Randstad Canada News Room

Nearly 50% of women don't seek, executive positions: Women Shaping Business

Posted by James Rubec on Mon, Nov 17, 2014 @ 08:55 AM

Although women say gender divide is getting better, nearly 50% don't grab for the brass ring

wsb-infographic-v03.enTORONTONov. 17, 2014 - According to the third annual Women Shaping Business survey conducted by Randstad Canada, the gender divide has been shrinking in today's workplace.  As salary continues to be a discussion point when it comes to gender equality, the survey revealed a decrease in the perceived salary gap between men and women - 65% this year in comparison to 78% last year. Other areas where women have also seen progress include, better work-life balance and flexible working arrangements.

Climbing the corporate ladder: senior roles unattractive to nearly half of Canadian women

Women have reported seeing an improvement in equal opportunity for promotions as well as seeing more focus by CEO's and media on women in leadership. But, when it comes to women aspiring to pursue a management or senior executive role, nearly 30% of Canadian women are undecided about wanting to move up the ranks while 48% of Canadian women don't aspire to hold these senior positions.

Family obligations a deterrent for moving up the ranks

If women say they believe it's getting better, what could dissuading them from seeing their name plate on the door of the corner office? It may well be that stale perceptions are holding some women back. Despite the acknowledged progress, 53% of women fear absences due to family obligations would prevent them from advancing in senior roles and 51% of women are worried about their maternity leave having an effect on their ability to move up.

"This year's survey reveals women still have hesitation when it comes to their employer understanding and accommodating home obligations and work obligations. And when it comes to moving up the ranks, women who may be juggling family life alongside their career may view the road to the corner office as a bit too steep," says Faith Tull, Senior Vice-President, Human Resources, Randstad Canada. "Organizations need to acknowledge these concerns and further enhance their offerings beyond maternity leave, to alleviate stress related to managing family obligations and make the pursuit of leadership opportunities stimulating and attractive for women. And it starts with nurturing a work culture of flexibility, openness and empowerment''.

Mentorship – undervalued or simply underutilized?

Mentorship is often mentioned as a key resource to help advance careers. But do women use it at all? According to our survey, mentorship is widely underused: 77% of women surveyed say they have never been provided or personally sought the support of a mentor. Last year 84% of respondents said they hadn't been provided a mentor from their employer. This year we broadened that question to find out if women were taking it into their own hands and finding themselves mentors. Results speak for themselves: only 5% of women have a mentor that they sought on their own and only 9% have a mentor that has been provided by their employer.

Other highlights from the study:

  • 30% of women report that they believe their organizations do not have confidence in the leadership capacity of female leaders.
  • 22% of women do not think managerial executive positions have become more attainable for women.
  • 91% of senior managers and executives believe overall appearance plays a significant role in a woman's professional advancement, while just 49% say the same for men. 
  • 23% of women think that more female leaders demanding equal opportunities for promotion is the factor that had the most impact on increasing the number of female leaders in the workforce over the past 5 years.

"In order to remain competitive, to attract top talent and promote gender diversity in more senior roles, Canadian employers need to create and promote efficient and accessible support programs, foster the development and amplify the voices of the female leaders they have and demonstrate how career opportunities are as attractive for women as they are to men. That is why we have created Women Shaping Business Program, to sustain an ongoing and necessary dialog around critical questions that affect women in the Canadian workforce and to examine areas where progress still needs to be made, and come closer to finding out how today's organizations can start to affect change," adds Tull.  

About the Women Shaping Business Program
Launched in 2012, Randstad Canada's Women Shaping Business program aims at exploring the challenges and opportunities for today's Canadian women in the workplace. We are hosting events across the country, inviting business leaders and guest speakers to discuss how women challenge stereotypes in their workplaces. A key element of the program, Randstad Canada conducts annually a nationwide survey in collaboration with Ipsos Reid, asking Canadian women how they feel the country has progressed toward more equal workplaces. This year, the survey was conducted between August 28 and September 3, 2014, on behalf of Randstad Canada. A sample of 1,004 working women (including 303 managers and executives) were interviewed online.

View the highlights of our study in our infographic here.

The full report can be found on www.womenshapingbusiness.ca

You can also find our campaign on Twitter with the hashtag #womenshapingbiz.

Join our Women Shaping Business Linkedin Group, created to help you build your network, engage in thought-provoking and enlightening conversations with respected female leaders and learn from the shared experiences of professional women working in your industry.

