Staffmax Staffing & Recruiting Blog

The Benefits of Partnering with a Staffing Agency for your Hiring Needs

Thu, 22 Jun 2023 14:55:19 GMT

The Benefits of Partnering with a Staffing Agency for Your Hiring Needs

May 19, 2023

Hiring the right employees is crucial for the success of any organization. It can be a daunting task that requires time, resources, and expertise. This is where partnering with a staffing agency can prove to be a game-changer. Staffing agencies specialize in finding qualified candidates for various industries and can help streamline your hiring process. In this article, we will explore the benefits of partnering with a staffing agency for your hiring needs.

5 Benefits of Staffing Partnerships

1. Access to a Talented Pool of Candidates

2. Time and Cost Savings

3. Flexibility and Scalability

4. Expertise and Industry Knowledge

5. Reduced Risk and Increased Retention

1. Access to a Talented Pool of Candidates

One of the significant advantages of collaborating with a staffing agency is gaining access to a diverse and talented pool of candidates. Staffing agencies have extensive networks and databases of potential candidates, including passive job seekers who may not be actively searching for new opportunities. These agencies have the expertise to identify and evaluate candidates based on your specific requirements, ensuring that you have access to top-notch talent that aligns with your company culture and values.

2. Time and Cost Savings

Hiring can be a time-consuming and costly process. It involves advertising job openings, reviewing resumes, conducting interviews, and conducting background checks. By partnering with a staffing agency, you can save valuable time and reduce costs. Staffing agencies handle the initial screening and vetting of candidates, ensuring that only the most qualified individuals are presented to you. This allows your internal HR team to focus on other critical tasks, such as employee development and retention.

3. Flexibility and Scalability

Staffing needs can fluctuate based on seasonal demands, project requirements, or unexpected changes. Partnering with a staffing agency offers the flexibility to quickly scale your workforce up or down as needed. Whether you require temporary staff for short-term projects or permanent employees, staffing agencies can provide you with the right resources. They have access to a wide range of candidates with different skill sets, allowing you to adapt to changing business needs without the hassle of extensive recruitment efforts.

4. Expertise and Industry Knowledge

Staffing agencies specialize in specific industries and have in-depth knowledge of the job market and industry trends. They understand the skill sets required for various positions and can provide valuable insights and guidance during the hiring process. Staffing consultants can assist you in developing job descriptions, determining competitive salaries, and conducting interviews. Leveraging their expertise can significantly improve the quality of your hires and ensure that you find the right candidates for your organization.

5. Reduced Risk and Increased Retention

Making a wrong hire can have serious consequences for your business, resulting in lost productivity, training costs, and potential disruptions to team dynamics. Staffing agencies mitigate this risk by thoroughly evaluating candidates' qualifications, experience, and cultural fit. They have access to comprehensive background checks and can verify references, minimizing the chances of hiring an unsuitable candidate. Additionally, staffing agencies often offer temporary-to-permanent placements, allowing you to assess candidates' performance before
making a long-term commitment.

Partnering with a staffing agency can be a strategic move for any organization looking to enhance their hiring process. The benefits of accessing a talented candidate pool, saving time and costs, gaining flexibility, leveraging expertise, and reducing hiring risks are significant. By collaborating with a staffing agency, you can streamline your recruitment efforts, find qualified candidates efficiently, and ultimately contribute to the growth and success of your business.

Staffmax Staffing & Recruiting Corp. is pleased to announce expansion into Sweden

kgill@staffmax.ca (Kevin Gill) — Wed, 31 Aug 2022 17:33:22 GMT

STAFFMAX LTD (UK) and STAFFMAX OY (Finland), ANNOUNCE THE FORMATION OF STAFFMAX AB (Sweden), AND EXPANSION INTO SWEDEN.

WINNIPEG, Aug 29, 2022/CNW/ - Staffmax Staffing & Recruiting Corp. a Global Workforce Solutions provider is pleased to announce the formation of STAFFMAX AB (Sweden) and expansion into Sweden.

Under the terms of the agreement, wholly owned subsidiaries STAFFMAX LTD (UK) and STAFFMAX OY (Finland) are the sole shareholders in new entity STAFFMAX (AB). The new entity will expand the global footprint of Staffmax while providing staffing, recruitment and EOR (employer of record) services throughout Sweden.

Staffmax AB will be based in Stockholm and led by Staffmax European Director Mika Rauhala.

“We are excited to continue our expansion and look forward to serving the Swedish marketplace.” said Staffmax President Kevin Gill.

“With our success in Finland, our knowledge of the Scandinavian market and our quality service offerings, Sweden was a logical next location for our European growth plans” said Staffmax European Director Mika Rauhala.

About Staffmax:

Staffmax Staffing & Recruiting Corp., headquartered in Winnipeg, Canada and with offices in Canada, USA, Australia, and Europe is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting, EOR, and Healthcare Staffing Services. Recognized as one of Canada’s fastest growing companies, Staffmax combines industry leading technology and specialized recruiters to solve their clients staffing & recruiting needs.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.com

staffmax.com

Direct: +1 204-201-1598

Head Office: +1 888-956-7090

STAFFMAX LTD (UK) OCH STAFFMAX OY (Finland), MEDDELAR BILDANDET AV STAFFMAX AB (Sverige) OCH EXPANSION TILL SVERIGE.

WINNIPEG, 29 augusti 2022/CNW/ - Staffmax Staffing &Recruiting Corp.

Enligt villkoren i avtalet är de helägda dotterbolagen STAFFMAX LTD (UK) och STAFFMAX OY (Finland) de enda aktieägarna i den nya enheten STAFFMAX (AB). Den nya enheten kommer att utöka Staffmax globala fotavtryck samtidigt som den tillhandahåller bemanning, rekrytering och EOR-tjänster (employer of record) i hela Sverige. Staffmax AB kommer att vara baserat i Stockholm och ledas av Staffmax Europadirektör Mika Rauhala.

"Vi är glada över att fortsätta vår expansion och ser fram emot att betjäna den svenska marknaden." säger Staffmax VD Kevin Gill.

"Med vår framgång i Finland, vår kunskap om den skandinaviska marknaden och våra kvalitetsserviceerbjudanden var Sverige en logisk nästa plats för våra europeiska tillväxtplaner", säger Staffmax Europeiska direktör Mika Rauhala.

Om Staffmax:

Staffmax Staffing &Recruiting Corp., med huvudkontor i Winnipeg, Kanada och med kontor i Kanada, USA, Australien och Europa är en leverantör av högkvalitativ tillfällig bemanning, fullservice permanent rekrytering, EOR och sjukvårdsbemanningstjänster. Staffmax är erkänt som ett av Kanadas snabbast växande företag och kombinerar branschledande teknik och specialiserade rekryterare för att lösa sina kunders bemannings- och rekryteringsbehov.

För ytterligare information kontakta:

Staffmax Public Relations

anelle.mclaughlin@staffmax.com

staffmax.com

Direkt: +1 204-201-1598

Huvudkontor: +1 888-956-7090

Meet Employees’ Needs and Performance Will Follow

kgill@staffmax.ca (Kevin Gill) — Thu, 10 Feb 2022 21:06:40 GMT

What do your employees want more than anything?

By Suzanne Lucas (The Evil HR Lady) for hracuity.com

Money might be the first thing you think of, but a recent study found that flexibility is more important than salary or benefits . And that super nice office building? Well, 77% say they would prefer to work for a company that gives them flexibility rather than work for a company with a fancy corporate headquarters.

Managers often feel nervous about having employees work from home, even though many have successfully done it for almost two years now. While managers have a point – some people are slacking off, and there have even been cases where people hold down two jobs at once – the key is balancing your employees’ needs with their overall performance. You’ll find that flexibility helps everyone and employee relations teams can work with both managers and employees to make this happen.

Encourage productivity without being “big brother”

Your managers probably don’t stand over their employees’ shoulders when they are in the office. Still, some managers want their remote employees to turn on their cameras, be instantly available on Slack and never step away to get a drink. This is not practical and it’s not flexible.

Employee relations (ER) can work with managers to focus on results and outcomes, rather than whether someone is instantly available when a manager reaches out to them. ER can help managers to set team goals that can be measured by performance and not face time on a video chat, which will help them to distinguish between visibility and performance. ER can achieve this through one-on-one coaching, group training or on-the-fly feedback.

There’s an employee side to this as well. Employees need to understand that flexibility doesn’t mean they can do whatever they want, whenever they want. Non-exempt employees still need to track their hours accurately. Managers can set the hours that they expect people to be working – just like in the office – for everyone. Teach people the difference between putting a quick load of laundry in the washing machine and babysitting your sister’s kids for the day “since you’re home anyway.” Boundaries are essential for managers and employees alike. Clear communication and guidelines from ER can eliminate awkward conversations.

Cater to the individual

Some employees desperately need to be in the office to succeed and this doesn’t make them bad employees. Not everyone works well alone, and not everyone has an ideal work-from-home situation. Likewise, some employees work 10 times better in the quiet of their own homes. Others perform best in a hybrid situation.

Help managers and employees to figure out what works best for employees and the core functions of each job. Grocery store cashiers will always need to work in the office, but a graphic design team might be best with a hybrid situation. This requires careful thought and back-and-forth conversations between managers and their employees. ER team members can be called on to facilitate.

Each situation will be different, so it will take a concerted effort by ER to figure out what works best for each department. There’s no one-size-fits all policy here, but if you can help managers learn to listen to their employees, you’ll see great results.

Remember analytics

The best way of teaching managers how to evaluate employees is to use analytics to determine performance. You can look across your organization and see where poor performers cluster. Or where your turnover is. Is it under a particular manager? Is it people working in the office? What are the key differences between people who stay and people who leave?

Each business may have different answers to these questions. That’s what makes your data so important. ER can jump in and fix these pain points when you spot a trend or anomaly. Is it a manager who hovers too much? Or is it an unbearable workload? Or is there a bully lurking in the design team?

Work with your data to uncover these problems, and then work with your people to solve them. A good ER person knows how to translate data into actions that can make a difference.

During the last two years, things have certainly changed in the way we work. ER can help everyone as the workplace continues to evolve. Giving managers and employees the support they need to continue to navigate the new world of hybrid and remote work can make a world of difference for our employees. People may stumble a bit as they learn, but with employee relations there to catch them, you can wind up with a great place to work.

Can’t Afford Raises? 15 Alternative Ways To Keep Top Talent On Board

roger@pocwebbuilder.com (Roger van Maris) — Fri, 04 Feb 2022 15:42:43 GMT

Working through the Covid-19 pandemic and the economic decline that followed has been challenging for people across all industries.

By the Forbes Coaches Council for forbes.com

Working through the Covid-19 pandemic and the economic decline that followed has been challenging for people across all industries. As a manager, you should look for ways to support your team and make them feel valued during these difficult times. But in an unpredictable economy with already-tight budgets, you may not have the money for raises.

To help you find creative solutions for retaining top talent through lean times, the experts of Forbes Coaches Council shared alternative ways to recognize and reward employees.

If you’re lacking the funds to boost salaries at the moment, try these strategies for boosting morale among your team members to make them feel valued in other ways.

Forbes Coaches Council members explore ways to retain top talent when there isn't money to raise salaries.

1. Find Each Employee’s Individual Motivation ‘Lever’

“ Money” is the worst possible motivator: It is expensive, and it doesn’t work. Every person has his or her own personal levers of engagement and motivation: Fun. Authority. Development. Responsibility. Autonomy. Respect. Recognition. Challenge. Variety. Safety. Figure out what each individual needs, then figure out how to best work towards it. - Antonio Garrido , Absolute Sales Development

2. Make Recognition A Regular Habit

Recognition is much more than awards and pay. It’s acknowledging people regularly for their strengths and their performance. This doesn’t only apply when they’ve gone above and beyond; recognize your employees for simply doing their job. When you make it a habit to point these things out in your conversations, emails and meetings, your employees will be more engaged and loyal and will enjoy work more. - Arathi Ramappa , Arathi Concepts LLC

3. Thank Them For A Job Well Done

Always remember that money is not the only motivator. People stay loyal and motivated when they feel valued by their leaders. It can be as simple as a thank-you, recognition of a job well done, a personal conversation acknowledging good work or a handwritten note. Recently, a company’s employees volunteered to cut their salaries to help their leader save their jobs because they love what they do. - Christine Mann , MANN Consulting, LLC

4. Share What Their Role In Your Vision For The Future Is

Inspire people to want to work with you and each other by sharing your vision and their role in it. Money may be tight, but your eyes are on the future. Tell them about three indicators informing your vision for the future and why those give you confidence. Assure your people that they are building the foundation for a future in which all of them play a part. Be honest, specific, visionary and hopeful. - Kelly Tyler Byrnes , Voyage Consulting Group

5. Let Them Contribute To Their Own Well-Being

Recognize them by allowing them to contribute to their own well-being and the overall success of your organization. Engage them in identifying current strengths and challenges and evolving plans for becoming even more effective, including improving their experience working for you. Often the biggest “reward” is making it clear how much you value and need their input, and then acting on it. - Joel M. Rothaizer , Clear Impact Consulting Group

6. Recognize Their Humanity

The most meaningful way to recognize employees amidst the pandemic economy with a growing social divide is to first and foremost recognize their very humanity. Go beyond the diversity, inclusion, equity and rewards programs to recognize each employee’s unique challenges as the year unfolds. Prioritize time, space and opportunity for them to thrive and reach their goals by guiding their growth. - Kasthuri Henry , KasHenry Inc

7. Rally Everyone Behind A Common Purpose

People want to feel good about their efforts, and their contributions must be recognized. When everyone is behind a common purpose, then their value-add is palpable, particularly when leaders and those they lead roll up their sleeves and work together as a team to achieve their purpose. The feeling of belonging to something bigger and purposeful is more powerful than any monetary compensation. - Jorge Gutierrez , BMOC Group

8. Start With Small But Meaningful Gestures

Appreciation and recognition rank higher in motivating individuals than monetary incentives. Here are some ideas for showing appreciation: Write a heartfelt thank-you card recognizing the impact they’ve had on your company. Give them a glowing recommendation on LinkedIn if you believe they deserve it. Start with small, meaningful gestures, such as a gift card for personal chef service. - Yamini Virani , Celebrus Business Strategies

9. Train Your Managers In Emotional Intelligence

The research says that one of the most important elements of employee satisfaction and retention is the relationship they have with their immediate supervisor. Supervisors who have stronger emotional intelligence capabilities tend to have warmer and more supportive relationships with their teams. Hence, high-quality, directed supervisory training can improve employee retention. - Susan Madsen , Jon M. Huntsman School of Business

10. Communicate An Emotionally-Driven Purpose

Most employees want to feel part of something bigger and proud about it. In addition to rewards and positive feedback, leaders can inspire others by consistently and regularly communicating a clear purpose that people connect with emotionally. It is easy to get mired in the day-to-day details; step back and connect those details to a broader vision. It doesn’t usually require money, but it does require intentionality. - Charles Dormer , APEX STP, LLC

11. Get Employees Directly Involved In The Company

Money is the result of successful work and not a sustainable source of motivation. Other important forms of remuneration include having fun, working on something great, recognizing and appreciating colleagues and the feeling of having achieved something challenging. Coming from this mindset, rather than just exchanging their time for money, it is better to help employees feel involved directly in the company. - Michael Thiemann , Strategy-Lab™

12. Seek Value Alignment With Your Employees

From the beginning, recruit people whose values align with yours. This builds a positive atmosphere and culture, which resonates with people and keeps them on board. Consult with your people, find out what motivates them and build collaborative solutions that inspire their loyalty and commitment. People like to feel included, valued and that their contribution makes a difference. - Mary Gregory , Mary Gregory Ltd

13. Offer Flexibility

In 2021, people value flexibility more than ever. If someone is within a role that can be effectively carried out through flexible work, then offer this. Not only is this hugely rewarding for employees, but it also gives them a sense of comfort, knowing that you trust them to carry out their role effectively and manage their own time. - Rebecca Patterson , Rebecca Patterson

14. Be Specific In Your Appreciation

Tell them often, and with as much detail as possible, what you appreciate about them. Go beyond, “I appreciate you” to “I am grateful I have someone on my team who is so good with clients,” or “I feel lucky to have someone on the team who is so good at problem-solving.” The key is to be specific, sincere and systematic in your approach. - Cheryl Czach , Cheryl Czach Coaching and Consulting, LLC

15. Provide Opportunities To Work On A Cause

Money typically isn’t the motivator most owners think it is. Setting your employees up to work on a cause they feel is greater than themselves and then showing appreciation for their efforts is usually a better way to reward them. - Donald Hatter , Donald Hatter Inc.

11 Trends that Will Shape Work in 2022 and Beyond

roger@pocwebbuilder.com (Roger van Maris) — Thu, 27 Jan 2022 20:54:13 GMT

We’ve been living through the greatest workplace disruption in generations and the level of volatility will not slow down in 2022.
by Brian Kropp and Emily Rose McRae for Harvard Business Review

At the start of 2021, many of us expected the world to return to normalcy. Vaccines were starting to roll out, and many executives felt like it would be a matter of a few short months before we would all return to the workplace .

But 2021 was more volatile than expected, with the rise of new Covid variants, a massive war for talent, quit rates at an all-time high, and the highest inflation levels in a generation.

The level of volatility will only increase in 2022. New variants will continue to emerge and may cause workplaces to temporarily go remote again. Hybrid work will create more unevenness around where, when, and how much different employees are working. Many employees will be greeted with real wage cuts as annual compensation increases fall behind inflation. These realities will be layered on top of longer-term technological transformation, continued DE&I journeys, and ongoing political disruption and uncertainty.

Here are 11 underlying trends that will shape workplace volatility in 2022:

1. Fairness and equity will be the defining issues for organizations.

Debates that have fairness at the core, whether it’s around race, climate change, or Covid vaccine distribution, have become flashpoints in society. According to our analysis of S&P 500 earnings calls, the frequency with which CEOs talk about issues of equity, fairness and inclusion on these calls has increased by 658% since 2018.

And questions of fairness and equity are emerging in new ways:

Who has access to flexible work? We’ve seen organizations where some managers allow their employees flexibility while other managers don’t.
What happens when employees move to locations with a lower cost of living? Should employers lower their compensation even though the impact of their work hasn’t changed?
In today’s labor market, companies are paying 20% compensation premiums to hire new employees. Is it fair to pay new employees so much more than established employees?
Companies are offering new, targeted investments for specific segments of their workforce (e.g., additional financial resources to support employees with children). While these investments are critical to help those employees do their job, employees without children have asked “Why are employees who are parents getting something and I’m not?”

In 2022, executives will need to address how they are managing fairness and equity across the increasingly varied employee experience. In fact, this will be the number one priority for HR executives next year .

2. Despite a strong push, a significant number of employers will not adopt a vaccine mandate, instead relying on testing to keep their workplaces safe.

In January 2021, less than 2% of companies were planning to implement a Covid vaccine mandate . That number steadily increased across the year before plateauing at the end of 2021 at less than 50%. Even with the rise of the Omicron variant, 2022 will not see a significant increase in the number of companies putting a mandate in place. Instead, roughly half of large employers will maintain a testing option in order to comply with the Biden administration rules.

There are several factors causing this. First, employers are concerned that a vaccine mandate will cause a mass turnover event. A Gartner survey found that heads of HR expect to see nearly 7% of the workforce quit if they put a mandate in place. While 7% may not seem like a significant number, and might be an overestimate, whatever turnover occurs will not distribute evenly. Some departments in some geographies might see turnover rates of 15%.

Second, many employers are concerned that a vaccine mandate might not survive a series of ongoing court challenges. Given that risk, they are hesitant to adopt a mandate that may be reversed at some point in the future.

Third, some employers don’t feel that they have the right to make this decision for their employees and contend that it is still an issue of employee choice.

Finally, uncertainty over what being vaccinated means (e.g., do you have to have a booster shot in order to be considered vaccinated?) creates complexity in managing the entire process. Despite the additional effort of managing a testing process, a significant percentage of companies will continue to do so rather than implement a full vaccine mandate.

3. To compete in the war for knowledge worker talent, some companies will shorten the work week rather than increase pay.

Employers are offering significant compensation increases to attract and retain talent in today’s market . Our research has shown that in the U.S., year-to-date salary increases have been more than 4%, compared to a historical norm of 2%.

But when we also consider inflation, real wages have declined. And if inflation continues to rise, employers will find the compensation they offer will be worth less and less in terms of purchasing power for employees.

While some companies are able to compete for talent through compensation alone, others don’t have the financial resources to do so. Rather than trying to win the war for talent by increasing compensation, we are seeing some employers reduce the number of hours worked by employees and keeping compensation flat.

Historically, as wages rise, leisure time becomes more valuable and appealing to workers. Reducing the hours employees need to work gives less liquid employers a better chance to compete with organizations that offer higher overall compensation but don’t offer reduced hours. Ultimately, we’re likely to see a handful of organizations adopt 32-hour work weeks with the same compensation as a new way to compete for knowledge workers.

4. Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

Flexibility around how, where, and when people work is no longer a differentiator, it’s now table stakes. In the U.S., employees expect flexibility within their job as much as they expect a 401(k). Employers that don’t offer flexibility will see increased turnover as employees move to roles that offer a value proposition that better aligns with their desires.

Unfortunately for many organizations, increasing flexibility will not slow turnover in today’s tight labor market ; in fact, turnover will increase, for two reasons.

First, there will be weaker forces keeping employees in seats. Employees that work hybrid or remotely have fewer friends at work and thus weaker social and emotional connections with their coworkers. These weaker connections make it easier for employees to quit their job by reducing the social pressure that can encourage employees to stay longer.

Second, there will be stronger forces enticing employees away as the pool of potential employers increases. With hybrid and remote work as the norm, the geographic radius of the organizations that someone can work for also expands. This increased attrition risk remains even in a hybrid model where employees are expected to come into the office at least once a week. Employees are much more willing to take on a longer commute when they must do so less frequently; the pool of potential employers expands alongside employees’ commute tolerance.

These factors will lead to sustained, higher turnover rates compared to any historical norms. The great resignation will shift to the sustained resignation.

