Randstad Canada HR Blog

Call center hiring and recruitment

Social Team @Randstad — Tue, 21 May 2013 20:30:00 GMT

Call centre recruitment is a field all of its own. Sure, the process for recruiting call centre staff shares some similarities with the recruitment process for other types of roles, but call centres have historically been plagued by high turnover and an unstable work environment.

Unfortunately, many contact center organizations get caught up in the turnover spiral. This means that high attrition rates forces constant hiring. This leads to relaxed standards and the hiring of people with lower potential for success, further contributing to the cycle of attrition. How best to get around that? Make sure your organization and work environment are attractive and desirable, and are seen to be so. This will help you attract a lot of applicants so you will have a large enough talent pool to draw from to ensure you can make the best possible choices.

Best Practice call centres do the following:

They make themselves attractive employers. They know what makes their workplaces enjoyable and endeavor to stand out from the pack;
They advertise broadly and go “where the people are.” This means advertising in traditional as well as online media, and taking advantage of employment centres and free job boards;
They have proactive social media strategies that rely on tools such as Facebook, LinkedIn, and Twitter. Social media is all about creating communities and communities are composed of people with similar interests and skills;
They rely on referrals. Good people generally have good friends and those are the people you want to attract. Does your organization have an incentive program for existing staff that rewards successful referrals?

With industry-experienced consultants and a highly specialized recruitment methodology, Randstad are specialists in the recruitment and selection of temporary and permanent call centre staff across many industries including banking, finance, insurance, telecommunications and third party centres, to name a few.

Now that you’ve learned how to hire new staff, what are best practices for retention? That’s a subject for another post.

A Business Manager is like an Orchestra Conductor

Social Team @Randstad — Tue, 07 May 2013 16:17:00 GMT

The role of a business manager is a lot like that of an orchestra conductor. Assisted by a group of professionals, they both transform complexity into harmony. While business managers usually develop their own individual styles to lead teams, these four tasks of an orchestra conductor can also be fully applied to business management.

Orchestra Conductor	Business Manager
- Build your team: unify performers	- Build you team: unify employees
- Set goals: perfect compositions for opening night	- Set goals: achieve corporate objectives
- Execute accurately: flawless interpretation	- Execute accurately: smooth operation
- Review: listen to the music carefully and observe the reaction of the audience	- Review: inspect results thoroughly and examine feedback

When in the hands of professionals, violins make a gentle silky melody while trumpets produce powerful bright tones; they possess different characteristics and should be used to express different emotions. With proper coordination, every contribution made by each member of the orchestra will weave a beautiful piece of composition that tells a vivid story to the audience. Same as in the musical world, business managers should organize and motivate their teams to guarantee outstanding business performance.

Build your team

It is critical to equip your team with the right talent that not only comes together with the skills required to achieve your objectives but is also made up of people that fit your company work culture and believe in what you do. You want to make sure everyone in the team is playing the same symphony or marching to the same beat.

Set goals

What do you want to accomplish and what is your end goal? It is unrealistic to ask a violinist to play a tuba, or to ask the orchestra to finish an entire symphony in three minutes. As a business manager, your goals should be SMART- specific, measurable, achievable, relevant, and timely.

Execute accurately

For an orchestra conductor, it is a requirement to have a full understanding of the compositions, an appreciation of the sound of different instruments, and the meaning behind each single note. In order to tell the best story with the music, the conductor has to cue in instruments accurately and give indications on the volume of the music. Likewise, an important aspect of business management is to be able to tell a compelling corporate story that empowers and inspires people to work together. Effective managers know who to call on to achieve objectives on time and on budget. Since “practice makes perfect,” the ability to coach and guide team members is key.

Review results

Take a look at a conductor’s facial expression next time you have a chance. You’ll see how he/she bathes him/herself in the melody as if it is a generous feast to the ears. Similarly, a business manager will savor the outcome with the team and review every bit of it. Obtain feedback from your team members and clients; it will come in handy for your next task.

Without a doubt, both business managers and orchestra conductors demonstrate strong leadership within their own millieus. Although coordinating a team has never been easy, just remember these four steps, to help conduct your business orchestra confidently.

Click here to find out how you can find the right business manager for your “business orchestra”.

− Cherry Peng

Randstad Award 2013

Social Team @Randstad — Thu, 02 May 2013 16:46:00 GMT

Last night, Randstad Canada celebrated the third annual Randstad Award, an event that honors the most attractive employers in the country. Hosted at the Carlu in downtown Toronto, the evening was filled with quality networking time with some of Canada’s leading senior executives. It also provided valuable information on the importance of employer branding when attracting and retaining the best talent in Canada. Our own Jan Hein Bax hosted the event that included presentations from globally-renowned branding expert Brett Minchington and design superstar/entrepreneur Debbie Travis.

The Randstad Award is based upon the appeal of the selected company as a potential employer. To determine this, we sent out a survey to 7,000 Canadian respondents between the ages of 18 and 65 who were asked to identify the companies they would most prefer working for. They were then asked to evaluate the relative attractiveness of each of the selected companies based on 10 key factors:

Financial health

Good training opportunities

Long-term job security

Opportunities for career advancement

Strong management

Interesting job content

A pleasant and stimulating working environment

Competitive salaries and employee benefits

A good work-life balance

Progressive policies concerning the environment and society (CSR)

Based on these factors, WestJet was named as this year’s Randstad Award winner – voted the most attractive employer in Canada for the 2nd year in a row.

Congratulations to the top 5 Randstad Award recipients:

1. WestJet

2. Transat A.T. Inc. (Air Transat)

3. IBM Canada Inc.

4. Bombardier Inc.

5. Pratt and Whitney Canada International Inc.

To view the complete list of finalists and for further information on the breakdown of the award, please visit randstadaward.ca

The Online Job Application Process

Cherry Peng — Tue, 23 Apr 2013 15:00:00 GMT

We live in a digital world. Many organizations are embracing the technological changes of a digital world in their organizational procedures, including their hiring processes. Some have included and/or have switched to online job application processes such as accepting resumes online. Social media has also become prominent in the online job application process.

It is increasingly common for hiring managers to view your online profiles – like LinkedIn – to learn about your job experience or to get an idea of the “real” you before making an effort to contact you.

With that said, here are some useful tips to help you make the most of your online presence to assist you in finding a job via the online job application process.

Analyze Your Online Presence

First and foremost, start by Googling yourself. Check and see if anyone shares your name. If there’s a chance the hiring manager could mistake them for you then it could harm your job search. If this is an unfortunate reality for you, consistently update information about yourself across the web and your profiles. By doing this, search results for your name should display what you want without any harmful mix-ups.

Now it’s time to clean-up your social media presence. Optimize your profiles with proper keywords to assist with search engine results. Also, include contact information, educational background, and of course, work experience. Next, ensure any inappropriate content is removed; embarrassing photos, videos, or offensive language. This can be a time consuming task, but once completed it will help improve your online job application results and the chances of being found online by potential employers.

Preparing Your E-Documents

Even electronically, a resume is essential in the online job application process. It should be succinct, and demonstrate how your skills and knowledge fit the job description. If you are a young graduate, you may choose to list all of your experience since it may be limited. Just be sure to relate it to the job description somehow.

After finishing your “fancy” resume, create a second version that has very minimal formatting. This will be your digital resume. It has become common practice for HR staff to only accept electronic resumes. Many of these resume programs do not keep all your fonts and formatting; some don’t even keep bullet lists! Try uploading your original resume first. If you’re lucky, it will accept your resume’s formatting. If it doesn’t, create a “basic” format-free copy from your original.

