Much like the sizzling temperatures of the season, office romance is heating up Canadian workplaces. According to the results of Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, the majority of Canadian employees support the idea of an office romance.
In Canada, seven out of ten employees (59%) indicate a romantic relationship between colleagues occurs from time to time within their organization. Two thirds (66%) believe this need not be problematic.
Stacy Parker, Executive Vice President of Marketing for Randstad Canada says, like it or not, office romances happen. “People spend a significant amount of time in the office and it is often a place where people feel a sense of community. The company is likely filled with people who share the same values, principles, work ethic, skills, and education. So it’s not that surprising that romances tend to spark between employees,” she says.
The results are similar around the world. On average 57 per cent of global respondents indicate romantic relationships occur in the workplace from time to time. The data indicates this happens more often in China, India and Malaysia (all around 70%). In Japan (33%) and Luxembourg (36%) however, romantic relationships in the workplace are reportedly less common.
Parker recognizes that there are risks that are associated with office romance. “Many employers frown on office relationships for good reason. It can disrupt productivity not only for those in the relationship, but those who work with the couple. It can also hurt morale if favoritism between the couple is perceived, or if the relationship ends very badly,” she says.
In Canada, however, only 37 per cent believe a romantic relationship with a colleague interferes with their performance at work. On a global average, 40 per cent of employees share that view. The concern is much higher for employees in India (63%) and Luxembourg (65%) when it comes to the belief that romantic relationships interfere with work performance.
Globally, 72 per cent of respondents believe romantic relationships in the workplace do not need to be problematic. Scores are especially high in Spain, Mexico and Hong Kong (around 81%). While in Luxembourg, romantic relationships in the workplace are not favoured (42%).
The results also found that when a romantic relationship does occur, up to (44%) of global respondents believe one of the two must be transferred to another department. Canadian employees hold a similar stance as 42 per cent believe that in the event of a romantic relationship at work, one of the two must be transferred to another department.
The consensus is however, is that resignation is a step too far when it comes to office romance. Globally, only 24 per cent feel that one of the two should resign from their job when romantically involved. While in Canada, 21 per cent believe that one of the two should resign in the event of a romantic relationship at work. This score is even lower in Hungary, Sweden and the Netherlands (around 11%).
Parker advises, before getting involved in a romantic relationship with a colleague, to find out if your company has any regulations on office dating. “Many companies are open to the idea but your company could have a no office romance policy. If you don’t have an office policy against it and you do decide to go ahead and date your co-worker, keep it out of the office. This means no public displays of affection – keep it as professional and low key as possible. It’s also a good idea to never date someone you supervise or who supervises you,” she says.
“An office romance can be a very rewarding relationship as long as you go into it with the right mindset and the best intentions. Set clear expectations early for the sake of your work environment and your career in case it doesn’t work out,” says Parker. “Always keep in mind that how you conduct your relationship and how you end it will speak to your professionalism and your reputation.”
Encountering tough interview questions during a job interview can be a stressful experience. But according to Randstad Canada, the country’s leader for staffing, recruitment and HR Services, good preparation is the key to answering even the toughest questions with confidence.
Stacy Parker, Executive Vice President of Randstad Canada says when it comes to tough interview questions during an interview, jobseekers should focus on the outcome. “Tough interview questions are an opportunity for job seekers to show that they know what they want, they are proud of their career path and looking for an opportunity to grow. Well handled, a tough interview can become a real door opener,” she says.
Below, Parker highlights some of the toughest questions an employer can ask, and offers advice on how to answer them:
1. Tell me about yourself?
This question may be challenging because you need to find a good balance between providing enough information about yourself, without rambling. The key is to keep your answers focused on information relevant to the position.
2. What are your weaknesses?
This is one of the questions job seekers fear the most. The best way to answer is by choosing a professional trait and explain how it can be an advantage if well managed. When you identify a weakness, remind the employer you are actively taking actions to correct it. For example, “I used to have trouble with procrastination, now I have learned to write down a list of things that I need to do, and keep a calendar to keep track of deadlines.”