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  

Tags: Randstad Canada, Women Shaping Business, Female leaders, gender equity

Global Study Says One in Three Canadians See Technology as a Threat to Their Jobs

Posted by Marie-Noelle Morency on Wed, Sep 03, 2014 @ 08:00 AM

TORONTO, September 3, 2014 – Is your job under threat from computerization – do you fear robot overlords looming to rob you of your career? According to the latest Randstad Workmonitor study, which surveys employees in 33 countries around the world, one in three Canadians believe their jobs could vanish in a few years due to the rise of technology.

Advancements in technology have always threatened certain industries, today is no different. From giant corporations to university libraries and start-up businesses, employers are using rapidly improving technology and workers are concerned they will be competing against machines that will continue to become more powerful, cheaper and easier to use. The survey found 68 per cent of Canadians see the impact of technology as an opportunity while 32 per cent see it as a potential threat.

According to Tom Turpin, President, Randstad Canada, although some jobs may disappear overtime because of technological advancements, innovation can offer exciting and stimulating opportunities in all types of industries. “As an example, computerization may have reduced the demand for typists and switchboard operators, but also increased the number of more highly skilled and computer savvy administrative assistants,’’ says Turpin.

 “Technology has also burgeoned entirely new industries and occupations such as app designers, digital marketing specialists, big data architects or social media managers.’’

So what can be done to help workers ride the wave of technological change? According to Turpin, these facts and figures do not need to be treated as doom and gloom, but instead, should make us become more aware of skills necessary for future work.

“No matter how important technology has become in our lives and businesses, the human touch is always needed. A computer’s ability to accomplish a task quickly and cheaply depends upon a human programmer’s ability to write rules that direct the machine to take the correct steps in each scenario,” adds Turpin. “The jobs of tomorrow are on the drawing boards of today – being aware that innovation is occurring and making the effort to understand and grow with those innovations will help you grow and maintain your career.”

How can employees stay ahead of the curve? Here are 3 tips to avoid  being made redundant by new technologies.

 1. Take advantage of internal and external training programs: If your workplace is offering advance training, or certifications in your line of work, volunteer for them. Federal and local government programs are available for funding advanced training; research what your workplace is offering and apply or ask for the opportunity.

2. Stay engaged in industry innovations: Whether it is through reading a trade publication, or attending industry conferences you can see what innovations are on the rise. This can help you direct what training or career shifts you may need to address in the future.

3. Be first to introduce new tools, systems or processes: If you know about innovations first, you can introduce them to your organization. Taking advantage of innovations can put you in a leadership position, bring added value to your work help maintain your role’s security.

 

-30-

Source: A complete press report, including detailed regional differences, is available on http://www.randstad.com/press-room/research-reports

The Randstad Workmonitor: After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently in Germany, the survey now covers 33 countries around the world, encompassing Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility regularly visible over time. The quantitative study is conducted via an online questionnaire among a population aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample size is 400 interviews per country, using Survey Sampling International. Research for the second wave of 2014 was conducted from April 16 to May 6, 2014.

 

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

 

 

 

Global Randstad study finds employer loyalty in Canada is on the decline – but it’s not dead if employers pay attention

Posted by Marie-Noelle Morency on Wed, Jul 16, 2014 @ 08:00 AM

TORONTO, July 16, 2014 – The days of employees spending years with the same employer before heading into retirement may be a thing of the past in Canada. According to the latest Randstad Workmonitor study, which surveys employees in 33 countries around the world, revealed that although more than half of Canadian employees (56 per cent) state they have the perfect job, 65 per cent report they would leave their employer at any moment in time.

The survey found most Canadians would be willing to leave their employers for more money (75 per cent) or to improve their career opportunities (70 per cent), or if they found a job that was a better match with their educational background (58 per cent).

Globally, the majority of the results are in line with Canada, as 75 per cent of global respondents reported they would leave their employer if they were presented with the opportunity to make more money elsewhere; 69 per cent would change jobs to improve their career opportunities and 59 per cent would make the switch if they found a job that better suited their education.

“We often associate low levels of employer loyalty to Gen Y workers, but today, more and more employees, regardless of age, view themselves as "free agents" who must actively manage their own careers and who know what they are worth on the market. They work on maintaining cutting-edge skills and often don’t feel any remorse about jumping ship if another job offers better pay or more growth opportunity,” says Shannon Young, HR Manager, Randstad Canada.

According to Young, employer loyalty is a very real issue that cannot go ignored, and the consequences of losing top performers can be dire. “Costs are rising, labor is scarce, competition is growing, and employers are being squeezed.  In that context, losing good employees can be costly and frustrating. Every departing employee costs an organization money -- a combination of recruiting costs, training time and lost productivity as co-workers and supervisors pitch in during the transition. It’s no question that having a loyal workforce will have a direct impact on business success,” she says.”