Hiring managers have also started using software tools to help remove unsatisfactory resumes. By analyzing keywords found in job descriptions and comparing them with uploaded resumes, the software can detect any matches. This is why it’s so important to include words found in the skills section and job descriptions, not just one or two, but all of them! If your resume is not optimized correctly it could be discarded before someone even looks at it. Once you pass the initial screening, the best case scenario is getting called in for an interview. If you do get called in, bring a few copies of your “fancy” resume just in case.

The next thing to think about is your cover letter. It will determine the employer’s first impression of you so make it more personal and descriptive than your resume. Show your passion and interest in the job, why you are a good match, and what you can offer to the company. The hiring manager already has your resume so avoid repeating yourself. Instead, elaborate more on your accomplishments and give examples of how you benefitted past employers. Always double check your cover letters when uploading them online as their formatting can be altered.

Remember, each job is different, so make sure you customize your resumes and cover letters for each job application.

Create an Online Portfolio

Having your own personal website or portfolio is a great way to show hard evidence of your talents and accomplishments. Your website should include a section with your work experience on it – similar to a resume. It should also include a link to your portfolio section that showcases your work; websites, advertisements, graphic designs, etc. Also, don’t forget to provide contact information so hiring managers can reach you.

Interview Preparation

Research some background information about the company. If you know the name of the interviewer, look them up on LinkedIn. Study any current news about your field that you could mention in the interview; the hiring manager will be impressed that you have a keen interest in the job. In addition, don’t forget your interview basics like dressing professionally, asking good questions, and preparing your answers to interview questions beforehand. Before you leave, ask for their contact information and when they are expecting to call back candidates. Finally, email the hiring manager within 24 hours thanking them for the opportunity.

The online job application process can be a lengthy undertaking but if you remember these tips, you should have no problem getting noticed. When you’re finished updating your online presence, visit our website and browse through our online job boards.

By Daniel Ecclestone

Employee Retention: Creating a positive working environment

Cherry Peng — Tue, 16 Apr 2013 15:30:00 GMT

Providing competitive benefits packages and financial incentives are great ways to attract employees, but financial compensation can only go so far. To retain your employees you are going to have to create a positive working environment. Here are six tips to help you retain employees by being the best boss you can be.

1.Don’t be an absentee boss

As important as it is to give your employees space, it is equally important to make sure that they are feeling challenged and productive. Follow up with them at least once a day to see how they are doing. This is a good way to ensure they have enough on their plate and to see if they have any questions. If they feel like you are never around they are going to start feeling neglected which can lead them to the wanted ads.

2.Give them work

As obvious as it sounds, make sure you give them work to do. If you feel like your employees can take on more, chances are they can. Don’t overwhelm them with projects just make sure they have enough to keep them busy. All jobs will have their expected lulls but ensuring that your employees have a few projects on the go will keep them from losing interest in their job. The only thing worse than being too busy at work is not being busy at all.

3.Let them be your boss (by encouraging feedback)

Comments, suggestions or complaints should not be left for the HR department. Encouraging your employees to give you feedback is another way that can help create a positive work environment. It is important that your employee feels like they can talk with you about any issue that affects the workplace. Keeping an open dialogue with your employees will help earn their trust which will make them feel more secure and content in their job.

4.Mind your P’s and Q’s

Your mother was right; manners DO go a long way. How you present yourself to your employees will affect how they feel about you and the company. Use please and thank you with every encounter you make. People respond to good manners and will work harder and faster for you if they are being asked courteously to do something. This is also true for bad manners. If you bark orders at your employees or send them blunt, rude emails they will feel less valued and unappreciated, and making sure there is value put to a person and their position will not only help retain your employees but it will ensure that they are giving their all when it comes to their work.

5.How flexible can you be?

It is also important to realize that your employees may have needs that require their hours to be a bit more lenient. Allowing flexible hours outside of the rigid 9-5 can help. Say you have an expectant mother or a single father. Allowing them to work alternative hours or from home is a way to reduce their stress and lighten their loads a bit. Creating arrangements like this will make your employees grateful for having such an accommodating boss.

6.Be their biggest fan

Encourage your employees to take ownership of tasks or to take on projects outside of their role. This will help them further develop their skills and expand their resumes. It is also important to give them credit where it is due. Even if it is just a shout-out to them in a meeting they will see that their efforts are appreciated which will motivate them to take on more responsibilities. Forgetting to praise an employee or not calling them out on their hard work can cause resentment which can lead to a disgruntled employee.

By Alexandra Levey

PM Stephen Harper 'eager to tackle skills mismatch in Canada'

Jan Hein Bax — Tue, 26 Mar 2013 15:00:00 GMT

Prime minister Stephen Harper is reportedly eager to tackle the ongoing crisis of skills mismatch in Canada. Taking measures to improve education and training programs could be the key to unlocking potential in jobseekers and enhancing the employment market.

Statistics Canada data shows that unemployment remained stubbornly high at seven per cent in February, but it seems that it is not a lack of opportunities that is responsible. Businesses are apparently eager to expand their workforce, but are unable to find suitable candidates.

Over $2 billion in government funds have been allocated to provinces with the aim of expanding unemployed residents' skill sets, but the results have not been significant, and the prime minister may be seeking alternative methods.

An alleged Conservative insider told CBC News: "[Harper is] frustrated. We're spending all that money and not seeing the matching result at the end. We’re hearing about it from business leaders across the country."

The CD Howe Institute has already highlighted the need for better training programs in the country, claiming that helping jobseekers to gain new skills required by employers in the nation is "the best way to further support the Canadian labor market".

Official figures show that 13.6 per cent of 15 to 24-year-olds are out of work, so prioritising aid for young jobseekers could be key to ensuring improvements in the current market and in the long term.

The not-for-profit organization believes that redirecting some of this generation from higher education and into alternative, vocational pathways through the provision of additional information and guidance could help to combat the difficulties faced by a number of employers.

The Conservative politician reflected this same sentiment, saying that "there’s a general feeling there are too many kids getting BAs and not enough welders". Mr Harper may therefore look at ways to promote alternative, and perhaps more suitable, courses to youngsters.

Targeting health care, skilled construction and ICT skills should be top of the list, as CBC News claims that these sectors are being impacted most significantly by skills mismatch.

Posted by Kate Griffin

Challenges, Opportunities, and Support for Women in the Workplace

Randstad Canada — Tue, 19 Mar 2013 15:00:00 GMT

In June 2012, Randstad Canada invited women from Canada’s leading businesses to discuss the realities of women advancing into managerial and executive roles. Topics discussed included how far women have come in the workplace, challenges and opportunities still to come, and how women can become an even greater part of Canadian businesses.

Challenges and Obstacles

According to the majority of participants, balancing work and family is the biggest challenge for them to overcome in their career. Most participants were working long hours and were still expected to carry much of the family responsibilities at home. Other challenges and obstacles mentioned included outdated perceptions of women in managerial and executive roles, the lack of career opportunities, and the lack of female mentoring.

Balancing Work, Family, and Personal Obligations

Since balancing family and work life were seen as the biggest obstacles, it’s important to understand exactly what it means. Women in the workplace, and especially those in managerial and executive positions, must carefully plan when or if to raise a family. Although such decisions affect the careers of both men and women, it usually has a greater effect on women’s careers. Since managerial or executive role usually involve busy and demanding work schedules, this often makes balancing family and personal life a difficult endeavor. The good news is that a majority of women have been able to juggle their career, family, and personal obligations successfully.

