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Two in Five Canadians Say their Employer does not Support an Active Lifestyle


TORONTO, March 26, 2014 – The typical eight hour workday is a long forgotten concept for a vast number of Canadians in today’s workforce. According to the most recent global Workmonitor study by Randstad Canada, the country’s largest staffing, recruitment and HR services company, 40% of Canadians feel like their employer doesn’t support a healthy lifestyle - and even more Canadians (56%) feel like their employer does not support a mentally fit lifestyle by, for example, providing a job coach or a mentor. 

Virtually all Canadians (96%) say that having a good work-life balance is the number one priority for a healthy lifestyle, but having this balance may be far from reality for most. With work demands intensifying as employees try to advance their skills, in combination with increased demands while on the job, heading out to play basketball or run a few laps is becoming increasingly difficult for many workers. What companies may not be considering is how a lack in physical and mental stimulation can affect the end product, as three in four Canadians say they perform better at work when they work-out or play sports regularly.

However, even though workers are staying late and bringing their jobs home on the weekend, they are trying to fit in physical fitness where they can. Seventy-five per cent of workers opt to take the stairs instead of pressing the elevator button throughout the day.  

“It is not a surprise to see so many Canadians taking their health and wellness into their own hands. Improving work-life balance is a common theme for workers from all generations, career levels and industries, and one employers need to make a priority.” says Lauranna Ji, Health and Safety Manager, Randstad Canada. “With many companies working with similar or smaller budgets than last year, a healthy lifestyle for their employees is often overlooked in the pursuit for a better bottom line. However, offering health and wellness incentives, such as a mentorship program, lieu days for extra time worked or a discounted company gym membership, are all ways that companies can show their workers they understand the demands of today’s world of work and are invested in their wellbeing.”

As people continue to pay closer attention to the ingredients that are in prepared and convenience foods, half of Canadian workers do believe that employers are promoting healthy food options for their workers on the job. When it comes to staying mentally fit, employees would like to see more opportunities to speak to a mentor or a job coach, as only 43% of workers say these opportunities are available to them.

When it comes to taking time away for personal reasons, more than three-quarters (79%) of Canadian employees say their employer is supportive - and if time-off is needed to take care of a family member, nearly as many (68%) say their employer would be supportive. The survey also revealed how important the family unit is to Canadians, as nearly 70% of Canadians say they would quit their job if their employer did not let them take time off to take care of a family member.


Japanese Employees Feel the Most Overworked Globally

Around the world, Japan has the lowest score (37%) of all the countries when it comes to feeling like they have enough energy to go to work – a direct result of feeling overworked. At the other end of the spectrum, the vast majority of workers in India (94%) say they have enough energy to go to work every day. Those from India had a positive perspective about their employer’s overall, saying their employers are supportive when it comes to promoting a healthy lifestyle (82%) as well as taking time for personal reasons (82%).

The majority of Canadians (89%) say they have enough energy to go to work, and similar scores are seen in the United States (86%) and UK (82%).

“Healthy employees, physically as well as mentally, make for better performers, and thus contribute more to the overall business goals. Employers who promote work-life balance and a healthy lifestyle have a better chance of attracting and retaining productive workers, and are more likely to see their employees committed to driving business results every day.” adds Ji.



About Workmonitor: The Randstad Workmonitor was launched in 2003, and now covers 33 countries around the world, encompassing Europe, Asia Pacific, and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility regularly visible over time. The quantitative study is conducted via an online questionnaire among a population aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample size is 400 interviews per country, using Survey Sampling International. Research for the 1st wave in 2014 was conducted January 13-30, 2014.

About Randstad Canada:
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work. Visit  

Labour Day job search boost: 7 ways to make yourself more employable


TORONTO, September 4, 2013 – Labour Day marks the end of summer holidays, and for those currently in search of a job, it is an opportunity to jumpstart your job search. As September is a strong period for hiring, and always a time of renewal, Randstad Canada, the country's leader for staffing, recruitment and HR Services, shares 7 ways for job seekers to build up their own personal brand and make themselves more employable.  

Jan Hein Bax, President, Randstad Canada says this period of year can provide great opportunities to give your job search a much needed boost.  “If you’ve been looking for work and you’re not getting many interviews or job offers, you need to re-evaluate your strategy and do more to stand out,’’ he says.