5. Managerial tasks will be automated away, creating space for managers to build more human relationships with their employees.

The manager-employee relationship has become more important than ever; for hybrid and remote employees, their managers are the primary connection through which they experience their employer. Managers are also the first line in surfacing and elevating fairness concerns and can make the difference between a highly public walkout or a co-created solution to employee concerns.

At the same time, HR tech vendors have been creating products that replace an increasing number of repeatable managerial tasks, such as scheduling, approving expense reports, and monitoring direct reports’ completion of tasks. The next generation of technology will start to replace additional managerial tasks, such as providing performance feedback and supporting employees in building new peer-to-peer connections. Our research shows that up to 65% of the tasks that a manager currently does has the potential to be automated by 2025.

With this growth in automation, companies will be faced with a choice: decrease the number of managers or change the expectations of what it means to be a manager.

Organizations that stretch managers’ spans of control across more direct reports will enable companies to decrease labor costs as they will need fewer managers. Organizations that choose to change the expectations for their managers will need to change managers’ mindsets and skill sets from managing tasks to managing the full experience of employees. This goes beyond managing employees’ specific responsibilities and extends to managing their perception of their career trajectories, the impact of work on their personal lives, and their relationship with the organization as a whole. While this shift may slow attrition, it requires substantially empowering managers.

6. The tools that we use to work remotely will become the tools that help measure and improve performance.

When work becomes more geographically dispersed, managers have less insight into what work their employees are doing. This leads to inaccurate and potentially biased performance ratings based upon where employees work rather than the impact they are having. A Gartner survey in the fall of 2020 of nearly 3,000 managers revealed that 64% of managers and executives believe in-office employees are higher performers than remote employees, and 76% believe in-office workers are more likely to be promoted.

Moving forward, the same tools that employees are currently using to work in a virtual environment will be used to assess the contributions that employees are making. For example, during virtual meetings, new technologies will be able to provide background information about the other people on the call. By knowing more about who is on the call, participants will be able to focus on the issues that are of the most importance to them.

Collaboration technology can also nudge employees to behave in different ways that improve the overall set of interactions across employees. For example, it can nudge managers to call on people who have not been as active in the meeting compared to other people. These nudges will cause participants to adjust the types of interactions they have to improve the quality of the meeting.

7. The complexity of managing a hybrid workforce will drive some employers to require a return to the office.

More than 90% of employers are planning to adopt a hybrid working model for their knowledge workers in 2022. While that will define the start of the year, we expect that there will be numerous high-profile companies that change course and demand that employees return, full time, to the office. Factors driving this shift will include:

Poor business performance that CEOs try to explain away as being caused by hybrid work
Heightened turnover of employees working a hybrid schedule
Anecdotal reporting of hybrid employees working multiple jobs at the same time
Perceived loss of organizational culture

However, organizations that implement a hard return to the office will quickly find that the challenges that they were facing were due to other underlying factors. Demanding employees return to the office will only further exacerbate turnover rates.

8. Wellness will become the newest metric that companies use to understand their employees.

For years, executives have experimented with different metrics, such as employee satisfaction or engagement, to understand their employees. In 2022, organizations will add in new measures that assess their mental, physical, and financial health.

Many companies expanded the wellness support they provided to their employees in the wake of the pandemic. A Gartner 2020 survey of 52 HR executives found that:

94% of companies made significant investments in their well-being programs
85% increased support for mental health benefits
50% increased support for physical well-being
38% increased support for financial well-being

These programs work for those that take advantage of them. Gartner analysis shows that employees who utilize these benefits report 23% higher levels of mental health, 17% higher levels of physical health, and are 23% more likely to say they sleep well at night. These improvements in personal outcomes translate to higher levels of performance and retention.

However, there has been limited uptake of these programs by employees. Across the last 12 months, our data shows that less than 40% of employees have taken advantage of any well-being offering provided by their employer.

In 2022, organizations will adopt new employee well-being measures that capture the financial health, mental health, and physical health of their employees to more accurately predict employee performance and retention.

9. The chief purpose officer will be the next major C-level role.

Issues of politics, culture, and social debate have fully entered the workplace. Employees have been asked to bring their whole self to work as organizations try to create a more inclusive and productive work environment. This is fundamentally different than a decade ago when employees were expected to leave their personal perspectives “at the door.”

Employees also expect their employer to get more involved in the societal and political debates of the day; Gartner analysis found three out of four employees expect their employer to take a view on the societal and political debates of the day.

The combination of these factors is creating conflict in the workplace — a Gartner 2020 survey of more than 500 employees revealed that 44% of employees have actively avoided coworkers because of their political beliefs. Further, Gartner analysis found employee engagement can drop by one-third when employees are disappointed with their employer’s stance on the societal and political debates of the day.

The shifting nature of organizations — how they relate to their employees, communities, and their role in society — is creating the next, new major C-suite role that will emerge in 2022: the chief purpose officer. Currently, these responsibilities are widely diffused across HR, legal, communications, and other roles in the organization. In 2022, these will be consolidated into this new role as ESG becomes even more important to corporate strategies .

10. Sitting is the new smoking.

The shift to working remotely has impacted employees in various ways. Some responded by increasing physical activity and losing weight (35%); however, more became increasingly sedentary (40%) and gained weight, likely due to the lost physical movement associated with commuting and walking around from meeting to meeting in the workplace. The discrepancy in physical movement across segments of the workforce will increase the health risks faced by some remote workers.

In response, organizations will adopt new communication plans, benefits, and technologies to support the physical movement of their remote employees to improve their health. Much like with traditional wellness programs, engagement with these physical wellness programs will often be fairly lackluster, and some companies will go too far and elicit a backlash from employees who don’t think their employer has a role in their physical health. These physical wellness programs also carry DE&I risks, as they could harm the engagement of employees with disabilities.

11. DE&I outcomes will worsen in a hybrid world without intervention.

Gartner analysis has identified that employees who work remotely or on a hybrid schedule perform at equal levels compared to employees who work in the office. However, managers believe that people who work from the office are higher performing and more likely to be promoted than people who work from home. This misguided belief is reinforced by high-profile senior executives making public statements that hybrid and remote employees underperform . Given this, managers are more likely to promote and give bigger raises to their employees who come into the office compared to those who don’t — even though there is no sustained difference in performance between the two groups.

Data also shows that in a hybrid world, women and people of color prefer to work from home compared to white men. Given that, without intervention, gender wage gaps will widen and the degree of diversity within leadership benches will weaken. Without greater intentionality, underrepresented talent could be excluded from critical conversations, career opportunities and other networks that drive career growth.

We’ve all been living through the greatest workplace disruption in generations and the pace will not slow down. What will change is how variable that disruption becomes. In 2022, leaders will need to learn how to thrive in a period of disruption that plays out unevenly across their organizations.

Empathy In The Workplace Is Not Only Walking In Someone’s Shoes— It’s Understanding And Taking Action

kgill@staffmax.ca (Kevin Gill) — Thu, 06 Jan 2022 21:52:35 GMT

Now is the time to shift from transactional interactions to empathetic experiences that earn loyalty

By Jack Kelly for forbes.com

It took a global pandemic for many business leaders to wake up and recognize the need to treat their workers with empathy, respect and dignity. Up until recently, it was accepted practices for CEOs, executives and middle managers to rule with an iron fist.

Workers were paid to do their jobs, and that’s it. There weren't any open and honest conversations held about the mental health and well-being of their employees. The old-school mindset was that if you showed some compassion, it's a sign of weakness.

Progressive CEOs, like Tony Bates , CEO of tech company Genesys , former head of Skype and GoPro and current board member of eBay and VMware, exemplifies the new breed of empathetic leaders. Empathy is the concept of not only walking in someone else's shoes, but also understanding what they are going through and taking action.

Leaders of the most successful companies in this new fast-growing digital economy recognize empathy is not just a buzzword—it’s a proven business strategy that can save corporate culture, while also driving KPIs, as shown in a recent study from the Harvard Business Review that found loyalty leaders grow revenue 2.5X, compared to their peers .

Now is the time to shift from transactional interactions to empathetic experiences that earn customer loyalty. Companies need to manage their businesses from the vantage point of two mission critical assets of their business—the employees and their customers—putting empathy into action, resulting in becoming highly successful.

Bates also leads by example in his personal life. Along with his wife, Bates compassionately works with the Child Mind Institute , a nonprofit dedicated to children struggling with mental health and providing working parents with the tools needed to spot depression in children.

Bates and the Child Mind Institute launched a program centered on balancing child care, work and self-care, coping with fatigue, sadness, isolation, noticing signs of stress in kids and when to worry and parenting kids with ADHD, special needs or depression.

Bates is also on a mission to break down the stigma of mental health by putting company initiatives and policies in place at Genesys that provide resources for its 6,000 employees, particularly working parents, in this age of pandemic parenting.

Technology advancements have greatly improved our lives. There are some downsides too. Without considering the consequences, many businesses deploy artificial intelligence, apps, platforms, software and systems that are at times frustratingly hard to navigate and alienate customers. It's important to thoughtfully consider the experience of clients, consumers and workers. To this end, Genesys , the global leader in cloud customer experience and contact center solutions , gauged the sentiments of 5,000 adults across the world about their customer service experiences.

Here are the highlights of the study:

While a majority (71%) believe that customer service has become more personalized in the last five years through the use of technology, nearly half (48%) still note a distinct lack of compassion in their treatment.

Just 21% say their customer service experiences have become "much more" personalized. Fully half of those surveyed (50%) say their experiences are only "somewhat more" personalized, leaving a lot of room for improvement.

When contacting a company to resolve a support issue, just over half (52%) of survey respondents feel they're shown empathy when they need help. What's worse, participants sense this lack of commiseration from companies with which they regularly do business.

Younger consumers especially recognize the benefits of personalization. They know what they want, how they want it and when and are more willing to share personal details to get it. A full three-quarters of Millennials (76%) and Gen-Zers (76%) in the survey say customer service experiences have become more personalized in the last five years, compared to 69% of Gen-Xers and 66% of Boomers.

Consumers of varying ages expect different levels of empathy, with older generations wanting more understanding from organizations. While most Gen-Zers (63%) believe businesses work to resolve issues with empathy, only half of Gen-Xers (50%) and even fewer Boomers (47%) feel the same.

Perhaps because they're more accustomed to exercising patience, parents seem a bit more likely to hear empathy from customer service representatives. More than three in five parents (61%) say companies show empathy when resolving an issue, significantly more than their child-free peers (48%).

The Genesys survey data also shows that the degree to which consumers recognize personalized service varies depending on where they live. While consumers in Germany (77%) and the U.K. (75%) are the most likely to say that customer service has become more personalized in the past five years, a full third of those in Japan (34%) and New Zealand (33%) think service has become less personalized.

U.S. respondents were the most likely to say they experience empathy from their service providers (58%). It's the reverse in Germany (47%) and Japan (40%), where less than half said the businesses they deal with feel their pain.

Rather surprisingly, city dwellers (58%) are considerably more satisfied with the level of empathy they receive than participants in the suburbs and rural areas (both at 49%). Perhaps, the pace of city life leaves less time for pleasantries, so the empathy bar is lower?

Similar to the global results, 70% of U.S. respondents believe customer service has become more personalized in the last five years. However, 29% see a "much more" personalized experience, versus the 41% who notice "somewhat more" personalization.

Of the rural U.S. participants, 62% notice increased personalization through technology compared to 71% in suburban and 74% in urban areas.

Older folks expect more understanding from the companies with whom they do business. When it comes to gauging empathy, Gen-Xers (63%), Millennials (62%) and Gen-Zers (61%) are similar in their outlook, while Boomers at 51% drag down the U.S. average.

Two-thirds of U.S. survey participants who have children (67%) see companies as empathetic, compared to just 54% of singletons.

Merijn te Booij, GM and EVP of the Genesys Employee Engagement solutions business unit, said about the findings, "Businesses that recognize the inextricable link between empathy and truly personalized experiences hold the key to establishing customer trust and long-term loyalty—especially as we navigate the longer-term impacts of Covid-19."

To learn more about empathy in the workplace, Bates co-authored the book, Empathy In Action .

Why 2022 Is The Year Of Workplace Culture

kgill@staffmax.ca (Kevin Gill) — Thu, 30 Dec 2021 16:15:57 GMT

The year 2022 will be focused on workplace culture.
By Caroline Crastillon for forbes.com

A new year offers employers the opportunity to reflect on how their organization has adapted to recent challenges. It’s also the perfect time to reimagine workplace culture. That's because employers have struggled to recruit and retain top talent in recent months. And according to a new report from Glassdoor , the tight labor market trends will continue into 2022.

One key to winning the war for top talent is a renewed focus on company culture. The organizations that succeed will rethink employee engagement and develop an employee-centric work environment. Let’s look at five emerging trends and why 2022 is the year of workplace culture.

Flexible work will become permanent

A Harvard Business School survey found that 81% of employees who have been working from home through the pandemic either don't want to go back or prefer a hybrid schedule. "As we're preparing to get back to business as usual, it seems professionals don't want 'business as usual,'" said Harvard Business School executive director Patrick Mullane. "They want flexibility from their employers to allow them to maintain the new work/home balance and productivity they have come to enjoy." Prioritizing flexibility also demonstrates that employers value their employee’s health and well-being. To recruit top performers, embracing a flexible workplace culture will be essential.

Employee recognition will become more important

As we enter a new world of hybrid and remote work, employers will have to reconsider how they define visibility in the workplace. That includes building trust and leveraging data that provides more insight into employee engagement and performance. One key driver of employee engagement is recognition. Yet, a recent Quantum Workplace report revealed that employee recognition is trending downward. At the peak of the pandemic, 81% of employees said they knew they would be recognized if they contributed to the organization's success. However, this percentage dropped to 72% by May of 2021. Employees need to feel appreciated to be satisfied and productive. By creating a workplace culture that celebrates recognition, companies will attract and retain top talent.

Connection will drive workplace culture

ADP Research Institute found that U.S. workers who feel strongly connected to their employer are 75 times more likely to be engaged than those who do not feel connected. With connection being another driver of employee engagement, companies will need to increase their focus on people-centered programs. According to a Gartner survey , those initiatives include diversity, equity and inclusion strategies, which now rank in HR leaders' top priorities for 2022.

Employee development will become a priority

More and more teams have taken on new or changing roles in the last 12 to 18 months. As a result, many workers want to broaden their skillsets. Without opportunities for advancement, employees can feel stagnant and unchallenged. By facilitating professional development, employers ensure their teams remain at the forefront of industry trends and best practices. While this makes employees more valuable, it also gives companies a competitive edge. Another benefit is that workers who receive ongoing training are more likely to stay with the company. When organizations invest in their employees, their abilities, engagement, and retention rates grow.

Technology will play a pivotal role in workplace culture

When technology is well-integrated with a company’s culture, there is a 5x higher likelihood of employee engagement and a 47% lower chance of attrition, according to O.C. Tanner’s 2021 Global Culture Report . With employees more dispersed than ever before, the role of technology in workplace culture can’t be overstated. Applications must be personalized, integrated and easy to use. And the good news is that most employees feel good about the future of technology in the workplace. Based on the O.C. Tanner study, 77% of employees believe advanced technology will improve their work experience, even in organizations where it has eliminated jobs. That’s because they know that it will establish a greater connection with the organization and one another.

There is no question that the pandemic has given workers the upper hand over employers. And the need to build cohesive teams is greater than ever. So how can organizations win the talent war? By cultivating a workplace culture that engages, rewards and, most of all, inspires.

How to Celebrate Holidays (Inclusively) at Work

kgill@staffmax.ca (Kevin Gill) — Wed, 15 Dec 2021 19:41:31 GMT

Diversity of Workers Means Diversity of Holidays

By Megan Rogers for gather.com

Whether faith-based or cultural, holidays and celebrations are a window into the values of your employee. However, certain holidays receive more attention than others in the workplace. Workplace celebrations are tangible signals of what matters to your organization. It’s important to evaluate which traditions are being highlighted, and which ones might be missing.

Diversity of Workers Means Diversity of Holidays

A balance of perspectives leads to more innovation, 87% better decisions , and often prevents big mistakes. However, it’s unlikely that your diverse talent will share their perspectives and ideas if they don’t feel included. The first step is changing company systems and policies to reflect the diversity of your employees.

Tact and Intentionality

Rather than stress about making the perfect inclusion plan, understand that steps forward aren’t always perfect. As long as your management team is thoughtful and takes a genuine interest in the backgrounds and beliefs of their employees, the outcome is bound to be a net positive.

The First Steps

ASK. ASK. ASK.

The best way to know what your employees care about is to ask. Integrate asking about what holidays employees would like to see recognized into your onboarding process and check in yearly for changes. Consider consulting with your legal advisors to know which questions are appropriate to ask, and be aware that these questions can be personal and sensitive. Keep answering entirely optional.

Some questions to consider asking:

What holidays would you like to see recognized in the office?
What cultural celebrations are important to you?
Is there anything else we should know about the holidays that are important to you?

From here, this information about your employees should inform the path forward.

The First Changes to Make

Use the right tools to hold you accountable for remembering your office’s important celebrations. Some ways to make your systems and policies inclusive:

Representative Leadership. Having diverse leadership in Employee Resource Groups and a variety of perspectives is the best way to avoid insensitive mistakes.
Floating Holidays . Offer flexibility for holiday celebrations. Consider offering floating holidays as part of your paid holiday schedule.
Multicultural Calendar. Upload the holidays that employees celebrate in the company calendar, or create a separate calendar to be displayed in the workplace.
Holiday Announcements Slack Message. Consider incorporating a monthly Slack message about holidays coming up, and offer employees the chance to include a blurb about their holiday. Always ask for permission first before sharing what employees celebrate.

Be aware of employee backgrounds

‍ For example, don’t schedule the holiday party on a day that some employees are fasting for Ramadan.

TIP: A global holiday calendar for the busy holiday season can help to avoid scheduling a meeting during an important holiday. Google Calendars offers an “Add Calendars” feature with calendar add-ins for most countries, religions, and cultural holidays.

Be aware of alcohol‍

Many Muslims don’t drink, and many others prefer to avoid alcohol for other personal reasons.

TIP: Consider having the first part of the party, such as the one with speeches, announcements, and awards, be without alcohol. Then, transition to a more free-flowing event once most of the party itinerary has been covered.

Make holidays non-specific

‍ Make sure decor isn’t super specific to any religion, and be conscious of religious and non-religious dietary restrictions.

TIP: Consider planning a New Year’s party instead of a holiday party. Let the theme of the New Year’s party be about the company’s goals for the new year, and the values that employees can rally around as part of your organization. Venue reservations before or after peak holiday season are much more affordable. These dates are often more convenient for employees as well.

Make holidays truly optional

‍ The holidays can be a hurtful time for those experiencing depression, or the loss of a loved one that they would have celebrated with. For some, steering clear of celebrations is the best option.

TIP: Communicate that employees are not obligated to attend. Keep tabs on who may need support and make a thoughtful effort to communicate your appreciation for them.

Encourage group participation

‍ Rather than a select few members planning the holiday celebration, allow employees to have a voice and share their stories through decor and multicultural events.

TIP: Allow employees to bring in decorations from their faith and background, so that the office can be inclusively decorated in the winter months. This decoration day also works for a potluck. Employees can opt to bring in holiday dishes from their culture, or their favorite winter treats.

Inclusive Cultural Celebrations

Time off of work doesn’t necessarily need to be the solution for celebrations and inclusivity. Often, cultural holidays can be celebrated in the workplace community and can be used to bring awareness.

Examples of cultural holidays include:

Black History Month - February.
Women’s History Month - March
Autism Awareness Month - April
Pride Month - June
Juneteenth - June Nineteenth

Ways to Celebrate Include:

Get involved outside the office. Invite the office to join in for the local Pride Parade. Send out a Facebook invite, details on where to meet, and consider grabbing a meal beforehand.
Get involved in the office. Host a panel discussion for Black History Month. Have an external speaker to come in and teach about LGBTQ+ history.
Highlight Support Groups Available. If there’s an office group that fundraises and hosts events related to that topic, give them the spotlight to ask for donations or plan an awareness event.

The Path Forward

Employees perform best when they feel seen and understood. We hope that celebrating the diversity of your employees is one small step towards creating a more inclusive work environment, and that this inclusivity propels your business forward.

10 Key Talent and Leadership Trends to Expect in 2022

kgill@staffmax.ca (Kevin Gill) — Thu, 09 Dec 2021 17:40:07 GMT

With a shrinking talent pool, employers are searching non-traditional places to find the people and skills they need — a trend that could continue in the year ahead.

By Arina Sofiah for humanresourcesonline.net

Employee turnover, the rise of the career nomad, a greater focus on internal mobility — these are some of the key trends employers can expect in 2022, according to recent findings by Korn Ferry.

In particular, the study has identified 10 key talent and leadership trends to keep an eye on, based on inputs from organizational, talent and leadership experts from across the globe.

1. The Great Resignation is only going to amplify

For some time, companies have struggled with a shrinking talent pool, but the global pandemic accelerated this talent shortage — in fact, a recent Korn Ferry survey showed that 55% of professionals believe employee turnover will increase in 2022, while 31% say they would leave their job even if they do not have another one lined up.

To adapt to this issue, companies are increasing starting salaries, offering more long-term incentives and benefits, and paying sign-on bonuses, even for less-senior hires.

2. The rise of the career nomad

The pandemic has also spurred a change in the way we work — employees can now work anywhere, everywhere, and at any time.

As a result, however, 32% of professionals say they will not go back to the office full time. Similarly, 36% of professionals say they plan to take a different job in the near future because the pandemic has allowed them to re-evaluate what they want and the change they need.

3. Re-establishing connections with colleagues

In 2022, leaders should actively create opportunities for deeper connections within their companies, or risk employees going deeper into silos. organizations must instill a culture of listening, understanding and inspiring employees to feel more connected.

This is especially important given how the pandemic has brought on the move from hour-long in-person meetings, to condensed, half-hour Zoom calls.

4. The people you have will become the people you need

In relation to the first trend, a talent shortage means organizations will start to focus more on internal mobility, and reskilling and upskilling existing employees to prevent attrition and fill niche roles.