Sources of Inspiration and Support

Obtaining a managerial or executive position within an organization can be a long and arduous journey. In order to stay on the right path, women often find different sources of inspiration and support to help mould them into high-ranking positions. Such women often find that personal goals or passions are their biggest source of inspiration. Other factors include a desire to be self sufficient, financial security, and an interest in obtaining managerial or executive experience. Overall, it seems that women in managerial/executive positions are more motivated by an internal desire to succeed, and are influenced less by external factors.

Equal Opportunity

Equality opportunity in Canada has come a long way, but still has further to go. Regarding salaries, a large majority of women felt there were either moderate or large differences between what earned compared to what women earned in similar roles. There is a perception of a similar gap when it comes to promotional opportunities. A large majority felt there was a moderate to large difference in opportunities for women compared to men; while the rest felt there was a small or even no difference in opportunities. A majority of women also felt that men were given more important decision making opportunities, more frequently given the best jobs, tasks, and projects, and also given more travel opportunities.

Changes Supporting Women in the Workplace

Apparently there is still work to be done to provide equal opportunities for women in managerial and executive roles. But significant changes have been made. There are now more women business leaders in Canada than ever before. Other changes include better work-life balance, more flexible working arrangements, and more career opportunities in general.

Another option an organization can provide is mentoring or sponsorship. The idea is to provide a junior member with constant guidance throughout many functions of their job. By doing so, the employee being mentored can learn how to outperform expectations and manage internal politics and policies. Unfortunately, a large majority of women said that their organizations have not provided them with a mentor/sponsor to guide them throughout their career. However, it seems that younger women (between the ages of 18 – 34) have been given more of an opportunity to have a mentor or sponsor than of those aged 35 – 55. This suggests that the concept of mentorship is slowly becoming a more viable option for women entering the workplace.

Conclusion

While progress continues to be made, there are obstacles that must be addressed to allow for an equal representation of women in the senior ranks of Canadian businesses. However, there are many opportunities for Canadian organizations to promote women leaders to do very well in today’s business environment.

To view our full report, click HERE and download the pdf onto your computer.

Employment Agencies: Why You Should Demand more!

Cherry Peng — Tue, 12 Mar 2013 15:00:00 GMT

What you can and should expect from a recruiting firm.

In today’s hectic business climate, organizations devote a lot of time and resources to getting value for dollar. What, they ask, is the best way to focus on core business objectives without getting entangled in peripheral, time-consuming matters?

Some organizations decide to outsource essential services that are not at the core of their business, such as recruitment and hiring. Using the services of professional employment agencies may not only save money, it may also optimize your company’s chances to make the right hiring decisions. After all, your staff, your “human assets” are the source of your company’s greatest competitive strengths.

So how do you choose?

Much like buying a new pair of jeans, proper “fit” is essential. A top-rated recruiting firm will understand your business, your culture, and your competitors. They will have access to top-rated candidates in your field and will develop a real recruitment and on-boarding process that is clearly defined and respects both your company’s time and need for results.

What can you expect?

Substandard recruiting will simply ask you to provide job descriptions and salary ranges, and then pester you to interview the candidates they put forward. Or, they may take an even easier route and just match some key words and email you a lot of resumes. If you have specific questions about these candidates and their expertise, these firms will rarely know enough about them to respond honestly.

A top level firm will invest the time to find ideal candidates. They will be able to excite and motivate the best candidates and screen out the ones that aren’t a good fit. And additionally, they will serve as a good “brand ambassador” for your company. Keep in mind, candidates will associate the recruitment process with your company, as much as with the recruitment firm you’ve chosen so at the very least, you want the employment agency’s reputation to equal yours.

What should you demand?

A top rated recruiter will understand your organization and its requirements well enough to identify the “perfect” candidates and understand why they would want the job. They will conduct all necessary due diligence and truly understand the candidates they put forward and their relative strengths and weaknesses.

Once you find a recruiter that truly commits to you and does those things, you are more than half way there. Your relationship with your recruiting firm is truly a partnership and will require your full participation. For those that commit, you will get truly great employees who really “fit in” and it will be an efficient, cost-effective, and enjoyable process for everyone involved.

By Chris Welsh

Importance of Work-Life Balance

Mark Klein — Tue, 05 Mar 2013 16:00:00 GMT

Importance of Work-Life Balance – Fact or Fiction?

Most of us are working longer hours than ever before. Thanks in part to the introduction of the smart phone, Wi-Fi and increasingly portable computer technology, the boundaries between "personal time" and "work time" are becoming blurred. Is this becoming a problem? It depends on who you ask. Some of us obviously "live to work" and others see our careers as but one part of our busy lives.

Randstad’s own data demonstrates that almost half of Canadians surveyed want a better work-life balance.

According to a recent survey, close to two thirds of Canadians are working more than 45 hours a week – 50 percent more than 20 years ago.

However an article on the Harvard Business Review blog asks readers to "embrace work-life imbalance."

The article states, "Overworking is really only possible if you are not having fun at work. By the same token, any amount of work will be dull if you are not engaged, or if you find your work unfulfilling." Technology, the blog post notes, "…hasn’t ruined your work-life balance, it has simply exposed how boring your work and your life used to be." Others however, disagree, and point to factors including increased stress, burn-out, and physical and mental illnesses.

Employees with young children often feel the brunt of competing work and family demands. More than 25 percent of survey respondents had no children, having made the decision to put their careers first. Participants without children were much younger than the survey average, which according to one of the survey’s authors, Professor Linda Duxbury of Carleton University, was "a way to satisfy work demands."

Mental health issues are also part of the equation, both in the workplace and in society as a whole. According to a recent Ipsos Reid poll, 20 percent of Canadian workers are experiencing depression. Further clarification comes from a study released in 2011 by the Mental Health Commission of Canada, the National Standard of Canada for Psychological Health and Safety in the Workplace.

The Standard suggests that in order for workplaces to be psychologically safe, "self-esteem needs" must be met and workers need to "…feel rewarded in terms of praise, recognition and acknowledgment of and credit for their contributions." The Standard also suggests that psychological health is compromised in workplaces "…where work is distributed inequitably."

So how do you feel about work-life balance? I can share my thoughts after I go pick up my kids!

By Mark Klein

Employee Productivity: How to Increase It and What It Means to the Bottom Line

Erica Tin — Tue, 26 Feb 2013 16:00:00 GMT

Employee productivity is an important concern for employers because it affects profit levels and staff retention rates. However, it is ultimately a reflection of an organization’s culture and ability to motivate staff. An engaged employee understands and commits to a company and its goals. Engaged employees are intrinsically motivated by an organization’s culture, environment, and people, to be efficient and produce quality work. These five methods, when used properly, can help to increase employee productivity and create engaged employees.

1. Hold employees accountable for their work

Employees with clear descriptions of their tasks and who are aware of their deadlines will reduce the amount of time they would otherwise spend on inconsequential tasks. Employers need to set regular performance reviews with the employees in order to hold them accountable for their tasks, measure their progress, and address any questions or concerns they have. This is also the appropriate time to explain how their work ties into company goals and how it affects the big picture. This encourages employees to be actively engaged with the company.

2. Recognize and reward

Recognizing and rewarding the efforts of employees motivates them to continue delivering exceptional work. Being recognized provides employees with personal satisfaction in their work, while rewards provide an additional incentive to reach and exceed their goals. Of course, deciding the best method to motivate employees depends on the employees themselves and the approach they would appreciate more.