“Today, paying attention to your online presence and image is essential in building up a strong personal brand. But building your employee profile also means nurturing your professional relationships, enhancing your skills and industry knowledge, and setting clear career goals,” adds Bax.

Bax offers the following ways to help jobseekers make connections, get motivated and get closer to landing a new job.

1-    Network, network, network: Networking is still one of the best ways to land a new job, and it can happen anywhere. We meet people every day. Talk to a variety of people and exchange contact information. Making those meetings important and following up with the people you meet is imperative to translating introductions into job offers. If you meet a series of people at an event and you got their business cards, consider writing their names down in a list and ensuring you follow up with that list within two or three days of your first meeting. Connect with them on Twitter and Linkedin. Following up with these people and building a strong rapport will develop a relationship and that relationship can turn into real work.

2-    Make a plan: What do you want to be doing next year, three years and five years down the line? How are you going to get there? Write your plan down and begin to shape your life, this exercise will help give you the foresight to answer some interesting questions in interviews and give you a path to follow in your career progression.

3-    Learn a new skill: Continued learning and evidence of it is an incredible asset. Showing that you are pushing your boundaries and can learn shows an employer that you are a flexible growing asset that will increase in value with time.

4-    Refresh your information: If you are applying to jobs and not getting very much response, put yourself in an employer’s shoes and look at your resume. How does it stack up in comparison to your competition? If you don’t know, consider asking for help from a local resource, a recruiter or a friend in your industry. Update your resume with new experience, skills, or information; update your cover letter format to reflect any changes or to include new examples of your accomplishments and goals.​ And don’t forget to update the biographical information on your social networks! These resources are potential job-search gold mines, make sure your online pages are up to date!

5-    Research: Write down everything you know about your industry. Compiling all of the knowledge you have about the industry you are applying for will bring your work history and experience to the front of your mind. Consider thinking about where and how you learned what you learned as well. Read and contribute to group discussions related to your field on Linkedin, and connect to influencers in your industry on Twitter to be on top of trends and news.

6-    Share your story: Your resume and the interview process need to be about differentiating yourself from other candidates. Connecting your work history, your education and your personal goals and endeavours will help produce a full picture of who you are and why you want to work with a specific company. Showing how your ambitions align with a business’s can help get you noticed.

7-    Get involved in your community: Getting involved in your community will allow you to enhance your profile, put you on more people’s radar and it could ultimately open doors. Make sure you choose groups or associations that reflect your values and that emphasize your professional skills.  




About Randstad Canada: Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work. Visit  

Are you ready? Financial services regulation reforms may catch some organizations off guard


TORONTO, May 23, 2013 – More than 25 per cent of Canadian financial services providers are either “not very” or “not at all” prepared for upcoming regulatory changes, according to a recent survey conducted by Randstad Canada in conjunction with Ipsos Reid.

The study polled 300 professionals in Canada’s financial services sector working in Operations, Management, Risk Management, Governance, and Regulatory Affairs. The findings highlight that while the majority of those polled felt that their organizations are reasonably prepared to implement these reforms, there remains a significant number of professionals working in the financial services industry who feel their organizations are not yet well prepared for upcoming changes to regulation. Furthermore, one-in-four (23 per cent) were unsure of the ability of their leadership teams at driving or effectively communicating strategies and programs to ensure compliance with tighter regulatory parameters throughout the organization.

“Changes are coming, and in some cases quickly’’, says Jean-Francois Vézina, Vice-President, Randstad Professionals. “The tightening of existing regulations such as Dodd-Frank, Basel III, ORSA, and FATCA will have profound effects on the financial services sector. Organizations will need to adapt to evolving demands under new, and in some cases more intense, regulatory scrutiny, and communicate effectively at all levels to sucessfully implement the necessary processes ”.

Throughout the financial services sector, opinions vary on how these new measures will impact business results. Of the respondents polled, 30 per cent of those familiar with the upcoming changes felt that new measures being put in place will have a positive impact on the business results of their organization, while one-in-five (21 per cent) felt they will have no impact. A further 22 per cent responded that they were unsure of how these new measures will impact their business results.

More than one-quarter (27 per cent) felt that new regulations planned to be put in place will actually have a negative impact on their business results, showing concerns that, upon implementation, new measures will impede their ability to operate in the same capacity – and achieve the same success as at present.

