leadership in our business whether as mentors or mentees. By doing this we share knowledge, best practices, lessons and business leads. We have a collaborative approach to Shaping the World of Work and build on each other's experiences. Whether it's a quick brainstorming session or a planned mentoring call these calls foster an environment that is safe but beneficial. I also have increased my network and built great relationships with many women in leadership at Randstad nationwide.  Everyday I learn something new and I would like to think that I also teach others by sharing my knowledge and expertise. I provide encouragement to the leaders I collaborate with and look to them for support and advice. I feel reaching out to others is the quickest way to build bridges to future success."

Amyna Mohamed, Branch Manager, Randstad Staffing


Sandra Pickering"My W factor is my ability to make connections and to leverage these connections even years after they are initially made. I once had a client refer to me as "brain candy" - an amazing resource of ideas and connections! Being able to make those connections and introductions for others is very rewarding. I now understand the huge power of my ability to connect individuals and business leaders; this ability to facilitate and orchestrate partnerships is my W factor.  

In the beginning, during the LinkedIn infancy, we all connected with our colleagues, past and present; it then stretched to our business partners and clients. As my role as a Talent Management expert elevated and took on more senior responsibilities, it gave me access to executive levels within organizations; this network has now grown to the C-suite, and to a global audience. This has allowed me to make many impactful introductions for people and has allowed them to explore even greater career opportunities for themselves. It has also lead to valuable partnerships within their organizations, prompting new and innovative relationships beyond what they ever imagined possible. To this day I receive notes from colleagues or clients I had the good fortune to work with a couple of decades ago - it really is a small world!

My access to the business community and to a network I highly value and appreciate is my W factor. What business do you want to be connected to - I likely have an in!!"

Sandra Pickering, Vice-President, Business Development, Randstad Sourceright


What do you think makes you unique as a female leader? What challenges did you overcome to be who you are today?


Send us your W Factor today!


Please note:  By submitting your video, you give Randstad permission to publish your comments on the Randstad.ca website or other social media platforms, in print marketing materials, videos or other promotional materials.  Your personal information will not be disclosed.

Tags: Women Shaping Business

The Technologies Demand in Toronto July-September 2015

Posted by Alex Schmaltz on Wed, Dec 09, 2015 @ 02:00 PM

Do you know where to find the talent that will drive your business and meet your company objectives?

Randstad Canada's National Demand Guide shows you where the greatest supply of skilled and experienced engineers and technology experts are in highest demand and where there is a greater supply of their skills and expertise. Here is a snapshot of the technologies demand in Toronto from July to September 2015.

If you are planning to grow your team, this market insight will provide you with a good understanding of the markets across Canada. Find out more about what talent is hot, who’s hiring and where the most opportunities are.

Download the National Demand Guide

Tags: Technologies

Ask Our Leaders: Shannon Young, Director of Human Resources, Randstad Canada.

Posted by Alex Schmaltz on Wed, Dec 09, 2015 @ 01:09 PM

wsb-social-ask-leaders.en-5.pngThrough our Women Shaping Business program, we want to provide you with valuable insights that you can use to assess the leadership of women in your organization, evaluate your own professional career growth plan, and inspire you to reach out, connect and keep the conversation going.

With this in mind, Randstad Canada’s Leadership team invites you to submit a burning question you have on career development, mentorship, leadership skills, or any other topic around women in business. Submit your question using the form here and a member of our Ask Our Leaders panel will provide insightful advice to help you manage your career.

This week’s featured Randstad Leader is Shannon Young, Director of Human Resources, Randstad Canada.


What is your advice to newcomers in Alberta looking for jobs? What should they do to not to get demotivated from the current situation while managing their expenses.


Staying motivated in a down economy can be tough, and even more so for a newcomer.  As difficult as it may seem, it’s important to stay positive and keep an optimistic outlook when job hunting.  I recommend anyone looking for a job to be as active as possible, and keep an open mind when considering opportunities.