So, is employer loyalty dead? Young says the answer is no. “Today’s employees view loyalty as something their employer must earn. To make them want to stay, they’ll need to be treated fairly, have plenty of opportunities to learn and develop, and be given responsibilities and projects that truly match their abilities and ambition,” she says.

While losing top talent is a very real and a growing issue for employers, it is still possible to retain skilled workers in today’s competitive environment, adds Young. “Employers who invest into nurturing employee loyalty, can then reap the benefits of employee loyalty including productivity, quality service, retention and healthy bottom-lines,” she says. “Employers must continually review employee salaries and make sure they are competitive. They must also work to ensure that each individual employee feels challenged and appreciated within the organization. While some employers try to hold on to departing employees with counteroffers, the response it often too late. Employers who are proactive in providing employees with opportunities to grow and develop all year long will have an edge when it comes to retaining their best talent.”

-30-

Source: A complete press report, including detailed regional differences, is available on http://www.randstad.com/press-room/research-reports

The Randstad Workmonitor: After the successful introduction of the Workmonitor in the Netherlands in 2003 and more recently in Germany, the survey now covers 33 countries around the world, encompassing Europe, Asia Pacific and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility regularly visible over time. The quantitative study is conducted via an online questionnaire among a population aged 18-65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimal sample size is 400 interviews per country, using Survey Sampling International. Research for the second wave of 2014 was conducted from April 16 to May 6, 2014.

 

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

 

 

Tags: HR news

Randstad Engineering Launches National Engineering Salary Guide

Posted by James Rubec on Mon, May 26, 2014 @ 11:55 AM

Randstad Engineering Launches National Engineering Salary Guide

Randstad Engineering launches the 2014 National Compensation Survey, providing industry insight into compensation and hiring trends within the Engineering sector.

Engineering Salary GuideTORONTO, May 26, 2014 Wondering what a chemical engineer earns in Alberta, or a civil engineer in Montreal? Is the salary for a drafter higher in Toronto, or in Vancouver?

Randstad Engineering has published the 2014 National Compensation Survey which provides salary information for the most prevalent and/or in demand engineering positions in the country. With salary data provided by the Economic Research Institute, salary details are provided for 58 cities across Canada. Companies can use this valuable information to adjust current salaries based on market factors to ensure they are competitive locally.

“Today, more than ever, employers need credible, up-to-date information to ensure they retain a competent, engaged workforce,” says Tom Turpin, President, Randstad Canada. “Money does matter to job seekers, and they have access to a wide range of tools to help them validate their worth in today’s employment market. With this guide, employers can make hiring decisions, both geographically and strategically, with deeper insights into each regions employment market. And it’s the employers who acknowledge the average salaries for key roles within their industry, and adjust their wages accordingly, who will be better positioned to attract the best and brightest,” he says.

A few highlights from Randstad Engineering’s salary guide:

  • A project manager (in construction) with 5 years of experience earns $110,221 in Vancouver and $87,388 in Halifax.
     
  • Wages for a health and safety officer (in energy generation) with 7 years of experience vary from $65,271 to $132,648.40 across the country.  
     
  • In Canada’s largest markets, an electrical engineer with 10 years of experience earns $98,637 in Montreal, $104,294 in Toronto and $145,615 in Calgary.

This guide provides a definitive snapshot of salaries and employment market trends across Canada’s competitive engineering landscape. The survey has collected salary data on hundreds of specialized roles from diverse industries and focuses on 58 cities across Canada. This data will allow employers to make direct comparisons of the salaries provided to engineers and skilled technologists from coast to coast. This resource also gives a broad look at salaries for professionals at different stages in their careers with data on experience levels of five, seven and 10 years of experience.

To download the full salary guide, click here.  

-30-

For more information please contact; Dayana Fraser at 416.962.9578 x2317

 

 

Tags: James Rubec, Dayana Fraser

WestJet’s First-Class Image Lands Title as Canada’s Most Attractive Employer for Third Consecutive Year

Posted by Marie-Noelle Morency on Thu, May 01, 2014 @ 08:00 AM

 

TORONTO, May 1, 2014 – The votes are in and, for third year in a row, WestJet Airlines Ltd. has been named the winner of the Randstad Award and taken the title as Canada’s Most Attractive Employer! The international airline with the well-known tagline “Owners Care” took home the esteemed Randstad Award - Canada’s only award selected by more than 8,500 workers and job seekers in search of employment opportunities. One hundred and fifty of Canada’s largest companies were ranked, and Randstad awarded the Calgary-based airline the title as a result of Canadians weighing in on the company’s pleasant work environment, interesting job content, training and strong management.