As for the impact on HR and talent management, of those polled, only one-in-four respondents (26 per cent) felt that the human resources function of their organization stood to face significant impact from these new demands.

“Regulatory reforms will almost assuredly result in new jobs across organizations, especially risk management roles that will be in high demand. Financial service providers will need to ensure that their current and future staff has the skillsets and the capabilities to ensure compliance with the revised regulations,” says Jean-Francois Vezina.

 “Those that take a forward-looking approach to attracting and retaining this talent at an early juncture will see the benefits of anticipating these changes and be well positioned to achieve a positive impact on their business results,” adds Vezina.


To request your copy of the study, please click here.




About Randstad Canada: Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work. Visit


Randstad Canada recognized as a “Best Workplace in Canada” for the 7th year in a row!


For the 7th year in a row, Randstad Canada has been recognized as a “Best Workplace in Canada” by the Great Place to Work ® Institute Canada (GPTW). Randstad is in 39th position on the prestigious list this year.

Once again, employee engagement is listed as a key criterion in the decision by GPTW.

“Employee engagement is not just a slogan at Randstad,” says Jan Hein Bax, president and country manager. “This organization sees its employees as its most valuable asset. Our staff are key to the ongoing success of the business and our ability to engage them speaks volumes about who we are and where we are going as the Canadian leader for staffing, recruitment and HR services.”

GPTW studies the world’s best workplaces and evaluates best practices that make them stand out from the crowd. GPTW develops its best workplace lists completely independently, without regard to any business relationships with individual companies. Its objective is to improve the quality of the workplace experience. GPTW believes that change can best be achieved by encouraging organizations to aspire to become their best. The approach is positive. By focusing on examples set by great workplaces, they spread the good news that any company anywhere can follow in their footsteps.

Randstad Canada continues to place a strong emphasis on employee development and training. The company strives to create a positive workplace where employees can realize their talents and career aspirations. It’s not just about “talking the talk.” This award proves that we can “walk the walk” too!

“We have great benefits and development programs here,” says Jan Hein Bax. “But it’s truly the culture of our organization that makes us such a great place to work. Creating a positive workplace environment is one of our core values. Everyone who works here is proud of the brand and works hard to ensure our commitment to excellence.”

More than 300 Canadian companies were nominated and more than 57,000 employees at those companies participated in the 2013 "Best Workplaces in Canada" survey.


Spring cleaning – time to dust off your resume and ramp up your job search


TORONTO, April 11, 2013 – Spring is the season best known for cleaning, and for job searchers, it’s an ideal time to “usher out the old and bring in the new.” Randstad Canada has a few tips that could make an impact on your job search and help you ramp up for landing the perfect career opportunity.

Your resume should tell your story: Employers have heard bland, generic statements such as: I’m a hard worker, I learn quickly or I’m results-oriented, many times. If your resume sticks with these clichés, how will it make hiring managers remember you? Instead, tell them interesting stories! More and more, employers conduct accomplishment-driven interviews, and look for richness and diversity in your experience. Start by reviewing your resume and craft meaningful examples of challenges you met and solutions you have found to overcome them, without omitting the results.

Manage your own personal brand: Your online image does matter. Social media monitoring service Reppler surveyed more than 300 hiring professionals on their recruitment habits, and found that 91% of employers use social media channels such as Twitter, Facebook and LinkedIn to screen job applicants. Google your name to see what comes up. Build a strong, employer-friendly presence online, by carefully selecting which content you want to post publicly. Another recent survey revealed that Linkedin is the most popular tool amongst staffing professionals, so be sure to have a comprehensive profile, one that is error-free  and attractive. Position yourself with a catchy subject line, describe your accomplishments in a clear and impactful way, and add your skills and expertise. Incidentally, employers are interested not just in “hard” professional skills but also in “soft” human skills, abilities and characteristics.  Ask for recommendations, share interesting articles in your field and take part in groups!

Get mobile job search apps: Utilizing the best apps, setting up job alerts, and organizing contacts on your mobile device are all excellent ways to find jobs and network with your mobile device.

Create a master job application: Save time and be ready whenever an opportunity comes up. Create a form with all of your up-to-date information,ensuring you have checked it for accuracy, grammar and spelling. Make sure to include correct addresses, job titles, employers, termination dates , contact names and phone numbers. This will be your source document for all applications.