To achieve their reskilling goals, some companies are doubling down on their training, development, coaching, and mentorship programs and creating more on-the-job learning experiences, while others are investing in new technologies to help advance careers.

5. Moving from disruption to reinvention

The pandemic has largely shed light on how organizations change what they did and how they did it because they had to, without much consideration or planning for the future.

Taking it further, if companies can harness the agility and flexibility shown by their workforces, they also can make use of the opportunity to reinvent themselves for a new age — i.e., finding solutions for shortages, climate change, digital acceleration, supply chain issues, and ever-shifting consumer demands.

6. Walking the talk in sustainability

ESG and sustainability issues are now firmly on the boardroom agenda and there will be more pressure on organizations to take action in 2022.

More and more organizations are waking up to the reality that science alone will not get them where they need to be. Meaningful transformation requires changes in mindset and skillsets.

7. Employee wellbeing takes centre stage

Unsurprisingly, employees feel increasingly burnt out from an abundance of virtual meetings, a lack of connectedness to colleagues, a lack of separation between work and home, and a myriad of personal challenges rising from the pandemic and social unrest.

Organizations are increasingly putting employee wellbeing centre stage , far beyond mental health initiatives or fitness-related perks. On a wider scale, culture change is required. Leaders need to become skilled at discussing mental and personal health with team members—not an area of leadership development many have focused on before.

8. Wider representation of talent

To overcome the looming aforementioned talent shortage, organizations are easing up on job qualifications, such as four-year college degrees and set years of previous experience, as well as resume gaps. Interestingly, employers are also searching outside of their industry, within the retired workforce, and to other nontraditional places to find the people and skills they need.

9. Employers are accepting more accountability

As remote and hybrid working become normalized, leaders recognize that more time should be devoted to building new working cultures to match. It is likely that there will be frequent check-ins and continuous feedback, where agile, collaborative employees are most likely to thrive.

Increased accountability is hitting the C-suite, too. Corporate leaders are under increasing pressure to hire and develop people from underrepresented groups, pay workers equitably and take stands on social issues.

10. The shift from “me” to “we”

The disruption these past two years have brought us has taught the world that it pays to work together for good. Being a community doesn’t just give us meaning—it gets results. In the year ahead, employers can expect to see a rise in c ollaborative working practices and shared goals .

Recruiters say it’s best time to look for a job amid ‘acute labour shortage’ in Vaughan

kgill@staffmax.ca (Kevin Gill) — Thu, 18 Nov 2021 20:57:38 GMT

Recruiters say it’s best time to look for a job amid ‘acute labour shortage’ in Vaughan

But not all job-seekers feeling the boon

Thinking of landing a better paying job with the coveted remote days to spend more time with the loved ones? Recruiters say, ‘Yes,’ alluding to the plethora of opportunities in a “hot market” marred by “acute labour shortage” where potential employees can call the shots.

“Right now, it is a fantastic market for people who are seeking jobs, especially people who are looking for those white-collar, office jobs such as marketing, IT, finance, accounting, those sorts of roles,” said Sara Gregory, president of Recruitment in Motion – North Toronto.

There is a shortage of talent since many people have decided to "step out of their industry, resign or move to something simpler," Gregory added.

York region’s unemployment figure has not returned to its pre-COVID-19 level.

The region saw its 4.4 per cent unemployment rate in 2019 ballooning to 13.7 per cent in July before declining to 8 per cent by the end of 2020. So far, Statistics Canada showed unemployment for York region at 7.6 per cent in September 2021.

Syed Abrar Hussain, director of Ontario operations at Staffmax, explained that some people are opting to stay at home since they were successful in saving their CERB and increased child benefits for the past two years to spend more time with family.

“Employers who were paying earlier $15 or $16, now they're willing to pay up to $21. It's very challenging to find workers,” Hussain said.

Some Vaughan manufacturing businesses, Hussain added, are left hanging as some of the workers who used take buses from Mississauga and Brampton areas are now demanding more money, and are “preferring to stay local.”

“It's all across Canada or I would say all across North America, there's a huge shortage of labour because they prefer to find local work,” he added.

There are currently 293,000 jobs unfilled across the province.

Prioritizing family is key in understanding the job seekers’ mindset.

“I would say, especially people who are in the suburbs, so that would be Vaughan, Etobicoke, Mississauga, Ajax Newmarket, all of those areas, they're even less likely now to want to go back to an office,” said Gregory. “A lot of them had to leave their families to go all the way into the city for a job where they proved that they can do it on their own.”

But not everyone is feeling the trickle down effect.

George Villagomez's daughter is completing law school and is trying to find a part-time job in a Vaughan restaurant, but has had no luck.

“It’s hard to come by certain jobs,” he said. “On top of that, the jobs she got, some of them aren’t accommodating, because of COVID-19 — any slight sickness, some of them don’t take it seriously.”

Jordanna Bialo, a 37-year-old "professional office manager", isn’t faring well in the job market either.

When Bialo applied for the "perfect" job at a clinic in Thornhill, she found out more than 1,000 people had applied.

“I'm not even getting called back from recruiters,” the Richmond Hill resident said.

“I was willing to drive, get a car, take the bus, whatever, and they wouldn't even take my call — they wouldn't even look at me,” she lamented.

She also saw the ordeal her 65-year-old father from Thornhill went through — applying for 100 jobs — until he found an accounting/bookkeeper position.

"He would sit down and look for jobs every single day, as if he was working a full-time job looking for a job,” she said.

The labour shortage is alarming to the government.

“The employment shortage is not specific to any particular job; there is an acute labour shortage across the province,” Brian Shifman, president of Vaughan Chamber of Commerce said.

“The shortage is pushing the province and federal government to come up with solutions to the issue,” Shifman added, noting, legislation will be tabled in Queen's Park shortly to help immigrants get licensed to work in their professions.

While before COVID-19, skilled trades were in shortage, currently, the market is prioritizing both skilled trades and “jobs that emphasize digitization skill-sets,” added Shifman.

STORY BEHIND THE STORY: Reporter Dina Al-Shibeeb interviewed employment experts and job-seekers to get a gist of what's happening in the market from the job-seekers' perspective.

Source: YorkRegion.com

People Are Quitting Their Jobs En Masse — Here’s What You Can Do To Protect Your Company

kgill@staffmax.ca (Kevin Gill) — Sun, 29 Aug 2021 22:26:28 GMT

People Are Quitting Their Jobs En Masse — Here’s What You Can Do To Protect Your Company

By John Berkowitz, CEO and co-founder of OJO Labs, for forbes.com

As millions of people emerge from what’s felt like a 15-month winter, business leaders need to inspire a recommitment from employees or be left wondering why they’ve just been hit with a deluge of resignation letters. Brought about by a Covid thaw, the coming months will feel like a global spring, with people buzzing as they step out of their homes after more than a year in social stasis.

As reentry gains momentum, Americans are set to reevaluate everything, from where and how they live, to where and how they work. It’s going to be a period of significant change. The optimist in me believes it’ll be great news for the dearth of housing inventory plaguing the market — which, as an executive in the real estate industry, I welcome — but, as a leader, I know there’s also going to be a huge set of fresh challenges.

The good news is that total housing inventory is beginning to trend upward, albeit still near record lows. Total housing inventory was at 1.16 million units at the end of April, according to recent data from the National Association of Realtors, which represents an increase of more than 10% from the previous month, but still down 20% from April 2020.

At the same time, home sales are up 20% year over year from January to April, according to the same report, so there’s this clear appetite for wanting to move, but simply not enough homes for sale on the market. OJO Labs’ home market of Austin, Texas, is ground zero for bidding wars and stiff competition in homeownership.

An increase in total inventory is going to mean more options and give more people a chance at becoming a homeowner — and experiencing all of the joy, safety and generational wealth-building that comes along with that. That’s all really exciting.

But, the same clarity in vision that’s going to be a boon to the housing market is going to rock the business world, and companies that aren’t preparing now are going to suffer. Executives across the country are about to face a massive churn as people begin to see what life will be like on the other side of the pandemic — and again, decide they want to try something new.

For many workers, these are incredibly exciting times. The change that’s coming is giving way to millions of new opportunities. There were more open jobs in April than at any other time in U.S. history, according to the monthly Job Openings and Labor Turnover Summary, released by the U.S. Department of Labor. At the end of the month, the number of openings reached 9.2 million.

Concurrently, the quit rate reached an all-time high of 2.7% in April of this year. So there are more openings than ever before and people are quitting at a higher rate than ever before. For some unprepared employers, it’s a potential nightmare scenario. For the ones with the foresight of what the expectations of a post-Covid world looks like, that means the job market is about to be saturated with talent.

With full alignment to your business model, one powerful way to inspire employee commitment is to connect them with a clear purpose. Articulating a reason to exist beyond making money provides a greater significance to the work and fuels employee passion, even as they reexamine every facet of their lives. It will also ensure your recruiting classes are full of equally passionate and energized new hires who picked your company over dozens of other opportunities.

I’ve seen it firsthand with the tremendous enthusiasm of our new hires. We’ve also had a couple of people leave the company because they didn’t agree with our laser focus on knocking down barriers to homeownership and making the housing journey more equitable, and that’s OK. We’re looking for folks who are fueled by working for a purpose-driven company.

A recent companywide employee engagement survey we conducted found that our median retention score was unchanged from December to June. That tells me people are still inspired by our purpose even as the world opens up, yet we need to make sure leadership is delivering operationally on the commitments we make or we risk losing a cohort of employees.

We’re managing employee engagement in other ways, too. We are constantly bringing our employees into the tent to help shape what our next phase of operations looks like. Holistically, we are taking into account differences across functions and roles, as we optimize our workplace for employee, business and societal impact. We power down a couple of weeks a year and have “unplugged” days off companywide to recharge.

As leaders, we should stress open and transparent communication between employees and leadership, which not only gives us a strong pathway to convey how our purpose defines our work but allows employees to feel comfortable holding leadership accountable to their purpose.

I know we need to lean into it now, more than ever. Every single one of us is waking up, looking in the mirror and asking ourselves, “Why am I doing what I’m doing?” If your employees don’t have a compelling answer — one that permeates every facet of the business and is exemplified from the highest levels of the company — then they’re going to be looking elsewhere.

Sometimes, You Need to Cut the Toxic Ones Loose

kgill@staffmax.ca (Kevin Gill) — Thu, 05 Aug 2021 22:33:15 GMT

Why Waiting for Just Cause Isn’t Always Worth It

Employers who are reading…raise hands if you have a toxic mess on your plate.

It can be so hard to justify keeping long term, yet toxic, employees for the simple fact that we have policies, procedures, and most importantly we have legal framework that can make it difficult.

What a lot of employees don’t know is that to prove Just Cause, things have to either be egregious beyond belief or disciplinary issues have to be consistently and thoroughly applied. A Just Cause dismissal can sometimes take a year or more to work on!

However, there lies the rub.

Some employers are so committed to proving Just Cause with longer term employees because they think it costs less in the long run. Why? Because they’ve taken a look at the cost of a Without Cause severance and thought “oh, that’s too much”. The problem is that these employees always know exactly when to behave and how to bully others and commit reprisals bad enough that no one else will want to come forward. As the cycle continues, employers become victims of the sunk cost fallacy.

Sunk Cost Fallacy - the phenomenon whereby a person is reluctant to abandon a strategy or course of action because they have invested heavily in it, even when it is clear that abandonment would be more beneficial.

We’re here to tell employers everywhere that sometimes, you’re better off cutting them loose and not falling prey to that sunk cost. Why? Here are some financial risks you could experience in keeping your toxic employee around.

Loss of Customers

As the story goes, if you have one of these people on your team chances are they might be treating clients similarly. Calculate that loss and potential loss against that severance. Even if they’re a darling to their customers, the service can still suffer if this person treats colleagues badly. By extending that poor treatment to others, they’re wasting precious service time and enthusiasm – but we’ll get to that in a bit.

Turnover

One of the biggest expenses for any company is turnover. If you’re lucky, it’s $10,000 per person. Work in a specialized field that’s harder to get staff or higher wage? Count for 20% of the leaving person’s salary as your turnover cost.

Loss of Productivity

Here’s a not-so-fun project to try. If you asked the affected staff how many hours a day they have to spend defending themselves against this person, shoving other clients down the queue because of this person, and even just having to step away and take a breather after a condescending interaction, you can calculate the total hours a year spent on this one staff member, divide the staff’s salary into hourly, and put them together. So, let’s say a 6-person team has to deal with person 7 for two hours a day and they all make around $40,000. You’re looking at $87,600 a year alone that’s wasted.

Legal Issues

Now, this is the nuclear “what if” but it’s important. Ask yourself if you want your company to be in the news because someone filed a Human Rights complaint against it – or if anyone decided to litigate the company in a civil case because they felt that the company’s inaction led to health issues and loss of income. It only takes one willing employee to do this. Your legal fees alone would make you cringe, but imagine losing the case. For the Human Rights Tribunal, look at what the maximum remedies are in your area. Now, even if your company wins or it doesn’t get very far you’re still losing money and reputation over one person.

Good Luck Hiring in the Future

Don’t we love Indeed, Glassdoor, Google, etc? The charming reviews that can go up and honestly, you can’t really do much about. It can actually sink your prospects with hiring talent. The only thing that is a brighter red flag than low pay to potential staff is the work environment. This doesn’t even count word-of-mouth feedback. You know for a fact that all those workers feeling small are telling all their friends about it and next thing you know, there’s an entire whisper network of people saying “don’t work there”. Savvy candidates will pass on you and will join your competitors instead.

So…how’s that severance package REALLY looking now?

In the end, run yourself a cost analysis and ask yourself… is this really worth keeping the workplace bully around just in the hopes to catch them enough for Just Cause? More often than not, the answer is no.

Protect your staff and brand using this one easy step…pay them out and show them the door.

What You Should Not Say When Employees Return to Work

Sun, 25 Jul 2021 17:45:21 GMT

As the boss, what you say goes. But first consider these important legal and interpersonal issues.

By Suzanne Lucas for INC.

Let's be clear. This column is about a return to the office but not return to work. Confusing the two is the first thing bosses should not do when talking with employees about plans to switch back to in-person work after a year of remote work. Somehow, many people think that working from home is not working, and therefore, it's just been a lovely 18 months of sitting at home, watching Netflix.

Your employees have been working very hard, so make sure you talk about it as a return to the office and not a return to work. Of course, if you laid people off and are now offering them their old jobs back, that language is fine. But not for the work-at-home crowd.

Here are four other things not to say:

1. If you aren't in the office, we'll change your status to contractor.

Washingtonian CEO Cathy Merrill said she felt like people who work from home should probably be considered contractors because they weren't dedicated to the business. Not only does this demonstrate a complete lack of understanding of labor law, but it's also demoralizing for your employees.

Contractor versus employee status isn't determined by your location (home or office) but by a complex set of regulations. If your employees aren't thrilled about being in the office, threats are not the way to go.

2. Everybody has to be in the office. No exceptions.

Managers, CEOs, and others in leadership roles indeed get to determine whether people work remotely or in the office. But never say never. Depending on someone's role and health conditions, working at home may be considered a "reasonable accommodation" under the Americans With Disabilities Act.

Before the pandemic shut them down, businesses could often argue that physical presence was a core function of the job, but you'll be hard-pressed now to find a jury who will agree with you. If someone who has successfully worked from home for the past year now asks for an accommodation under ADA and you say no, you'll probably lose in court.

3. Engaged employees want to be in the office.

WeWork CEO Sandeep Mathrani claimed that engaged people are in the office and disengaged people want to work from home. There may be some truth overall to groups, but you cannot assume that about any individual in your office.

Some people are highly engaged remote workers and perform at a higher level at home than in the office. Some people love being in an office and find it difficult to concentrate at home. Deal with employees on an individual and true-needs basis.

4. The pandemic is over. I don't know why you're so scared to come in.

A recent Gallup survey found that nearly one in three Americans think the pandemic is over. Some people are fully vaccinated and are ready to throw the mask away and return to normal life. Some people won't get within 10 feet of the vaccine and are ready to throw the mask away and return to normal life. And some people are fully vaccinated and still don't feel comfortable being in public. Some people have rational reasons to be concerned about Covid-19, and some people have irrational reasons for their continued fear.

Regardless, as the boss, telling people they are stupid for their feelings won't help matters. You can assure your employees that you follow all CDC guidelines and they are welcome to stay masked even if vaccinated. If their concerns are due to medical conditions, let them know that you'll be happy to go through the interactive process required by the Americans With Disabilities Act.

If you can't come to a reasonable agreement that works for everyone, your employees are free to move on, but you absolutely should try to come to a solution. Don't lecture an employee about their concerns.

And do remember that most employees want a hybrid situation --where they can work in the office sometimes and at home sometimes. If you want to save yourself from the "Great Resignation," you should probably look to a hybrid model.

Whatever you choose for your business, be careful to present it in a way that supports your employees.

Suzanne Lucas is a freelance writer who spent 10 years in corporate human resources, where she hired, fired, managed the numbers, and double-checked with the lawyers.

@RealEvilHRLady

The Super Simple Guide To Maximizing LinkedIn For Your Career

Wed, 21 Jul 2021 23:13:31 GMT

By William Arruda, Forbes.com

According to research done by The Knowledge Academy , one of the biggest workplace fears is “Using LinkedIn.” They used Ahrefs to find the monthly global Google searches for common workplace fears, and “how to use LinkedIn” came in at number 2 (right after asking for a promotion). Although it might sound like a random fear that shouldn’t rank so highly, when you think about it, it’s not random at all.

Today, LinkedIn delivers your first impression. It’s the place where you build and nurture your network, learn and grow, source staff, expand your business and share your thought leadership. And when the entire world went virtual thanks to Covid-19, use of LinkedIn increased and its importance to your career success exploded. In short, LinkedIn is the most powerful online tool for building your personal brand in support of your goals. So pushing past the fear of using it is essential.

Over the past several years, I have written more than 100 articles sharing my tips for maximizing LinkedIn. Here, I distill this advice into the most potent and powerful actions to activate this brand-building powerhouse. This is a serial process, so do the steps in this sequence:

1. Get your profile in order.

Your LinkedIn profile is your first impression. Make sure it matches the real you. Focus on these elements:

Headline: Update your headline to include your title, employer, and all the keywords you want to be known for (this helps with being found in searches). Add something to your headline that makes you interesting (like how you do what you do or the results you achieve when you do it). This is how I did it . Use as many of the 220 characters as you need.
Headshot: Make sure your headshot is professional and current, and crop it so that most of the frame is filled by your face. Focus your eyes forward and smile.
About: Your LinkedIn About will be the most-read version of your bio. Craft one that sits at the intersection of credibility and likability . And make sure the first couple of lines are magnetic. That’s all someone sees when they’re checking out your profile. Convince them to read the full text.
Background. Your LinkedIn background provides an opportunity to use an image to help you convey your personal brand. Use it to differentiate your profile from the myriad others and to say something special about yourself without using words.

2. Get your professional contacts up to date.

When you get all your professional contacts in one place , it will be easier to remain visible and stay in touch with people who are important to you. Add everyone from your past roles and get in the habit of adding new contacts as soon as you meet them. Be open to connecting with a diverse community of people and connect with the connected (those members with lots of connections) to rapidly grow your network and visibility.

3. Join groups.

Identify two or three groups that interest you while helping you express your personal brand. Then make a plan to check out what’s going on in your groups at least weekly and engage in conversations with those who are posting valuable content.

4. Create updates.

Make a plan to share valuable content with your connections at regular intervals. Choose a frequency that won’t feel onerous—like twice a week. Then, use the LinkedIn Update feature to share content that will be truly useful to your brand community. You can share things like a new statistic you just found or something interesting you just learned in a webinar you attended.

5. Curate content.

When you visit your favorite websites, you likely find articles, videos, etc. that would benefit your contacts. Take the time to share these resources with your LinkedIn community. When you share, be sure to add your point of view—explaining why this content is important or making the content even more helpful. Curating content will help you remain visible and valuable to your connections and followers. Add all relevant hashtags to what you share to make it visible to even more LinkedIn members.

Bonus actions:

To really up your game and take your LinkedIn profile and activity to the next level, here are three actions for you overachievers:

Create your LinkedIn video cover story —a 30-second introduction that sits behind your headshot. This is a brand-new feature, so if you don’t have access to it yet, you will shortly. Video is a powerful tool for connecting with others in the virtual world.
Share your expertise. When you’re ready, use LinkedIn’s blogging feature to showcase your thought leadership. First, choose your topic. Then, create a compelling title—one that will make people want to click on your article. Select a relevant photo to make it even more enticing. ( Pexels gives you access to free images.) Then share your brilliance in 500 to 1,000 words. Remember to share your article with your groups. And engage with those who like, comment on and share your article.
Enhance your profile. Use the Featured section to showcase your best work. You can include whitepapers, images, videos, infographics, etc. This turns your profile into a portfolio and makes it more visually intriguing.

To make LinkedIn work for you, carve out a few minutes on your calendar each week to work on these actions. When you start now, you’ll be a LinkedIn superstar in no time.

William Arruda is a keynote speaker, author, co-founder of CareerBlast.TV and creator of the LinkedIn Profile Type Indicator (LPTI) which measures your LinkedIn profile likability and credibility.

What Do We Like About WFH?

Tue, 06 Jul 2021 15:30:39 GMT

By Vasundhara Sawhney , Harvard Business Review

Nearly a year into working from home because of Covid-19 closures, each day seems exactly like the one before. I wake up at 7 AM, prep meals, help my son with online school, work alone in a makeshift office, exercise, and finally drop into bed exhausted. Personal-professional boundaries—once difficult to manage—have been entirely erased. As many people in similar situations have noted, we aren’t just working from home (WFH) anymore. We are living at our jobs.

For some, this has led to greater productivity. I certainly feel that I’m getting more done: for work, with my family, and around the house. What’s more, I have greater flexibility to decide what to do when, whether that means answering emails in the evening or spending time with loved ones during the day. There’s a reason that WFH was on the rise even before the pandemic, and now both organizations and individuals seem more comfortable with it than ever before. In September 2020 the Conference Board surveyed more than 330 HR executives at large U.S. companies and reported that one-third expect 40% or more of their employees to work virtually past the spring of 2021, while 36% say they are now willing to hire workers who are 100% remote. But are we ready for that?