3. Create a positive environment

The workplace environment is definitely important in contributing to employee productivity. Creating a positive and open environment encourages employees to proactively seek help when needed. This helps to establish an organizational culture that also encourages communication and camaraderie between employees. This can be done through periodic social activities, or even through collective volunteering efforts within the community.

4. Provide opportunities for growth and learning

It is important to offer courses and/or seminars that will add to the employee’s knowledge. This encourages new ideas, but also shows that the employer is willing to invest in the employee.

5. Provide the most optimal work environment

Nothing discourages employee productivity more than slow or outdated technology. Make sure that employees have updated equipment to use, or ideally, equipment that could improve productivity levels. For example, having wireless headsets available for frequent callers is better than having employees with neck tension caused by having receivers pressed up to their ears.

As the cliché goes, a happy employee is a productive employee. Employees who are happier are more likely to derive personal satisfaction from their jobs and take an active pursuit in meeting the company’s goals.

By Erica Tin

Personal Branding Tips: How to Learn from Celebrities

Erica Tin — Tue, 19 Feb 2013 16:06:00 GMT

You see their faces all the time, in television ads, newspapers, and commercials. You may have judged their personalities, passions, and interests based on their events and work choices. Now, you wonder, how did their brand identities become so prominent in your mind?

How did these celebrities become well-known for what they’re well-known for? They developed a personal brand and leveraged it to their advantage in a business capacity. Having a personal brand reflects who you are as a person, how you perceive yourself, and how others perceive you. It is composed of both personal and professional skills and qualities that differentiate you from others.

With these personal branding tips, you can create your own personal brand to use to your advantage.

1. Understand your attributes

Start with understanding yourself. Celebrities don’t achieve success without realizing what they do well, and what qualities they can use to represent themselves. If you don’t know what your attributes are, it is difficult to convince others to buy into your brand.

You need to know what your passions are and where your strengths lie. This can be done through a 360 degree assessment, where you ask your friends, colleagues, family members, etc. about what they believe your strengths and weaknesses are. You must then decide what you can offer others, based on these strengths and passions. What personal characteristics do you have that will aid this process? This forms the basis of your personal brand.

2. Constantly update and interact

In order to maintain their fans’ interest, celebrities attend interviews, signings, and events when they can. They also interact with fans through social media. This way, their brand stays current in the mind of the audience. You can do this too by leaving comments on blog pieces you find interesting and interacting with industry leaders on social media.

To help establish credibility, use social media to constantly update blog posts you created and relevant news articles you want to share. You should also regularly attend networking events, where you can engage and interact face-to-face with potential hiring managers or successful business people.

3. Become recognized for what your brand stands for

Celebrities with strong personal brands become highly sought after for what their brand represents. For example, having an athletic identity may allow them to endorse sport shoes, clothes, or drinks. Or being known as an environmental activist will see them invited to charity events for environmental causes.

You can position yourself as an expert in what your brand stands for, and get job offers or speaking opportunities from people looking specifically for what you have to offer. But this only comes from constantly updating your online presence and interacting with your audience.

4. Tailor your brand to the audience

Just as celebrities may branch out and try out different types of work, different qualities of their personal brand must be emphasized to appeal to different audiences. While creative skills may be helpful in being seen as a fashion designer, this quality may not be helpful to an aspiring actor. Likewise, if you are changing industries or trying out different kinds of opportunities, you will need to highlight certain skills or qualities in your job search. Make sure to update your brand to reflect your current experiences.

Finally, it is important to note that what makes this strategy successful is carrying over your personal characteristics into a business role. It requires consistent management, but comes with undeniable rewards.

By Erica Tin

Summer Employment: Are You A Student Planning On Working This Summer?

Daniel Ecclestone — Tue, 12 Feb 2013 16:00:00 GMT

College and university students who want to get a jump start in their careers, may be considering some sort of summer employment. Whether you prefer an internship program or even a part-time job, both can boost your chances of finding success after graduation. Sure a nice new diploma or degree looks great on your resume, but it’s the work experience employers are looking for.

Although it's almost the middle of February and a new semester has already started, now is the best time to look for summer jobs. Many employers have already begun their search for potential summer employees. This is why looking in January and February will increase your chances of getting a summer internship or job compared to looking in April or May when jobs become scarce. It can also become difficult for students to juggle exam priorities with job hunting. Don’t miss your opportunity. If you’re planning on working this summer, let Randstad Canada help you find summer employment. In the meantime, here are some tips that can help you land that summer internship or job.

Network strategically

It has become increasingly common for businesses to ditch paper resumes in favor of electronic ones. This means face-to-face contact with managers or other employers is hard to come by, and it’s those human interactions that make all the difference when landing a job. Learn to make technology work in your favor. Check out corporate social media pages and research the people and company on LinkedIn. Ask if they offer any internship opportunities and let them know you’re very interested. But if you still favor the old fashioned approach, there are many people to choose from to help begin your networking journey. Parents and professors are a great starting point for networking.

Pursue a passion

Don’t just apply to anything; apply for positions that appeal to you, whether in politics, marketing, accounting, etc.. When an employer sees your passion and interest during the first interview, they will take that into consideration when making the final decision.

Research all of your options

There may be that one company you dream to work for, but don’t be discouraged if it doesn’t happen. Therefore, it is important to apply to other firms that offer the same experience.You’ll be glad you did.

Study the firm before the big interview

Learn everything you can about the company. If you are planning on working for a prestigious bank, professional business attire is recommended when showing up for an interview. Also, it wouldn’t hurt to read up on new trends to show you have knowledge and interest in the industry; you never know what questions the employer may bring up in the interview.

Search the web

Job search banks (Like Randstad Canada’s for instance) may already contain job postings for potential employees to fill positions.

Click here for the Randstad Canada Job Search

All in all, finding summer employment is a great way to gain valuable work experience that employers find attractive on your resume. Strategic networking and company background information can help tremendously when looking for a job in an increasingly competitive working environment. Also, searching for those summer employment opportunities now can improve your chances finding available positions before they become limited.

Good luck!

By Daniel Ecclestone

Sources: http://www.cbsnews.com/2100-504343_162-6332879.html

Tips for Telephone Interviews

Cherry Peng — Tue, 05 Feb 2013 16:00:00 GMT

Many companies now use telephone interviews to pre-screen job applicants. Perhaps you have been scheduled for a few phone interviews already and are thinking about how to leave a good impression. In fact, there is no need to stress over phone interviews. These tips will help you overcome that fear and make you stand out.

Tips for Telephone Interviews

1. Do your research
Spend some time acquiring information about the job and the company prior to the phone interview. The company website is a good first place to start but LinkedIn and other social media networks are quickly becoming the primary source for research. On LinkedIn you can visit a company’s page and also see if you are connected to anyone who works there. If they have one, a company’s Facebook page may give you a better understanding of its corporate culture. Take note of anything you find interesting including new product launches, company press releases or industry news; there may be an opportunity to impress the interviewer with your insights.

2. Find a proper space
Unlike in-person interviews, you don’t get to observe body language or other visible clues. Instead, phone interviews rely completely on your ability to listen and interpret the conversation and message exchanged. Therefore, finding a quiet space where you feel at ease is very crucial to a successful phone interview.

3. Be well-equipped
• Telephone: Since the interview will be conducted over the phone, make sure your phone is fully charged and has good reception so your interview won’t be cut off.
• A pen and a notepad: During the phone interview, take note of key information such as special requirements, or time and date of an in-person interview. Also, write down questions you would like to ask.
• Professional attire: Similar to role-playing, dressing up will make it easier for you to feel confident and professional during the phone interview.
• A mirror: This is a small tip that most people aren’t aware of: having a mirror by your side will help you remember to smile. Believe it or not, your smile can actually be heard.

