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Bullies in the Workplace: How to Cope


In today’s competitive workplace, dealing with bullies in the workplace can be an unfortunate reality for some. So what should you do if you find yourself to be a victim of bullying in the workplace? Randstad Canada, the Canadian leader for staffing, recruitment and HR Services, offers helpful advice to workers dealing with workplace bullying.

According to the results of a recent study by, 45 per cent of Canadian workers say they have felt bullied at work. One-third of these workers report suffering health-related problems as a result of workplace bullying and 26 per cent say they decided to quit their jobs outright in order to escape the situation.

"Bullying can take various forms, like constant criticism, being yelled at in front of other people, or even physical abuse. Before it escalates and creates real damage to your mental and physical health, you need to assess the situation and to take appropriate measures to find a resolution", says Hanna Vineberg, Vice President Central Region, Randstad Canada.

If you are currently dealing with workplace bullying Vineberg suggests following the steps below:

Speak up for yourself: Don’t let it slide. If someone in your office verbally abuses you or one of your co-workers, speak up. Saying, "I'm sorry. I don't think I understood what you meant," will force the person to explain why a hurtful joke was funny, making everyone around understand that the comment was out of line. If a bully yells at you or tries to intimidate you in any way, respond firmly, directly and concisely: "Please don't speak to me that way," or "That's inappropriate," will do the trick.

Document: Keep a factual record of what transpires. Be sure to write down:
• The date, time and what happened in as much detail as possible;
• The names of witnesses;
• And the outcome of the event.

Remember, it is not just the character of the incidents, but the number, frequency, and especially the pattern that can reveal the bullying or harassment.

Report: When the direct approach does not resolve the issue, mediation or discussion with a third party may be required. Report the harassment to the person identified in your workplace policy, your supervisor, or a delegated manager. A neutral and independent person can assist resolution through discussion of the issues.

According to Vineberg, to ensure reprehensible behaviour is not tolerated, it needs to be openly talked about. “Leaders need to be accountable, vigilant, and make sure they clearly set the example, promote corporate values and communicate internal policies in a clear way in order to foster a positive and open working environment.’’



For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


Job Hunting? Visit Randstad Canada’s National Open House on September 12!


National Open HouseAs the unemployment rate in Canada remains at 7.3%, Randstad Canada’s National Open House returns to offer those who are job hunting everything from recruitment to career advice all across the country. Randstad Canada, the country’s leader for staffing, recruitment and HR services, invites job seekers from across Canada to meet with recruitment experts who will connect them with the country’s top employers.

On September 12, Randstad Canada will hold a day-long open house, taking place in all offices across the country. From 8 a.m., job seekers can drop in to a local office and have an introductory interview with a Randstad consultant to explore whether one of the hundreds of permanent or temporary full-time jobs Randstad Canada is recruiting for might be a fit.

“Last year, our national open house attracted an impressive number of job seekers, and we interviewed thousands of talented candidates. Even as the use of social media and smart phones continue to grow in popularity when it comes to job searching, there is no denying the value of face to face interactions’’, says Marc-Étienne Julien, President of Randstad Canada’s Staffing Division.

“By meeting with our recruitment experts, jobseekers will have instant access to multiple employers from across the country and around the globe, as well as insightful career advice ranging from how to write an attractive résumé to acing the interview and skillfully negotiating your salary’’, adds Julien.

There are a range of positions available in the areas of administrative support, industrial support, skilled trades, accounting and finance, and call centre and customer service. No appointment is necessary, however, job seekers are asked to bring a resume and two references with them.

Visit your local branch today.



Women in Leadership, New Realities for Today and Tomorrow


Women in LeadershipMuch has been said about Canada’s progressive business environment removing the glass ceiling for women in the workplace. But are our corner offices any more accessible for women today than they have been in the past? According to the findings of the recent Women in Leadership survey of 500 female managers and executives, conducted by Ipsos-Reid on behalf of Randstad Canada in late June, there are still many obstacles that women need to overcome in the workplace when striving to reach the managerial and executive ranks.

