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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.

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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 randstad.ca

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Confidence Leads Employees to Seek Out Greener Pastures

 

TORONTO, May 9, 2013 – Nearly two-thirds (31.8%) of Canadian employees have indicated they are likely to leave their current job in the next two years, according to the 2013 Randstad Award study, which gathered the opinions and perceptions of over 7,000 Canadian employees and job seekers. Additionally, more than half (54.4%) have indicated that the desire for more money and better benefits will influence their decision to look for a new employer.

 “The study response indicates that Canadians once again feel confident in the market value of their skills,” says Jan Hein Bax, President, Randstad Canada. “An improving economy leads to more and better choices for job seekers.”

 As important as salary and benefits are to employees, the study results indicate they are not the only factor determining job satisfaction. The study notes that Canadians also place high value on “a pleasant work atmosphere.” Close to a third of respondents indicated that a pleasant work atmosphere is one of the most important factors that would motivate them to stay with their current employer.

 Additionally, the study asked Canadian employees to define what a pleasant work atmosphere means to them. The factor “I am recognized when I do good work’’ made it to the top of the list (58%), followed by “Respect from colleagues’’ (55%), and “Feel part of a team’’ (51%).  More than half of respondents also defined “an interesting job” as one that that make good use of their skills.

 “The results clearly show that Canadian employees want to feel valued and useful at work,” adds Bax. “Organizations that can deliver a work experience that is both financially and professionally rewarding will maintain an edge in attracting and retaining the best talent available. Employers must demonstrate why their company and brand are more attractive and compelling than others.”

About the Randstad Award: The Randstad Award program is based on a robust research platform that gives unique insight into the key drivers of talent attraction within Canada and across the world.

Randstad has been working with globally respected research company, ICMA International, for over 10 years. In 2000, Randstad and ICMA launched the first Randstad Award program in Belgium to measure employer brands. Based on its success, Randstad had expanded the research program into 15 countries around the world. Visit http://www.randstadaward.ca

Randstad Award Methodology: The Randstad Award survey is based on the perceived attractiveness of companies in a specific market. The 150 largest employers per country are selected, each with at least 1,000 employees. The number of respondents on average per market is 7,000. This is a representative sample to measure attractiveness of the 150 companies. Samples are based on national demographics (age, region, gender, education level) with a slight emphasis on respondents aged below 40, potential workers being the target audience of the survey. Each sample is representative on age, region and gender and includes students, employed and unemployed workforce aged between 18 and 65 years old.

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.ca

 

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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.

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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 randstad.ca  

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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 randstad.ca  

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Job Growth for Engineers Strongest in Western Canada

 

TORONTO, March 7 2013 - The job market for engineers is strongest in western Canada according to data in the recently released report, Engineering Labour Market in Canada: Projections to 2020.

Sponsored by Randstad Engineering in conjunction with Engineers Canada, the report shows that there is “strong expansion demand” in that sector in British Columbia, Alberta, and the prairie provinces.


Here are some highlights:

  • Saskatechewan  - Engineering markets in Saskatchewan are more cyclical and more varied, but supply constraints are an issue. Resource projects are absorbing all available engineers – especially mining engineers. Saskatchewan is a small market with big project demands that come and go. Local post-secondary programs are not able to keep pace. Engineering immigration has been limited and strong current demand is reflected as Canadians from other provinces seek jobs and licensure in the province;
  • Alberta  - Along with B.C., Alberta is the strongest engineering market in Canada. There was strong engineering job growth in the past year, however there are ongoing shortages and recruiting challenges for engineers with five to 10 years of experience or specialized skills. Growth in enrolments in post secondary programs for engineers has lagged behing national trends and may contribute to a tight labour market;
  • British Columbia – One of the two strongest engineering markets in Canada, B.C. faces skills shortages and volatile markets in resource related occupations like mining, metallurgical, and petroleum engineers. However conditions are more balanced for computer and industrial engineers. B.C employers will need to source engineers from other markets, however it is hard to attract them from other western provinces due to competitive compensation levels;
  • Manitoba – Expansion demands are concentrated in resource and utility projects. Construction, particularly in electrical generation and transmission, is a big driver. Labour markets are divided with ongoing shortages and recruiting challenges for engineers with five to 10 years of experience or specialized skills.