The downsides of prolonged WFH—monotony, social isolation, burnout—can’t be ignored. According to one survey released in 2020, employees working apart from colleagues were most concerned about diminished collaboration and communication, increased loneliness, and being unable to unplug. And studies show that what remote workers gain in efficiency and productivity, they lose in harder-to-measure benefits such as creativity, innovation, teamwork, trust, and empathy.

Several new books aim to help us figure out this WFH reality—analyzing the pros and cons, offering dos and don’ts, and making predictions about which Covid-era changes we’ll keep and which we’ll jettison. How can we re-create positive real-world interactions and outcomes in mostly virtual settings? Can we reintroduce the office without succumbing to the same old inefficiencies and stressors? Or should we look to a future in which the workplace is more an idea than a location?

In Working from Home: Making the New Normal Work for You , the Salesforce executive Karen Mangia argues that permanent WFH can be a viable career choice as long as you avoid the biggest pitfalls, such as never putting away your laptop. “Like those pretzels or potato chips or donuts right there in your kitchen, work is always available,” she warns. “But you know that always grazing isn’t a healthy strategy.”

Her recommendations for WFH the right way? She suggests separating work and home by means of rules and rituals. Instead of logging in right after you roll out of bed, follow a more traditional morning routine (exercise, walk the dog, grab breakfast). Be deliberate about how you use time throughout the day. Build in “pauses,” taking a few minutes to listen to music, to write in your journal, or to take a walk around the block. This helps preempt the WFH time warp (in which you’ve somehow spent the whole day staring at a computer screen) and makes room for new discoveries.

Perhaps we can take a cue from the 70 location-independent professionals whom the professors Rachael A. Woldoff and Robert C. Litchfield interviewed for their book Digital Nomads: In Search of Freedom, Community, and Meaningful Work in the New Economy . These are mostly Millennials who fled cities, corporate offices, and cultures of busyness in search of more autonomy and mobility and a better quality of life while remaining gainfully employed thanks to telecommuting technologies. Critically, however, they have not done so at the expense of human connection; in fact, the authors note that all the nomads insist on “the necessity of an in-person community” and “meaningful…face-to-face social networks,” whether they’re “in Bali or elsewhere.”

Some, like Oscar, a Canadian life coach and podcaster, also create group accountability rituals that Mangia would appreciate. When friends came to his villa to work with “good Wi-Fi” for the day, he asked them all to write down what they wanted to accomplish. “You show up, you declare what you are doing, and you do it,” he told the authors.

Digital nomads may not be colocated with colleagues who share an employer, but they enjoy working alongside and bonding with a changing cast of characters from diverse companies, industries, and countries. And they find both personal and professional success along the way.

The authors note that although Covid-19 has perhaps disrupted a globe-trotting lifestyle, people can still be mobile and work flexibly within their home countries. And once vaccines have been distributed and travel bans and quarantine rules lifted, we may find many more knowledge workers considering nomadism.

In following Mangia’s and Woldoff and Litchfield’s advice, we can improve remote work for individuals. But how can an organization manage dozens, hundreds, or even thousands of dispersed teams? A recent Slack survey found that only 12% of knowledge workers want to return to the office full-time. Many employers may struggle to go back to business as usual.

In Remote Work Revolution: Succeeding from Anywhere , the Harvard Business School professor Tsedal Neeley offers guidance. Although she acknowledges that “the more time we spend without regular in-person contact with coworkers, the more persistent and urgent questions about bonding, trusting, and alignment become,” she also believes that research-backed best practices can help fill those gaps. Consider, for example, a “launch session”—an open, leader-led discussion during which remote teammates clarify shared goals, individual roles, constraints, resources, and collaboration norms. Neeley recommends that teams communicate via video when possible (but not always), encourage differences of opinion, and spend more time on small talk to build trust.

No one knows what the new normal will be for knowledge workers. But as individuals, teams, and organizations, we all need to find ways to leverage what’s good about WFH while creating better work/life boundaries and staying connected and engaged. I don’t feel the need to get back to my cubicle anytime soon, but I do miss great brainstorming sessions, team lunches, and coworker camaraderie. And I’m still not sure we can replicate all that digitally—despite the sunny attitudes and sound advice to be found in all three of these books.

Vasundhara Sawhney is a senior editor at Harvard Business Review.

Staffmax expands its reach to Europe and announces strategic partnership with Staffmax OY

kgill@staffmax.ca (Kevin Gill) — Mon, 28 Jun 2021 14:06:37 GMT

Announcement of strategic partnership between Staffmax Corp/Staffmax LLC/Staffmax PTY and Staffmax OY Finland

IMMEDIATE RELEASE

WINNIPEG, June 28, 2021/CNW/ - Staffmax Staffing & Recruiting and its subsidiaries ( Staffmax Corp/Staffmax LLC/Staffmax PTY) is thrilled to announce our strategic partnership with Staffmax OY of Finland.

Staffmax Staffing & Recruiting is Canada’s fastest growing staffing & recruiting agency. Staffmax has offices across Canada to service our clients and candidates. Established in Winnipeg in 2007, our sole focus is changing lives through the recruitment and placement of talented and qualified candidates. For our candidates we get to know you personally - your experience and education, as well as your preferences and career goals. For our clients we are solely driven to remove your staffing challenges.

Staffmax OY is a Lapland-based staffing service that employs hundreds of people yearly in Finland, Sweden and Norway. Their pride is in offering versatile and inspiring jobs within restaurant businesses. Whether staff are new in the industry or are experienced professionals, they are a flexible employer who takes individual needs into account.

With such similar backgrounds, this partnership will be a natural fit that will allow for joint marketing in application notices, as well as joint customer relationships and joint staff deliveries. We will also be able to provide employees with new experiences around the world.

While the purpose of our partnership is to expand the market and serve customers and employees as widely and professionally as possible, our shared goals remain the same. Staffmax provides our clients with a variety of recruitment, candidate selection, and staffing services to meet each company’s individual staffing requirements. We offer the right solutions, including professional search and recruitment as well as several creative approaches to flexible workforce staffing and staff management.

At Staffmax, the most important thing is the recruitment and placement of the most talented and qualified candidates. Whether you are looking for a permanent career change or the flexibility and experience that can be gained from a variety of job roles, we can help.

Staffmax is proud to recruit a workforce that reflects the diversity that the world has to offer. We encourage candidates who are Indigenous, People of Colour, Disabled, and any others who reflect our diverse workforce to self-declare and apply.

About Staffmax:

Staffmax Staffing & Recruiting Corp., headquartered in Winnipeg and with offices in Toronto, Mississauga, Ottawa,

Calgary, Edmonton, Vancouver, USA & Australia is a provider of High-Quality Temporary Staffing and Full-Service Permanent Recruiting Services. Recognized as one of Canada’s fastest growing companies, Staffmax combines industry

leading technology and specialized recruiters to solve their clients staffing &recruiting needs.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

Ilmoitus strategisesta kumppanuudesta välillä Staffmax Canada (www.staffmax.ca) ja Staffmax Finland (www.staffmax.fi).

Kumppanuus tarkoittaa yhteismarkkinointia hakuilmoituksissa, sekä yhteisiä asiakkuuksia ja yhteisiä henkilökunnan toimituksia. Tarjota työntekijöille uusia kokemuksia ympäri maailmaa.

Yhteistyön tarkoitus on laajentaa markkinaa ja palvella asiakkaita ja työntekijöitä mahdollisimman laajasti ja asiantuntevasti.

Molempien yritysten tavoite on sama:

Staffmax tarjoaa työnantajille erilaisia rekrytointi-, ehdokasvalinta- ja henkilöstöpalveluita vastaamaan jokaisen työnantajan yksilöllisiä henkilöstövaatimuksia. Tarjoamme oikeat ratkaisut, mukaan lukien ammattitaitoinen haku ja rekrytointi sekä useita luovia lähestymistapoja joustavaan työvoiman henkilöstöön ja henkilöstön hallintaan.

Staffmaxissa tärkein asia on lahjakkaimpien ja pätevimpien ehdokkaiden rekrytointi ja sijoittaminen. Etsitpä sitten pysyvää uramuutosta tai joustavuutta ja kokemusta, joka voidaan saada erilaisista työtehtävistä, voimme auttaa.

Tavoitteenamme on tutustua ehdokkaihimme henkilökohtaisesti. Sitoudumme aikaan ja kehitämme yhteyttä jokaisen ehdokkaan kanssa. Opimme tuntemaan sinut henkilökohtaisesti – kokemuksesi, koulutuksesi, mieltymyksesi ja uratavoitteesi.

5 Career Blogs Worth A Read

Fri, 25 Jun 2021 16:36:11 GMT

By Ruth Zive for themuse.com

If you’re looking to get some career inspiration in the new year, ramping up your reading list is one of the best places to start.

Even if you already subscribe to the blogging bigwigs like The Huffington Post and The Grindstone , some lesser-known blogs out there warrant your attention, too. Narrowing down a manageable list can be tough, but since hanging out in the blogosphere is part of my job, I’ve done the grunt work for you and sifted through the blogging noise to find the real gold.

Take a look at my favorites: a list of sensational women who offer resources, ideas, and inspiration for getting ahead in your career and developing your business.

1. Farnoosh Brock , Prolific Living

Brock, who recently left a very successful corporate career to pursue her goal of helping others to lead passion-driven lives, draws on her own experience to write about living life to its fullest, trusting your instincts, and following your dreams. She doesn’t tolerate senseless self-pity—and she speaks authentically here, because she’s been through personal struggles herself. Instead, Brock offers practical advice on getting to know yourself , finding your path , and staying motivated in your corporate job . This is a must-read for anyone who needs a little push and a lot of inspiration!

2. Penelope Trunk , Penelope Trunk

Penelope Trunk, co-founder of Brazen Careeris t, has been touted the queen of unhindered commentary—her personal blog’s tagline is “advice at the intersection of work and life,” and she pretty much covers it all. Trunk is smart, brutally honest, transparent, and a little bit nuts—and she can be very controversial.. But agree with her or not , she ultimately offers some interesting nuggets of advice for just about everyone.

3. Kat Griffin , Corporette

This award-winning blog (named one of Forbes’ Top 100 Websites for Women this year) is a fashion and lifestyle resource for “overachieving chicks.” The site was born after its founder recognized that young professional women in demanding careers needed somewhere to go—other than fashion magazines—for wardrobe advice they could actually use. In addition to shopping tips and trend alerts, Corporette covers the tricky workplace style questions, like what to wear to the office on the weekend or how to dress when you’re laid off and looking .

4. Erica Diamond , Women On The Fence

Erica Diamond writes for women who find themselves sitting “on the fence,” whether in life, business, or love. Anyone struggling to move beyond a challenge (like dealing with the boss from hell or just trying to juggle it all ) will find inspiration on her blog, which was also rated a Forbes Top 100 site. She both draws upon her own experiences and features guest bloggers of all backgrounds, walks of life, experiences, and points of view (check out jewelry designer Maya Brenner’s post on making your passion your paycheck ).

5. Kristi Hines , Kikolani

What this one lacks in style, it makes up in content—especially if you’re looking to gain more online traction for your blog or business. With articles covering resources for starting a WordPress blog to what will—and won’t—get you traffic , Kristi Hines makes online marketing from social media to blogging to SEO completely accessible to readers. One of her best features is Fetching Fridays —a weekly round-up of the best articles and web resources out there.

Bonus: The Freelance Writing Blog

And while you’re at it—check out my site, The Freelance Writing Blog , which shows you how to generate meaningful, authentic, and effective content to grow your your business. Whether you consider yourself a “writer” or not, you’ll find tips aimed right at you. (Hey, I couldn’t resist a little shameless self-promotion!)

Ruth Zive is a professional writer and blogger, wife, mom-to-five (plus pooch), designer handbag enthusiast, Ashtanga yoga practitioner, special needs advocate, and vegetarian chocoholic (not necessarily in that order). Read more at her blog, www.freelancewritingblog.com .

Unmotived Staff Got You Down? You Can Pick Them Up!

kgill@staffmax.ca (Kevin Gill) — Sat, 19 Jun 2021 21:22:59 GMT

How to Get the Most Out of Your Staff

As leaders, we know the major pitfalls of when our staff are unmotivated. Increased absenteeism? Check. Lower productivity? Check. Less buy-in for company goals? Check. More turnover? Sadly, check.

What we want is to keep our employees motivated. This keeps them driven, innovative, engaged, and willing to stay with a company that challenges them. You get proactive employees who believe in the company’s goals and will do their very best work to make them happen.

Sounds great, but we all know that it can be hard to achieve this motivation - especially when you have a large and diverse group of people. When we say diverse, we don’t only mean their backgrounds, but even their working styles can differ from person to person. It’s said that less than 10% of organizations are taking into account employee experience, and unfortunately it shows!

The good news is that there are some easy steps to motivating your team that are universal and can be applied to every employee.

Do Your Homework

It can all seem to be easier said than done, but it’s nothing a little research can’t handle. What are the best companies doing? Which organizations have really flourished with employee engagement? Why not ask your connections what they have done to increase motivation? How have other organizations made it all work? When is it time to talk to an outside consultant about organizational change? Take a look at your industry giants and see what can be applied. If you take these actions and use the tools below, you'll see a change.

Trust Your Staff and Let Them Know What’s Happening

You’ve probably already heard many times throughout the last few years about how micromanagement is a motivation killer, but it does still need to be said. Employees who feel they are micromanaged are less likely to take initiative or be innovative. They’re also more likely to leave. Employees who feel like their leaders trust them will do the opposite. If you empower your staff to figure things out for themselves and make decisions without you they will not only flourish, but they could make succession planning a lot easier for you. Information is also really important, so be honest with your staff about what’s happening in the company, even the ugly stuff.

“Because I Said So” Doesn’t Work on Adults

It can be really infantilizing in the workplace when a manager doesn’t share the big picture. When staff are given only puzzle pieces without knowing what the overall goals are or what will be accomplished by their work, it can feel like they’re just peons on a chessboard with no real purpose. By sharing the overall goals of your organization, how their work contributes to those goals, and what the endgame is, you give your staff a purpose behind their work. Employees will be more likely to go above and beyond for you.

Positive Reinforcement and Rewards

If you want your staff to produce the absolute minimum or leave, then by all means, single people out and recognize everything they’ve done wrong. If you want your staff to give you their absolute best, focus on and recognize what they are doing well. Positive reinforcement encourages and motivates employees to do their best work. In celebrating their successes, make sure that you properly reward your staff as well. It can be as small as an employee recognition program or a bonus structure. Employees who are recognized and well-rewarded for their efforts won’t be easily recruited out of your company and will drive themselves to innovate.

Talk to Your Staff

In the age of COVID-19, employee engagement is more important than ever. What better way to engage your employees than to ask them? Many organizations start with a simple (and anonymous) survey to see what their staff is thinking. This creates a buy-in, where your employees can take the initiative to be a part of the change. Sometimes the feedback is hard to hear, but it could be well worth it in the end.

Of course, employee motivation is a long-term commitment that doesn’t happen overnight. It can also feel overwhelming to look at the options and build something on your own. Staffmax has experts on hand that can help you flesh out a plan to help motivate your staff and maximize their potential, so if all else fails... please give us a call!

Uncharted Territories - Vaccines in the Workplace

kgill@staffmax.ca (Kevin Gill) — Sun, 13 Jun 2021 20:10:47 GMT

What Businesses Can Do to Help Drive Herd Immunity

As ordinary people, it’s hard to remember that we’re living in times that will eventually become history. Recent pandemics haven’t been quite as impactful as COVID-19 and it certainly feels like we’re experiencing a once in a lifetime event – with exception to centenarians of course who lived through the flu pandemic! It’s been interesting, and at times terrifying, times for anyone moving through the world.

As managers, there have been so many extra layers to the day to day. Our whole world changed, from how we manage sick time to the mass exodus out of the office. This crisis has really taught us to change on the fly and find our gaps.

Of course, the latest and greatest twist on managing through the pandemic is the issue of vaccination. A lot of organizations and workers are concerned about effective vaccination rates and have a lot of questions – rightly so! We’ll try to answer some of those questions.

Do I Have the Right to Know My Staff’s Vaccination Status?

We’ll keep this one real simple – the answer is no. Your staff’s medical privacy is protected. While you can certainly ask, your staff have the right to refuse answering or requiring proof.

Can I Make A Policy That States Workers Must Be Vaccinated to Work Here?

Piggybacking off of the question above, you very likely can’t. At this time, laws in Canada are not equipped to mandate vaccinations in the workplace and could potentially violate privacy laws. Case studies in our country also offer quite murky waters, as some cases say that mandatory vaccination is okay and others were stricken down. However, in healthcare settings this has been up for debate that a case could likely survive a legal test. In the meantime, it’s best not to try this until it is clearly settled.

What About a Softer Policy, Where Vaccination is Still Needed but Accommodation is Given?

This has potential, but you could still face a legal test. For example, writing a policy for an office environment that states that those who are not vaccinated will have to work from home during an outbreak could satisfy both sides. Having said that, this does open up potential legal tests based on – you guessed it – the employee’s right to privacy.

Well…Sounds Like I Can’t Do Anything…?

It certainly feels that way! Thankfully, there are some options to be considered that might be up your organization’s alley.

Education Initiatives – The most important you could try is educating your staff on vaccination. What the vaccines are, who manufactured them, where you can get it done, risks versus benefits, or anything to combat misinformation would be helpful. Studies do show that if you take an educational, kind route to promoting health sciences, more people are willing to listen and bend.

Vaccine Incentives – Some companies, such as Mondetta Clothing located in Winnipeg, are offering bonuses for vaccinated employees. Offering this incentive can certainly help drive up vaccinations and make staff feel valued. However, be aware that this could stigmatize employees who choose not to vaccinate even if you kept everyone’s privacy and it’s not settled at this time if this could hold up should a grievance happen in a unionized environment.

Vaccine Lotteries – A cousin to the incentives, offering a vaccine lottery is a smaller incentive to try out. Privacy could be better protected here, as no one would know who all entered, just who won! Is it a perfect solution? No. You’ll likely still have employees feeling a certain way about being excluded.

Vaccine Drives – In some jurisdictions, you’ll be able to bring vaccines onsite. Captain Dan’s Seafood out in New Brunswick held a vaccination clinic at two of their locations in early June and were able to vaccinate 122 employees! Look into your Province’s regulations and see if this works for you.

Government Grants – Some provinces are offering grants to organizations and non-profits that could make effective change in the vaccination rates. A great example would be the transportation industry. Using these grants, you can supply effective funding to any of the above.

If All Else Fails, Be Kind – Most importantly, you don’t know the reason why someone may be vaccine hesitant. It’s very easy to write people off in this world, but please take time to consider that some people may be hesitant due to religion, health, socio-economic status, or even from marginalized groups who have suffered the brunt of awful health experiments in the past. Listen, be patient, and take the time to educate without pushing. As Managers, we have the tough job of making sure that all our staff feels equal, even the ones who aren’t on the same page as you.

So, What’s Next?

We encourage you to have open discussions with your staff, conduct as much research as possible, and consult a Labour Lawyer if you need to. Once you get a clear picture of how you can help drive public health initiative, tailor what you want to do to your business/industry needs and go full steam ahead.

Of course, let’s not forget… we’re all in this together!

Investing in mental health and well-being is the right thing to do

roger@pocwebbuilder.com (Roger van Maris) — Sun, 02 May 2021 21:43:41 GMT

Investing in mental health and well-being is the right thing to do

By Emily Douglas via Human Resources Director

Published April 29, 2021

The ongoing pandemic has played havoc with our collective mental health and well-being, with more and more people reportedly feeling isolated, stressed, and anxious. So, how should HR leaders act now to mitigate the impact on Canadian workers?

HRD spoke with Sandy McIntosh, Executive Vice-President People & Culture and Chief Human Resources Officer at TELUS and speaker at our upcoming Mental Health Summit . McIntosh shared the tangible benefits of investing in workplace mental health and well-being and talked us through the best ways to lead with compassion.

“For us, mental health and well-being is a cultural commitment and business imperative,” McIntosh told HRD. “We shifted our strategy four years ago to recognize the whole person and address five interlocking dimensions that are in line with emerging industry best practices: physical, psychological, social, financial and environmental. Our CEO and leadership team agreed that we need to invest in and manage well-being like any other business risk or threat to our organization.”

Investing in well-being isn’t just the right thing to do, it’s also economically sensible. The return on investment of mental health initiatives can be seen through decreased absenteeism and increased productivity, morale and collaboration across teams. For McIntosh and TELUS, it has also heightened employee engagement.

“We acknowledge that employees are all somewhere on the well-being continuum and that each person’s situation is dynamic. That’s why we weave well-being into everything we do and meet them where they are. Our efforts are driving impact; we achieved our highest engagement score ever at 87% last year, and it’s heartening to see that 93% recognize the efforts of our leaders to ensure their health and well-being.”

If the pandemic has taught us one thing, it’s that resilience – both personal and organizational – is key to survival. As McIntosh told us, resilience at TELUS begins with leading with compassion.

“When the pandemic first hit, I called on our leaders to lead with compassion and support the mental health and well-being of our team,” she revealed. “We were keen to get that message across immediately and reinforce that well-being is embedded in our culture. Since then, our leaders have trusted people to make good decisions about how and when they work, offered extra support, found creative ways to stay connected and helped them focus on what matters most. More than 80 per cent of our leaders have completed a uniquely designed mental health training program, learning how to identify people who may be struggling engaging in supportive conversations and understanding how prioritizing self-care is critical to being able to support others. We’re offering custom mental health training to all team members starting in May.”

When asked for her perspective on supporting mental health and well-being through the pandemic and beyond, McIntosh explained that it’s more than providing technology and tools. “It’s about shifting mindsets and behaviours. We’re working to create a common language, build leadership competencies and practices, and use data and insights to establish initiatives that make a meaningful difference.”