3. Why did you leave your previous job, and why are you leaving your current position?
Be as honest and specific as possible. Remain positive and focused on the future. Always be respectful of your previous employer. If you currently have a job, focus on what kind of skills you want to develop and how this position fits in with your career plan.
4. What are your long-range career goals?
The employer wants to know if you can see yourself working for the company on a long-term basis. Emphasize that you want to secure a position that offers opportunities to grow, develop skills and take on challenges and responsibilities. Do not indicate that you hope to start your own business, change careers or are thinking of going back to school full-time.
5. What are your salary expectations?
Try to avoid giving out a precise number at this point. Focus on how important it is for you to learn more about the job. If pressed to answer - give a range of what you understand you are worth in the marketplace.
6. Do you have any questions?
This is a great opportunity to show your interest in the company. Ask questions about the company’s culture, advancement opportunities and what you can expect from your future colleagues.
According to Parker, the key to a great interview is preparation. “An interview is a great opportunity to reflect on your past accomplishments and future goals,” she says. “Take the time to review what you have done, where you want to go, be honest and to the point. If you engage in conversation in a compelling, relevant and positive way with your prospective employer, you’ll give yourself the best chance to land the job you want.”
Visit the Randstad Canada's Career Tools page to watch our video on behavioural interviews or visit Randstad Canada's YouTube page for more tips and techniques that will help you maximize your job search process and career growth opportunities.
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233
Are you looking for a way to give your career a boost? According to Randstad Canada, the country’s leader for staffing, recruitment and HR Services, a career development plan is a great way to get the most out of your career, whether you have worked in the same job for years, or have just started a brand new position this week.
Leandra Harris, Executive Vice President of Human Resources, Randstad Canada says today’s employees are not hesitant to take on the responsibility of initiating their own career development. “It is up to employees to identify their skills, values, and interests; discuss their expectations with their managers; and seek out information about career options,” she says.
According to Harris it’s important for workers to recognize who they are, identify their strengths and recognize their values. “Success in the workplace comes to those who know their strengths, their values and how they best perform. Employees must be aware of their career goals and have a good understanding of the optimum role they play to achieve productivity and success in the workplace. On the other hand, organizations also need to understand the abilities and skills of employees in order to help them play the most effective roles possible,” she says.
Harris offers these simple tips to help you nurture your career and start owning your own career development:
• Make the most of the career development opportunities that are available to you. Employess can sometimes spend too much time thinking about what they’re not getting instead recognizing that opportunities to learn and improve are available to them within their everyday job and interaction with others.
• Find yourself a mentor: Seek out allies and mentors in the workplace and make the most of these relationships.
• As you move along in your career, assess your progress. Reevaluate your long and short-term career goals every few months. It’s important to review your progress on a regular basis and celebrate your wins!
• Bottom line: Own it. It’s up to you to find ways to develop the capabilities and skill sets that will allow you to attain your career objectives.
Harris believes a successful learning and development program cannot rely on the organization alone. “With guidance, support and tools from their organization, employees should engage in a process of career discovery and development,” she says. “Taking a pro-active approach to ones own career is an important step towards determining your own career success. ”
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233
It’s the wanderlust of a new generation. The results from a recent study conducted by ICMA International and sponsored by Randstad Canada, the country’s leader for staffing, recruitment and HR Services, indicate that Canada’s young workers want to work abroad and are in search of jobs that will offer them international career opportunities.
According to the data, when compared with older workers, 168 per cent more of younger Canadians (under the age of 39) who are searching for an employer, factor international/global career opportunities into their decision of whom they’d like to work for. Career progression opportunities (36%), training (18%) and a good work-life balance (12%) are also important criteria which young Canadians say attract them to an employer.
