Follow Me

Media Contact

Marie-Noelle Morency
PR & Communications Manager
Telephone
(514) 350.5309 x233 

Randstad Canada News Room

Current Articles | RSS Feed RSS Feed

Mobile Job Search: How to Place Your Job Hunt in the Palm of Your Hand

 

Mobile job search

In today’s competitive employment market, the mobile job search is changing the way people look for jobs. According to Randstad Canada, the country’s leader for staffing, recruitment and HR Services, the ability to search for jobs anytime, from anywhere, can provide job seekers with a competitive edge by staying informed, quickly reacting to new job opportunities and getting in front of prospective employers.

Lauralee Guthrie, Digital & Social Media Director, Randstad Canada says she recognizes the role that mobile recruitment strategies now play in the way employers and candidates connect with one another. “People are relying more and more on mobile devices to interact with the world around them – and that trend extends into the job search process. Mobile job search apps allow users the accessibility to keep up with the latest job openings, and the ability to pursue new opportunities on their own mobile device,” she says.

Due to its convenience, more and more jobseekers are turning to the simplicity and speed of mobile tools to access jobs on the fly, says Guthrie. “One of the advantages of mobile job search tools is that you can hunt for new job opportunities while you’re riding the subway or the bus, or sitting in the waiting room,” she says.

With smartphones and tablets increasing in popularity, Guthrie says she anticipates job hunting to continue its fast-paced migration towards mobile and offers jobseekers the following tips when using mobile tools in their job search:

• Social media apps. Mobile social media apps make it easier to stay connected to the job listings of many of today’s leading employers.

• Job alerts. Setting up specific alerts on job sites will help make searches more efficient. These alerts can be tailored to match your specific job criteria and weed out the positions you don’t want.

• Mobile job listings. Many companies, including our own, have launched mobile job sites where not only can you view jobs, but also apply for them straight from your mobile phone. You can also sort through the job listings when you have a free moment, then save it so you can carefully craft a cover letter and resume on your computer when you have the time.

• Organize your contacts. There are apps available that allow you to scan business cards and put the information directly into your device’s contact file. This will make it easier to store and organize all of the new contacts you make.

“Ulitizing the best apps, setting up job alerts, organizing contacts on your mobile device are all excellent ways to find jobs and network on your mobile device,” adds Guthrie. “But it’s important for job seekers not to depend solely on mobile as they search for a job. This is just one more tool to utilize in your hunt for your ideal job.”

-30-

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Office Politics: How to Come out on Top

 
boxing gloves

Like it or not, office politics exist in every workplace. Whether you feel comfortable dealing with these situations or whether you aim to avoid them, Randstad Canada, the country’s leader for staffing, recruitment and HR Services, emphasizes the importance of learning how to handle them in a positive and constructive way and offers helpful tips when dealing with this potentially destructive workplace dynamic.

According to Jan Hein Bax, President, Randstad Canada, office politics are part of every organization. “People move through their careers with different and sometimes conflicting goals and motivations. This can lead to conflict or competition in the workplace but, through confident and respectful action, someone from any level within a company can help build the type of positive work environment that invites open communication and team work,” he says.

Bax offers some tips below to help you navigate through the murky waters of office politics.

Watch and learn. Take the time to observe around you. Who are the key influencers? Who are the decision makers? Who are the informal leaders? How are the decisions made, by a few key stakeholders, or by consensus? What are the key factors that will drive a project to fail or to succeed? What are the styles of communication used? Direct, formal, factual, etc.? Answering these questions will give you clear roadmap of what you need in order to accomplish your business goals

Make connections. Once you have a better idea of who the key players are, make connections, at all levels, both through the formal and informal networks. Being part of various networks will ensure you develop a broad perspective of the organization.

Be trustworthy. Building trust can take a while, but losing it can happen in a minute and can cause irreparable damage. Hone in on your listening skills, as those will help you get a better sense of underlying issues, hidden motivations, and will help you establish a “give and take’’ type of interaction with your colleagues.