How to Write a Resume

roger@pocwebbuilder.com (Roger van Maris) — Sun, 11 Apr 2021 23:58:17 GMT

How to Write a Resume

via Glassdoor

Write the Perfect Resume in No Time

Let’s face it: writing a resume can be intimidating. And the pressure to make it really sing can make the prospect of putting fingers to keyboard that much scarier. But writing the perfect resume doesn’t have to be terrifying. In fact, it can be easy — if you know what you’re doing.

That’s what this guide is for. We’ll take you through all the essential steps of crafting this career document, from how to structure its many sections to how to make sure a spelling error doesn’t sneak in. We promise that when you’re done, you’ll want to show it off to the world. (Luckily, you can do that on Glassdoor. Simply upload your resume here , and you’ll be ready to apply in an instant when you spot your dream job posted in our long list of job openings .)

What Is a Resume?

First things first: let's define a resume . A resume is a summary of your work history, skills, and education. In this respect, a resume is different than a curriculum vitae — more commonly called a CV. A CV is a complete look at your career, covering every aspect of your education, work and experience without the restriction of length. But a resume is a summary of those experiences and skills, and typically covers only 10 years’ worth of employment . Unlike a CV, a resume should be tweaked and edited for each specific job for which you apply, and it should be just one or two pages long .

A resume is the most requested document in any job search — followed by the cover letter , of course. In fact, recruiters scrutinize job candidates' resumes more closely than their cover letters. So let's move on to how to structure it right.

Common Types of Resumes

Most professional resume writers will tell you that there are three main types of resumes: chronological , functional and combination .

Chronological Resume: A chronological resume is the format that you’re probably the most familiar with — this is the type of resume that focuses on your recent work history above all. List your positions in reverse chronological order, with the most recent positions at the top and the oldest ones at the bottom. Ultimately, the goal is to show how your positions leading up to this point have perfectly prepared you for the role you’re applying to .

Functional Resume: A functional resume, on the other hand, emphasizes the relevance of your experience. To create a functional resume, you’ll prominently feature your professional summary , your skills and a work experience section organized by how closely the positions relate to the one you’re applying to. This format is best for those who want to minimize resume gaps , or are transitioning into a new industry.

Combination Resume: As you might be able to guess, a combination resume borrows from both of the aforementioned formats. You’ll combine the professional summary and skills section of a functional resume with the work experience section of a chronological resume. This format is a powerful way to stand out to recruiters by emphasizing both your experience and skills, and is useful for many different types of job seekers.

How to Structure Your Resume

No two resumes will look exactly alike (nor should they!), but generally, resumes should have the following sections.

Header & Contact Info: At the top of your resume, always include a header containing your name. Your contact info (typically your phone number, personal email address and sometimes links to social profiles or personal websites ) should be close by as well. After all, you don’t want there to be any confusion over who the resume belongs to, or make it difficult for recruiters or hiring managers to reach out to you. However, you may want to avoid putting your contact info in the header or footer of the document itself — the headers and footers can sometimes be overlooked by the software that scans your resume .

Professional Summary: The professional summary is a brief, one- to three-sentence section featured prominently on your resume that succinctly describes who you are, what you do and why you’re perfect for the job . In contrast with the largely out-of-date objective statement — a line that describes the type of career opportunity you’re looking for — professional summaries aren’t about what you want. Instead, they’re focused on the value you could bring to a potential employer. It’s worth noting that a professional summary isn’t an absolute must-have — if your resume is missing one, it probably won’t be a dealbreaker — but it can be a nice way to give time-pressed recruiters and hiring managers a quick, high-level overview of why you’re the right person for the job.

Skills: Once relegated to the bottom of resumes as an afterthought, the skills section has become more and more important as recruiters and hiring managers increasingly look for candidates with specialized backgrounds. Rather than making the folks reading your resume hunt through your bullet points to find your skills, it’s best to clearly list them. If they see right away that you have the ability to get the job done, they’re much more likely to take your resume seriously.

Work Experience: This critical section of a resume is where you detail your work history in a consistent and compelling format. The Work Experience section should include company names, locations, employment dates, roles and titles you held and most importantly, bullet points containing action verbs and data points that detail the relevant accomplishments of each position. This portion is essential for recruiters and hiring managers, who look to absorb information about your career experiences and connect your skills to what they’re looking for in a potential hire. Recruiters are often flooded with resume submissions and have to carefully source and identify quality candidates in a crowded pack — so make sure your work experience stands out.

Education: Since many jobs require a certain level of education , it’s important to mention your academic credentials on your resume. However, this section shouldn’t take up too much space. In most cases, simply listing where you went to school, when you attended and what degree you attained will be sufficient.

Additional Experience: An optional, but potentially very valuable, addition to your resume is Additional Experience. This is a catch-all section at the tail end of your resume that allows you to highlight volunteer experience , awards and hobbies. Again, it shouldn’t be too long — you don’t want it to detract from your skills or work experience — but it can be a good way to provide a more well-rounded picture of who you are.

Design & Formatting Tips

The subject matter of your resume is ultimately what recruiters care about most. However, that doesn’t mean you should slack off when it comes to design and formatting. A cluttered, visually confusing resume makes it more difficult to read, and therefore more likely that recruiters and hiring managers will cast it aside. On the other hand, a sleek, polished resume will have the opposite effect. Use these rules of thumb to ensure that your resume looks its best.

Use an easy-to-read font of no less than 11 pt.
Add margins of at least .7 inches.
Make sure there’s sufficient white space between sections.
Don’t go overboard with intricate design or decoration — touches of color are fine, but avoid any clashing or visually busy details.
If you’re going to print out copies of your resume, invest in good paper and use a high-quality printer.
Don’t save your resume as a PDF unless the application specifically says it accepts PDF files. Some applicant tracking systems scan PDFs as if they were one big image, which fails to capture your information.
Keep your resume to 1-2 pages max, unless you’re in a field like academia or medicine and must cite papers and publications.

Want some specific examples? You can find attractive and effective resume templates here and here .

How to Edit Your Resume

You've written your resume, and read it twice, but that's not enough. A good editing job will take a little longer — and some specific tactics meant to catch resume errors .

First, don't attempt to edit your resume until it's done. Yes, it can be difficult to leave a glaring error while you move on to write your skills section, but force yourself to finish your resume before you edit it . Why? You'll save yourself time, and letting go of errors now could help you write a better first draft because you're focusing on the writing itself. You'll be glad you decided to go back and make all the edits at once.

Next, never try to edit your resume right after you've written it. In fact, you should give yourself a 24-hour break before editing your resume. With time away, you'll see your resume with fresh eyes and for what it really is—not what you meant it to be.

When you give your resume a read, try reading your resume backward . It sounds odd — and it's not always easy — but reading backward forces you to focus on each word, and helps you better catch both spelling and grammatical errors in the text.

Ask a friend or family member to read your resume , too. They may spot errors that you missed, or have suggestions for how to show yourself in an even better light.

Then, fact-check your resume . Check the spelling of proper nouns — think: company names, addresses, etc. — and make sure you have the current contact information for any references you've chosen to add. These things might have changed since you last applied for a job.

And lastly, be sure to look for common resume pitfalls before you press send

HR in 2021

roger@pocwebbuilder.com (Roger van Maris) — Sun, 04 Apr 2021 20:29:20 GMT

HR in 2021

By James Davis via HR Daily Advisor

Published December 2, 2020

2020 fundamentally challenged HR in every imaginable way. Entire organizations shifted to work-from-home models, new and extant technologies were adopted with alarming speed, and the focus on employee safety intensified. Now, the question on everyone’s mind is: What will 2021 bring? We gathered some predictions from a number of experts and are pleased to share them with you.

In this article, we will hear from Derek Belch, CEO of Strivr ; Daniel Sztutwojner, Chief Customer Officer of Beekeeper ; Matt Campbell, Managing Director of Human Capital Advisory at KPMG ; Tim Dowd, CEO of Accurate ; and Naveen Bhateja, Chief People Officer and EVP of Medidata Solutions .

Bigger Seat at the Table with Data in Hand

According to the experts, HR has secured a seat at the table, and it has the data to back up its positions.

Belch says:

CHROs secure a bigger seat at the table, and they’re bringing data.CHROs have had to prove that they are critical to a company’s morale, positioning, and ability to effectively pivot. Next year, the one key differentiator is data. CHROs will have increased access to workforce performance data through learning and development initiatives, enabling them to more objectively analyze and understand employee skills. This will influence strategy at the highest level—informing culture, measuring risks, enabling restructuring, propelling everyday roles forward, and more.

Sztutwojner says:

HR departments have had to navigate an onslaught of new challenges for employees while also hiring and onboarding new team members remotely to follow social distancing guidelines. As businesses continue to adapt to the new normal, new and existing employees will need more support than ever before, and the role of the HR department will become increasingly important.

As more employees are working remotely due to the pandemic, companies are increasingly investing in tools to help them assess the productivity and engagement of their workforce (particularly for frontline employees). HR departments are having to find ways to make sure employees are hitting targets while maintaining a work environment that takes mental well-being into consideration. Tools that allow real-time feedback are essential for understanding how employees are adapting to the rapid changes brought on during the pandemic. In 2021, one of the driving HR technology trends will likely involve HR leaders combining multiple monitoring tools to gather data and turn it into actionable insights.

Bhateja says:

The CHRO will be an even more strategic and in-demand role. This year, HR leaders have cemented their position at the right hand of the CEO, helping to navigate complex and people-centric challenges, and I don’t see that changing.

The pandemic has massively disrupted companies, and to avoid chaos, companies will look to revise, rebuild, and reinvent their business operating models; working culture (trust, well-being, and transparency in a virtual format); and policies and practices, such as developing resiliency as a capability in the organization (especially for managers). The pandemic has also required companies to rethink employee experience.

The role of CHRO will continue to be at the center of these changes as they support the C-suite and employees to deliver on their priorities.

The Workforce Will Look Very Different

Whether it’s new kinds of talent, new skills for current talent, or new hiring strategies, as organizations evolve to meet the needs of the pandemic, everything talent-related will need an overhaul.

Dowd says:

With the rise of permanent remote positions, geographic barriers no longer exist for who, and where, a company can hire. This opens doors to talent previously unattainable due to geographical restrictions, making the talent pool both larger and potentially more competitive. This focus on hiring the best talent regardless of location can also provide the added benefit of serving as a retention strategy for top performers as well.

Also, diversity, equity, and inclusion (DEI) is now more important than ever. Since 2020 proved to be a volatile year in terms of social injustice, companies need to put a greater focus on these trends in 2021 by identifying their individual and collective perspective, identity, values, and culture, and then evaluate how the dynamics of DEI can adapt and strengthen their business strategy.

Belch says:

Spike[s] in pandemic-related career switches will lead to reskilling at scale. Unfortunately, many workers in location-dependent industries like hospitality and travel have been forced to consider new options. Given that the effects of COVID will continue long after all shelter-in-place orders are lifted, many of the workers that were laid off in 2020 are now considering making career switches to entirely new sectors. Companies looking to tap into this new talent market will need to quickly develop robust training and reskilling programs at scale. To do this, CHROs and L&D leaders will look to innovative, immersive, and emerging technologies to provide scalable solutions that are effective, engaging, and data-driven.

Bhateja says:

Digital dexterity will be the top skill for new hires. With a long-term remote or hybrid (remote/in-person) workforce, companies will need to put new evaluation processes in place to ensure new hires are bringing the right skill set, and job hunters will need to amp up their skill set.

Employees will need to become familiar with, and perform their jobs using, new tech apps, platforms, and tools. They will also need to “ramp up” in their jobs faster (particularly in a virtual onboarding world).

As organizations move towards being fully digital, the workforce will need to be “digitally abled.” Technology and digital aptitude, the ability to learn and exploit new technologies and tools, will be key, and leaders must ask employees about their challenges and technologies that they believe will be needed for them to be successful. Technological acumen and motivation to learn will be the competencies for every hire, not just in the IT dept.

Additionally, the multigeneration workforce will demand more attention. This past year, people leaders have dealt with more factors and complexities than ever before. A multigeneration workforce, including the “sandwich generation”—caring for children and aging parents, blending with millennials, and an increasing portion of the Gen Z workforce—will continue to create a mosaic of unique needs, learning styles, and preferences. In addition, cross-generational mentoring could be an example of something companies may want to consider.

Employer value propositions will need to be adjusted. For example, Gen X might value money and career advancement more, while Boomers are worried about retirement planning. Similarly, Gen Y and Z might be looking to expand the diversity of their experiences. Human Resources teams will need to adjust their approaches accordingly. Attracting a Gen X versus a Boomer will need a different set of talent branding. Similarly, the benefits that might be important to one generation as per their needs might be very different than the other generation.

Campbell says:

Diversity and inclusion will be an even higher top priority for organizations. Another finding from our survey of American workers indicated that although workers generally had a positive view of their employers’ response to social and political events around racial inequality, there was little evidence of concrete action. Our study found that a majority (58%) said their organizations should be doing more to address inequality in the workplace, and approximately half (51%) believed that their leaders are part of the diversity and inclusion problem. We are optimistic that in 2021, companies will take these sentiments to heart [and] rethink D&I strategies while demonstrating deeper levels of accountability.

Workplace Fluidity Is a Must

Whether it’s remote work, hybrid offices, or even self-contained micro-offices, the workplace is now a fluid concept for many. And workers themselves have become a fluid concept, ranging from part-time and hybrid schedules to an increased use of contractors. These concepts will only grow in popularity as the pandemic rages on in 2021.

Sztutwojner says:

We will have to overcome challenges with a fluid workforce. There’s no doubt that COVID-19 has brought on an abundance of economic uncertainty, causing many workers to lose their jobs and companies to reconsider their hiring and workforce management models. Contract or freelance workers will become even more important, as they give employers more flexibility in terms of hiring and managing their workforce. A more fluid workforce—and tailoring onboarding strategies—is a trend that’s here to stay.

Campbell says:

The future of work will be hybrid—the physical office isn’t dead, but employees want flexibility to work from anywhere. This summer, KPMG surveyed American workers to see how they felt about their employers’ response to COVID-19. After having some time to adjust to a new way of working, 64% of workers said that they wanted the flexibility to work remotely at least part of the time. Employers have recognized some of the benefits to remote work—things like the need for less office space, lower overhead, and more—so we anticipate that many companies will look at implementing a flexible, hybrid model of working even after the pandemic subsides.

Bhateja says:

Remote automation needs to be prioritized. 2020 accelerated digital transformation across industries, and this will not slow down anytime soon. Among the most game-changing advancements will be remote automation. The future of work will require companies to invest heavily in tools, apps, and technology to manage their workforce, as well as provide employees with tools to do their jobs, communicate, collaborate, and stimulate innovation in a geographically dispersed virtual workforce. Part of this journey is to reexamine workflows and processes and elevate them to execute on their priorities. This isn’t the last of this pandemic that we are seeing, and companies must prepare for future disruptions. There isn’t much time on hand, hence the urgency to get started on this digital transformation journey as soon as possible.

Perks

Many common workplace perks have become obsolete in less than a year. The entire landscape of benefits and perks will have to be adjusted to keep up with new demands and new realities.

Belch says:

Office perks will come back with a creative twist. While remote work is highly desirable for some employees, it also means losing out on traditional office benefits (e.g., unlimited cold brew, team lunches, and collaborative spaces), plus moments that are essential to building culture, connection, and shared experiences. In 2021, companies will get creative and figure out how to create these moments through different channels. New remote-conducive perks might include anything from more days off and exercise stipends to unprecedented flexibility (companies hiring outside of normal geos) to innovative hiring and training practices (like virtually experiencing a job before you’ve even signed an offer letter).

Leadership Skills

The move toward remote has given leaders a new look into the personal lives of their employees and their specific situations. Hard-line leadership may not be as successful as it once was, meaning a whole class of leaders need to catch up on their soft skills.

Belch says:

Leaders will need an updated set of soft skills. Times of crisis have always required leaders to be the backbone of the company, but how this translates to specific skills will soon change. In 2021, strategic initiatives like restructuring and vision painting will certainly be important, but the critical piece will be how leaders diversify their skill set arsenal with empathy, inclusivity, and high EQ.

Dowd Says:

Remote leadership will be critical in 2021. As employees continue to work from home, and many companies evolve this into a permanent organizational structure, leaders must continue to find ways to connect and engage with the workforce regularly, using technology to its fullest potential. Corporate monthly emails won’t cut it; leaders will need to interact more frequently to maintain a company culture that attracts and keeps its top talent.

Mental Health

This topic deserves more page space because it’s just as important as any other issue in 2021.

Sztutwojner says:

There will be more emphasis on employee mental health. The role of HR includes advocating for the health of an organization’s employees, which is why one of the enduring trends in HR we see for 2021 is investing in mental health and well-being initiatives. That includes being available for employees to voice any concerns, showing empathy, and offering long-term remote work support.

Productivity and Performance

The definitions of productivity and employee performance have been thrown out the window. Organizations were already, by and large, keeping a dinosaur alive with their outdated practices. Now they will have to really get on board with new techniques because the entire landscape has changed.

Bhateja says:

Companies must reevaluate and, in some cases, overhaul their productivity and performance measures.Without regular face-to-face time or transparency into an employees’ day to day, new standards around productivity and client experience will arise. For example, a company might need to start measuring their cost per remote employee to ensure their people-based investments are aligned to the business strategy. This means redefining and developing measures to generate real-time performance measures and insights.

5 Tips For Finding and Landing a New Job In 2021

roger@pocwebbuilder.com (Roger van Maris) — Sun, 28 Mar 2021 23:05:43 GMT

5 Tips For Finding and Landing a New Job In 2021

By Courtney Connley via CNBC Make It

Published January 7, 2021

As the coronavirus pandemic continues to impact the economy, millions of Americans are starting the year off unemployed and in search of new job opportunities.

When looking at weekly jobless claims for the week ending Jan. 2, 787,000 Americans filed for unemployment benefits for the first time, a number that is four times that of the pre-pandemic average. In total, roughly 19.2 million Americans are receiving unemployment compensation today.

Though the growing number of job losses may cause many job seekers to lose hope amid their search, data shows that the top of the year could be more promising as January and February are the most popular months to look for work. In January specifically, job searching site Glassdoor has historically seen 20% more U.S. job applications started on its platform than in any other month. And while the pandemic has certainly impacted the pace of hiring for employers, Glassdoor economist Daniel Zhao says he still believes we will see an uptick in job search activity.

“With millions unemployed in 2020, the drive to start 2021 on a better note may further drive interest in new jobs in January,” he writes in a Glassdoor post , while noting that Glassdoor’s latest analysis shows that there are roughly 5.4 million job openings available right now in the United States.

CNBC Make It spoke to Glassdoor CEO Christian Sutherland-Wong to get his insight on what workers need to do today to take advantage of these openings and land a new job in 2021.

1. Assess the things that are important to you

Rather than applying to any and every job you see, Sutherland-Wong says it’s important for job seekers to first figure out what they are and aren’t looking for in their next position before starting their search.

“For some people, a job is an important means to an end and it’s about the paycheck,” he says. “For other people, their job is their passion and they’re looking for something that’s a stepping stone to other things.” Meanwhile for other people, he adds, “it’s about the people they work with and the culture, or it’s about the perks of the job or the work-life balance.”

Whatever it is, Sutherland-Wong says, “it’s important for an individual to figure out what matters most to them because you spend so much time of your day at your job.”

2. Do your research

Once you’ve done an assessment on the things that matter most to you, Sutherland-Wong says you should then start researching what job opportunities are out there and what companies you ideally want to work for.

When looking at new opportunities, he adds that you should do your research on the average pay for the role you’re looking at, what the culture is like at the company you’re eyeing and what current or past employees say about the benefits. Company review sites like Glassdoor , Indeed and Comparably can be a great resource for finding this information.

Doing this research, Sutherland-Wong adds, will “really let you know ahead of time, even before you apply, if it’s going to be a job or company that you’re going to be happy at.”

3. Update and personalize your resume

Once you’ve got an idea of the job openings that align with your interests, the next important step to landing a job is to update and personalize your resume so that hiring managers know just how qualified you are for the role.

On your resume, you should include a “unique personal summary” that focuses on the skills that are important to the job, says Sutherland-Wong. And, he adds that rather than just listing out your experiences, you should be sure to “quantify your success” on your resume by using growth metrics and percentages that show just how much value you can add to a company.

4. Apply

After personalizing your resume, Sutherland-Wong says that you should apply to the job formally and then use social media to connect with someone who works at the company to see if they can help your resume get noticed.

For example, he says LinkedIn is a great way to see the professional profiles of different individuals and to leverage the people you’re already connected to as well as the people your friends are connected to. And, he says, it’s completely appropriate to reach out to a hiring manager or recruiter to let them know that you’ve applied to a job at their company.

“That’s something I’ve seen with people applying to Glassdoor,” she says. “It’s perceived very well and it shows initiative. It shows that you really want to work at my company and I appreciate that and I think a lot of other leaders and hiring managers have a very similar sentiment.”

5. Network

In addition to using social media to connect with people who are tied specifically to the job you’re seeking, Sutherland-Wong urges job seekers to take advantage of today’s virtual networking opportunities by connecting with other people in their industry and attending virtual events.

“Identify who you know and who you don’t know, but want to know,” he says. And then, “ask for help [and] let your network know what you’re looking for.”

Ultimately, he says, “a job is one of the most important decisions you’re going to make in your life” and following these steps will help you to land the position that is perfect for you.

10 Powerful Changes for Your Executive Level Resume

roger@pocwebbuilder.com (Roger van Maris) — Sat, 20 Mar 2021 19:35:57 GMT

10 Powerful Changes for Your Executive Level Resume

By Amanda Augustine via Top Resume

This is the perfect executive-resume sample for senior-level job-seekers. Here's why.

No matter what position you're gunning for — whether it's your first job out of college , or you're a seasoned professional with your sights on the C-suite — condensing your accomplishments and merits into one single document can be daunting. But if you're ready for a job change, a polished and updated resume is the one thing you can't skip!