Networking is always a good way to stay active and get your name out there. Look for local employment groups or Professional Associations in your field of work, some of them have nights dedicated to job seekers. Some may even have mentorship programs that will help you meet successful people working in your chosen field. Job fairs are also a great way to see what’s out there and who’s hiring.  As a newcomer, there may also be community organizations that offer job search or resume assistance. Stay active on social media like LinkedIn and don’t be afraid to let everyone know you are looking.

When looking for work in your field, whether you’re new to the area or to the working world itself, keep an open mind. I speak to many people who are focused solely on the perfect job, a specific title, or even company. They limit their own opportunities by narrowing their idea of what they can accept.  I’m not saying it doesn’t pay to have standards or a lofty goal in your search, but consider opening your search in terms of geography, job titles, and even industry.  Don’t be afraid to consider contract or consulting openings. Even if you’re looking for full-time, they may lead to a permanent opportunity down the road.

Consider volunteer opportunities in your desired companies, although they may be limited to students, it’s working asking. Volunteering with your local community organizations can also help your networking and keep you busy!  For starters, look at what charities your target companies are supporting, they may be tied to or relevant to your industry and allow you to apply your skills in a meaningful way.

Lastly, look at school programs, whether it’s adding a new designation, or just updating your credentials, it could improve your profile and chances of edging out other applicants. Schools are also a great way to connect with employers!

If you keep at it, your efforts will be rewarded in time.



  Have a question for our leaders? Submit it now!

About our Leader

Shannon Young joined Randstad Canada in January 2012, starting as a Senior HR Business Partner, she was later promoted to Director, Human Resources in 2014.  As an HR leader, she and her team are responsible for delivering a full range of HR programs across Canada, and developing employee programs that drive high performance and engagement.

Shannon has 15 years’ experience in human resources, including 10 years in leadership roles with multi-national companies.  Prior to joining Randstad, Shannon spend almost 8 years with Staples Advantage Canada, leading the HR function for the largest region in Canada, employing effective people strategies that lead them to be named one of the 50 Best Workplaces in Canada by the Globe and Mail for three years.  Rounding out her breadth of experience, she also spent two years in Sales Management with Staples.    

Shannon holds a Bachelor of Arts Honors degree with a Major in Psychology, she completed the Human Resources Management Certificate at Sheridan College, and holds the CHRL designation.





Tags: Women Shaping Business, Womenshapingbiz

Empowering women through mentorship: a conversation with Saadia Muzaffar

Posted by Alex Schmaltz on Thu, Dec 03, 2015 @ 03:02 PM

Saadia-1.jpgSaadia Muzaffar is a tech entrepreneur passionate about connecting ideas, bridging people, and changing the ratio. She happily paid her dues in finance before crossing over to the not-for-profit sector to help support Canadian startups in the technology and innovation space. Saadia is part of the Global Team for Kauffman Foundation’s Startup Weekend, leads a Lean In Power Circle, and is part of ADC Canada’s Let’s Make the Industry 50/50 Initiative. Currently,Saadia is working with AudienceView. Connect with her on Twitter at @ThisTechGirl where she advocates for women’s leadership in the Canadian economy.


What are the benefits of mentorship?

So the great thing about mentorship is that in its essence it’s a very simple concept. It’s being able to look back and see where you had difficulty in your career and making sure that you can do something today to help people make their journeys are a little bit easier and their results a little bit better. Leadership is also so much of that, thinking of your contributions as more than just your career or your personhood and bringing more to the table than just a one dimensional advancement agenda. So it’s equal parts guiding and learning and both mentorship and leadership have that in common, which is why a lot of good mentors make really good leaders.

How do you choose a good mentor?

I think it’s important to remember that mentorship is a two way street. Even though your mentor might have seniority in terms of experience, anybody should go into that kind of relationship building thinking they can also provide value and give back. So picking a good mentor isn’t just scouting people who you think benefit you, you should also look at how you can lend some perspective, some time, and give back to them. And I think that’s what makes a really good mentor and mentee relationship.