Meet new people: Everybody uses social media to find a job or new talent, but that doesn’t mean you can’t benefit from personal interactions. Reach out to your contacts and go to networking events and conferences in your field. Put together a short and compelling description of who you are and what you do. Listen and ask questions, hand out business cards and build new relationships! Word of mouth and personal referrals are still methods that work in today’s job market.

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About Randstad Canada: Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work. Visit  


Women in leadership: Breaking through the glass ceiling



TORONTO, March 27, 2013 – Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, reveal that while most Canadian companies have more male than female managers (58%), 88% of Canadians believe in diverse and balanced women/men teams.

The need for diversity expressed by employees is also reflected in their opinions on women in leadership positions. Forty percent feel that there are not enough women in leadership positions at their current employer. The percentage is highest in in China (79%) and India (76%) where employees feel strongly about the need for more women in leadership positions. 

Furthermore, 68% of Canadian respondents believe that quotas forcing companies to promote more women to leadership positions are effective.

The study also reports that in Canada, employers encourage women to pursue leadership positions more often than in other countries (74%).

"Canadian employees are seeing the value of nurturing a mixed gender work environment, in the boardrooms as well," says Hanna Vineberg, Vice-President Central Ontario, Randstad Canada. "Companies who build balanced teams will resonate better with their current and potential employees, and will be better equipped to meet the needs of a market that is increasingly complex, demanding and diversified."

With regards to equity, 73% of respondents perceive that their employer rewards men and women equally in similar positions and only 28% think women make less money than men do in similar positions.

In a 2012 study conducted by Randstad polling women from across Canada, a majority of respondents felt there are still discrepancies compared to their male counterparts when it comes to salary. According to the survey, more than nine in 10 women in managerial positions in Canada say that they are still making less money than a man doing the same job.  

"The gap in perceptions is a clear indication that organizations still need to invest in promoting gender diversity, especially in more senior roles, and show how their career opportunities are as appealing to women as they are to men", adds Vineberg.  

 About Randstad Canada: Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work. Visit  


Change Management Strategies: How to Manage Change In Today’s Evolving World of Work


TORONTO, October 24, 2012 – Change is an inherent characteristic of any organization and like it or not, all organizations must change in order to remain relevant.  But it is how change is managed that can be the difference between surviving and thriving in business. Randstad Canada, the Canadian leader for staffing, recruitment and HR Services,  believes when it comes to change management, leaders must apply a structured approach when implementing successful change management strategies.

According to Hanna Vineberg, vice-president Central Ontario at Randstad Canada, as leaders of change, managers have a critical role to play in ensuring that the change effort is successful. “In order to align everyone in the organization around the change, and make sure a it has a positive and long-term impact, managers must develop a thorough implementation plan, and above all, a strong and compelling communications program,” she says.

Vineberg suggests a few, high-level principles to keep in mind when managing change:

  • Describe the benefits: Emphasize the benefits of adopting the change. Explain where the opportunities lie for employees and highlight the possibilities in terms of growth and development.

  • Identify zones of resistance: Be sensitive to how individuals respond while keeping in mind that the process of commitment and acceptance takes time. Make sure you understand where the resistance comes from, and craft and deliver a message that will help employees view the benefits of the change, and support them through the transition. 

  • Communicate and involve: Allow the employees to become a part of the process. Involve workers in the planning process, mobilize your team through an inspiring vision, and be able to support and listen if you encounter resistance, and provide sufficient training.

  • Get feedback and reinforce: Make sure you put in place channels to provide and collect feedback to better understand your employees’ concerns and issues, whether through focus groups, surveys, hotlines, etc.

  • Monitor results: Evaluate your program with ongoing metrics that will identify weak areas and minimize any downside to unanticipated new issues. Revisit the initiative periodically and realign it to your business goals.

Vineberg emphasizes that effective change management is about collaboration, discussion and open lines of communication. “Even though change can be destabilizing, it is an opportunity for growth and innovation,” she says. “Leaders that communicate in a clear, inspiring and timely fashion will be better positioned to manage change successfully and to build a shared vision of the future.’’

This week, Randstad Canada launches its 10th annual Breaksfast Seminar Series in 11 cities across Canada. The focus of this year’s event is on change management and features renowned speaker Marc André Morel.


For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


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