Randstad Canada, the country’s leading staffing, recruitment and HR services company is dedicated to helping companies recruit the best talent and to support Canadian workers trying to find attractive employers.  With a sluggish unemployment rate of 7% in combination with Canada’s mismatch in job skills, having a distinguished employer brand has never been more crucial to attracting the right talent.

“This award is truly the people’s choice award and to take home the title as Canada’s most attractive employer for three back-to-back years means they have created a very strong image and Canadians want to be part of that distinct culture. WestJet has an outstanding appeal to the masses, mixing fun with their surprise flash mobs and interesting job content and training to help employees reach their career goals,” says Tom Turpin, President, Randstad Canada. “Having a favourable employer brand when recruiting can mean the difference between attracting the best people for the job or being overlooked – and WestJet has demonstrated they know how to get people’s attention.”

Based on the polling conducted by ICMA Group between September and December 2013, the top five companies voted the most attractive to work for in Canada are: WestJet Airlines Ltd, Bombardier Inc. IBM Canada Ltd., Canadian Solar Inc. and CAE Inc.

 

Regional Winners:

In Ontario, IBM Canada Ltd. was selected as the most attractive employer while Quebec chose the local company, Bombardier Inc. Within the Prairies, WestJet Airlines Ltd. topped the list and within Atlantic Canada, Canadian Solar Inc. was selected as the most attractive employer.

In addition to identifying which company Canadians would most want to work for, the survey also revealed Canadians attitudes around various aspects when it comes to determining workplace happiness and the what potential employees deem as important attributes when choosing an employer.

Most Attractive Sectors: Canadians say that the Transport & Logistics (45%) sector is the most desirable field to work in with respondents ranking the sector first in training and second in interesting job content and having a pleasant working atmosphere. High Tech Manufacturing (42%), Motor Vehicle & Parts (39%), Healthcare (39%), Raw Materials (38%) and Finance (38%) all ranked high in terms of Canadians being interested in the working in the field.

Most Attractive Factors: When choosing an employer, competitive salary & employee benefits (73%) tops the list as the most important factor for Canadian workers.  Canadians also value long-term job security (56%), pleasant working atmosphere (51%), good work-life balance (43%), career progressions opportunities (37%), interesting job content (36%) and convenient location (34%) as important factors they consider when looking for a job.

Key Employer Personality Traits: As Canadians are spending more time at work, they want to see certain character traits within their employer. The number one trait Canadians expect from their employers is to be honest (65%), followed by reliable (61%), sincere (61%), secure (56%) and well-respected (45%). 

Gender: When evaluating workplace happiness, men and women have their differences with what factors help to decide between one employer or industry over another. Women are more attracted to a competitive salary and employee benefits (6% more women compared to men), a pleasant atmosphere (6% more women compared to men), and flexibility (10% more women compared to men).  Men are more drawn to companies with a strong financial health (8% more men compared to women) and strong management (6% more men compared to women).

Age: Both younger Canadians (under 40) and older Canadians (40 plus) rate competitive salary and employee benefits as the number one factor when considering an employer but younger Canadians (under 40) also consider positions that offer career progression (7% more than older workers) while older workers (40 plus) value  companies that are financially healthy (9% more than younger workers).

Education: Canadians with a lower education (college and high school) place a higher value on job security (10% more than Canadians with higher education). They also consider having a pleasant work environment on a higher level (7% more than Canadians with higher education). Canadians with higher education (university and graduate) rank having a good work-life balance (5% higher than their lower education counterparts).

The Randstad Award study is conducted each year to both help identify the most attractive companies in Canada, and to provide important insights for employers on the trends and priorities affecting Canadian job seekers and workers.

 

This marks the fourth year that the Randstad Award for employer branding has been awarded in Canada, in addition to more than fifteen other countries internationally. First launched in Belgium in 2000, the Award has become a coveted industry accolade worldwide. The announcement was made last night at an exclusive gala at The Art Gallery of Ontario, where senior executives from many of Canada’s biggest companies were in attendance.

 

-30-

 

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

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

Randstad Award Methodology: The Randstad Award survey is based on the perceived attractiveness of companies in a specific market. The 150 largest employers per country are selected, each with at least 1,000 employees. The number of respondents on average per market is 8,520. This is a representative sample to measure attractiveness of the 150 companies. Samples are based on national demographics (age, region, gender, education level) with a slight emphasis on respondents aged below 40, potential workers being the target audience of the survey. Each sample is representative on age, region and gender and includes students, employed and unemployed workforce aged between 18 and 65 years old.