4. Answer in a professional manner
Phone interviews are not any less formal than in-person interviews; therefore, use appropriate expressions and avoid slangs in the conversation to show your sincerity. Pay attention to the questions and wait until the interviewer finishes talking before you respond. To ensure effective communication, pace your speech well and pronounce your words clearly.

5. Link your transferable skills
When answering questions, you should try linking your skills to job requirements with specific examples and details. For example, if the company is looking for a problem solver, describe a situation where you needed to solve a problem, followed by what action you took, then what result you achieved.
Simply remember this formula: Situation + Action = Result.

6. Thank the interviewer
At the end of the call, sincerely thank the interviewer for taking time to consider your qualifications.

7. Practice makes perfect
If you always find phone interviews dreadful, ask your friends or family to help you practice by calling you and asking you potential interview questions. Learn from each experience and make improvements for the next one. The more you practice, the more confidence you will gain.

Hope you enjoyed these tips for phone interviews. Want to know more? Click here for more interview advice.

By Cherry Peng

How To Find Your Dream Job in 2013!

Dayana Fraser — Tue, 29 Jan 2013 15:00:00 GMT

The Huffington Post recently announced that according to a recent survey, 84% of working individuals plan to look for a new job in 2013. That’s a 24% increase from last year. So why are people so unhappy with their jobs? The top reasons given were poor management and not enough money. But if this is you, maybe just changing jobs isn’t the real answer. What you may really need to do is completely re-boot your career - and there is no time like the present to start. To help you, I have three key questions for you to think about.

Question number one: Do you know anyone who loves their job?

Some of us are very lucky. We get to go to work every day to a job that gives our lives meaning. Sure, liking what we do will get us through a few tough days. But finding true meaning in work can fuel one (or many) amazing careers! Just think of Nelson Mandella, Steve Jobs, or Oprah.

if you’ve noticed, brilliant stories about successful people often include a mentor, someone they looked up to or followed, or sometimes it’s just a chance encounter with someone who changed the direction of their life. I can’t emphasize how important this is. Without a role model, planning your next step is going to be a challenge. If you know someone who clearly loves their work, connect with them and get their advice. They’ll have great expertise on career choices.

Don’t know someone personally? Then what about someone in your community who is passionate and clearly loves what they do. Seek them out. (I’ve tried this many times. It’s not that hard.) Ask them what drives them, what makes them love what they do and what kind of companies they think you should consider. An experience like this will have more impact on your future than a dozen seminars or a hundred books on success. Don’t delay. Make this your plan for the next 30 days.

Question number two: What’s your purpose in life?

I know. You weren’t expecting that question. But the research shows that a dream job is rarely about money or status. In fact, people who win million dollar lotteries are only exceptionally happy for about a week. Then things return to normal. That’s human nature. For a long term, career-length boost in happiness you will need to find true meaning in your work. And this comes from doing something totally aligned with your reasons for getting up in the morning.

I know you’ve heard this before, but writing down your goals is one of the few ways to get your brain truly engaged in the process. (Your brain is really much more interested in a bunch of other things that have nothing to do with accomplishing goals - like eating and sleeping and partying. It’s not really on your side on this one.)

Do you have a ten year plan for your future? Broken down into details? If you do, I’d like you to add one more piece that most financial counsellors forget. Beside every goal put your purpose. If you write “Send my daughter to college” beside that write the purpose. “Because education will change her life for the better.” or whatever your reason is. I guarantee you thinking about purpose will change the way you think about your goals forever.

If it’s time to really change your work life you need to start looking at the kind of job you can do that meets your purposes.

Question three: When can I start?

Ahhhhh. You’ve connected with other passionate and driven people so now you have an idea what meaningful work will look like for you. And you’ve created your own plan for achieving your own goals based on what gives your life purpose. (I know, lofty stuff for a blog page - but great content to chat about in that all-important next interview).

Now to connect to that job.

Here’s the perfect introduction to an employer, one that most would find difficult to ignore. (This can work on the phone, in person or in an introductory email).

“I recently met with Jane McDonald, the President of XYZ Company. It was a very inspiring discussion. She is clearly very driven and successful. She suggested that your company would be one where I could find the kind of opportunities I’m looking for to really excel at. I’d be interested in talking to you about opportunities.”

And when you get the interview, here is your chance to talk about the meetings you arranged with leaders in the community, your very clear goals and how you will accomplish them. This effort alone will give you a clear advantage over 95% of the other candidates and a great start towards that new career.

How recruiters impact the bottom line.

Canadian Workforce Trends — Tue, 22 Jan 2013 16:00:00 GMT

For great recruiters, perfecting the candidate experience is key.

Dickie Fox was once quoted as saying, “Happy Wife, Happy Life”. This is an axiom that can be applied to an employee, as well. We understand that finding the right employee for our clients can be the essential difference between making or breaking a deadline; or the difference between innovating a magnificent new way of doing things versus struggling to make budget. Finding the right job for a candidate can also make the difference between living a purpose driven life and simply earning a pay cheque.

These days, the primary concern of our candidates and clients is obsolescence. With new technology developing so quickly, our task is to help candidates and clients stay on top of market trends by providing salient and timely information and great career opportunities. It's more important than ever for our recruiters to build deep, intuitive and symbiotic relationships with their candidates and clients. This is to say, that we must be true career counselors and trusted advisors for both our candidates and our clients.

One of the most unique things about working in this industry is the fact that we have the opportunity to change lives by making great sales! The connections that are developed move beyond the typical recruiter/candidate relationship. Each role we fill means a true life change for each of the candidates we work with and the clients who employ them. (Notice I said, “work with” versus place. We’ll cover that topic in another blog). By offering an informed, enjoyable and valuable experience where candidates and clients feel informed and helped every step of the way, we are able to directly impact the bottom line every day.

By Juliet Turpin

Engineering Trends in Canada’s Labour Market

Canadian Workforce Trends — Wed, 16 Jan 2013 14:00:00 GMT

We are once again excited to share the latest report commissioned by Randstad Engineering and Engineers Canada entitled Engineering Labour Market Conditions 2011–2020! As the country’s leading experts in staffing, recruitment and HR services, we are thrilled to partner with Engineers Canada once again and offer localized labour market information on the future needs of the engineering industry. This 2012 update takes an in-depth look at the country’s current and projected engineering labour market conditions and engineering trends.

It includes a detailed forecast of the markets, key projects, along with changes in output and employment, across Canada, from 2011 to 2020. It also features a thorough outlook that factors in economic and industry growth along with retirements and skill sets.

From the report, we can conclude that there are an abundance of Canadians seeking work as engineers co-existing with an acute shortage of engineering skills. There are at least three market realities that contribute to this situation:

1. For much of the coming decade, there will be moderate supply pressures in many markets. There is a growing regional demand imbalance with tighter markets in the west while markets are weaker in the east;

2. Requirements to replace retiring engineers far exceed the number of new jobs created by economic growth. This contributes to a skills shortage that is most acute for specialized engineers with over ten years of experience;

3. There is an abundance of young engineering students enrolled in and completing engineering programs but lacking practical skills. As this labour pool grows, there will be a comparable increase in engineers arriving as Temporary Foreign Workers to fill job vacancies. Many of the Temporary Foreign Workers will stay in Canada permanently.