What can organizations do to empower women?

I think organizations can make a huge difference in creating spaces where women can not only have access to great opportunities but be able to excel. The first thing that they can do is pay them equally and equitably. The second thing that they need to do is create a culture of transparency. And the third very important thing is to continuously work on this maddening and conscious bias. We all have it and we can be better at it.

What impact do women have on the economy and the growth of organizations? What do they bring to the table?

I like to think of what women bring to the table as what diversity would bring to the table. Any set up where there is a homogenous set of people who are making decisions, there tends to be groupthink. So women, just like other types of diverse representations of people, bring in resilience and empathy and collaboration. These are things that we have had to use a lot of because of how a lot of society has been structured, but these can also become our strengths. So I am not fond of saying that there’s a special sauce that women bring, but I do think that there are skill sets that we bring to the table that are usually not present. Just by virtue of the experiences that we’ve had.

Want more insights on becoming a great leader or download a copy of our Women Shaping Business Study 2015? Go to http://www.womenshapingbusiness.ca

Join the Women Shaping Business Linkedin Group, and keep the conversation going all year around!

Follow us on Twitter @RandstadCanada with hashtags #womenshapingbiz and #mywfactor


Tags: Women Shaping Business, Womenshapingbiz, Women in Tech

Standing out in the workplace: a conversation with Faith Tull

Posted by Alex Schmaltz on Thu, Dec 03, 2015 @ 11:00 AM

Faith_Tull.jpgFaith Tull, Senior Vice President of Human Resources at Randstad Canada, is a seasoned Human Resources professional with over 25 years of experience in the discipline. At Randstad Canada, she’s responsible for leading and directing the Human Resources team and contributing to the achievement of the organization’s short and long-term business objectives through the development of leading edge programs and services. Faith reviews and establishes HR business priorities on an ongoing basis to ensure results have a positive impact on internal and external clients, and continues to position Randstad as an employer of choice.

How do you grow influence in an organization?

You grow influence by bringing your voice to the table when it is asked for, so ensuring that you are bringing data and facts to back up the information you’re putting forward. Being great communicators, being transparent with your team, in this day and age employees are striving for information. They want to know where the company is going, how they’re going to get there. So be very open and transparent with your employees and be great communicators that are present with the business. Not being afraid to roll up your sleeves, get your hands dirty just to show that we’re all in this together.

When you’re ready to lead, how do you get noticed?

You get noticed by knowing your team, knowing your business partners, and knowing your sponsors. Be prepared to give them relevant information and feedback to show your value add to the business. So you get noticed by your successes and your track record and understanding what drives the business and what value they’re looking for so that you’re able to be that strategic business partner that we hear.

Want more insights on becoming a great leader or to download a copy of our Women Shaping Business Study 2015? Go to http://www.womenshapingbusiness.ca

Join the Women Shaping Business Linkedin Group, and keep the conversation going all year around!

Follow us on Twitter @RandstadCanada with hashtags #womenshapingbiz and #mywfactor




Tags: Women Shaping Business, women in leadership

Identifying leaders: a conversation with Shoana Prasad

Posted by Alex Schmaltz on Thu, Dec 03, 2015 @ 04:30 AM

shoana2.jpgShoana Prasad, executive coach and founder of Glenwood Consulting Group Inc., brings over 15 years of executive development training to her client portfolio. She offers communications training, coaching and executive branding work. Her clients include financial institutions, consumer products, pharmaceutical and healthcare, as well as media and technology. Outside the corporate space, Shoana is a regular speaker at York University’s Schulich School of Business in Toronto and the McGill Business School in Montreal. In addition, Shoana leads programs in personal branding for Women of Influence Inc. and has prepared speakers for Toronto’s first-ever Women’s TEDx. 


How do we identify female leaders in your organization?