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

 

 

 

Tags: HR news

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

Posted by Marie-Noelle M on Wed, Mar 26, 2014 @ 08:00 AM

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

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

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

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

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

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

 

Japanese Employees Feel the Most Overworked Globally


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

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

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

 

-30-

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

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

Skills Gap Still Top of Mind Issue for Canadian Workers in 2014

Posted by Marie-Noelle Morency on Tue, Feb 25, 2014 @ 08:00 AM

TORONTO, February 25, 2014 – Addressing the skills gap continues to be top of mind with Canadian workers, according to a new study by Ipsos-Reid on behalf of Randstad Canada. In fact, more than nine-in-ten (91.2%) of working Canadians say they feel that the skills shortage/skills gap will continue to be an issue of importance in Canada in 2014.

The Randstad Canada Labour Trends Study 2014, polling 2,076 Canadian employees and managers across the country on their expectations for the coming year, revealed that a lack of skilled trades workers (16.3%), outsourcing of jobs or increases in numbers of international workers (15.2%) and a lack of skilled workers overall (9.9%) are the biggest issues that the country’s organizations are facing in 2014. Those in the Prairies (23.2%) and Alberta (21.6%) are most likely to feel that a lack of skilled trades workers is the single biggest issue in 2014.

"What we are seeing here is reflective of what we’ve seen in the field throughout the past year - organizations in the industrial and technical sectors are struggling to find highly skilled candidates,” says Tom Turpin, President, Randstad Canada. “This is especially true in the West, where oil & gas projects are booming, and in Quebec where we see growth in the IT and aerospace fields".

Skilled trades: the most promising industry for Canadians
Skilled trades is the area in which most Canadians see the greatest job opportunities for 2014. Nearly half (44.7%) see skilled trades as one of the top 3 industries for job opportunities in the coming year, with nearly one in four (23.8%) seeing it as the single best industry for opportunities in the coming year. Healthcare (38.2%), Oil & Gas (33.9%), Technology (26.9%), and Engineering and Construction (25.2%) were also amongst the top five for opportunities based on the opinions of those polled.

Men are more likely than women to believe that Oil & Gas and Engineering and Construction present the best/most opportunities in the coming year; however, women (48.5%) were more likely than men (42.3%) to see skilled trades as the industry offering the best/most job opportunities in 2014.

Industry sectors like Not for Profit, Academia, Arts, Entertainment and Recreation, Consumer Packaged Goods, and Security were the areas that the majority of respondents believed provided the least amount of opportunity in 2014. Additionally, three in ten (28.9%) respondents see trades skills (i.e. plumbing, electrical, etc.) as the most in demand skill set today. This is especially true west of Ontario and East of Quebec, signaling high demand on both coasts for skilled trades workers.


Are organizations doing enough to address the skills gaps?

Whether manager or employee, BCer or Quebecer, Canadian workers believe the responsibility to properly address the issue of the skills gap/shortage lies with companies, governments and educators, and not with hard working Canadians. According to those polled, promotion, compensation, and investment in skills training are critical to properly address the issue of the skills gap/shortage in both the short and long term.

Four out of ten say that companies need to invest more in skills training for their employees (40%), with another 38% saying that educators need to do more to promote to students industries and job roles that are likely to lead to careers addressing the skills shortage/gap.

One in three (32.9%) think that governments need to invest more in skills training for unemployed and underemployed workers, with one-quarter (25.7%) also believing governments need to provide better incentives for workers to move into positions that address the skills shortage/gap.

Young workers (18-34) are more likely to expect companies to provide better financial incentives (41.4%), while mature workers (55+) are especially critical of the role that educators have played in addressing the issue and promoting industries and job roles to students (44.9%), and incentivizing students to pursue these types of careers (33.7%). Women are more likely to feel that governments can have a large impact in the issue when compared to men, while men see the responsibility sitting with companies more so than women.

 

Lack of education, negative perceptions widening the gap

According to the study, Canadian workers believe that education and perception are core reasons that have led to today’s skills shortage. Four in five (79%) survey respondents stated they feel a lack of knowledge in skilled trades has led to less Canadians considering them a career option, while more than three-quarters (76.6%) felt that a perception of skilled trade work being less respected and more old fashioned in comparison to ‘white collar’ work has led to less interest for Canadians desiring these types of roles. 

Ontarians (69.4%) most frequently stated that they experienced pressure by family to pursue more traditional ‘white collar’ careers when in school, while Quebecers experienced the least amount of familial intervention (52.2%).

 

Future opportunities

More than one-third of those polled said that they would consider pursuing a career in skilled trades if there were good immediate and long term job prospects (37%), or if they presented better long-term job security than other fields (34.8%). Additionally, nearly one-third (31.8%) say that training programs readily available to help transition or begin in the field would entice them to pursue a career in skilled trades.