On a national basis, expansion demand is expected to create an additional 16,000 jobs for engineers by 2020. Virtually all of these jobs will be west of Quebec, with the bulk of them in Alberta and British Columbia. Alberta specifically has lagged behind national trends in enrolments in engineering programs and an additional 900 engineers are needed annually to balance market demand. In Manitoba, increased construction activity, in particular in electricity generation and transmission, is leading to increased need for qualified engineers.

 “Employers in British Columbia will need to source engineers from other markets for much of the coming decade,” said Stephen McCrum, Vice President, Western Canada, Randstad Engineering. “The focus will be on specialized and experienced engineers to replace retiring workers.” The average age of employers in British Columbia is higher than in other provinces, raising replacement demand.


“In Saskatchewan specifically, engineering markets are in a state of flux,” McCrum said. “It is a small market, with big project demands that come and go. Local engineering programs are not meeting the cyclical demands of the market as Canadians from other provinces seek engineering jobs in Saskatchewan.”

The report suggests that markets will function better if human resources planning for engineers includes;

• Retaining older engineers in the workforce longer and adding to programs to accelerate on-the-job training of new graduates,
• Adapting post-secondary programs to meet the specialized needs of employers,
• Increasing the supply of engineers in western Canada, through post-secondary programs and immigration.

The report takes an in-depth look at the country’s current and projected engineering labour market conditions. It includes a detailed forecast of markets and key projects, along with changes in output and employment across Canada, from 2011 to 2020. It also features a thorough outlook that factors in economic and industry growth along with retirements and skill sets. It includes economic background with a detailed forecast of international conditions, commodity and financial markets, and a list of key industrial, resource, infrastructure, and other projects.

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Randstad Engineering is Canada's leader in Engineering Recruitment and Workforce Solutions. http://randstad.ca/engineering/

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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 randstad.ca 

Engineering shortages lead Ontario job seekers to go where the action is

 

 

TORONTO, March 5, 2013 – Job seekers in Ontario should focus their training and job searches towards fields with looming skills shortages, according to Randstad Canada, the country's leading firm for staffing, recruitment, and HR services.

Given the importance of job creation for youth in Ontario, Randstad Canada believes it’s essential to channel young people entering the workforce into fields with high demand for talent, including engineering, IT, and skilled trades.

“In particular, it makes sense to encourage youth in Ontario to consider engineering as a worthwhile career option,” said Keith Wark, Vice President Central and Eastern Region, Randstad Engineering. “This is a sector that is clearly in need of seasoned professionals as older engineers retire. If we want to develop that pool of talent, we must hire and develop young engineers now.”

The recently released study, Engineering Labour Market in Canada: Projections to 2020, commissioned by Engineers Canada and sponsored by Randstad Engineering, reveals that Canada is facing a short supply of engineers with more than 10 years of experience, and that supply and demand imbalances in the engineering sector are becoming more serious, specifically in Ontario:

Findings from the Labour Market report note that resource projects in the north and infrastructure upgrades in most regions drive job creation, and that steady improvements in manufacturing create supply pressures for industrial engineers. Additionally, it notes that resource and infrastructure projects add jobs and create significant supply pressures for mining and civil engineers, while steady improvements in manufacturing create supply pressures for industrial engineers.

 Randstad Canada’s own projections see a growing demand for engineers in Ontario’s aerospace sector, which requires a highly skilled workforce to deal with aging commercial fleets that will soon need to be replaced. Demand is also growing for engineers in the construction sector, a result of new infrastructure projects. The growth in construction has resulted in an imbalance in the supply of engineers and other highly skilled workers.

 Construction activity has been growing and is expected to plateau from 2014 to 2016 and grow moderately, while resource activity in mining and other areas contributes to overall gains for engineers. Expansion demand is gaining momentum and markets are tightening quickly in resource related areas.

 While labour market conditions vary from region to region, Ontario in particular must find ways to strike a balance between retiring skilled engineers, and training incoming graduates and international candidates.

 “We are encouraged by the provincial government’s stated commitment to youth employment and its understanding of the needs of Ontario’s labour market, ” said Wark. ‘’New projects mean great prospects for young engineers, but employers will need to start hiring based on potential instead of just experience, as a way to counterbalance labour shortages.”

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Labour Market Study shows Engineering Market Skills Shortage and Job Growth

 

Engineers Canada released Engineering Labour Market in Canada: Projections to 2020 that shows Canada is facing a short supply of engineers with more than 10 years of specialized experience. 