Stay away from dodgy strategies. Be aware that some people will use questionable strategies to get ahead. Learn to detect those behaviours and don’t give in to rumours, judgments and interpretations without carefully evaluating all the angles of a story. In that same respect, choose carefully which pieces of information you will give out and to whom.

Find solutions. If you disagree with a decision or a process, bring a new perspective or solution to the table, rather than complain about it. Keep in mind the organization’s objectives, and highlight how it will benefit the company, not you. Communicate your message in an assertive way, without being aggressive. Show that you have done your homework through thorough research; this will earn you more respect than a flashy presentation.

Gain visibility through your accomplishments. Find ways to promote your own successes, and keep an eye out for projects that could be a great opportunity to challenge yourself and to grow.

Maintain integrity. Respect your commitments, stay professional and courteous at all times, even with the people you are wary of, and encourage a collaborative mindset within your team.

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Social Media in the Workplace: Making the Most of “Social Business” Tools

 

social media in the workplaceAs the use of social media in the workplace continues to become a widespread reality in the corporate world, Randstad Canada, the country’s Canadian leader for staffing, recruitment and HR Services says today’s leading employers must learn how to harness these "social business" tools, if they haven’t already.

Lauralee Guthrie, Digital & Social Media Director, Randstad Canada says many employers are making an investment in social media channels. “Social engagement is critial to business success and like it or not, business is embracing social media in a big way. Recent data from Forrester Research inidcates that the sales of software used to run corporate social networks will grow 61 per cent a year and will likely become a $6.4 billion business by the year 2016,” she says.

Reinforcing the importance of social media in the workplace, are the results of a new poll of Canadian business leaders conducted by Queen’s School of Business. The data shows four in ten bosses (39%) believe social media is essential to growing their business but they’re unsure of taking the leap, while over one third say they (35%) use it often. The results also show that the majority of executives (72%) say they are planning to invest in social media in the coming year.

Organizations that haven't adopted such tools are now in the minority says Guthrie. “One of the reasons why employers and workers are using social networks in the office is, in large part, because these channels are increasingly becoming a routine part of how work gets done. There are many advantages to being socially “connected” in the workplace. Well-connected employees are more productive, and instant messaging tools and intranets can help to increase the productivity by which they connect and collaborate,” she says.

According to Guthrie, Randstad Canada encourages employees to use social media to keep up with company events, recruit talent and gain a deeper understanding of their customers, and network. “We’ve found many ways to integrate social media tools into the fabric of our business. From being active on Twitter, to posting fresh content several times a week on our corporate blog, to sharing videos on our YouTube channel, to setting up LinkedIn groups that bring people with similar interests together, to keeping everyone updated via Facebook. We truly believe in the incorporation of social networking technologies,” she says.

“Indeed, we not only encourage our employees to help us engage people online, but we also use instant messaging and the intranet as tools employees can use to share and collaborate with each other internally,” says Guthrie.

For employers that are concerned about the risk of problems arising from the use of social media in the workplace, training your staff on policies and practices will set clear guidelines and lessen the risk of misuse, says Guthrie. “There are legitimate work-related purposes to which these channels are being used. Employees should be trained to do more of this, employers should not make it harder. Social media is here to stay, and whether you embrace it or fend it off, your business will be impacted,” she adds. “There is a world of conversation and engagement that’s happening right now – with or without you.”

-30-

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Randstad Canada’s Professional Roles Give Ontario Jobs a Boost in July

 

After several months of modest job gains, Statistics Canada’s latest Labour Market survey reported a loss of 30,000 jobs in July, raising concerns about a stalling recovery. But Randstad Canada President Jan Hein Bax says that despite the loss, the latest numbers from Statistics Canada show Ontario's economy continues to grow.