More than one-quarter of Quebecers (25.8%) and Canadians under the age of 35 (25.5%) said they would consider entering a skilled trade if they required less and/or lower cost pre-work education. Only one in six Canadians (16.7%) would not for any reason consider a career in skilled trades, including one in five women (20.6%).

"There is still a lot to be done to change perceived negative perceptions around skilled trades. Everyone, from organizations to schools, governments and placement agencies like us, need to do more to promote careers in skilled trades,” says Turpin. As companies use more sophisticated equipment and technologies, they need workers with specialized technical skills - and this translates into higher salaries. The opportunities are there for young Canadians who are open to a different academic and career path, and for organizations who are willing to invest in training and developing them through apprenticeships".   

-30-

 

Survey Methodology: These are the results of a survey conducted by Ipsos-Reid Public Affairs on behalf of Randstad Canada. A total sample of 2,076 employed Canadians was interviewed via Ipsos’ online panel, including n= 800 managers/employers and n= 1,276 generally employed Canadians. The survey was conducted between December 20th and 29th, 2013. The survey is considered accurate to +/- 2.5 percentage points of all employed Canadians, +/-4 percentage points of all Canadians in a managerial role and +/-3.1 percentage points of all Canadians working in a non-managerial role.

 

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  

Date

February 25, 2014

More information

James Rubec
Marie-Noelle Morency

Telephone

416.962.9578 x2512
514.350.5309 x233

 

Canadian Workers Cautiously Optimistic About Job Market, Economy in 2014

Posted by Marie-Noelle Morency on Thu, Jan 23, 2014 @ 08:00 AM

TORONTO, January 23, 2014 – While 2013 ended on a down note, with the loss of 48,000 jobs across Canada in December, a new study conducted by Ipsos-Reid on behalf of Randstad Canada shows that Canadian workers are entering 2014 with a cautiously optimistic outlook for the job market and economy overall this year.

The Randstad Canada Labour Trends Study 2014, polling 2,076 Canadian employees and managers across the country on their expectations for the coming year, revealed that three-in-ten respondents (30%) said they feel more confident in the strength of the Canadian economy heading into 2014 than they were entering 2013, while another 50% said they felt about the same amount of confidence heading into this year as they did last. Those in Alberta (35%) and British Columbia (32%) were the most confident in the strength of the Canadian economy heading into 2014, while those in Quebec (27%) and Atlantic Canada (22%) were the least.

 

Canadians Split About Confidence in the Job Market

While nearly half (48%) of the 2,076 Canadians polled said they feel about the same amount of confidence in the job market in 2014 as they did in 2013, those that do feel differently than last year are decidedly split. While one-quarter (25%) of respondents felt more confident in the job market heading into this year, slightly more (27%) said they actually feel less confident this year than they did at the beginning of last year.

Respondents working in a managerial or executive position are significantly more confident (30.3%) than their below-manager counterparts (19.2%). Younger workers (under the age of 35) are also much more confident in the job market this year (30.5%) than those who are well into their careers (35-54 - 21.9%).

As with expectations for the strength of the economy, those living in Western Canada (British Columbia and Alberta) are substantially more confident in the job market this year (30.4% and 31.3% respectively) than those on the East Coast and in Quebec (18.1% and 23.3% respectively). In fact, those living in Atlantic Canada (33.8%) and Ontario (31.9%) are the most likely to feel less confident in the job market in 2014 than they were in 2013.

“While 2013 may not stand out in anyone’s mind as a banner year for the Canadian job market or the economy overall, it is encouraging to see even cautious optimism from both employees and employers about this year’s prospects on both fronts,” says Tom Turpin, President, Randstad Canada.

 

One-Third of Canadians Will Look for a New Job in 2014

Of those polled, one-third (33%) said they expect it will be more difficult to find a new job in 2014 than it was in 2013, with only one-in-five (20%) expecting it be an easier task than last year. Even so, three-in-ten (31%) currently employed Canadians say they are likely to personally look for a new job in 2014.

Women in particular are more concerned with ease of mobility between jobs this year – while nearly half feel that their prospects of finding a new job will be about the same as 2013, almost two-in–five (38%) feel it will be more difficult for job seekers to find a new job this year than it was last.

Regionally, Albertans are the most confident when it comes to finding new jobs, with one-third feeling it will be easier to do so in 2014 than it was in 2013. Ontarians are the most pessimistic in Canada, with more than 40% anticipating finding a new job in 2014 will be more difficult than last year.