The shortage of highly skilled professionals is undeniably contributing to the challenges faced by Canada’s engineering industry. In order to ensure competitiveness and benefit the future growth and prosperity of tomorrow’s engineering workforce, it’s important to fully understand the current and future needs of the industry. This valuable research is critical to taking us one step closer to addressing these industry challenges head-on.

Click on the link to access the complete engineering report.

Employment Trends 2012

Canadian Workforce Trends — Tue, 08 Jan 2013 16:47:00 GMT

Canada’s employment trends have been released by StatsCan and show an increase of 59,000 jobs in November, mainly in full-time work. Along with this growth in employment comes a decrease in the unemployment rate, down 0.2% to 7.2%.

As the Canadian economy experiences growth, Randstad Canada also reports several gains in the month of November. Randstad Canada’s Accounting and Finance Support and Finance & Accounting divisions grew 88% and 27% in job demand respectively, when compared to the previous month. In line with these divisions are also gains within permanent hiring, where permanent hiring saw an increase in demand of 26%.

When compared to one year ago, November 2012 saw a 4% growth in the number of open job roles, where contract demand increased slightly by 1% and permanent demand increased by 15%. These increases are reflective of the increases that several of our divisions experienced in November when compared to one year ago. Administrative Support increased in demand by 43%, Finance & Accounting increased by 10%, Industrial Support increased by 55% and Technologies increased by 15%.

On a regional level, Randstad Canada saw gains scattered throughout Canada. Among the top regions includes cities from Ontario, Quebec and Vancouver. When compared to the previous month, Mississauga experienced a significant increase, nearly doubling demand in November. After Mississauga, Brantford also experience a significant increase of 80% and Sainte-Therese of 39%. Lastly, among the top gains includes Burnaby and Kitchener/Waterloo which experienced gains of 37% and 30% respectively.

Finally, Randstad Canada saw several industry gain momentum in November. Randstad Canada’s top industries in November, based on growth in demand for job roles, was Metals and Metallurgy increasing 91%, Telecommunications increasing 51%, Computer Software & Services increasing 35%, Insurance increasing 23%, and Call Centre’s increasing 15%.

Career Development Plan

Dayana Fraser — Tue, 01 Jan 2013 16:00:00 GMT

Setting New Career Goals for 2013

Whether you’re happily employed or searching for a job, the New Year is an ideal time to set or “reset” your career goals. For many, January is a great time to make a career development plan and to move forwards, whether you want a career change, a new job or perhaps just a way of progressing within your current one.

But let’s face it, most people don't keep their New Year's resolutions, so what's the trick to making your career resolution stick? Here are some goal-setting tips to help you be successful when creating a career development plan, keeping your career resolutions and making the most of your career in 2013.

1. Carve out some time to reflect on the previous year. Taking the time to reflect will give you some perspective on your current situation and also provide you with a better idea of where you want to be. Ask yourself a few of the following questions:

What did and didn’t go well for you, professionally?
Did you set career goals for yourself for 2011? Did you meet those goals?
What professional accomplishments are you most proud of? (Add them to your resume!)
Can you identify areas in your career that need improving? If so, turn them into career development opportunities and goals for 2012!

2. Seek advice from an expert. You can benefit from their experience and their advice could give you the advantage that will move you ahead.

If you are in the earlier or middle part of your career, talk to a mentor (a previous boss, trusted friend, advisor or parent).
If you hold a more senior position in an organization consider enlisting the help of a professional career coach.

3. Then, take action! To generate the best results, approach your goal-setting task diligently and enthusiastically.

Be specific. Your goals should be specific and attainable while still causing you to stretch a bit. Your goal should require you do to something that will allow you to grow and improve yourself.
Be realistic. Keep in mind your abilities, your interests, ideal work environment.
State your goal in measurable terms. Determine a way to gauge your progress and to tell when you've reached your goal.
Create a plan. Whatever goals you set for yourself, you’ll want to develop a tactical plan broken down into incremental, actionable steps to help you achieve each goal.
Establish a deadline for yourself. A concrete time frame will help keep your eye on the prize. For example: "I will update my resume and cover letter by January 10th," is a better goal statement than, "I will update my resume and cover letter."

Creating a career development plan and achieving your career goals requires the commitment of your time and effort, and while it won't be easy, consider the tips above as you move your career forward.

Have you determined your own career goal for 2013? If so, comment below, we’d love to hear what it is!

Temporary Workers for the Holidays: How To Cope With Seasonal Labour Shortages

Dayana Fraser — Wed, 26 Dec 2012 00:22:00 GMT

As the holiday spirit takes over, shoppers loosen their purse strings to spread joy to their near and dear. While the resulting seasonal increase in demand could be the perfect opportunity for your business to increase its bottom line, chances are that the strain on resources and the tight non-negotiable deadlines are also causing some stress. But fret not! Hiring Temporary workers and implementing the following strategies can help you meet targets, motivate your staff and keep your customers happy this Holiday season - All you have to do is try a creative approach! To help you in your efforts, we have outlined some strategies below that will help you cope with the pressures of the peak season.

1. Hiring temporary staff:

While there may be the temptation to keep costs low and to restrict hiring, remember that the reputation of the company is at stake. In the long run it pays off to keep your customers happy.

Hiring temps allows you to fill in positions requiring specialized knowledge on a temporary basis. They also relieve your staff from routine tasks so they can focus on the bigger picture and assume more responsibility. Hiring temporary seasonal workers is also a good way to test out potential permanent hires.

2. Switch to a project/campaign-based mentality:

Treat the task at hand like you would a campaign or high-priority project. Keep your eyes on the deadline and deliverables and chart a course of action that is practical and leaves room for contingencies. Use visual representation such as a Gantt chart to make scheduling, phasing and tracking of the project easier and more effective.

Once the plan of action is determined, remind yourself and your team that execution is the key to success! Deadlines and targets should be treated as sacrosanct and the end goal must be pursued with zeal.

3. Temporarily increase responsibilities of current staff:

Not only will temporarily increasing the responsibilities of deserving employees make them feel valued, it will also make them feel like they have a greater stake in the success of the project. Increased accountability and better morale are likely to result in an infectious enthusiasm that will drastically increase the chances of meeting seasonal demand.

You’ll find that long after the deadline has been met, employees who were asked to undertake additional or more complex tasks (even on a temporary basis) will benefit from the experience they gained.

Consider these tips when dealing with seasonal labour shortages and end 2012 with resounding success!

If temporary workers can help ease the seasonal stress on your business, click here to find out how Randstad Canada can help.

Mini Kolluri

Employee Gift Ideas: Bosses take note, your staff wants a gift this holiday season!

Dayana Fraser — Tue, 18 Dec 2012 21:20:00 GMT

Here’s how to deliver.

When it comes to corporate gift-giving over the holidays, it’s better to be a Santa than a Scrooge. The latest Randstad Workmonitor survey finds that 41 per cent percent of Canadian workers would like a gift from their employer this holiday season.

The survey which questioned employees from 32 countries around the world found that over four out of ten (45%) Canadian employees normally receive a gift of their employer, which is similar to the number of Canadian workers that expect to receive one this year (41%).

It is undeniable that holiday gifts play a broader role in improving the culture of an organization and below are just a couple of the benefits of employee gift ideas for the holidays:

• Tokens of an organization’s appreciation, even small ones, can have a big impact on employee morale and productivity.

• Corporate holiday gifts can help companies build and extend brand loyalty, foster stronger relationships and thank employees for a year of great work.