Jan Hein Bax, President of Randstad Canada, the country’s leader for staffing, recruitment and HR Services, says that while the reported job loss is disappointing news, the Statistics Canada jobs report also has its share of bright spots that are worth highlighting.

“The data shows there is a brighter picture of full-time job gains and modest, yet steady, job growth,” adds Bax. “July added 21,300 net, new full-time jobs, offsetting the loss of 51,600 part-time jobs; average wages rose 3.6 per cent from a year ago; total hours worked increased by 1.2 per cent and Ontario saw significant gains with the addition of 10,600 new jobs,” he says.

“Yes, the unemployment rate is up a tenth of a point to 7.3 per cent in July, but full-time employment has actually grown by an average of 30,000 jobs a month since February,” adds Bax.

Based on Randstad Canada’s internal figures there were some particularly bright spots in Ontario’s job market in July, says Bax. “While we saw an increase in both contract and perm roles in Ontario, the demand for permanent roles saw a significant 24 per cent increase in July,” he says.

Regarding specific industries, Statistics Canada reported losses in wholesale and retail trade, professional, scientific and technical services, and public administration in July. That was offset by gains in finance, insurance, real estate and leasing, as well as information, culture and recreation.

According to Bax, the increases Randstad Canada’s saw in the month of July were due to strong demand within the company’s professional divisions. “In Ontario, demand in the fields of Engineering, Sales & Marketing and Technology experienced the most significant growth in July, along with moderate increases in Finance & Accounting, when compared to the previous month,” he says.

While the economic numbers may appear grim, Bax stresses that opportunities are still available. “Even though segments of the Canadian job market appear to be losing steam, companies that hadn’t been hiring on a permanent basis, or only on contract, are now turning to us to fill permanent roles – that is a positive indicator for us.”

-30-

And find out why Engineering and Construction was named the country’s hottest sector by Canadians.

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Hiring Employees: How to Avoid Common Mistakes

 

hiring employeesHiring employees is a major part of the success of every company. Randstad Canada, the country’s leader for staffing, recruitment and HR Services, says it’s important to get your hiring right the first time and encourages employers to take steps to reduce the likelihood of costly hiring mistakes.

Jan Hein Bax, President, Randstad Canada says hiring the right person is a challenge, whether a company is looking to fill a new role or to replace a departing employee. “Employers sometimes struggle to find the right candidate with the qualifications to do the job, but who is also a good match for the company and its culture. As consultants and experienced recruiters we are often called in, especially after a company’s recruitment exercise doesn’t work out. Job postings, interviewing, testing, they all cost employers a lot of time,” he says.

Bax says hiring the wrong person can do a lot of damage to a company. “Hiring mistakes can be more costly than some hiring managers realize. These mistakes can include the cost of termination, replacement and productivity loss. They can impact the company’s bottom line as well as the morale and productivity of other employees.” he says.

Just as candidates use new and creative methods to secure work, employers need to be pro-active when it comes to finding the people they need. This includes being aware of common pitfalls recruiting managers make and how to avoid them in your next recruitment and selection project.

All companies, irrespective of size, make hiring mistakes, but here are five tips Bax suggests to help avoid making them:

1. Determine the criteria a candidate must meet. Before filling a position, your company must clearly define the skills, experience, character, educational background, work experience, technical skills and competencies, they must possess.

2. Hiring without testing - There are tests that can indicate if a job candidate meets your required criteria. With these pre-hire screening tools, you can test the knowledge of potential hires before they are extended an offer.

3. Hiring after the first interview - It’s important to have several interviews with the same person — and not to hire from one interview. The person may not present the same later, and you may get fresh insights from different meetings.

4. Underestimating the unemployed - A person who does not have a job at the moment may be the right fit for the position. There are plenty of good talents out there that are not hired.

5. Poor or no reference checking – It is important to know how to conduct a detailed reference check. A proper reference check verifies job skills, and the behavioural fit in which the person operates in.