Younger workers (under 35) are much more likely to look for a new job in 2014 – nearly half (46.5%) intend to look this year, compared to three-in-ten (31%) overall. Workers in Ontario (35%), Alberta (33%) and BC (33%) are the most likely to look for a new job in 2014, while those in Quebec (24%) are the least likely.

 

A Better Bottom-Line Expected in 2014 – for Companies and Employees Alike

Canadians are especially optimistic when it comes to their organizations’ performance in the coming year. Nearly nine-in-ten (89%) of those polled expect their company/employer to perform better (37%) or about the same (52%) financially this year when compared to 2013, with only 11% anticipating a worse year financially in 2014. Those in managerial and executive positions (45%) are much more likely to expect their organization’s to perform better financially in 2014 than employees (29%).

As Canadians expect their companies to perform better, they also expect to receive a bigger paycheck themselves. More than half (51%) of those polled said they expect to receive a raise in 2014, with those in Quebec (58%) and Alberta (57%) feeling much more confident in receiving a salary increase than those in Ontario (46%) or British Columbia (48%).

Both employers and employees expect to ask more of each other in 2014

Canadian employers (managers and executives) say that, in order for them to contribute to their organization’s success in 2014, their employees need to expect greater demands on productivity (65%), greater expectations for better results with budgets similar to or below 2013 levels (64%) and greater expectations for new tasks as a part of their everyday roles (61%). Those in Atlantic Canada (77%) and Alberta (72%) especially expect increased productivity by their employees to be in greater demand in the coming year.

While managers and executives will expect more from their employees in 2014, workers are also expecting employers to bring more to the table this year. Those polled said that, in order to contribute to their employees’ job satisfaction, employers will need to provide better performance incentives and financial rewards (45%), better work-life balance (42%), and better training and development opportunities for employees (39%) in 2014.

‘’What these results tell us is that both employees and managers keep a watchful eye on the market’s progress this year, and how it will contribute to better their professional and personal lives,” says Turpin. “Given the opportunities and challenges they perceive, it will be critical for job seekers, employees, and employers to set clear expectations on their needs and requirements in order to foster productivity, growth and engagement in Canadian workplaces.’’

-30-

 

Survey Methodology: These are the results of a survey conducted by Ipsos-Reid Public Affairs on behalf of Randstad Canada. A total sample of 2,076 employed Canadians was interviewed via Ipsos’ online panel, including n= 800 managers/employers and n= 1,276 generally employed Canadians. The survey was conducted between December 20th and 29th, 2013. The survey is considered accurate to +/- 2.5 percentage points of all employed Canadians, +/-4 percentage points of all Canadians in a managerial role and +/-3.1 percentage points of all Canadians working in a non-managerial role.

 

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  

Tags: Labour trends 2014

Survey Says: Canadians Expect Employers to Foot the Bill for Skills Training

Posted by Marie-Noelle Morency on Wed, Nov 27, 2013 @ 09:00 AM

TORONTO, November 26, 2013:  Canada’s skills gap was a major element of the last Federal budget, with the launch of programs such as the Canada Job Grant that share the cost of training and upgrading workforce skills with employers. But when it comes to an up-to-date skill set, who is responsible – the employer or the employee?

According to the most recent WorkMonitor study by Randstad, the country’s largest human resources and staffing company, 91 per cent of Canadian workers hold the employer responsible for ensuring the skills and competences of employees correspond with job requirements.

“This may in part be related to the fact that the study also revealed that more than eight in ten Canadian workers feel that the demands on employees are higher than five years ago,” said Tom Turpin, President, Randstad Canada.

This has significant implications for Canada’s skills shortage, as employed Canadians would be less likely to pursue advanced training on their own.

“Canadians already have the highest rate of tertiary college education in the world,” says Turpin, citing a recent OECD report evaluating global education. “After years in school, for many there is an expectation that they should be able to get a good job and a strong career. That’s simply an unrealistic impression in many professions.”

However, while Canadians workers are among the most likely to expect their employers to ensure their skills and competences are maintained, they are also amongst the least likely in the world to believe that formal education will become more important in their position, with only 57% agreeing.

“Education and training is a serious investment for either a company or an individual.  It isn’t an easy thing for a job seeker or worker to do on their own, but many professions require it,” says Turpin, speaking about retraining requirements for technologies professions, or further advancement required for financial designations like a CPA. “Canadians who are looking for opportunities for training within their workplace, or through their employer, need to start that discussion today.”

Implementation of programs like the Canada Job Grant can take time, and the Job Grant program announced earlier this year won’t be instituted fully instituted until 2017. However, the advantages of training and promoting from within are very real.