The report projects 95,000 professional engineers will retire by 2020. Canada will face a skills shortage because the workforce cannot be replaced fast enough by incoming Canadian or experienced internationally trained graduates.

The report found that supply and demand imbalances are becoming more serious. While engineering labour market conditions vary from region to region, markets must find ways to strike a balance between retiring workers and training incoming graduates and international engineers interested in working in Canada.

“The study will help engineers, students, employers and governments plan for the future requirements of the Canadian engineering labour market,” said Kim Allen, FEC, P.Eng., chief executive officer of Engineers Canada. We thank Randstad Engineering as the sole sponsor of this important study with Engineers Canada.”

“As the country’s leading experts in staffing, recruitment and HR services, we are thrilled to partner with Engineers Canada once again and offer localized labour market information on the future needs of the engineering industry,” said Jan Hein Bax, President of Randstad Canada. “The shortage of highly skilled professionals is undeniably contributing to the challenges faced by Canada’s engineering industry. In order to ensure competitiveness and benefit the future growth and prosperity of tomorrow’s engineering workforce, it’s important to fully understand the current and future needs of the industry. This valuable research is critical to taking us one step closer to addressing these industry challenges head-on.”

Other key findings of the report include areas of job growth due to investment in resources, utilities and infrastructure. This is particularly evident west of Quebec, meaning engineers who are willing to move will find many prospects. However, overall job growth forecasts were weaker than in earlier reports as a result of global economic conditions and government restraint. In terms of immigration, experienced and specialized engineers will have better job prospects in Canada, as employers have recruiting needs for specific projects, but markets will be weaker for new graduates.

The report explores demographic trends and job growth projections, including an overview of disciplines and geographical markets, such as occupations by province, and a new economic background with a detailed forecast of international conditions.

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Randstad Engineering is Canada's leader in Engineering Recruitment and Workforce Solutions.http://randstad.ca/engineering/

Engineers Canada is the national organization of the 12 provincial and territorial associations that regulate the practice of engineering in Canada and license the country's more than 250,000 members of the engineering profession. Engineers Canada is the business name of the Canadian Council of Professional Engineers. www.engineerscanada.ca

 

For more information, contact:        

Dayana Fraser, Marketing/Communications Specialist

416-962-9578, ext. 2317, Dayana.Fraser@randstad.ca

Marc Bourgeois, Director, Communications & Public Affairs

613-232-2474, ext. 238, marc.bourgeois@engineerscanada.ca

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Canadian Employees Enter New Year with Bright Expectations

 

Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, indicate that Canadian employees will head into the New Year with a bright outlook and higher expectations about their work life.

Hanna Vineberg, VP of Central Ontario, for Randstad Canada says that in 2012, the company’s internal figures show a positive increase in overall demand when compared to 2011. “Over the past year we have seen an increasing number of companies show a willingness to look at how they can grow their business through strategic investments and by investing in their people – there is a lot of opportunity,” she says.

“A few of the divisions which showed an increase in 2012 compared to 2011 were Accounting and Finance Support , Administrative Support, Finance & Accounting, Industrial Support and Skilled Trades and Industrial Management,” explains Vineberg. “We’ve also seen an increase in demand in Canada’s western provinces (2012 compared to 2011) while the skilled trades also continue to be a growing sector in Quebec,” she says.

According to Vineberg, despite lingering economic uncertainty the positive findings reflect a general view that progress has been made. “Although the Canadian employment market has had its share of challenges over the years, there remains abundant cause for us to be optimistic as we enter the new year,” explains Vineberg. “The economy is growing. The OECD forecasts Canada continuing to outpace its Group of Seven peers in economic growth over the next 50 years.

Supporting this view are the results of the most recent Workmonitor survey. The numbers indicate that most employees feel the economic situation in Canada is good (62%) and are optimistic about next year. Two thirds of Canadian respondents also say they expect that the situation will improve next year (65%). Additionally four in every five companies are performing well financially (80%). Three out of four expect to do even better next year (74%).

The survey indicates many Canadians are optimistic about several key aspects of their work life in 2013 and are looking ahead through positive eyes. “That’s great news,” says Vineberg. “The results of the survey are especially good news for employers. The confidence that Canada’s employees have, means they will then have the confidence to invest in themselves and in their organization,” she says.