Bax says it’s important for employers to review their hiring practices. “Remember, if you want to hire the right employee, you have to go through a distinct process that will allow you to do so,” adds Bax. “When you hire the best, you’ll enjoy high productivity, loyalty, innovation, team players, and a healthy bottom line.”

-30-

 

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Job Search Mistakes: How to Avoid them

 

Searching for a job can be a challenging and laborious task – looking for job openings, reviewing your résumé, drafting cover letters, preparing for interviews – there are many steps that should be done just right, but many jobseekers however, struggle with a few common job search mistakes. Randstad Canada, the country’s leader for staffing, recruitment and HR Services offers a few tips to help jobseekers avoid making some common missteps as they go through the process of searching for a job.

Jan Hein Bax, President, Randstad Canada, says there are some common mistakes job seekers often make because they feel rushed to find a job, but he emphasizes that taking the time to do things right can really make the difference in your job search. “When you have taken the time to clearly define who you are, what your skills are and what you are looking for, you will make better use of your time and energy and be in a better position to target the right jobs for you,” he says.

Bax offers some additional advice to help avoid some of the job search mistakes jobseekers commonly make:

• Being too narrow or too wide in your job search. While you benefit from applying to a fair number of interesting jobs, try not to waste your time applying to jobs that don’t match your skills and experience, for example if you don’t have the requirements stated in the job description. Focus your efforts on jobs that really match where you are in your career path but will also give you the opportunity to grow.


• Not organizing your job search properly. The more applications you send out, the more you risk losing track of them. Make a list of the jobs you applied to, follow up with candidate application deadlines, keep track of the emails you have sent, and all versions of your résumé.


• Not having an online presence. In our social media era, an online presence definitively gives you a competitive edge. A Linked in profile with a complete work history and a few recommendations, for example, tells prospective employers that you are connected with current online trends.


• Not preparing enough for your interview. Preparation is the most important aspect of your job search, and it certainly applies to the job interview. Before going to a job interview, you need to thoroughly research the company. The more you know about the company, the more comfortable you will be discussing their goals, how you can fit in and contribute to their success.


• Listing duties instead of accomplishments in your resume. Employers know what the job they are recruiting for entitles. Listing duties will not tell them what value you can deliver when comparing you to another candidate who performed the same job. Think in terms of accomplishments, how an initative you led contributed to an increase in revenue, how your client service approach allowed you to renew contracts with clients, etc.


• Not trusting your instincts. Trust your gut. If you have doubts regarding the work environment or the job description, ask questions and clarify. At the end of the day, if you are still not sure whether the company is the right fit for you, keep looking.

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Finding a Job - Survey Says Most Canadians Use Traditional Job-Search Methods but Social Media is the Choice of the Future

 

describe the imageIf you're a Canadian job seeker, the traditional means to finding a job are still the most commonly used. Canadians ranked online job boards and newspaper advertisements as the most common ways to find jobs, according to a survey recently conducted by ICMA International and sponsored by Randstad Canada.

The survey results indicate online jobboards (72%) and advertisements in newspapers (55%) are still the most frequent channels that Canadians use to find a job. However, it is specifically younger and higher educated Canadians, that say they are more likely to use to use social media sites when looking for a job.

Nearly one in four (22%) Canadians say they use social media sites to find jobs. However, of those that do, younger Canadians (64% above average), those with a higher education (51% above average) and men (22% above average) are using social media in their search for job opportunities.

“The job search is always changing and evolving," says Jan Hein Bax, President of Randstad Canada. "While these results indicate that traditional methods like job boards and newspaper ads are the most common way for Canadians to find suitable employment, it’s undeniable that technology will always play a prominent role in the job search process, especially with younger generations,” he says.

“The younger generations have grown up with technology and they’re using these digital tools to find their ideal jobs,” says Bax. “In past years, there was a heavy dependence on job boards, but now social media is becoming an integral part of finding a job. These days, recruiters who are not using these tools, are falling behind. Facebook, LinkedIn, Twitter are key for job-seekers and can sometimes offer more traffic than a job board,” he says.