Now, are you wondering what you can give that will help lead to retention and employee satisfaction? It’s not hard to suggest the ever-popular choices which include a holiday bonus or gift cards, but what if your employees have worked hard and have done a fabulous job and you still can’t afford to give them bonuses, raises or gift cards? Consider giving gifts that are low cost to your business.

• If you decide that your business isn’t financially ready to give gifts, consider a hand-written note to your employees, thanking them for their hard work and service to the company. Often a gift like a personal note can mean a great deal to your staff.

• Telecommuting can be cost free for many organizations (most employees already have their own high speed internet connections at home and companies already have established capabilities for logging in from home). Allowing people to work from home once a week, or twice a month over the holidays can improve morale at little cost. Can you offer them a discount or special price on a product or service? Offer them something they can use to their advantage to start the new year.

• A donation to a local charity in the company’s name would be a rewarding alternative to traditional gifts like candy or branded office supplies.

• Whatever the gift is for employees, the most important thing is show them appreciation and gratitude for their work during the year. Remember, your business wouldn’t be where it is today without your employees.

Taking advantage of the opportunity to give back and show your staff that you appreciate them in a unique way is a great way to strengthen employee engagement and better satisfaction in 2013.

Do you usually give holiday gifts to your employees? Or are you an employee who receives holiday gifts from your employer? If so, what's the best or most unusual gift you've given/gotten? Let us know!

By Dayana Fraser

General Staffing Growth is Significant in Industrial Support

Canadian Workforce Trends — Tue, 11 Dec 2012 16:00:00 GMT

Randstad Canada experiences a 30% growth in General Staffing demand in Q3 of 2012.

October marked the end of the third quarter in 2012, where Randstad Canada experienced growth across most of our divisions. In Q3, Randstad Canada saw a 30% growth, when compared to the previous quarter, where contract demand increased by 35% and permanent demand increased by 12%.

The largest increases in demand were in Randstad Canada’s General Staffing division, which specializes in temporary staffing and permanent placement for specific industry sectors. Below is a breakdown of the gains in demand we’ve seen within our General Staffing division over the last fiscal quarter.

Do you need to build your permanent or contract team quickly? Click here to find out more about how we can help build your team with the right staffing solution.

LinkedIn Job Search Strategy

Lauralee Guthrie — Tue, 04 Dec 2012 16:30:00 GMT

Now that you have a stellar profile (be sure to read our LinkedIn Profile Tips post first, if you haven’t already) you are ready to actively increase your visibility and engage. Consider the strategies and techniques below to help find your dream job.

LinkedIn job search strategy

Find the right recruiter

When it comes to finding a job, a recruitment consultant can be a tremendous help to you when it comes to all of the “heavy lifting”. They know which companies are hiring, what employers are looking for, and will even prep a candidate for an interview. But how do you go about finding the right recruiter for you?

Research the top recruitment agencies.

There are many out there! Randstad Canada is the largest recruitment agency in the country and the only one that has been awarded the “Great Places to Work” award (but of course I work here, so I’m a bit biased!).
Find their company page on LinkedIn.

You can continue your LinkedIn job search by browsing the company’s directory. Take a look at their recent updates, is there an opportunity for you to comment, like or share one? Click here for the Randstad Canada LinkedIn page as an example.
Review the “How You’re Connected” section.

You will see all of the people in your network that work for that company. You may even find you have a friend or past colleague that works at the recruitment agency! Call them up or contact them to see if they have a few minutes, ask if there is someone they can refer you to in your area of specialty.
Search for people by getting creative.

For example, you can run an advanced search for the word “recruiter” or “hr” or “IT recruiter” with the company name to further research recruiters you may want to connect with.

Leverage the power of the LinkedIn community.

Join targeted groups.

Find the right groups to join by searching the LinkedIn Group Directory. But remember to review the group stats before committing in order to make sure the right people are in the group. Are you looking to network with senior decision makers? What industry? You can find out what the makeup of the group is (even if it is a private group) by clicking on the group statistics. These groups will allow you to network with other people in your industry, people in your job role, and even recruiters.
Ask and answer questions.

By helping others and answering questions in your industry, you position yourself as a subject matter expert and increase your credibility. Similarly, when you ask intelligent questions, you are are able to engage in thoughtful dialogue with industry experts and prospective employers.

Engage with your network. LinkedIn Signal is an excellent tool to see what people are talking about in your network, and even outside of your network. This is an excellent tool you can use to join conversations or like, comment and share targeted content.

Job seekers – What NOT to do on LinkedIn!

Do not, I repeat, do not write anything along the lines of ”Unemployed” in your headline, no “Looking for work”, “Seeking the next opportunity” - or anything even remotely similar. This is a red flag to recruiters. It may be interpreted as “I was just fired” or “No one wants to hire me.”

Click here for more tips on how to build a good LinkedIn profile.

By Lauralee Guthrie

LinkedIn profile tips to find your dream job

Lauralee Guthrie — Tue, 27 Nov 2012 16:00:00 GMT

So you are on LinkedIn. Most professionals are, including your colleagues, your prospects, and of course recruiters. In fact, in Canada alone there are over six million professional profiles on

LinkedIn and a recent study by Jobvite shows that 93% of recruiters are using LinkedIn to find candidates.

But if you want recruiters to find you, your profile needs to be visible and effective. Having the right LinkedIn keywords in the right place can make all the difference.

Unfortunately, if your profile isn’t visible, recruiters may never find you and if by some chance they stumble across your profile, if it doesn’t stand out, they will pass you by.

Follow these LinkedIn profile tips to appear in targeted searches and increase your visibility.

The following checklist will show you how to optimize your profile with LinkedIn keywords so you will appear higher in relevant searches. The first thing you need to do is pick the right keyword! Either a relevant job title or skillset is a great place to start.

Wondering whether you should use a job title or skillset as your main keyword?

Think about what the skill or job title you want to be found for is. If you are interested in new opportunities that match your current job title, for example, the job title is a great place to start. But if it is a new role you are looking to move into, that can be more difficult to optimize your profile for, so its best to focus on a skillset.

For example, if your current role is a “Project Manager” and you are interested in new project manager job opportunities you should pick this keyword.

Or maybe you are only a project coordinator but want to move into a project manager role, then it might be best to optimize for a skillset like “PMP Certified.”

TIP: If you are going to pick a skillset, use LinkedIn’s Skills and Expertise Tool to see how popular your targeted skillset is (it even provides other related skillsets that might prove to be an even better choice than the one you had in mind!).

Once you’ve selected the best keyword for you, it’s time to strategically place it throughout your profile. Make sure you:

Select a relevant keyword that you want to be found for.
Search this keyword before making edits to your profile to see where you come up.
Include the keyword in the following areas:

Your Headline
Your summary
Your specialties
Your experience
Skills
Other sections including Publications and Certifications can’t hurt!
Then search this keyword in LinkedIn again and see where you come up. You should be a lot higher!

Watch how many times you show up in searches and how many views you get, this should grow quickly!

Remember, search for yourself before and after you make the edits and see where you show up! Good luck and let us know how these tips work for you! Please leave your comments below.

Click here for more tips on how to build a good LinkedIn profile.

By Lauralee Guthrie

A Good LinkedIn Profile Can Get You Hired

Lauralee Guthrie — Tue, 20 Nov 2012 16:00:00 GMT

7 LinkedIn Profile Tips to Turn a Good LinkedIn Profile into a Great One

Lets start with some edits and “fixes” to help you go from good to great.

Customize your url.

Why? It makes you look professional, gives you a clean url to direct people to and helps you come up in Google searches.