Today, three in five (60%) women see managing work and family as the most challenging obstacle that women face, though outdated perceptions of women in managerial and executive roles (51%), limited opportunities in the Canadian market (50%) and a lack of female mentors and training (49%) remain difficult factors to overcome.

While managing work and family is the most challenging obstacle, the vast majority of those polled (91%) felt they have been able to effectively strike a balance between the two well. Additionally, nearly half (43%) feel it is easier to manage work and home obligations today than it was five years ago. With that said, nearly one in three (28%) women felt it was actually more difficult to manage the two today than in the past.

“What we’re seeing are some very positive signs for women that are striving to reach the managerial and executive levels of their organizations, but some very real challenges and obstacles that they are still facing,” says Gina Ibghy, Vice President, Organizational Development and Human Resources, Randstad Canada. “When it comes to excelling both at work and outside of it, women face unique challenges including, unfortunately, outdated perceptions that make it difficult for women to move up the ranks.”

In fact, the survey results indicate that many Canadian women in managerial and executive roles continue to see a very real divide in the way men and women are compensated and rewarded when reaching the senior ranks. According to polling, more than three in four (77%) felt there remained a moderate or large divide between the salaries women can expect for performing the same roles as men, with Ontarians (83%) feeling it most strongly in their market.

This divide extends to a number of other important elements, such as promotions, influence in making important decisions and being given the best jobs/projects. More than nine in ten (92%) women surveyed felt there was at least some discrepancy between men and women in terms of opportunities for promotions, while 70% felt men are more likely to be given the opportunity to make important decisions than women. Sixty-nine per cent of those polled also felt that men more frequently receive the best jobs and projects when compared to women in similar roles.

However, there have been positive changes made in the past five years to encourage more parity between men and women. According to those polled, the biggest change in the past five years is that there are more women leaders seen demanding equal opportunity for promotions within organizations (28%), followed by better work-life balance and flexible working arrangements (16%) and more opportunities (12%).

In fact, more than half of those polled (51%) expect to see more women in managerial and executive roles in five years compared to today – with only three per cent feeling there will be less in the future. Healthcare (58%) and Education (52%) are the two industries in which those polled felt there would be the greatest opportunity for women to move into managerial and executive positions over the next three years, followed by Not for Profit (35%), Financial Services (32%) and Hospitality (29%). Industries that have traditionally been seen as more male dominated, such as Engineering and Construction (6%), Transportation and Logistics (2%) and Manufacturing (1%) were seen as providing much less opportunity for women to move into senior roles in the coming years.

“It’s apparent that many women still feel there is a very real divide between what they can expect in senior roles, compared to their male counterparts. However, there does appear to be optimism that more opportunities are on the horizon for women” says Ibghy. “In order to attract the top talent and truly promote gender diversity in more senior roles, it will be important for Canadian employers to demonstrate that the opportunities available to women in their organization are every bit as attractive as they are for men in similar capacities.”

Other interesting insights from the Women in Leadership study include:

• Quebec appears to be one of, if not the, most progressive markets in Canada, with fewer Quebec-based respondents noting challenges or obstacles to overcome in their progression into management or perceptions of a divide between men and women in terms of compensation and responsibilities at more senior levels.

• Personal goals/passion (37% of respondents) and a desire to be self-sufficient (22%) have been the biggest sources of support/inspiration for those polled to strive for a managerial or executive position.

• Eighty-two per cent of respondents feel that the decision to raise a family has a greater impact on a woman than it does a man looking to advance their career

• Of the 500 women polled, over forty percent (41%) were already in an executive position within their organization. However, nearly as many (38%) responded that they did not personally aspire to a senior executive role within their organization. Only 21 per cent of those polled that were not already in a senior capacity responded that they aspired to obtain that type of role.