Additionally, Canadians with a higher education (44% above average) and men (26% above average) are said to be more likely to use staffing companies in their search for job opportunities.

The survey results also show that Canadians with a higher education (119% above average), men (61% above average) and younger Canadians (19% above average) are more likely to use networking meetings to aide their search for jobs.

According to Bax, while searching and applying for jobs over the Internet is the primary job search strategy for many job seekers, it’s important to use an all encompasing search strategy. “The job search is a multifaceted process and job candidates are encouraged to use as many tools as possible. Those who rely on just one tool, will take longer to find a position,” he says. “Job seekers must learn how to use all of the tools at their disposal and rely on a mix of approaches to find the right job for them.”

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Making Friends at Work - Survey Says Majority of Canadians Have Close Relationships with their Colleagues

 

Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, reveal that making friends at work is very important to Canadians and could be a key factor to workplace happiness.

According to the survey, 66 per cent of Canadian employees indicate they have close friendships with colleagues. Additionally, over half (54%) report that having pleasant colleagues is more important to them than having a good salary while 53 per cent say they spend time with colleagues outside working hours.

The results are similar around the world, as 71 per cent of global respondents say they have close friendships with colleagues and 64 percent meet up with their co-workers outside working hours. The exceptions are in Brazil (93%) and Hong Kong (91%) where a significant amount of employees indicate they have close friendships with colleagues. While in Luxembourg, only 20 per cent of employees say they have friends at work.

Stacy Parker, Executive Vice President of Marketing at Randstad Canada reinforces the fact that workers tend to be happier at their jobs when they cultivate meaningful friendships with co-workers. “Canadians associate a good working environment with having good relationships with their colleagues. They see these relationships not as a threat to their productivity, but rather as a key factor that influences their satisfaction at work," she says.

Survey results found that only 21 per cent of Canadian employees believe friendships with colleagues interfere with their work, which is close to the global average (26%). The portrait is very different in China (60%), Hong Kong (61%) and India (59%), where the majority of respondents are under the impression that friendships with colleagues does interfere with their performance at work.

The survey data also reveals that globally, social media is seen by employees as a way to further develop contact between colleagues. In Canada, 44 per cent of respondents indicate that they have more contact with co-workers outside work due to social media. The impact of social media on the relationship between colleagues is even stronger in countries like China, where 83 per cent of respondents say it boosts the interaction they have with colleagues outside the workplace.

According to Parker, social media and other initiatives have opened up a whole new world of social interaction. "Team-building activities, open and common spaces, along with new communication channels like Intranets and social media play a big role in fostering communication and building relationships inside and outside work. It’s clear that employees in Canada and around the world are taking advantage of these tools and opportunities to foster positive relationships and create the kind of work atmosphere that they enjoy working in," she says.

Parker says workplace friendships can be a good thing for a company's overall business. “There is no denying that workplace friendships can contribute to a positive workplace culture. It means increased productivity and creativity, heightened morale, enhanced personal performance and stronger team cohesiveness,” she explains. “Employers who encourage a positive and collaborative workplace will gain a competitive edge when it comes to recruting top talent.”

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Corporate Social Responsibility: Volunteering on Company Time

 

Randstad VSO volunteersWithin most companies, it’s not just the leaders of the organization who support the local community, but the employees as well. And Randstad Canada, the country’s leader for staffing, recruitment and HR Services recommends employers, large and small, strengthen their corporate social responsibility initiatives by encouraging employees to give back – on the company’s time.

Stacy Parker, EVP of marketing for Randstad Canada says time scarcity is a significant barrier to volunteering. “Finding time to devote to volunteering can be a difficult task. While many employed Canadians do manage to find the time to volunteer, the fact is, many struggle to strike a balance between their work and private lives. As employees assume more responsibilities in both their work and family spheres (such as child care, elder care, single parenting, or working longer hours), employers should do their part to encourage their employees to volunteer during working hours,” she says.