Click on edit your profile then you will see a url with a series of numbers, click on edit here and pick a custom url, I generally recommend your first and last name, so when people google you, usually this profile will come up first. Another option, if you are in a profession you think you will be in for life, you can use a keyword phrase, for example, I selected “social media consulting.”
Become clickable.

Your picture and headline are what stand out in the search results. If someone is looking for a “Project Manager” and you come up but your headline just says “Project Manager” and nothing else, you look like everyone else, except for your colleague who’s headline may say “Project Manager who loves the challenge of implementing on time, on budget project plans. PMP certified.

You have 120 characters, make it count! Remember to keep your main keyword, more about LinkedIn Keyword Tips here but be creative and spice it up with an interesting fact about your skillsets or what you are passionate about in your industry. Speak to your audience, a good linkedin profile is specific!
Look approachable.

Yes your picture is important. And no, it shouldn’t include your family, a hand from that special someone you cropped out or you in scuba gear (yes, I have seen this!). And puleasseeee… no sexy pouts for the camera, this is professional but friendly. Enough said.
Have a stellar summary.

Remember, people read differently online, they quickly scan content and then go back if they find something interesting so make your profile easy to scan! This means lots of white space and I love to use bullet points. *Tip* bullet points aren’t built into LinkedIn’s content editor so the trick is to write your summary up in word and then copy and paste it into LinkedIn, the bullets will stay!
Showcase your skills.

You can add up to 50 skills, add the most relevant ones and then find out which ones are growing in your industry by exploring LinkedIn’s Skills and Expertise tool. Add all 50, this helps with your visibility in search. These also provide powerful social proof because with one click, your colleagues, clients and friends can endorse you.
Add extras.

Do you speak any other languages? There is a section for this. Have you been quoted in the news or published an article or paper recently? Add that under the publications section. You can also showcase your certifications and/or honors and awards.
Get colourful.

I love the Reading List by Amazon App, feature a few of the top books in your industry and write a brief recommendation, this positions you as a thought leader and adds some colour to you profile. Another great app that can add both colour and interactivity is the slideshare app, here you can feature your portfolio, a presentation from any speaking events or even a slideshow of your background and experience.
A clear, concise and colourful profile will stand out. If it speaks to your audience, these edits will be sure to invite more connections and activity and can bring you closer to your dream job.

To skyrocket your visibility and generate even more exposure, find out how to tie in your targeted keywords that will help you appear in LinkedIn Keyword searches more than ever before!

Good luck and feel free to leave comments below!

By Lauralee Guthrie

Change Management – 5 Tips to Get Employees On Board

Hamel Khakhria — Tue, 13 Nov 2012 17:06:00 GMT

Change is constant, but admittedly can often be met with resistance. There are countless examples of people, organizations, and even empires that have spiraled downhill due to their inability to cope with change. It is how change is managed that can be the difference between surviving and thriving in business and like it or not, all organizations must change in order to remain relevant.

You may already know that your organization needs to implement change to survive, but how can you get others on board to help make it happen?

Here are 5 change management tips to ensure that you can successfully implement the initiatives needed in order to ensure your organization maintains its competitiveness.

1. Anticipate resistance

Be aware of what you’re up against. Recognize that people often prefer to stick with what they already know and what they’re comfortable with; it’s human nature. Anticipate resistance and be ready to provide reasons that will justify the change.

2. Acknowledge employee emotions

It’s important to realize that the resistance isn’t personal, but can stem from a fear of the unknown! Listen to your employees concerns, ensure they feel understood and comfort them. If people feel unheard they will either speak louder or just give up communicating, both of which are undesirable outcomes.

3. Communicate

Many times, people are resistant to change because they feel that it is purposeless, often reasoning; “Why fix what isn’t broken?” There is often a disconnect because employees often become singularly focused on their individual role and aren’t always aware of the bigger picture. Keep employees aware of the issues that exist within the organization through regular discussions and communicate how the proposed change will prove beneficial.

4. Make changes gradually

Implementing change in phases is often the best way to ensure that employees do not become overwhelmed by modifications to the routines they’ve grown accustomed to.

5. Measure benefits

Nothing speaks louder than results. While the change is being implemented, measure the impact and benefits. If people see the benefits, it will not only help them understand why the change is being implemented, but will motivate them to jump on board as well.

Change management is always easier when your organization is equipped with the right people – Click here to learn more.

By Hamel Khakhria

Randstad Canada HR Blog

Call center hiring and recruitment

A Business Manager is like an Orchestra Conductor

Randstad Award 2013

The Online Job Application Process

Analyze Your Online Presence

Preparing Your E-Documents

Create an Online Portfolio

Interview Preparation

Employee Retention: Creating a positive working environment

1.Don’t be an absentee boss

2.Give them work

3.Let them be your boss (by encouraging feedback)

4.Mind your P’s and Q’s

5.How flexible can you be?

6.Be their biggest fan

PM Stephen Harper 'eager to tackle skills mismatch in Canada'

Challenges, Opportunities, and Support for Women in the Workplace

Employment Agencies: Why You Should Demand more!

What you can and should expect from a recruiting firm.

So how do you choose?

What can you expect?

What should you demand?

Importance of Work-Life Balance

Employee Productivity: How to Increase It and What It Means to the Bottom Line

Personal Branding Tips: How to Learn from Celebrities

Summer Employment: Are You A Student Planning On Working This Summer?

Network strategically

Pursue a passion

Research all of your options

Study the firm before the big interview

Search the web

Tips for Telephone Interviews

How To Find Your Dream Job in 2013!

Question number one: Do you know anyone who loves their job?

Question number two: What’s your purpose in life?

Question three: When can I start?

How recruiters impact the bottom line.

Engineering Trends in Canada’s Labour Market

1. For much of the coming decade, there will be moderate supply pressures in many markets. There is a growing regional demand imbalance with tighter markets in the west while markets are weaker in the east;

2. Requirements to replace retiring engineers far exceed the number of new jobs created by economic growth. This contributes to a skills shortage that is most acute for specialized engineers with over ten years of experience;

Employment Trends 2012

Career Development Plan

Temporary Workers for the Holidays: How To Cope With Seasonal Labour Shortages

Employee Gift Ideas: Bosses take note, your staff wants a gift this holiday season!

Here’s how to deliver.

General Staffing Growth is Significant in Industrial Support

Randstad Canada experiences a 30% growth in General Staffing demand in Q3 of 2012.

LinkedIn Job Search Strategy

LinkedIn job search strategy

Find the right recruiter

Research the top recruitment agencies.

Find their company page on LinkedIn.

Review the “How You’re Connected” section.

Search for people by getting creative.

Leverage the power of the LinkedIn community.

Join targeted groups.

Ask and answer questions.

Job seekers – What NOT to do on LinkedIn!

LinkedIn profile tips to find your dream job

Follow these LinkedIn profile tips to appear in targeted searches and increase your visibility.

Wondering whether you should use a job title or skillset as your main keyword?

Select a relevant keyword that you want to be found for.

Search this keyword before making edits to your profile to see where you come up.

Include the keyword in the following areas:

Then search this keyword in LinkedIn again and see where you come up. You should be a lot higher!

A Good LinkedIn Profile Can Get You Hired

7 LinkedIn Profile Tips to Turn a Good LinkedIn Profile into a Great One

Customize your url.

Become clickable.

Look approachable.

Have a stellar summary.

Showcase your skills.

Add extras.

Get colourful.

Change Management – 5 Tips to Get Employees On Board

1. Anticipate resistance

2. Acknowledge employee emotions

3. Communicate

4. Make changes gradually