On the other side of the spectrum, Canada’s older workforce (39 and above) say they are more concerned with quality of products/services (23%), competitive salary and benefits (16%), a pleasant work atmosphere (12%) and location convenience (9%), when choosing to work for a specific company.
Stacy Parker, Executive Vice President of Marketing for Randstad Canada says the results are fascinating. “Canadians were asked what they most want from an employer and their responses explain the basic truths about employee needs and desires,” she says.
One of the clearest observations from their responses, says Parker, is that priorities change with age. “It’s interesting to see how the age of a job seeker plays into the type of organization that they are attracted to. It is evident different generations value different things in the workplace,” she says.
“As the Canadian worker ages, we see much more of a shift towards a more comfortable work experience, with aspects such as financial stability and corporate values increasing in importance for those over the age of 39,” she says. “Older respondents with established careers are clearly being more selective in their choices, striking a balance in work and home life. Older Canadians prioritize companies that reflect the corporate values and offer the products and services that they respect and like,” says Parker.
“Younger respondents, on the other hand, are mainly looking for global career opportunities that will allow them to gain international experience, career progression opportunities and solid training - all factors which will help improve their employment prospects and build their career during its formative years,” explains Parker.
According to Parker, managers and organizations that prioritize what employees and prospective employees want, will surely outperform those that don’t. “It is crucial for businesses to confront and resolve the causes of disengagement in the workforce, if they are to attract and retain top talent,” she adds. “Tuning into the needs and wants of today’s workforce, regardless of their generation, is a winning move for both employees and employers.”
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233
Are you working for love or money? Findings from Randstad's latest Global Workmonitor, surveying employees in 32 countries around the world, reveal that while most Canadians work to live, many are prepared to sacrifice money for job security and the ability to enjoy what they do for a living.
According to the survey, most Canadians (82%) work to live, rather than live to work, on par with the global average. The greatest exception worldwide is Luxembourg, where only 23% of respondents agree with this statement. As well, three out of ten Canadian employees also indicate they would quit their job if there was no further scope for personal development.
Survey findings also indicate that 66% of Canadians do not consider a good salary to be more important than enjoying their work. Globally, more than half of respondents (58%) also say they consider enjoyable work to be more important than a good salary, especially in Norway (80%). However, salary is a much stronger driver in Hong Kong, Malaysia and India, where only a third of respondents agree with this statement.
Stacy Parker, Executive Vice President of Marketing at Randstad Canada says, “Do I work for love or money? It’s a question that many ask themselves at one point throughout their career: What’s the trade-off between a satisfying job and a satisfying paycheck? Canada’s workforce is motivated by a number of factors - for some people it is being able to earn a wage that keeps them going to work every day, while others take into consideration factors such as a good working environment, perks, flexible working hours, co-operative colleagues and job satisfaction.”
“Undoubtedly a high salary results in a better standard of living, but considering that workers spend most of their hours at work, often this is not enough to keep them happy,” says Parker.
Additionally, survey results indicate 40% of Canadian employees are prepared to forego part of their salary in order to secure their own job. Overall, 43% of global respondents agree, and the US ranks similarly at 44%.The most committed employees can be found in India, where 76% say they are willing to forego part of their salary if this would help save their jobs.
The extent to which employees are willing to compromise correlates with the financial performance of their employer. Overall, 42% of all respondents in the quarterly Randstad Workmonitor survey indicate the financial performance of their employer is under pressure. Countries above average include Hungary, Greece, Czech Republic and Spain (61-67%). Canada sits on the lower end of the spectrum, as only 36% of Canadian employees believe that the financial performance of their employer is currently under pressure.
According to Parker, “Canadians have made it clear that although they may be working to pay the bills, they care a great deal about their jobs and about enjoying what they do for a living,” she says. “But it’s important to remember that it’s not enough to focus solely on making the most of work, but rather to combine work and play, work and home life, work and health. Balance is essential.”