• More than four out of five (84%) women polled said their organization had not provided them with a sponsor or mentor to help in their career path, though 79% feel internal sponsors are an important factor in helping more women obtain managerial and executive roles going forward.

• Strong leadership abilities (98%), rational and quick decision making abilities (98%), exceptional results (94%), networking skills (93%) and self-promotion (89%) are almost universally seen as important skills or factors to helping more women obtain senior roles in the next three to five years.

• On average, women are much more strongly represented in middle-management roles (46.2%) than in senior management (31.3%), senior leadership (28.4%) or executive board (24.5%) roles.

• The majority of women (54%) are not interested in relocating, even to a new city in their own province, for a 20% increase in salary. Less than one quarter (23%) would be willing to relocate to a new country for the same pay raise. For those that would not relocate, the main reasons are because they are happy with where they currently live and work (73%) or they’re not interested in moving away from family or friends (40%).

• Younger women (18-34) are more likely to consider relocation for a substantial raise, with seven in ten saying they would consider a job in a new city in their current province, while nearly forty per cent (38%) would consider relocating to a new country for a 20% pay increase.

Full results from the study are available online at


Survey Methodology: These are some of the findings from an Ipsos Reid survey conducted between June 18 to 25, 2012, on behalf of Randstad Canada. A sample of 500 women who held managerial/executive roles in their organization were interviewed online. Individuals were disqualified if they did not meet management criteria. Weighting was then employed to balance regional composition according to Census data and to provide results intended to approximate the sample universe. A survey with an unweighted probability sample of this size and a 100% response rate would have an estimated margin of error of +/- 4.4% percentage points, 19 times out of 20, of what the results would have been had the entire population of female managers or executives in Canada been polled. All sample surveys and polls may be subject to other sources of error, including, but not limited to coverage error, and measurement error.

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


Job Search Tips For The Back To School Season


Has your summer job come to an end and you're looking for an after school job for the fall? Are you a parent looking for a part-time job now that the kids are back in school? Or were you unsuccessful in your search and unable to find a job over the summer months? Regardless of your situation, Randstad Canada, the country’s leader for staffing, recruitment and HR Services says the back to school season is a good time to jumpstart your strategy and offers some helpful job search tips.

Jan Hein Bax, President, Randstad Canada says the back to school season can provide great opportunities to give your job search a much needed boost. “If you’ve been looking for work and you’re not getting many interviews or job offers, you need to re-evaluate your strategy. You have to try new things and do more to stand out. What are some things you haven’t done yet for your job search? Maybe you have yet to build a portfolio, start a blog, or meet with a recruitment agency. Pick a few tactics you haven’t yet tried in your job search, and try them,” he says.

Bax offers the following job search tips to help you make the most of the back to school season and get you closer to landing a new job.

Network, network, network: Back to school offers the opportunity for many valuable chances for networking. Talk to a variety of people and exchange contact information. Networking is still one of the best ways to land a new job, and it can happen anywhere. You never know who can help you land your next job. Networking is essential at every stage of your job search.

Refresh your information: Summer is coming to an end, and it’s time for an update – go through your job search material and refresh it. Update your resume with new experience, skills, or information; update your cover letter format to reflect any changes or to include new examples of your accomplishments and goals.

Focus on social media: Don’t forget about your Facebook, Twitter, or LinkedIn pages. Your computers, social networks, and smartphones are potential job-search gold mines - if you make the effort to use them wisely.

Consider professional help in your search: Staffing firms can act as an intermediary and connect you with companies that have open positions.

And finally, Bax emphasizes the importance of maintaining a positive attitude. “The best thing about back-to-school season is that it represents a new beginning. It presents the opportunity for a fresh approach and it may be just the thing you need to reinvigorate your job search.”


For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


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.”



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.


For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


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.”



For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


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.”


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


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.”



For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233


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.


For further information contact:

Dayana Fraser 416.962.9578 x2317
Marie-Noelle Morency 514.350.5309 x233

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