On the other hand, global results differ as over 61 per cent of employees globally label the economic situation in their country as “bad”. The highest scores are from Greece (98%), Spain (96%), Hungary and Italy (both 94%). The number of global employees who think the economic situation in their country is “good” ranks highest in Norway (94%), Switzerland (87%) and Sweden (74%). Similarly, two thirds of global employees say they expect the financial performance of their organization to improve in 2013. Brazil (86%) and India (92%) rank highest in their expectations while Greece (32%), Luxembourg (38%) and Japan (39%) are more reserved in their expectations.

When it comes to yearly raises and bonuses most employees feel stronger about deserving a financial reward. 65 per cent of Canadian workers say they received a pay raise in 2012 compared to 2011. On trend, 74 per cent of Canadian employees expect their salaries to rise in 2013, and 64 per cent feel they should receive a one-time reward/bonus for their achievements in 2012. But despite the positive outlook, only 35 per cent of Canadians expect to receive a yearly bonus.

In other parts of the world, financial expectations for 2013 are high. Globally, 76 per cent of the world’s respondents feel they should receive a financial reward or one-off bonus, based on their achievements in 2012. Yet only 53 per cent expect to actually receive such a reward.

Interestingly enough, much of the world, including Canada agrees that achieving a work life balance in 2013 is important. According to the survey results, 69 per cent of Canadian workers say their workload increased in 2012 while 75 per cent say they want a better work life balance in 2013. While on a global scale, 80 per cent of respondent say they would like a better work-life balance in 2013. Mexico (87%), Hong Kong (96%) and Chile (96%) rank the highest in this need while this wish is present but not felt as strongly in Denmark (64%), Netherlands (66%) and Belgium (67%).

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The Randstad Workmonitor: After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently in Germany, the survey now covers 32 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 third wave in 2012 was conducted from October 18 to November 6, 2012.

For the complete set of findings, including comments on differences in opinion by generation, gender and education, visit: http://www.randstad.com/press-room/research-reports.

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

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Corporate Holiday Gifts: Canadian Employees Say ‘Tis the Season for Receiving

 

Companies considering cutting corporate holiday gifts this year may want to think twice. Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, indicate that 41 per cent percent of Canadian workers report they would like a gift from their employer this holiday season.

According to survey results, over four out of ten (45%) Canadian employees normally receive a gift of their employer, which is similar to the number of Canadian workers that expect to receive one this year (41%). The globally consensus is slightly higher as 48 per cent of respondents from around the world reported receiving a Christmas gift or gift voucher from their employer at the end of the year and 52 per cent expect to receive a gift this year.

Interesting to note is that although it is not common practice in Argentina (54%) to receive a Christmas gift, 80 per cent of the employees expect to get one this year. The same applies to Chile (52% usually gets one vs. 82% expecting one this year), Hong Kong (65% vs. 88%) and Malaysia (47% vs. 71%).

Hanna Vineberg, Vice-President Central Ontario, Randstad Canada, says tokens of an organization’s appreciation, even small ones, can have a big impact on employee morale and productivity. “This data shows a huge opportunity for employers to foster a loyal environment and maintain a productive workforce. Employees enjoy holiday rewards and feel even more appreciated and motivated when they receive them,”says Vineberg. “This is positive news for employers still struggling in the tough economy, because it reveals simple ways that they can keep employees loyal and thereby maintain a productive and competitive business,” she says.

The survey also looks ahead to workers' goals once the holidays pass.

When it comes to resolutions, 48 per cent of Canadians respondents say they always make New Year’s resolutions while 39 per cent of Canadian respondents say they will make specific resolutions regarding their career in 2013.

Globally, 51 per cent of all employees say they always make New Year’s resolutions while 44 per cent report they will make resolutions for 2013 specifically regarding their career. In Mexico (87%), India (81%) and Argentina (80%) it is most common to make New Year’s resolutions. While in Denmark (16%), Sweden (14%) and Norway (24%) it is not a very common tradition.

“As employment confidence gradually improves, it’s no surprise to see employees thinking about their futures," says Vineberg. "Career resolutions can open up a lot of opportunities. They are a good way of pinning down what you really think you should do about your job, your career, or your job search. Having career resolutions and goals are the best way to set yourself up for a successful professional life that is filled with motivation and fulfilment."

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The Randstad Workmonitor: After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently in Germany, the survey now covers 32 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 third wave in 2012 was conducted from October 18 to November 6, 2012.

For the complete set of findings, including comments on differences in opinion by generation, gender and education, visit: http://www.randstad.com/press-room/research-reports.

 

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

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