Click on the following link to view the For Love or Money Infographic.
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233
When it comes to your summer job search, the warm weather doesn’t have to mean slowing down or taking a break from your task, according to Randstad Canada, the country’s leader for staffing, recruitment and HR Services, you should use the summer months to find your ideal career fit.
Stacy Parker, Executive Vice President of Randstad Canada says jobseekers should resist the temptation to take the summer off from job searching. “The summer season can be a prime hiring time for some employers. Many projects gear up in the fall, and employers want new people in place. If you mistakenly assume no one is hiring, you might miss out on the perfect time to position yourself for a great job opportunity, before the competition spikes in the fall. It’s the perfect time to get your foot in the door,” she says.
Parker offers these tips to help you keep your search moving forward in the summer:
• Refresh your resume and skills: Summer is the perfect time to assess and improve your resume and skills. It’s important to make your skills and talents stand out from the rest of the applicant pool. In order to maximize the opportunity getting hired, you should update your resume with relevant accomplishments, new job duties, recently achieved certifications, and other similar achievements.
• Build your network at summer events: Summer is also a great time to network - use personal and social gatherings to introduce yourself to new people. Festivals, barbeques, weddings and other gatherings can provide the opportunity to make valuable connections that could lead to future employment.
• Keep track of your active job search: Keeping track of the applications you’ve made will make it easier for you to do timely follow-ups, ensure you don’t apply for the same position more than once.
• Consider a recruitment agency: Recruiters and hiring authorities are not “out of the office” over the summer. We have many job opportunities with Canada’s leading employers and we are always on the lookout for the right candidates to fill these roles.
• Remain positive: You may apply to and interview with many companies before you find the right fit. But rememember, you are meeting new people in every interview and networking event you attend. Even if you don’t end up working for their companies, the connections could lead to valuable, career-enhancing connections in the future.
According to Parker, jobseekers should use the summer to refresh and recharge their job search. “Stay focused, set daily agendas, review your career goals, and don’t get discouraged,” she adds. “But don’t forget to reward yourself, too. Once you’ve met your daily goals, give yourself permission to take the rest of the day or the weekends off from your summer job search. The time and effort you invest now can reap big rewards and even land you a new job before the fall.”
For further information contact:
Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233
Randstad Canada, the country’s leader for staffing, recruitment and HR Services, is pleased to announce that Canadians have voted and named the Engineering and Construction sector as the hottest sector in Canada.
According to the results of a recent independent survey of 7,000 Canadians conducted by ICMA International and sponsored by Randstad Canada, The Engineering and Construction sector (48 per cent) was voted the most desirable of all sectors, with respondents ranking the sector first for long-term job security and working atmosphere.
High Tech Manufacturing followed in second place (47.5%) ranking first for competitive salary, interesting job content, career progression opportunities, good training, work-life balance and strong management. While Transport and Logistics (46.4%), Raw Materials (42.6%) and Services (41.9%) were also listed as the most desirable sectors to work in by Canadians.
Mike Winterfield, President of Randstad Professionals says Randstad Canada’s internal data supports this vote. “Demand for employment candidates among our clients in the Engineering and Construction sector increased 18.43% in the first quarter of 2012 over Q1 2011. We have also seen significant increases in demand in the Logistics and Services sectors, respectively. We have also seen a substantial increase in demand among our Manufacturing and Industrial clients,” he says.
“This boost in the Engineering and Construction sector renders an undeniable need for experienced and talented professionals to power up the industry,” says Winterfield. “But as the sector surges, skilled workers will become harder to find.”
According to Winterfield the Engineering and Construction sector faces skills shortages in a number of areas. “We are seeing the greatest demand in roles such as, Construction management, electrical estimator, industrial designer and project manager,” he says.