You might even argue that an executive-level professional has it tougher than the former. You've likely held several jobs throughout your career, working your way up and maybe even getting your feet wet in completely different industries or departments. For a lucky few, you may not have even had to interview at all, landing positions and promotions through your network alone.

The point is, at your level, the people you'll be competing with for this position will come from many different paths. Your resume and your cover letter will need to impress.

Our biggest tip? Get another pair of eyes on your resume. You know your work history inside and out, but how does it come across on paper? With our free resume review , you'll get a confidential critique from a TopResume expert experienced with executive resume writing — including personalized recommendations and objective feedback. Often, it's a few small changes that can make the biggest impact!

To see what we mean, check out our sample resume for executive- and senior-level professionals here and continue reading to learn about 10 of the most powerful changes you can make.

1. Showcase your credentials at the top of your resume

This is a quick and effective change for anyone, regardless of how many years you've been in the field: Move your credentials, especially the ones that match your target position, to the very top of your executive resume. This is typically the first place recruiters will look, so having them front and center ensure they won't get skipped.

2. Include a link to your online profile

Did you know that 90 percent of employers search for candidates' social media profiles online before setting up an interview? Make it easy on them by providing links to your social accounts or professional websites near your other contact information. In our executive resume sample above, Jake includes a custom link to his LinkedIn profile .

If you'd rather keep your online profiles hidden from recruiters, make sure to adjust your security settings or change your account name so they're harder to find.

3. List your core skills near the top, in an easy-to-read format

Noticing a theme here? Even for C-level positions, such as Chief Financial Officer and Chief Commercial Officer, hiring managers will typically do a quick scan of your resume before getting into the details. For your executive resume to stand out immediately, make sure your core skills — also referred to as “core competencies” or “areas of expertise” — are listed in an easy-to-read format.

Moreover, make sure you're choosing skills that directly correlate with the position you're applying for. Take a look at the job description, if you have it, and customize your resume accordingly. If done right, this should complement your executive summary , or career summary, which Jake includes near the top of this example resume, as well.

4. Include a Selected Achievements section at the top of your executive resume

If you're a senior-level professional, you likely have a list of accomplishments to choose from. But this doesn't mean you should list everything you've ever done! In Jake's executive resume, for example, he chose accolades and achievements that highlight the specific results and impact he made. His “Selected Achievements” section, sometimes called “Career Highlights,” allows for quick skimming to understand his performance highlights. While a section like this isn't mandatory, it's a great way to show recruiters or hiring managers what you're most proud of.

5. Focus on your most recent work experience

Most resumes will benefit from a chronological format, as it shows your career progression throughout the years. Notice how Jake's executive resume sample places the most focus on his current position as Vice President of Human Resources. Spend the most time here, with your current or most recent job, including details that will show the recruiter what your role entails and what type of company it is (big? small? non-profit?). This rule applies even if you haven't been at your current job for very long — the only exception is if your current job is unrelated to your career goals or executive summary.

6. Quantify your achievements

Actions speak louder than words … but on an executive resume, numbers can speak volumes. This is especially important as a senior-level professional, as you're probably handling things like budgets, department goals, or teams of people. Instead of leading with a vague statement, be specific, like Jake does in the resume sample above. Notice how he talks about the annual savings to the company driven by his leadership, as well as how many offices and staff members he's responsible for.

7. Use a two-page resume length

If you're surprised by this tip, you're not alone. It's a common myth that resumes should be restricted to one page! Just don't get too lengthy. Two pages is a great rule-of-thumb for resume length that will allow you the space to showcase your work history and, more importantly, your accomplishments (quantified, of course).

Bump your earlier and entry-level jobs to the second page and include only the most important details. Furthermore, make sure the positions you're including are relevant. If you're applying for an executive-level healthcare position, like Jake is, recruiters won't care that your first job out of college was scooping ice cream at the mall.

Having trouble deciding what to keep? A two-page limitation will force you to decide which details are the most important and which details can be left out. Put yourself in the recruiter's shoes, and go line-by-line through your executive resume. Is everything relevant and compelling? Great! Still having trouble? This leads us to our next tip …

8. Include only your past 15 years of experience

At this point in your career, you've built up quite the history of companies, positions, and responsibilities. How will you fit it all in? Fortunately, you don't have to. Instead, restrict your resume to experience garnered in the last 15 years, give or take.

If there are positions outside of this time frame that you feel are relevant, you can include those in a “Prior Experience” section — just forgo the lengthy details. Still running out of room? Feel free to indicate a “Career Note” toward the end and list out noteworthy titles or company names in a more condensed format.

9. Move your education to the end of the resume

As a recent college graduate, your degree is often one of your biggest selling points. A few years into your career , it may have been your relevant work experience. But now that you've worked your way up the ranks, it's time to shift the focus of your resume. Move your education details to the end of the resume, with the exception of any advanced degrees (see tip #1).

10. Remove dates outside of the 15-year timeframe

For degrees, certifications, or other prior (but relevant) experience that fall outside of the 15-year timeframe, go ahead and remove the dates associated with them. The reason for this? They simply don't matter. If you feel like including relevant early work, like if it showcases the way your career has progressed, that's great! Flaunt that — not your age.

Take The Uncertainty Out of Change

roger@pocwebbuilder.com (Roger van Maris) — Fri, 12 Mar 2021 18:27:12 GMT

Take The Uncertainty Out of Change

Published via Oracle

The 2020 pandemic has radically changed work as we know it. Businesses have been forced to reset priorities and develop new operating models, yet many organizations are struggling to keep pace.

As HR leaders adapt to this new business climate, guiding themes have emerged—the need for empathy, resilience, and empowerment. Taken together, these themes translate into several key actions the HR team can take to lead their organizations through unprecedented disruption. In this report we explore:

The role of health, well-being, and psychological safety
How inclusion and belonging changes culture
Why training is being reimagined
The focus away from efficiency
The connection between flexibility and authority
How AI is empowering teams

Read “6 Trends Guiding HR Leaders Through the New COVID-19 World” to find out how you can effectively guide your organizations through changing times. Available here: https://bit.ly/3tddTgf

“Business as usual isn’t an option. As the pandemic forces organizations to reevaluate their legacy operating models, a single truth becomes apparent: Organizations that prioritize people concerns will flourish; those that don’t will wither.”

— From the "6 Trends Guiding HR Leaders Through the New COVID-19 World"

Timeless Job Interview Tips

roger@pocwebbuilder.com (Roger van Maris) — Mon, 22 Feb 2021 02:20:15 GMT

Timeless Job Interview Tips

via SavingSpinay

On the first part of this Job Interview Series I of course told you how to prepare for a job interview. Thank you for those who appreciated the post and see it as a reference if and then an invitation from a job interview comes.

Today the focus of the blog post will be Timeless Tips and Tricks in Handling a Job Interview. My goal is to release you from the agony of dealing with interviews and let you focus on the positive side and the bigger opportunity that awaits once you become a master of the said specific hiring process.

Interviews far more than an examination is like a “make it or break it”. Most applicants go through 2-3 interviews during the duration of their application. First the initial screening, next is the interview with the hiring officer and last but not the least the final interview with the President or CEO. If you don’t have proper preparation then you might feel like “ginigisa” or in the hot seat and that is the least feeling you want to feel.

Timeless Tip #1. Never miss a job interview

As I mentioned before, I am more comfortable of interviews rather than exams. The moment I resigned to my previous job I made it a point to apply to various companies. Fortunately, I got invited for interview most of the time and I attend to the invitation as most of the time too. These added to my experience and to my confidence in dealing with job interviews.

Timeless Tip #2 Tell a story

You have to really show yourself on the interview by incorporating a story in your answers. One-sentence answer to job interview questions should be avoided. Note that your story is the only tool that other people could get to know you.

Remember the phases or moments in your life that shows your strength as an employee. Example is the time when you handled a big project and you succeeded because you showed your diligence on the work. You can also tell the seminar you attended where you learn a skill that may be needed for the job. You might also want to share your mistakes but always follow it with the solution you did.

Timeless Tip #3 Relax

Job interviews can be very nerve-wracking so you might want to relax and cool down. If you are nervous then you might lose the important things that you have to say to the interviewer. Remember Preparation Before the Interview that I shared. Start the night before and have the treat the day of the interview light enough.

Timeless Tip #4 Be active during the interview

It doesn’t hurt if you show your personality asking questions or showing how enthusiastic you are for the job. Just make sure that you don’t ask personal or questions that are not related to the job.

Timeless Tip #5 Find Common Areas

I feel fortunate that I found a lot of commonalities with my Hiring Officer and the boss of the company. You can read that when in the My Job Interview experience I shared in my blog post. Me and the Hiring Officer got along very well because we were both Christian and same story with the Boss on my final interview for we both came from Polytechnic University of the Philippines.

Why Job Interviews should be a Big Deal?!

Job Interviews develop your communication skill.
Job Interviews make you a pro when it comes to job search for you’ll be knowledgeable on the trends, positions and opportunities in the respective career you chose.
Job Interviews will let you network with the right people and strengthen your existing connections.
Job Interviews may lead you to unexpected opportunities. I have more than one experience when I apply for a position and when the job interview comes in I was asked if I want to try out for another position. If you ace your interview then you a better employment opportunity may come.
Job Interviews become part of your career experience.

One last tip that I’d like to give to you is to talk to someone whom you know can give you advice on how to handle interviews. You might have an elder sister or brother who had done an interview before or you may have a friend who is an Hiring Officer in another company.

Just know that if you really want to land the job you have to have the courage to face the interview.

Recruiting Is Top HR Concern in 2021

roger@pocwebbuilder.com (Roger van Maris) — Sun, 14 Feb 2021 20:27:44 GMT

Recruiting Is Top HR Concern in 2021

By Roy Maurer via SHRM

Recruiting and hiring while the nation struggles to recover from the coronavirus pandemic is HR professionals' top concern going into 2021, according to new research.

Talent acquisition professionals will have their hands full, as unemployment is expected to remain high and a majority of people in the labor force expect to look for a new job despite, or possibly due to, the economic uncertainty caused by COVID-19.

Online HR resource site XpertHR asked 563 U.S. employers in September 2020 to rate expected workplace challenges in 2021 and found that recruiting and hiring sits at the top of the list, followed by workforce planning and workplace health and safety.

"The survey found that roughly one-half of responding employers expect to increase their workforce [in 2021]," said Andrew Hellwege, surveys editor for XpertHR. "After COVID-19 rocked the economy in 2020, employers won't want to miss out on the potential recovery in 2021 … and recruiting and hiring efforts will be key for attracting talent and ramping up operations."

Just 10 percent of organizations predict they will have to eliminate positions, while 30 percent anticipate no change in staff size, and 12 percent were not sure, the survey found.

Within talent acquisition, attracting top talent is seen as the most difficult issue to navigate, followed by ensuring candidates feel safe to work onsite, hiring a diverse workforce, managing virtual recruiting and onboarding practices, and dealing with a high volume of applicants.

Emily Scace, legal editor at XpertHR, said that separate research identified poor applicant quality as the top challenge related to recruitment. "This may be the result of a genuine skills gap for certain roles, or it may be at least partially a result of employers' recruiting practices," she said. "In addition, the best candidates may have multiple offers, making it harder for any individual organization to successfully attract and retain them."

Having to sift through a high volume of applicants is another challenge. "Less time per applicant could make hiring managers more likely to rely on shortcuts to determine which candidates to advance—an approach that can exclude a significant portion of the talent pool, perpetuate biases and fail to identify the best candidates for the job," Scace said.

Recruiters should expect a surplus of candidates in 2021, according to a new study of job seeker sentiment by the American Staffing Association (ASA). Conducted among over 700 adults in the labor force, the study found that 80 percent expect to seek new jobs in the new year.

Cynthia Davidson, senior director of research for ASA, said a lot of that turbulence "stems from all the economic uncertainty felt during this pandemic. Fears have been heightened and the need for security has grown."

While one might think that mindset would keep people in their current roles, Davidson said that "Employees don't want to be blindsided—even if they feel secure, with all of the other uncertainty, they want to know they have options. As much as people try to remain at their current job, they might know that their company is considering layoffs and it really depends on the situation at each employer."

The ASA study also supports growing evidence that preferred work arrangements have shifted considerably since the onset of COVID-19. Nearly 70 percent of respondents find working remotely more desirable than at an onsite location compared with before the pandemic, and 62 percent prefer permanent positions than other types of employment arrangements. Notably, 30 percent of workers say that temporary assignments have become less desirable this year, while another 30 percent say taking on temporary placement via staffing firms has become more desirable.

Davidson said that the divergence can possibly be explained by the reactions from different sectors to the public health crisis. Health care workers, who "previously loved the flexibility of temporary assignments," are now the least likely to view those assignments as desirable, and are also more likely than workers from other industries to have left their most recent job because they were offered a better opportunity elsewhere, she said.

"That shift makes sense," she added. "Health care workers want security, and even though they are considered essential, many have been losing their jobs during the pandemic."

On the other hand, interest in temporary work among IT workers has been growing. "These jobs are prevalent right now, with companies going remote, and many of these job seekers see the potential opportunities in working with staffing firms to help get them more job opportunities and ease their job search burden," Davidson said.

She added that the candidate interests recruiters and hiring managers should keep in mind when engaging with potential hires include the organizational culture, work flexibility and workplace safety.

"Candidates are voicing their concerns about health and safety if they must work onsite," she said. "Those concerns need to be considered from the candidate's perspective, and employers must show that they are going beyond just staying compliant in order to erase fears and concerns so people will feel safe coming back into the office."

STAFFMAX STAFFING & RECRUITING EXTENDS PARTNERSHIP WITH THE OTTAWA SENATORS

roger@pocwebbuilder.com (Roger van Maris) — Wed, 10 Feb 2021 16:26:39 GMT

STAFFMAX STAFFING & RECRUITING EXTENDS PARTNERSHIP WITH THE OTTAWA SENATORS

IMMEDIATE RELEASE

OTTAWA, Feb 9, 2021/CNW/ - Staffmax Staffing & Recruiting is pleased to announce an extension of a major

sponsorship with the Ottawa Senators Hockey Club.

Under the terms of the agreement, staffing and recruiting firm Staffmax will continue to be the Official Sponsor

of the “Staffmax Ice Crew & Promotions Team”. It’s logo will be on the Ice Crew shovels and appear on digital

properties during broadcasts. In addition, Staffmax will be featured in LED signage and appear on Rinkboard

advertisements.

“We are very proud to continue our partnership with the Ottawa Senators. These sponsorship properties

continue to expand our brand in Ottawa and promotes us to the entire National Capital Region Community. As

long-term sponsors of the Winnipeg Jets, we have found great value in NHL sponsorships.”

“Our target audiences of companies and organizations that use staffing and recruiting services as well as the

candidates we recruit are NHL fans and we are excited to promote our services to these groups even further”

“With COVID-19, and the current restrictions across the country we know interest in the NHL is very high” said

Staffmax President Kevin Gill.

Staffmax has also partnered with and made a donation to the Ottawa Food Bank.

About Staffmax:

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices in Toronto, Mississauga, Ottawa,

Calgary, and Vancouver is a provider of High-Quality Temporary Staffing and Full-Service Permanent Recruiting

Services across Canada. Recognized as one of Canada’s fastest growing companies, Staffmax combines industry

leading technology and specialized recruiters to solve their clients staffing &recruiting needs.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

Why Companies Use Staffing Agencies - And Why Yours Should Too

roger@pocwebbuilder.com (Roger van Maris) — Mon, 08 Feb 2021 05:38:04 GMT

Why Companies Use Staffing Agencies - And Why Yours Should Too

By Michelle Nystrom via Q2 Employment Services

Published February 24, 2020

Why Do So Many Companies Use Staffing Agencies?

The use of staffing agencies is steadily increasing. You may be wondering why this trend is occurring and if it is something you should look into. Here are the top reasons we have been given by staffing agency users and situations where you should consider doing the same.

Top Reasons Why Companies Use Staffing Agencies

The top reasons people give for working with a staffing agency involve a shortage of talent and the inability of the company to realize expected growth.

DISADVANTAGES OF DIRECT HIRING

Bringing a new employee on your payroll is a substantial expense and risk. The cost of hiring someone new is high and the cost of turnover is even more. When you bring on a new employee, you open yourself up to the risk of making a bad hire, causing disruption to your workforce, potentially terminations, and the training process. Many of these risks can be mitigated by using a staffing agency.

BENEFITS OF USING STAFFING AGENCIES

When you hire through a staffing agency you have the opportunity to “try” the employee before taking on the liability for their employment. They become an employee of the agency who covers the payroll, workers’ comp, new hire process, and benefits during their temporary period. This allows you to focus on the more important parts of on-boarding such as orientations and training, that really contribute to the long term retention of employees. It also gives businesses the opportunity to quickly end assignments when the employee is not a good fit. You simply call the agency and they take care of the details, including finding that employee other work.

INDUSTRY TALENT SHORTAGES

A recent study was conducted and the results showed something interesting. Thirty-eight of the companies surveyed said their biggest challenge is finding enough qualified talent. In addition, a full sixty-eight percent included this in their top three challenges.

Many people are forgoing formal education because of cost and this leads to a shortage of people in industries that require training beyond the high school level. More people are embracing the freelance or entrepreneurial lifestyle and find working for others isn't where they believe they can be happy. This means that fewer people are looking at the employment ads that companies are placing, especially when these companies are not up and coming tech companies but traditional occupations.

People who sign on with staffing agencies may be in areas outside your search area. These candidates would rather deal with an agency than having to face numerous interviews that may lead to nowhere. They want to work and are likely to have training that is necessary. The problem is they have no idea where to start their search and don't want to deal with the heavy competition the few qualified applications must deal with. The staffing agency works with both sides and brings them together.

GROWTH ISSUES

In order for a company to grow, it needs an adequate supply of qualified employees. With a lack of talented candidates at their disposal, companies are finding it more and more difficult to even keep up with the competition, let alone grow.

The path to growth also comes with ups and downs. A company may have a lot of business at one point and then have slow periods mixed in. A company can't keep employees at the same rate when they are going through downtime or they end up losing money, pushing them further from growth. If they let employees go, however, the best-qualified ones move onto other positions, leaving the company with a lack of candidates when business again picks up.

Hiring through a staffing agency helps protect both business and talented employees by making sure the employees have other positions available during a company's slow time but also offering those employees a chance to return to that company once business picks up. This allows the company to continue on its path of growth without starting over.

When Does It Make Sense To Use A Staffing Agency?

As with anything, staffing agencies aren't the perfect answer for every business. They are, however, a viable option for the majority. Here are some things you should consider to find out if a staffing agency could help move your business to the next level.

YOU WANT A NETWORK THAT INCLUDES PASSIVE (HIGHLY SOUGHT-AFTER) CANDIDATES

Do you struggle with finding enough qualified talent to keep your business running as efficiently as you would like? If you lack the resources to find the kind of talent you need, a staffing agency could be the answer.

YOU HAVE A SUDDEN NEED FOR EMPLOYEES

If your business has recently seen a need for more employees then you need to consider a staffing agency. When your current employees feel stressed and overworked, they don’t perform at their maximum capacity and your business ends up suffering even more.

YOUR BUSINESS IS SEASONAL

Many businesses, such as those that cater to tourists and those that have seasonal work, only need to have a full staff part of the year. Others need to increase the number of employees during the holiday season. Whatever the nature of your business, if it is seasonal, hiring a full-time staff year-round is counterintuitive. Turning to a staffing agency will get you the employees you need for the time you need them, but not leave you wondering what to do with all those extra hands in the off-season.

YOU WANT EXPERTS TO FIND THE BEST IN THEIR NICHE

You understand the frustration of interviewing candidate after candidate and still not finding the right people to fill all the positions you have open. You are stuck with either continuing the long process and hoping someone will answer your ad that fits perfectly or you can turn to a staffing agency. This will increase the pool of candidates considerably, increasing your chances of finding the right employees.

YOU WANT AN EMPLOYEE WITH A SPECIFIC SKILL SET

This comes in to play most often when you have a special project that requires a certain set of skills none of your current employees possess or aren't proficient in. You can put the project off while a staff member gets trained, which will most likely result in the client taking the project elsewhere. You could hire someone with this skill set but after the special project is complete, what do you do with this person? Your third choice is to connect with a staffing agency that can send you an employee for the duration of the project. The last choice is a win-win situation for all involved.

YOU ARE WORRIED ABOUT UNEMPLOYMENT CLAIMS

When you have to let employees go because you don't have enough work for them, you risk having to pay out unemployment. With staffing agency employees, any unemployment claims filed are the responsibility of the agency. This not only removes the paperwork from your desk but saves you money in the long run by keeping your unemployment costs lower.

YOU WANT TO TEST CANDIDATES CAPABILITIES BEFORE COMMITTING

When you first hire someone, you believe it is going to work out but you can't be certain. By going through a staffing agency, you get the opportunity to work with someone on a temporary basis to make sure they fit with what you envision for the position. You learn if their skills are as stated and if their personality and work ethic are on track with what you expect of employees.

YOU LACK THE TIME FOR THE RECRUITMENT PROCESS

Filling a position the traditional way takes a lot of time. You have to place ads, go through resumes, conduct interviews, and track down references. Then comes the training process. You have a full schedule and may not have all that extra time to spare. The staffing agency can do this for you, freeing you to concentrate on running the rest of your business.

YOU NEED TO CUT RECRUITMENT COSTS

It costs a lot of money to run an HR department. Not only do you need staff and space but you also need to give benefits and think about things like insurance. This doesn't even begin to get into the actual recruitment and hiring costs. A staffing agency can reduce those costs considerably. This helps even more when you are at a point where financial resources are limited.

Staffing Agencies Allow Growing Companies To Focus On Growing Not Staffing

When your company is in growth mode, the last thing you want to do is take your focus off the business to recruit and hire new employees. The reality is that when you are growing, new employees are a must but the time to find them and bring them onboard just isn’t there. In many cases, you don’t always know exactly what your needs are going to be. You know what you need today but tomorrow may be different. Staffing agencies allow you to bring on the qualified talent you need, as you need them, for as long as you need them. It simplifies the process and gives businesses the flexibility they need to grow.