According to a recently released Statistics Canada study entitled Employer Support of Volunteering, in 2010, 57% of employees in Canada who did volunteer work reported that they had received one or more formal means of support to do so from their employer.

The study also found that employer support varied by region. In Ontario, 62% of volunteers with jobs had formal employer support, compared with 54% in British Columbia, 51% in Quebec, 50% in Manitoba and 49% in the Northwest Territories.

Additionally, the Statistics Canada data concluded that certain types of employer support were more common than others. About 34% of volunteers who worked said their employers helped by approving changes to their work hours or reducing their work activities, the most common type of support.

“Quite simply, companies should care about CSR because their employees do,” says Parker. “. It is important for companies to be socially responsible. Numerous studies indicate that a company’s CSR policies increasingly factor into a job-seeker’s decision to work there. For example, a recent survey conducted by ICMA International found that a company’s commitment to the community does factor into how attractive a company is viewed by jobseekers,” she says.

According to Parker, the difficulty that comes with balancing the desire to volunteer with busy work and personal lives is precisely why volunteer opportunities during work hours are the ideal solution for both businesses and employees. “At Randstad Canada for example, employees are given a number of hours during the work day to volunteer for organizations the employee supports.”

We recognize that there are many benefits to giving staff time off to volunteer, says Parker. “First, there's the feel-good benefit. Employees feel good when they're involved in giving back. Then, there's the strategic benefit. Volunteering serves as an opportunity for leadership development, gaining experience and building business relationships. People want to work with companies that are good corporate citizens,” she adds.

Parker emphasizes that strong CSR also helps organizations with recruiting and retention. “When people are engaged and happy, they don't leave. Allowing volunteering leave can make your company an attractive place to work and allow you to attract and retain the quality talent that will drive your organization forward.” 

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 

Gender Gap: Men and Women Want Long Term Job Security from an Employer - But That’s Where the Similarities End

 

men and womenWhen it comes to what they're looking for in a potential employer, are men and women really all that different? The answer is yes, when it comes to workplace needs and wants, a gender gap exists. According to a recent survey of over 7,000 Canadians, conducted by ICMA International and sponsored by Randstad Canada, the majority of both male and female employees in Canada say they want long term job security from an employer – but that’s where the similarities end – their views differ greatly when determining what makes an employer attractive.

According to those surveyed, women say they prefer flexible working arrangements (49% more important vs. men), accessibility (28% more important), pleasant working atmosphere (23% more important), competitive salary (19% more important) and good work-life balance (17% more important). While men say they prefer financially sound companies (42% more important vs. women) with strong management (37% more important) that offer global career prospects (86% more important) and good training (17% more important) when seeking an employer.

Randstad Canada President Jan Hein Bax says that compared to last year’s results, the responses have shown how significantly the workforce has evolved over the past year. “Men have reprioritized, replacing company image and innovation with a financially strong company and the possibility of international career prospects. Women, on the other hand, have replaced the need for accessibility with flexible working arrangements as one of their top priorities when searching for an employer.”

According to Bax, these findings contain practical insight for leading employers interested in attracting Canada’s top talent. “It’s important to know what your workforce wants, to recognize the key demographic differences in this regard, and to respond accordingly. Employers need to define who their desired employee is, understand what that employee wants and create specific messages that speak to those wants. Employers must also respond to their employees’ needs and expectations and leverage those differences in order to maximize the available talent,” adds Bax.

It is clear that men and women have different needs and wants, and organisations need a balance of both if they are to be truly effective, says Bax. “The fact that women and men have varying preferences, and that their needs have evolved significantly from last year, is an excellent indicator that an open line of communication between employers and employees is essential. A company’s ability to be aware will go a long way towards attracting and retaining quality talent that will better their business, and thereby contribute to their company’s evolving brand.”

-30-

For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

Tags: 
All Posts