“In order for Engineering and Construction companies to compete in the global marketplace they will need to recruit talented, highly skilled professionals,” says Winterfield. “Focusing on recruiting the kind of talent that consistently brings the most value to an assignment is crucial to a company’s long-term growth. Companies with a talent management strategy in place will be better equipped for the future and improve their competitive advantage.”
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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
As temporary workers and staffing companies across the country celebrate Staffing for Canada Week, Randstad Canada, the country’s leader for staffing, recruitment and HR Services, would like to recognize the many Canadians pursuing employment opportunities through staffing and recruiting firms and discusses the trend towards temp work.
According to Jan Hein Bax, President, Randstad Canada, Staffing for Canada Week gives companies like Randstad Canada the opportunity to celebrate the value the staffing industry has within Canada’s economy and its communities. “It’s so important to take the time to congratulate the jobseekers who have found new employment during the past year through staffing firms, and to recognize the temporary and contract workers who represent the industry every day,” he says.
Bax says the recruitment industry has seen Canadian businesses adapt in the face of changing work patterns and economic realities. “At Randstad Canada, we have seen a significant growth in the number of contract and temp workers contributing to the skilled labour force in all industry sectors. Our internal demand for contract workers in Q1 of this year is up roughly 24% compared to Q1 just one year ago.”
It is clear that old-fashioned business models are giving way to new ways of thinking says Bax. “Temp work is no longer limited to administrative assistants or warehouse workers. Experienced and skilled candidates from all levels and positions are also choosing to work as temporary employees,” he says. “At Randstad Canada we have seen contract demand in Engineering for example, increase by 33% in Q1 of this year, when compared to Q1 2011. Year to date, Electrical Engineers, Mechanical Engineers and Electrical Designers are the most in-demand contract roles within our Engineering Division,” adds Bax.
Temp work may not offer the same benefits and long-term security that are generally associated with permanent jobs, but they do provide a way to stay current, and may lead to a permanent job offer. “When you have specialized skills that are in demand, it can be to your advantage to work on a temporary or contract basis. It allows you to take on the projects you like, rather than the structure of a traditional corporate job,” says Bax.
Whether you are looking for temporary, contract or permanent work, there are many benefits to finding employment through a staffing firm, says Bax. “From gaining valuable exposure in the workforce, to discovering new fields of interest, to getting a break in a desirable career or industry. There is such value and reward in what we accomplish every day in the recruitment industry, that is certainly worth celebrating,” says Bax. “There’s a role for everyone, and the staffing industry exists to help people find it.”
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Staffing for Canada Week is a Canadian initiative that originated in 1980 in Edmonton as National Temporaries Week. Staffing for Canada Week is organized by the Association of Canadian Search, Employment and Staffing Services (ACSESS) and is supported by local dignitaries and Canada's Political leaders including Prime Minister Stephen Harper. www.acsess.org/EVENTS/StaffingWeek.asp
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
On Wednesday, June 6, 2012, Randstad Canada, the country’s leader for staffing, recruitment and HR Services will host the Women in Leadership Luncheon in Toronto and in Montreal on June 7. The event will showcase women in business, with varying experiences and diverse achievements, who will exchange ideas and inspire and promote female leadership in a changing world.
Susie Wolff, development driver for the Williams F1 racing team (and one of only a handful of women who have driven in F1 in its history), will provide a keynote speech sharing her own story as a woman in a high-profile position within a Formula One team.
“When I started in DTM six years ago, I wouldn’t have survived if I hadn’t proven myself and hadn’t been good enough to compete on merit,” says Susie Wolff, development driver, Williams F1. “Once women have an opportunity, it’s up to them to grab it with both hands. I’m not out there to prove how good a female driver can be in DTM or Formula One, I am out there to show what I can do personally, to prove myself on merit. I do that because I love racing and that’s a big part of the reason why I was given this chance with Williams,” she says.