Don't Just Jump in

Staffing agencies aren't all created equally. Before putting your trust into a particular agency, take the time to look around and investigate several. Talk with people who have used their services. Speak with some of their staff and ask about their recruiting policies. Find out if they can provide what you need reliably and consistently. In the end, the quality of employees they send you depends on the agency’s standard of service.

Tips for Surviving the Modern Interview Process

roger@pocwebbuilder.com (Roger van Maris) — Mon, 01 Feb 2021 03:27:48 GMT

Tips for Surviving the Modern Interview Process

By M.A. Smith via Top Resume

These days, interviews aren’t just one and done. Here are some new methods companies are trying out.

Say goodbye to stuffy boardrooms and executives staring you down across conference tables; interviews are changing to meet a new pattern in technology, applicant personality, and company structure. They are becoming longer and more involved than they used to be. Executives have learned that hiring the wrong people can be extremely costly and by customizing the interview process, they can select better candidates.

Here are the top five new methods companies are using to select their new employees.

Video screenings

Hiring managers use phone interviews to weed out unlikely candidates early in the selection process. This is similar to an ATS screening out candidates' resumes. They only have spots for, let's say, 10 candidates and want to interview the best potential employees. But phone interviews don't tell them all they need to understand about applicants. Video interviews are now replacing phone interviews in the early stages of the process. Video interviews let hiring managers screen more candidates in less time and give a bird's eye view of the person before bringing them in for a formal interview. A video screening can seem intimidating, but we've got some video interview tips to make it a breeze.

Tips for nailing your video interview

Treat video interviews exactly the same as formal interviews and prepare as such.
Use the time to sell yourself; focus on your best qualities.
Dress professionally; don't think this is a casual meeting.
Print out a script or outline to help you answer common screening questions .
Practice for the interview with friend and family or at the local college's career center.

Multiple interview rounds

Hiring managers and executives learned the hard way that one interview isn't enough. They want to get to know the candidates and putting them through a series of interview rounds can help with that. Some companies even have you interview with higher profile management as you progress through the hiring process. The first interview – assuming they didn't have a phone or video call pre-screening – will determine whether you are a good fit for the company . Questions will be mostly basic to determine your experience, skill level, and education. The next series of interviews will include more senior executives. They will focus on the specifics of previous accomplishments. This is where “the color of your tie” comes into play.

Tips for getting through multiple interview rounds

Find out who you're meeting with in advance, and do your homework on each person. LinkedIn is a great resource for this.
See if you're comfortable with the employees and environment.
Draw attention to your accomplishments and abilities.
Follow-up with a letter of appreciation and verify information during the interview.
Take notes and ask questions .

Interview tests

Yes, we know; you thought that school was over and final exams were history. Some companies now want you to prove you can do what you claim. They no longer want to take a chance and allow strangers to eat up valuable time and money with inaccurate statements. There are a number of different types of interview tests companies may administer to try to weed out imperfect candidates. Some tests focus on specific abilities and skills. Many popular tests assess your ability to think outside the box and come up with ideas in a crunch.

Tips for acing interview tests

Go to sleep early and eat a good breakfast .
Give yourself enough time for each question.
Study your skills and determine the ones you need to practice.
Go with your gut instinct; your first guess often the right one.

Sample projects and interview assignments

Similar to tests and probationary periods at work, sample projects or interview assignments allow hiring managers to gauge your actual skills in action. Typically your potential boss will assign a project similar to tasks you'd coordinate in the role. Assignments are also a good way to test a candidate's commitment to the company. These tasks often are more important than the actual interview. Some are paid projects, others are unpaid. Some companies may also assign real clients and company-contracted projects, plus assign you to a manager for guidance.

Tips for effectively completing your interview assignment

Research all aspects of the project before starting.
Ask questions and take notes; make sure you understand the project before leaving.
Think outside of the box, but always follow directions to the letter.
Turn your homework in on time, and include a professional presentation.

Test runs

The hiring process is complete, all executives think you're the star candidate. Next, they may ask you to do a test run. One of the most difficult and rewarding interview steps is the probationary period. This period lets the company get to know you on a more intimate level, gauge your skills and abilities in action and see if you are comfortable with the corporate environment. This is the most crucial interview stage. This is the make it or break it phase. Supervisors often are stricter and give harder assignments during the probationary phase.

5 steps to getting through the probationary phase

Listen to your team members and accept advice.
Communicate with your superiors.
Watch the clock and follow all deadlines and directions.
Calm down and allow your nerves to rest.
Hold off on interpersonal quests during probation.

Interview takeaways

Whether your dream job follows the standard interview practice or gives you a ten-page essay to write, the most important factor is to learn from everything you do. Think of each interview and stage as a training session. Yes, you're trying to get the job of your dreams. But don't forget to take away information for future scenarios. At the end of every interview set down and ask yourself three questions:

Did I follow my script and outline?
What mistakes did I make?
What could I have done better?

Take notes and learn from this. Whether you get the job or not, every interview counts as a stepping stone in the right direction.

Hiring Trends You'll Continue To See In 2021

roger@pocwebbuilder.com (Roger van Maris) — Sun, 24 Jan 2021 18:21:17 GMT

Hiring Trends You'll Continue To See In 2021

By James Haley via Recruiting Brief

Published January 18, 2021

The return to normalcy looms large in our hopes for 2021—but it’s not here yet. Many of the new, adapted hiring trends we saw in 2020 will stretch into the new year. It's likely the economic impact of the pandemic may have lasting effects for years to come, and the hiring landscape will continue to be largely shaped by its lingering demands and by strained budgets. There will be greater competition among candidates, given the high unemployment rate, and companies will continue to feel the bumps on the road to recovery. Hiring trends in the era of economic recovery may look a lot like the hiring trends we saw when the economy cratered in 2020. Let's take a look at a few.

Remote Work Means An Increase In Remote Hiring

You may love it or you may hate it (and you may be suffering from Zoom fatigue ), but remote work is here to stay. As we dive into 2021, many organizations will choose to keep staff pared down in the physical office space until we cross a threshold with vaccinations. For those who love the freedom of working remotely, the need to work from home may soon become the perk of working at home—even long after social distancing is no longer a necessity. In fact, we may see more remote hiring and fully remote positions crop up.

Companies know how to work remotely now and can open up their field of candidates by hiring for remote positions , as the perfect candidate can live halfway across the world. This means that in addition to relying on tech to keep employees connected to their work, companies will also rely on tech to source candidates, deploy job ads, and score greater volumes of candidate resumes in their hiring. When there are lots of jobseekers during times of high unemployment, there will be more candidates. When your hiring is not limited by geographical locations, there will be more candidates—and the demand for tech to assist remote work and remote hiring will continue.

Remote Hiring Means Lengthier Hiring Timelines

The other aspect of remote hiring is that it can simply take longer. The remote interview process is different from in-person interviews and can require more interview rounds to find the right candidate or to get to know a candidate better through a computer screen. But don't fear: There are tech options that can help interviewers, like video screening software that can offer evaluative insights into candidates. There are also virtual tools, like personality assessments, that may become more commonplace to help talent acquisition make hiring decisions when the normal process has been disrupted.

Expect Layoffs And Hiring Freezes To Drop Off Slowly

The political winds are shifting with a new government taking hold early this year. Legislation centered on stimulus may help staunch the economic wounds of the pandemic, but there will continue to be layoffs, hiring freezes, and companies going out of business. Hospitality, leisure, and entertainment industries will still face ongoing capacity restrictions until later in the year. But we can expect the employment outlook in these areas to be high in the third and fourth quarters of the year as a greater percentage of the population gets vaccinated and we inch closer toward the idea of normalcy.

A Generation Of Jobseekers Is Essentially Delayed

The generational makeup of jobseekers going forward will be shaped by two factors. First, a greater percentage older workers in 2020 was essentially forced into early retirement— navigating the new normal of remote work may have boosted some workers in the Boomer generation into an earlier than planned exit from the workforce. On the other end of the spectrum, many Gen Z graduates just out of college in 2020 may not have entered the workforce yet due to lack of available jobs. Now enter 2021 grads. The first half of this year, there will be a backlog of new entrants into the workforce, which may result in more college graduates accepting work they are overqualified to do or putting off entrance into the workforce by attending graduate school. Asses your staffing and plan accordingly for when vaccinations are administered and job seekers are back and ready to come to work.

21 Resume Tips for 2021

roger@pocwebbuilder.com (Roger van Maris) — Mon, 18 Jan 2021 01:53:04 GMT

21 Resume Tips for 2021

Published December 21, 2020 via Career Impressions

Let’s face it, 2020 was hard. If you are heading into 2021 looking for work, or simply wanting to keep your resume fresh and ready for anything (highly recommended!), these 21 bite-sized resume tips for 2021 can help.

These 21 resume tips for 2021 are designed for quick reference and easy application. Each tip links to another source so you can fully explore the topic.

Remember, you are unique so your resume will be too! Apply what works best…for YOU!

21 Resume Tips for 2021:

Pick out a job target before you start to write the resume
Know yourself, know your audience, and know what matters most
Customize content for every job – general resumes don’t work
Make your value known
Use a tailored resume header that speaks to the job you want, not the job you have
Consider how ATS (applicant tracking system) will read your resume. Research how ATS works
No need to list all career history. 15 years of recent employment detail is typically sufficient
Highlight top career achievements and provide the proof
Focus on achievements , not tasks in your resume. Yes, everyone has results to share
Lead with results and front-load points throughout for greater impact
Let the resume be storytelling in nature
Weave the right keywords throughout the file that relate to the target role and audience
Use an active voice with lots of action words
Employ a bit of strategic design to emphasize key content and make your resume look unique
Include appropriate white space; make it easy to read
Content is king, but presentation matters too
Use strategic content to de-emphasize any employment gaps
Remove any possible resume red flags to help improve application success
Ensure the resume look and strategy isn’t ageing you. Use a modern approach
A dd pandemic career wins to your resume. Employers want to see how you managed, adapted, and succeeded last year.
Stay abreast of current resume trends. The file is constantly evolving and you need to keep up with modern strategies!

Predictions 2021: The Future of the Workforce

roger@pocwebbuilder.com (Roger van Maris) — Sun, 10 Jan 2021 22:31:18 GMT

Predictions 2021: The Future of the Workforce

By Mark Onisk via HR Daily Advisor

Published December 7, 2020

Whether you view the world of work through the lens of optimism or pessimism, the future of work is uncertain. And this year, change in the world of work was accelerated by the repercussions of COVID-19.

A recent survey by Brandon Hall Group found that 75% of organizations have at least half of their employees working remotely. Many companies either were not at all prepared to quickly transition to remote work or did not have a plan for remote work at this scale, which led to confusion across the board. At the onset of the pandemic, workforce challenges became more comprehensive than technical.

To address challenges the pandemic has exposed, employees have had to pick up skills that may not have been part of their formal education, relying on digital learning to quickly identify and fill the gaps. Heading into 2021, these are the key areas organizations will need to pursue as they head into the new normal—or, more accurately, the next normal.

An Agile Mind-Set

The pandemic made one thing clear: the need for agility. Agility has long been important for companies across functions, but as companies develop plans for operating in a pandemic-altered world, it is becoming a necessity. The pandemic accelerated the need for organizations to quickly transition to an agile work environment that provides workers with secure access to corporate resources and leaders anytime, anywhere.

Though the number of remote workers is expected to drop from the highs of stay-at-home orders, the workforce will still have more remote workers than ever before. Organizations are in the midst of adopting more of a hybrid workforce as a result of uncontrollable circumstances. Looking forward, we’ll see an increasing number of digital enterprises moving to a hybrid workforce by design. This new approach to the office setup will ultimately drive innovation and productivity, which helps build a more resilient organization.

Leaders will also need to continue to explore upskilling to enhance leadership styles, making agility the priority to effectively meet the needs of a continuously evolving workforce. With digital learning tools, organizations can adapt to a workforce that can no longer plan a month in advance and has to function under constant change.

Digital Learning

Corporate learning is a business function that has never been as important as it is moving forward. The use of digital tools increased almost overnight because of the pandemic. Pre-pandemic, many companies were focused on training employees within the four walls of the organization. To continue to have a performance-driven culture in a remote environment, employees have to have a basic understanding of digital skills to continue to adapt to changing circumstances.

Emerging digital learning tools add context, relevance, and personalization to the learning experience. Leaders and learners alike have engaged with and learned to master these tools quickly to keep pace with the changing economy. Being savvy with digital learning tools is essential for creating a workforce capable of identifying and solving for skills gaps in the organization while learning to work efficiently in increasingly unpredictable environments. The challenge in 2021 will be to continue to leverage digital learning solutions that deliver on real outcomes, rather than fixes that will be abandoned once people go back to the office.

Focus on Employees’ Well-Being

As the world of work is redefined, workplace health and safety, too, must be reimagined. While it is important for organizations to embrace digital learning, it is essential to focus on what matters most: the people. Employers must consider ergonomics while finding ways to avoid digital burnout and manage teams’ mental health issues.

The workforce’s ongoing evolution will remain stressful for many employees, and they will continue to feel the pressure. Organizations need to figure out how they will address the types of training they are going to need in this new environment. With workforce-management technology solutions, organizations can help employees directly by facilitating a more seamless return to work by keeping things consistent with the same process for each employee.

Technology can also provide immediate access to resources your organization may offer for dealing with mental stresses, financial planning, or anything else related to the COVID-19 crisis. This type of solution helps employers ensure people have the right resources at the right time and provides them with the tools they need to manage during a uniquely stressful time.

A Resilient Future

In the last year, organizations have had to address complex changes to meet goals. Leaders and employees alike faced new hurdles, building new skill sets along the way. During this time, leaders have learned the value of fostering.

By fostering a culture of resilience, companies equip employees with grit, persistence, and adaptability, as well as the capability to work through challenges that have arisen during the pandemic. The future of the workforce requires organizations and individuals to have personal resiliency, adaptability, and perseverance.

2021 will be a year of adaption and agile recovery. Learning plays a significant role in fostering a resilient workforce and equipping leaders with the skills needed to take on the unknown challenges. Continuous learning is the foundation for the new and growing hybrid work environment, preparing the workforce for the next normal.

5 Tips To Find And Land A New Job In 2021

roger@pocwebbuilder.com (Roger van Maris) — Mon, 04 Jan 2021 01:55:06 GMT

5 Tips To Find And Land A New Job In 2021

By Ashley Stahl via Forbes

Published December 14, 2020

Well, 2020 has been a doozy.

With holidays fast upon us and the end of the year looming, a lot of us are looking to 2021 with hopeful energy about the future. For some, the new year might feel like the right time to make a career change, or level up in our professional lives.

The events of 2020 have brought profound changes to all of our lives. For many, their work lives have been upended or drastically changed. Working parents have had to balance childcare and remote schooling on top of downturns in many industries. These challenges have led to substantial decline in workforce participation by parents with children under 18.

The percentage of working fathers dropped by 5.6% and working mothers by 4.9%, compared to 2019.

Newly remote workers have also seen challenging changes to the shape of their work life. Most experience longer workdays , working on average nearly an hour more per workday and contending with a 13% increase in meetings.

For small business owners, 2020’s upheavals created an unprecedented need to adapt or fold. Among small business owners, 92% reported that they were forced to “reinvent” their business model to survive pandemic setbacks. Sadly, many were not able to weather the storm. In fact, nearly 100,000 small businesses closed permanently due to Covid-19.

These significant changes can leave any job-seeker with some major questions about what their search and their future career prospects will look like into the next year. I recently had the opportunity to speak with Christian Sutherland-Wong, CEO of Glassdoor, who was a guest on my You Turn Podcast. We spoke about many aspects of the current job market, and what’s to come in the future. Sutherland-Wong offered some excellent advice for those looking to make a change to their professional life during this uncertain time, and this inspired me to put together 5 tips for job hunting in 2021.

1) Diversity, equity and inclusion will play a greater role in hiring than ever.

A major takeaway from my conversation with Sutherland-Wong was that those entering the job search in 2021 should expect issues of diversity, equity and inclusion to have a growing role in hiring and in company policies moving forward.

The summer of 2020 was an important time of tremendous upheaval. Compounding the pandemic, the murders of George Floyd, Breonna Taylor, Ahmaud Arbery and countless others spurred nationwide protests, demanding that we all take a hard, overdue look at racial inequality in America—and worldwide.

There have been far-reaching reactions throughout corporate America to try to rectify institutional bias and address diversity, equity and inclusion (often referred to as DEI) in hiring and other company practices.

Sutherland-Wong has seen the effects of these protests in how Glassdoor users are discussing hiring. Sutherland-Wong reports that since summer 2020, Glassdoor has seen a 66% increase in users mentioning diversity and racial equity in their reviews. This has led Glassdoor to explore how their products could help users evaluate the commitment of potential employers to diversity and inclusion.

Glassdoor has since launched new tools for assessing and rating companies for their handling of issues related to DEI. Integral to these new tools is the ability of users to now share demographic information.

“What we want to be able to do as we collect this data is shine a light on not just how a company is rated overall by the average reviewer, but specifically, how certain people of certain demographics or certain groups rate a company,” Sutherland-Wong told me, “so then users of our site can get a feel for People who are like me, how do they rate a company?”

Accordingly, Sutherland-Wong believes that one of the great successes of Glassdoor is that they have been able to hold companies accountable when it comes to equity in the workplace. He explained that “companies cannot hide behind not being great employers when it comes to diversity and inclusion.”

Whether you are a candidate who is part of an underrepresented demographic in a certain field, or you feel that your voice should be amplified in the conversation about diversity and equity, it is valuable to understand the vital role that DEI will play in hiring practices and company policies in the future. It’s important that we all understand that we have a role to play in creating a more equitable future in the professional space.

Job Hunting Tip: Do your research using Glassdoor’s new DEI tools to ensure that you are directing your job search toward companies that align with your values, and that provide an equitable and inclusive work environment.

2) Do not be afraid to negotiate your salary or ask for a promotion.

For many, the uncertainty of the current climate might make them feel risk-averse and reluctant to seek a promotion or a raise, or to negotiate a higher salary during the hiring process.

Sutherland-Wong’s advice: don’t be afraid to ask for what you’re worth.

During our conversation, Sutherland-Wong offered the very helpful reminder that while it can be hard to see outside the scope of the pandemic at the moment, this too shall pass. Try to take the long view, and understand that this moment will ultimately be what he refers to as a “blip” in your greater career trajectory. This mindset will help you get the perspective you need to make a change, or seek better compensation for your work.

Although the hiring manager holds most of the power throughout the interview process, Sutherland-Wong reminds us that “by the time you get to the offers stage and they are giving you an offer, the power is starting to switch back to you now.”

If you’ve successfully interviewed and reached the salary negotiation phase of hiring, remember to feel empowered in your role. “They want you,” he says, “therefore, it is worth thinking through: is this the right offer for me?”

When it comes time to negotiate, research and data are your friend. Throughout our interview, Sutherland-Wong emphasized the value in doing your research and having data to back up your point of view in the job search, from interviews to salary negotiations.

Though some companies may be weathering financial challenges, negotiating your salary is not a faux pas—it’s as important as ever. Do your research about the value of your role and comparable salary ranges. Strong data will still help you make your point.

Here are some ways tips for putting together a plan for negotiating your salary:

Use Glassdoor to get data on salaries for comparable positions. This means looking at positions at competitor companies, at a similar level of responsibility. You can find anonymously submitted data on average salaries for a certain role, and at certain companies. This will give you a strong basis to argue for a higher salary.
Show concrete data on your value. If you are looking to advance your salary at your current job, it may be worthwhile to show your past performance reviews. Especially valuable would be any concrete numbers on revenue that you’ve brought or value that you are adding to the company. If you are seeking a new job, demonstrable data on past performance in relevant roles might also help your case.
Be flexible yet firm. There will always be a balance to be struck between knowing your worth and value, and being flexible enough to allow for a negotiation. You have to be willing to reach a compromise , but know your limits and make sure that you arrive at a happy medium.

If you’re still feeling wary about entering into a salary negotiation, it’s worth noting that salary negotiations are on the rise. In 2019, 55% of new hires negotiated their salary, which represented a huge 16% jump from 2018 numbers. Plus, it’s likely that a hiring manager will be anticipating a negotiation, given that 70% of managers state that they expect candidates to negotiate.

If you plan to stay at your current job, pandemic downturns shouldn’t stop you from getting a salary increase. A recent study showed that 57% of organizations have already paid, or still plan to pay salary increases in 2020.

Even in these tough times, Sutherland-Wong says, “Companies are absolutely willing to pay the right for the right person.”

Job Hunt Tip: Don’t let pandemic setbacks prevent you from seeking the salary you deserve. Take the long view to get perspective on your career, and use data to support your position in any negotiation.

3) Look toward industries that are growing despite pandemic setbacks.

While the Covid-19 pandemic has a major negative impact on many sectors, there are certainly industries that have been thriving through 2020, and are projected to exceed expectations into 2021.

In Sutherland-Wong’s words, “While there are industries that are closing up shop, there are also industries that are booming.”

Christian identified three sectors that have seen tremendous growth and are expected to continue to expand in 2021 and beyond: e-commerce or online retail, tech and healthcare.

If you are looking to make a career change, it would be advantageous to look toward careers in these sectors:

E-Commerce

2020 was a challenging year for the traditional retail sector, with major legacy brands such as J. Crew declaring bankruptcy. Retailers that depended on in-person shopping took major hits from the Covid-19 shutdown.

Still, it was a strong year for e-commerce. Many retailers, like Bed Bath and Beyond, facing the downturn in traditional retail, opted to close stores in order to shift their operations to an “online-first” model.

The e-commerce space was already seeing steady growth before the pandemic, and saw an immediate boost from Covid-19 and lockdown-related factors. With consumers in 2020 using less of their budget for travel and dining, and many reluctant to shop in person, e-commerce has thrived. As of 2020, e-commerce accounts for 14.1% of total retail sales .

This number is expected to grow to 22% by 2023. By mid-April 2020, online retailers saw up to a 68% increase in revenue versus 2019 .