“When you train someone and bring them up through the ranks it can be beneficial to your employer brand. It can also be a very beneficial cost savings, removing the need to engage in a more complex hiring process, or train new employees on your internal processes,” said Turpin.

 To ensure they are bridging the skills gap accordingly, employers need to evaluate what processes or strategies will help them meet their long term hiring and skills management goals. At the same time, Canadian job seekers and workers need to plan for ongoing skills development to both ensure they are prepared to meet the requirements of future job opportunities, as well as to advance within the companies they currently work for.

-30 -

 

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  

 

Administrative Professionals and Managers Adjust to New Era of Business Support: Study

Posted by James Rubec on Thu, Nov 14, 2013 @ 07:00 AM

Workers  and managers agree on scope of role, but differ on fair compensation
TORONTO, November 14, 2013:  Has business support become more or less essential in today's working environment, where almost everyone has their own computer, produces their own documents and is connected 24/7 via mobile communications? Has the role changed and adapted to the realities of the modern organization? 

According to a recent study seeking the opinion of both administrative personnel and mangers alike, conducted by Ipsos Reid on behalf of Randstad Canada, the answer is clear. Eighty eight per cent of those working in an administrative support role feel that admin professionals are more vital to an organization's success today than in the past, with 85 per cent of managers feeling the same. In fact, 86 per cent of administrative support professionals feel that their role will become even more vital in the future, with 82 per cent of business decision makers in agreement.

However, if the position of administrative assistant summons up a stereotypical image of only secretarial duties, think again. Nearly nine in ten (86 per cent) of those working in administrative roles surveyed reported identifiable changes over the course of their careers, with nearly half agreeing that their responsibilities had expanded, and more is expected of them in their day-to-day activities.

"The managers participating in the survey agreed with the fact that administrative support role has broadened, today including many non-traditional administrative functions as expected parts of the day-to-day job," said Tom Turpin, President, Randstad Canada. "It is encouraging to see that both those in the role and those overseeing them share similar perspectives – a clear sign that the expanded scope and responsibilities taken on by these critical workers is being recognized."

So how has the role of administrative support expanded? The study indicated that fifty seven per cent overall (including 62 per cent of women) report they are today asked to participate in customer service support, and 46 per cent say they are responsible for financial tasks such as purchasing, invoicing and accounting. One third (33 per cent) said they are also responsible for IT activities, with 39 per cent of males in an administrative role citing IT responsibilities.  Sales and marketing activities are also being performed by 20 per cent of administrative support workers, and more frequently by those under the age of 35 (27 per cent).

Secretarial duties are still expected of 45 per cent of administrative support professionals, with nearly twice as many females (57 per cent) performing these tasks as males (30 per cent). Forty one per cent perform office and executive management tasks, such as scheduling and reception duties.

"Technology has freed up administrative personnel to perform more independent tasks, rather than directly supporting and being reliant on the work of others," said Tom Turpin.  "However, with traditional secretarial duties still expected in many cases, this creates a balancing act between the immediate demands of others and these new duties."

Turpin adds that this has implications for job descriptions and candidates seeking these positions, with characteristics such as adaptability and multi-tasking being key attributes.

Greatly Contrasting Views on Compensation

While administrative support workers and managers agree that demands on these professionals are increasing, they do differ greatly when it comes to the question of compensation. Seventy two per cent of managers believe that administrative support professionals are better compensated today than in the past, and that compensation is adequate for the tasks at hand.  However, only 57 per cent of administrative support professionals stated that compensation is better today than in the past, and more than half (53 per cent) believe that compensation is for professionals is not at the appropriate level for the numbers and type of tasks expected today.

"Given that managers acknowledge the increased demands on administrative personnel, it is surprising to see that their opinions regarding compensation are so different, and signals that business decision makers may need to review policies to attract and retain valued employees in these increasingly critical roles," added Tom Turpin.

Both administrative professionals and business decision makers indicate that the typical range of compensation for administrative support staff is between $30,000 and $50,000 annually (56 per cent), a range unlikely to change dramatically over the next year as managers indicate that the majority of organizational budgets for administrative support have remained static this year (55 per cent).  Just over one quarter (26 per cent) have increased budgets this year, and one in five (19 per cent) have reduced budgets assigned to administrative support staff.

-30 -

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.

These are the results of a poll conducted between September 19th to 24th, 2013 by Ipsos Reid on behalf of Randstad.  A total sample of 500 employed Canadians (n=250 working in an administrative role and n=250 working in a business decision-making position) was surveyed online.  The poll is considered accurate to +/- 7.1 percentage points had all Canadian working in an administrative or business-decision making position been surveyed. 

More information

James Rubec

416.962.9578 x2512

Follow Me

Media Contact

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