I really see a few things, I see number one business acumen. I mean, any leader has to be able to see every angle of the business. They have to understand the people who drive those numbers and they have to be able to communicate in a way that really draws out the priorities for the business and how the team can prioritize some of those needs moving forward. I think the other piece of it is communication skills. I think it’s important to be somebody who can speak in facts, and data, and stats, but also speak in narrative. Speak in a way that really resonates and is relatable not only to the executive team, but middle management and people at the entry level because these of course are the leaders who you’re building. So you’re trying to build this talent and retain this talent. I think the other thing is this illusive thing called presence and I’m even going to loop this to this idea of your personal brand. What is that thing that you have and that feeling that you leave people that you need in order to motivate and to really drive people to the next level. Even in moments where they’re not really sure if they’re capable and they’re struggling with their own impostor syndrome. So I think it’s a lot of those things and of course a million other different factors as well.


How do you assess and develop your leadership skills?

Ask a lot of questions. Ask people where they’re good and where they could be even better. I think it’s a very difficult thing to, it’s not difficult to ask the question, it’s difficult to hear the answer in some cases. But you’ve got to ask it with sincere curiosity, you’ve got to ask it with a hope and a want that you can be even better. And that with this information you’re going to be even more successful leader that is open to feedback and positioning yourself as somebody who is truly somebody who is approachable and accessible and I think that’s incredibly important for leaders today.    


Want more insights on becoming a great leader or download a copy of our Women Shaping Business Study 2015? Go to http://www.womenshapingbusiness.ca

Join the Women Shaping Business Linkedin Group, and keep the conversation going all year around!

Follow us on Twitter @RandstadCanada with hashtags #womenshapingbiz and #mywfactor

Tags: Women Shaping Business, Womenshapingbiz, women in leadership

Ask Our Leaders: Patricia Taillon, Regional Director of Professional Services in Finance & Accounting

Posted by Alex Schmaltz on Wed, Dec 02, 2015 @ 03:20 PM



Through our Women Shaping Business program, we want to provide you with valuable insights that you can use to assess the leadership of women in your organization, evaluate your own professional career growth plan, and inspire you to reach out, connect and keep the conversation going.

With this in mind, Randstad Canada’s Leadership team invites you to submit a burning question you have on career development, mentorship, leadership skills, or any other topic around women in business. Submit your question using the form here and a member of our Ask Our Leaders panel will provide insightful advice to help you manage your career.

This week’s featured Randstad Leader is Patricia Taillon, Regional Director of Professional Services in Finance & Accounting at Randstad Canada.


This week's question:

I am an accountant and my profile is liked by many recruiters, but there are no jobs or very few that I am getting calls for. I am trying every day to build network. What advice can you give me?


Networking is super important but you need to have more than a Linkedin profile or a presence in any other social media channel. Follow companies that you're interested in: you'll learn more about them and know when positions open up. Knowledge about those companies will help you to adjust your resume or provide you with talking points when you are presented with an opportunity to meet with them.

It is also important to have a presence in accounting networks like the CPA association or the chamber of commerce. You'll open yourself up to meeting likeminded individuals who work in your industry and who may be able to help you with your job search. These associations are also great for meeting company representatives and recruiters from agency or companies.

Lastly, I would suggest calling those agencies who have liked your profile to discuss your career expectations. It is important to stay top of mind with recruiters- Timing is everything! Make sure to leave an impression with the recruiter. Your personality is what will bring added value to companies on top of your technical skills.


About our Leader:

Patricia_Taillon.jpgPatricia joined Randstad Canada in 2005 as a staff consultant. Since his arrival, she has held the positions of Certified Staffing Consultant, Account Manager, Team Leader, Financial Services Senior Branch Manager and most recently Regional Director of Professional Services in Finance & Accounting. Patricia is active in the business community of Greater Montreal with the following organizations: InterConnection program of the Chamber of Commerce of Montreal, the Young CPA of Montreal and the Association of CPA Montérégie. In addition, she has been involved with ESG UQAM as a mentor for 2nd cycle graduates in Finance & Accounting.

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