Following Susie’s keynote address, Stacy Parker, Executive Vice President, Marketing, Randstad Canada will lead a panel of women from various industries as they discuss their journeys of leadership, overcoming obstacles, and tips for career success. The panel includes: Tova White, Vice President, Human Resources, Coca Cola Canada, Gayla Brock Woodland, Managing Director, MS&L, Dr. Wendy Cukier, Vice President Research and Innovation, and Manju Jessa, Senior Counsel, RBC Law Group and Lucille D’Souza, Senior Counsel, RBC Law Group.
Stacy Parker, Executive Vice President of Marketing, Randstad Canada, says this event will provide an opportunity for Randstad Canada to shine a spotlight on an important topic in diversity. “We are so excited to bring together such a dynamic and powerful group of women to talk about their own experiences and tackle some of the critical issues facing women in business today,” says Parker.
According to Parker, some of the topics on the agenda will include diversity, glass-ceilings, work/life balance, as well as valuable advice for creating and accelerating your career path. “We can’t deny the fact that women connect with organizations, network, work their way up the career ladder and measure their success in very different ways than their male counterparts. In fact, our own global research supports these facts,” she says. “Events like this one are so important because they provide a valuable opportunity to listen to and learn from some of Canada’s top female leaders who have navigated and steered their own careers with tremendous success.”
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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
According to recent research from the 2012 Randstad Award study, which surveyed job seekers and workers in 15 countries around the world, 7000 Canadians voted High Tech Manufacturing as the most attractive sector in Quebec. The study, which was conducted in February and March of this year, revealed the the most attractive sectors in Quebec as follows:
High Tech Manufacturing: 55.3%
Engineering and Construction: 51.7%
Transport and Logistics: 49.5%
Motor Vehicle Parts: 43.8%
Industrie manufacturière: 42.8%
Among Canada’s most attractive employers, two Quebec companies stood out: Pratt & Whitney in second place, and Bombardier in fifth place. Across Canada, Bombardier was voted as the most attractive employer for the following attractiveness factors: competitive salary and employee benefits and good training. Pratt & Whitney was voted third most attractive employer by respondents between the ages of 29 and 50.
Canadian job seekers determined that, to them, High Tech Manufacturing is the most attractive sector when it comes to the following factors: competitive salary, good work-life balance, pleasant work atmosphere, financially healthy, interesting job content, good training and strong management.
According to Human Resources and Skills Development Canada’s (HRDC) study, Looking-Ahead: A 10-Year Outlook for the Canadian Labour Market (2006-2015), there will be a high demand for occupations in the Trades, including transport and equipment operators, industrial engineering and manufacturing technologists, and residential home builders and renovators, over the next ten years.
Additionally, the Government of Quebec’s study, Le marché du travail et l'emploi par industrie au Québec 2011-2015, also reveals that in 2015, with an unemployment rate of about 6.5%, there will be a labor shortage, which will make it easier for new graduates, unemployed workers, older workers who wish to remain active and immigrants to find interesting jobs.
Marc-Étienne Julien, president, Staffing, Randstad Canada says those particular sectors could prove to be great options for people who wish to enter the job market or change their career orientation.
Julien advises employers to pay close attention to their image as an employer. “Since it’s very difficult for companies to find workers with the specialized skills set they need, employers need to focus on the factors that job seekers are attracted to and match that with the key values that exist within their own organizational culture. Quebec companies such as Bombardier and Pratt & Whitney are a great example and have managed to position themselves as top employers in today’s market place.”
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About the Randstad Award : Unique in Canada, the Randstad Award aims to reward and encourage best practices relating to the development of employer branding. This research is measured through the feedback of workers and job seekers who are looking for job opportunies in Canada’s largest companies. A survey by ICMA International revealed that Canada’s most attractive companies are the following: WestJet Airlines Ltd, ArcelorMittal, Pratt & Whitney Canada International Inc., IBM Canada, and Molson Coors Brewing Company and Bombardier Inc. tied in fifth place. (For the complete list of finalists, visit randstadawards.ca)
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