While in-person shopping has begun to bounce back, many are still favoring online shopping into the holiday season. In fact, a recent survey found that 58% of shoppers preferred to shop online for Black Friday deals, up from 51% in 2019.

Customers who preferred to shop in person accounted for 41%, down from 61% last year. All these factors point to e-commerce as a very safe bet to weather the economic difficulties of Covid-19.

Another reason e-commerce is a great space for those looking to make a career change is that e-commerce companies offer job options for many skill sets and career paths . These companies also offer the opportunity to see business from many angles. So whether you’re looking for an entry-level job in systems technology, or you’re a high-level marketing exec, e-commerce is a great space to direct your job search.

Tech and telecommunications

Another sector that is expected to see steady growth throughout 2020 is tech and telecommunications.

The arrival of 5G, or fifth generation wireless technology, will boost broadband strength and connectivity. It’s estimated that 5G alone could boost global GDP by $800 billion across a variety of sectors. It’s clear that 5G will have a major impact on the global economy, not only impacting tech and telecommunications but healthcare, media, manufacturing, retail and more. By 2023, 5G could create 22.3 million jobs globally.

It practically goes without saying that videoconferencing has become a much more significant part of business in 2020. Remote work was already a fast growing trend in the workforce, with remote work expected to increase 77% between 2019 and 2022 . It’s no surprise that Zoom’s revenue increased by 88% in 2020 , reflecting the increased use of videoconferencing as many employees moved to remote work. Moreover, the global videoconferencing industry is expected to see a continuous 10% revenue growth over the course of the next seven years.

Artificial Intelligence (AI) , machine learning, cloud computing and the Internet of Things are all at the forefront of conversations about tech and the economy. These are growth sectors to set your sights on if you are hoping to develop new skills and immerse yourself in new and meaningful ideas.

2020 has made it clear that we are all increasingly dependent on technology for connectedness, social needs, commerce and collaboration. If you’re looking to steer toward a new career path and you love technology, it would be wise to explore the tech/AI sector.

Healthcare

No industry has seen more profound effects from the Covid-19 pandemic than the healthcare sector. It is likely that the next few years will be a period of profound change and adjustment within many sectors of our healthcare system.

Many of the most in-demand jobs will be those on the front lines of healthcare, such as nurse practitioners , a position expected to see a 52% growth into 2021, as well as occupational and physical therapy assistants and behavioral, mental health and substance abuse counselors. But those with prior experience in systems, management and data will also be in high demand.

There will also be high demand for specialized fields such as speech-language pathologists, a role that is expected to see a 24.9% increase in demand in 2021. If you’re considering a higher degree, exploring the medical field with an eye toward specializing may direct you toward a promising career you may not otherwise have considered.

Job Hunt Tip: Focus on your core skill set when you’re making a career pivot. This means really reflecting on what your gifts are, and how they translate from the career you chose in your past to the career you’re selecting for your future. See if you can find crossover between where you've been and where you’d like to go. Identify stories that share those results, so that you have them on hand for interviews as you transition into a growing sector.

4) Ask yourself the difficult questions.

With so much going on around us, and tremendous uncertainty, many may be feeling a lack of clarity when it comes to next steps for their career. In order to move toward gaining clarity in your work life, it is important to ask yourself some challenging questions.

“My advice to everyone is that you should always be evaluating what you are doing in your career,” Sutherland-Wong says. “Is this what you want to be doing here and now? Are you happy in your job?” He goes on: “Is this part of your journey to where you have aspirations in your career?”

Simple as they may seem, these are crucial questions to finding clarity in your career. Christian Sutherland-Wong speaks on the importance of understanding if what you are doing at present is meaningful for your career. If it’s not, what do you need to do to change that?

Exploring these questions may yield an answer in the form of seeking a new job or a larger career change, or it may even look like pivoting to a different role at your current company.

After coaching so many job seekers myself, I’ve also learned the importance of seeking clarity.

Here are some of the most valuable questions I’ve used to help my clients gain clarity:

Am I hiding who I am at work? Studies show that 61% of American employees feel that they are hiding a part of themselves or their identities at work. You may feel you can’t share an aspect of yourself in a work context, or you feel that you’re having to hide your hidden value because of your job. This is a definite sign that you’re not in the right place with your career.
What do people tell me I’m good at? Feedback from others is one of the most valuable ways to find clarity. Comparing your own strength to the things that others have praised about your work will help you see clearly where your core skills lie. If your current job feels misaligned with these skills, it’s a good time to think about moving on.
What do I know that I wish I didn’t know? This is one of the hardest questions to ask and to answer. Maybe deep down you know that you’re in the wrong career, but you’ve invested so much time that you are afraid to pivot. Or perhaps you know that you’ll never be valued by your current manager. These tough truths will shine a light on what needs to change in your career.

Studies show that 30% of Americans view their job as just a way to get by. This is certainly no way to build toward a meaningful and fulfilling career. If that sounds like you, I think that both Sutherland-Wong and I would agree that it’s time to dig in and ask yourself the tough questions.

Job Hunt Tip: Do a deep dive with difficult questions to explore if you are not happy in your current job or career.

5) Don’t be afraid to job hunt if it’s time for something new.

If 2020 has taught us anything, it’s that you never know what’s in store. This is a valuable lesson to carry throughout your career, especially if you are thinking about making a transition in 2021.

The temptation for many is to wait out the difficult times, even if they are unhappy. If you are risk-averse, it’s understandable that all the uncertainty of 2020 might leave you scared to make any major changes.

To this Sutherland-Wong suggests considering, “What are the alternatives? If the realities at my company

are that I’m going to be stagnant here for a while, and I’m not super happy here, I would encourage you to look elsewhere.”

While the pandemic has certainly created economic setbacks that might make a job search seem daunting, Sutherland-Wong points out that remote work has also created a tremendous amount of new opportunities for job seekers. These new remote jobs offer candidates the opportunity to greatly expand their job search, no longer limited by geography. Statistics show that there was a 92% increase in remote jobs between September 2019 and September 2020.

As he says, “While you may think it’s not a good time to look for a new job, in fact, in some cases, there’s never been a better time.”

This underscores something that came up often in my conversation with Sutherland-Wong: the idea that it never hurts to see what’s out there.

Our advice, despite the layoffs and appearance of uncertainty in the job market, don’t be afraid to start looking. People are always hiring, and you owe it to yourself to be in a role that is exciting and inspiring to you. So why not open yourself up to the possibility that you might find something better that is a better fit?

It’s this optimism and openness to possibilities that allows us to go outside our comfort zones. Often we are stuck in our comfort zone because of fear. And fear is, quite frankly, a perfectly natural reaction to all the challenges of 2020. But in order to find your best and most authentic journey toward the career you want, sometimes we have to push through that fear to the other side, outside your comfort zone, where the real possibilities lie.

Job Hunt Tip: Don’t let the uncertainty of the post-Covid economy stop you from starting your job search. It never hurts to see what’s out there, and the sooner you start looking, the better chance you have of finding a better fit. After all, job hunting is a numbers game: the more energy you put out and the more cold networking emails you’re sending, the more potential opportunities you’re creating for yourself.

After such a tough year, you deserve to give yourself the chance to find your dream job. Even though it may not seem like an easy time to make a change, sometimes opportunity knocks when it's least expected. So prepare yourself to open the door. Here’s to a better and brighter year in 2021.

How To Effectively Navigate HR Issues This Christmas

roger@pocwebbuilder.com (Roger van Maris) — Mon, 21 Dec 2020 21:37:11 GMT

How To Effectively Navigate HR Issues This Christmas

By Daniel Paylor via Sage People

When it comes to Christmas lists, it can sometimes feel like Santa has got nothing on HR teams’ lists of things to work through over the festive period.

Yes, the holidays are a time for giving and general goodwill, but there can sometimes be Christmas issues that come knocking on HR’s doors at this time of year.

This can include low productivity, sickness, discrimination, holiday requests, shift work requests and bonuses and incentives.

However, although it may seem endless, with a bit of planning and communication, HR and People teams can provide experiences their people will thank them for.

Our new infographic, below, breaks down 9 Christmas HR issues and how to deal with them. Here’s a taster of some of these.

Communicate your holiday policy early

Communication is key. Have clear policies on: office closures; vacation days; work expectations over the Christmas period; end of year bonuses and incentives; shifts and work schedules; overtime or extra pay over the Christmas national holidays.

These are all issues that are top of mind for employees. Communicate early so that they can plan their Christmases accordingly. Leaving this too late can catch employees unawares and have a negative impact on morale and productivity.

Motivate workers

People might begin to flounder as the end of the year is on the horizon. Keep employees motivated by shaking up their workloads. If business as usual has slowed down, then use this time to brainstorm creative ideas for the year ahead.

Provide incentives such as flexible working. Let employees juggle the effects of late nights at corporate events and the demands of family life in preparation for Christmas by working remotely and keeping flexible hours in the office, as long as they make up their hours or complete their work.

Include everyone

Not everyone celebrates Christmas, so make sure that your company culture doesn’t discriminate. Include everyone in the festivities but don’t force them to join in.

Also, consider offering flexible public holidays. People can choose to work over Christmas and take their public holiday on a day that has more significance to them.

Think carefully about your office party

Not everyone is a party animal, so think carefully about your office party to ensure you are as inclusive as possible.

Ask your employees what they would like to do for Christmas. You may find that your people want to ditch the formal soirée and have a more informal night out, a lunch or even a group activity instead.

Have a corporate gifting and entertainment policy

Have a clear corporate gifting and entertainment policy both for giving and receiving and make sure you communicate it. You don’t want someone within your organization to be unwittingly accused of giving or receiving a bribe.

Say thank you

Finally, don’t let your employees leave for the holidays without saying thank you.

This is your opportunity to send a powerful message to your people. Get it right and they will go home feeling positive about the company; get it wrong and they might spend the holidays feeling disillusioned with their workplace.

Also, encourage all managers to personally thank and recognize their teams for the work they have done all year around.

Christmas needn’t be a headache for HR and People teams. Clear policies and communications are a must, but trust, empathy and a human touch are equally as important.

Staffmax President Kevin Gill Wins Visionary Award at the 2020 CPHR Manitoba Excellence Awards

roger@pocwebbuilder.com (Roger van Maris) — Thu, 17 Dec 2020 22:34:27 GMT

Staffmax President Kevin Gill Wins Visionary Award at the 2020 CPHR Manitoba Excellence Awards

Winnipeg – December 17, 2020 – Staffmax is proud to share that the company’s President, Kevin Gill, was recognized with the Visionary Award at the 2020 CPHR Manitoba Excellence Awards.

CPHR Manitoba’s HR Excellence Awards is an event that celebrates the successes, achievements and impacts of HR in Manitoba and all the individuals and employers who are advancing the human resources profession.

On December 10, a virtual event was held where CPHR Manitoba members and businesses were able to share and hear the stories of all the innovative individuals and teams who have risen to the occasion and made a lasting impact to their workplaces this year.

“It’s an honor to be recognized among the many great HR leaders in Manitoba. I’m appreciative of all our clients and candidates that have helped Staffmax grow and be successful,” said Gill.

Staffmax has remained committed to serving our community during these uncertain times and continues to provide innovative support to employers and job-seekers Canada-wide.

###

ABOUT STAFFMAX STAFFING & RECRUITING

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’ success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

info@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

2020 Holiday Hiring Guidance for Employers

roger@pocwebbuilder.com (Roger van Maris) — Thu, 10 Dec 2020 23:04:05 GMT

2020 Holiday Hiring Guidance for Employers

By Tonya Fletcher via Frank Crum

Published November 19, 2020

‘Tis the season for holiday hiring. With an anticipated increase in business due to the holiday shopping season, employers will want to have the right employees to cover the holiday demand and provide an excellent customer experience. While the coronavirus pandemic will make this holiday season different there remain key items to be aware of when bringing on seasonal workers.

If you are hiring seasonal workers, you need to be aware of the legal requirements and regulations surrounding such employment. Despite being temporary or part-time, many of the federal and state laws and regulations that apply to full-time employees also apply to seasonal or part-time employees including:

Anti-harassment, discrimination and retaliation laws
Disability laws
Workplace health and safety regulations
Wage and hour laws (minimum wage, overtime pay, record-keeping and child labor)
State laws concerning sick leave
State background check laws

Here are five tips for smooth holiday hiring that can make for happier workers and help keep your business out of legal trouble this holiday season.

1. Communicate Clear Expectations

Before hiring seasonal workers make sure they understand your expectations for the position and length of employment. During the job search and interview process, clear communication can help prevent temporary employees from misunderstanding the terms of the position and leaving early or without warning.

At a minimum, clearly communicate the following in writing:

Expected duration of employment (i.e. start date and finish date)
Anticipated hours of work per week
Pay rate and payroll information
Job description

When communicating about expected duration of employment you should have a notation that a contract of employment is not being created (at-will employment). Make sure the job description has been reviewed and is up to date. Review workplace safety requirements with the new hire. In addition to offering a competitive wage, some employers offer bonuses for employees who stay until the end of the season as an incentive for dependability.

If there is an opportunity for an employee to be retained beyond the season, communicate that during the hiring process but explain it’s not a guarantee. If you end up retaining a seasonal employee beyond the season for which he or she was hired, assess whether additional paperwork needs to be completed, especially if the employee has become eligible to receive benefits.

2. Check Applicable Laws

Many cities and states now require employers provide their employees with paid time off. Typically, employees accrue paid time off for sick or family leave based on the number of hours they work. Other laws such as predictive scheduling could come into play. Check whether any such laws apply to your business, as even seasonal and part-time employees may be eligible.

Employees with seasonal jobs are generally entitled to the following benefits:

Unemployment
Social Security and Medicare (this includes withholding Social Security and Medicare taxes from wages and paying the employer's matching amount)
Workers' compensation benefits

Additionally, temporary employees may be eligible to receive health and other benefits under your plan documents. Employees who work 30 hours or more per week may need to be offered healthcare coverage under the Affordable Care Act. To avoid penalties, you should carefully ensure all benefits for which an employee may be eligible are provided to him or her.

3. Complete the Form I-9

Use the current Form I-9 with a form expiration date of 10/31/22. This year, due to the pandemic, the Department of Homeland Security (DHS) has provided temporary flexibility with I-9 requirements for remote workers. If your seasonal worker is a rehire within the last three years, you may complete Section 3 of their previous Form I-9. However, if the version of Form I-9 that you used for the employee’s original verification is no longer valid, you must com plete Section 3 of the current Form I-9 (10/31/22 version) upon reverification and attach it to the original I-9. Be sure to review the Form I-9 instructions for further details on rehires and reverification.

4. Review Timekeeping Procedures

Hiring a fresh batch of help is a good opportunity to review minimum wage laws and verify whether non-exempt employees are accurately keeping time and receiving overtime pay. Remind all managers and employees that all time worked must be recorded, and foster a culture in which these rules are carefully followed. It is acceptable for you to require your employees to obtain permission before working overtime, but even unapproved overtime must be paid to avoid a violation of the Fair Labor Standards Act (FLSA).

5. Conduct HR Training

As a general rule, hold seasonal employees to the same standards as regular employees, and include seasonal workers in all meetings with full-time employees. You should provide at least basic anti-discrimination and anti-harassment training to all new employees. This training is a requirement in some states, like Illinois and New York for example. It is also important to ensure every employee has a copy of the company policies and procedures and knows how and to whom to make a complaint if necessary.

5 Productive, Pain-Free Ways to Job Search During the Holidays Without Turning Into the Grinch

roger@pocwebbuilder.com (Roger van Maris) — Sat, 05 Dec 2020 18:52:08 GMT

5 Productive, Pain-Free Ways to Job Search During the Holidays Without Turning Into the Grinch

By Stacey Lastoe via The Muse

Last week, one of my friends confided that her severance was almost gone—with the holidays fast approaching. “I know I need to start looking for a job, but I might as well wait until January to start,” she said.

Au contraire. I went on to list all of the things she should be doing right now. Yeah, I know (and she knows) it’s highly unlikely that she’s going to land a job during the holidays, mere days before everyone drafts their holiday out-of-office messages .

But that doesn’t mean that all job search work must be abandoned until the new year. Whether you’ve been entrenched in a job hunt since Labor Day or are just beginning one, I promise there are (relatively) pain-free ways to keep at it during the holidays.

Read on for five things you can do for your job search during the holidays that will place you in prime position come January when everyone is business as usual again.

1. Take Job Description Notes

The job boards may be looking a bit bleak right now, but even if your dream gig isn’t jumping out at you, there’s a strong chance that some of the available positions you’re coming across are a close match to what you’re actually looking for. They may not be the jobs you want to apply to, but that doesn’t mean they don’t hold some value.

So over the holidays, read through the descriptions closely, paying attention to requirements and responsibilities. These two subheads are chock-full of useful information that can aid you in prepping your materials (e.g., your cover letter and resume) and figuring out if there are any holes in your skill set. If one job requires Photoshop, you’re probably OK not knowing it—but if every single position you’re interested in does, you can use the December job search lull to brush up on your knowledge.

2. Update Your Resume

You’re not surprised to see this here, are you? There’s a reason it’s commonplace advice: Your resume reall y matters. As the first look into who you are, where you’ve come from, and what you’ve accomplished, it has to be up-to-date, typo-free, and relevant to your industry and the jobs you’ve set your sights on. (Most hiring managers don’t want to know about your brief bartending stint two summers ago when you were figuring out how to transition to interior design.)

Focus on listing your most important work experiences, getting rid of that objective statement , and quantifying your bullet points (which, yes, you can do even if your job doesn’t involve numbers). While you’ll have to tailor it for each position, getting it into shape will make that a much shorter task, rather than an all-day event.

Oh, and do yourself a favor and have a friend ( or a coach ) look it ove r and give you a brutally honest assessment.

3. Make a List of Potential Contacts ( and Draft Emails)

It’s true that the holiday season may not be the best time to network and reach out to anyone and everyone who might be of assistance to you in your job search, but that doesn’t mean you can’t at least get the ball rolling. Do your research, scan your brain, and scroll through your LinkedIn for potential people to contact.

Make an exhaustive list, narrow it down, and t hen begin drafting emails. I’d recommend waiting until at least a few days after the holidays have ended to actually send your carefully crafted emails or LinkedIn messages , keeping in mind that most people who took time off will be inundated with emails on their first day back in the office. And you definitely don’t want yours to get lost in an overflowing inbox.

Not sure what to say? We’ve got help-me-find-a-job email templates for you right here.

4. Work on Your Social Media Presence

So you haven’t quite mastered Twitter . Or, maybe your understanding of LinkedIn leaves a lot to be desired. Or your Facebook page contains an awful lot of questionable photos from college. December is a fantastic time to clean up and polish your social media accounts (a.k.a., deleting anything that’s NSFW—and turning privacy settings on if there are any lingering doubts).

In more and more industries, some kind of social media presence is more or less a requirement. Figure out now how much cred your industry gives to it, and act accordingly. And even though most people will be out of the office for the holidays, they’ll still be checking their notifications. So you can be active where it’ll benefit you in your search and connect with people in your industry.

5. Get Your References in Order

There’s nothing worse than getting to a certain exciting point of y our job search (the post-interview request for references, yes!) and scrambling to make sure you have a) solid references (and their permission ), and b) accurate contact info for aforementioned solid references.

Being confident that your former supervisor only has good things to say about you isn’t enough. It’s both considerate and professional to ask to use someone as a reference—and important to let him or her know what you’ve been up to.

Once you have your names lined up, check to make sure you have a current phone number and email address for each. Have this information at the ready so that if and when a hiring manager requests it, you have one less thing to worry about.

While som e things—sending resumes and cover letters and following up with contacts—may be best left alone until the holidays are but a mere Instagram memory, there are plenty of other easy and pain-free job search steps you can take in the meantime. Then, when January rolls around, you’ll be able to hit the job search full-sprint.

5 Ways HR Can Be Proactive About Employee Mental Health During COVID-19

roger@pocwebbuilder.com (Roger van Maris) — Thu, 26 Nov 2020 20:41:40 GMT

5 Ways HR Can Be Proactive About Employee Mental Health During COVID-19

Via Gympass

COVID-19 has left employees around the world scrambling to adapt to a new way of life. Social distancing and adjusting to remote work can be stressful and navigating these changes has left the business world feeling i ncreasingly uneasy about what could happen next. With this in mind, we reached out to a US mental health specialist Shannon McFarlin to discuss proactive ways HR professionals can help their workforce cope.

1 -Encourage your workforce to (safely) stay active. While fitness centers, gyms, rec centers, golf courses, and public pools are not available, it is safe to exercise outside as long as you follow proper social distancing guidelines. Spending time outside improves mood and wellbeing, and is particularly beneficial during times of anxiety, stress and transition. The government is allowing you to get outside to exercise once a day, so enjoy a jog or walk outside! There are also a number of amazing online workouts available through not only Gympass but Youtube, Instagram Live and many other platforms – be sure to check it out!

2 – Create a Slack channel or community intranet page where employees can connect and HR managers can share healthy recipes, tips for managing a healthy work/life balance while working remotely, as well as resources for managing stress. Encourage employees to share ways they are successfully adapting to working remotely. Reach out to your corporate communications or marketing teams for ways you can promote the channel and build it into a welcoming and useful online community resource for your employees.

3 – Combat feelings of isolation with weekly self-care tips. Helping employees prioritise their mental health can be particularly challenging in a remote work environment. Encourage employees to meet on video when possible so they can continue to feel connected to their co-workers. Start the work week by sending a proactive #MondayMotivation message with sel f-care ideas people can use throughout the week to stay productive, engaged, and centered. Looking for inspiration? YoungMinds share tip s here on how to look after your wellbeing during these unprecedented times.

4 – Minimise remote burnout by creating official company guidelines for working from home. Set designated working hours, ensure employees have scheduled breaks, and encourage managers to utilise flex time to help their workers adjust to their new remote environment. It’s a myth that working from home means that you and your employees need to be working all of the time. Communicate these guidelines to help your community feel more secure in their new situation and stay aligned with the company culture you’ve worked so hard to create.

5 – Ensure your employees have sufficient resources to support their mental health . Supporting the mental health of your employees can be anything from an EAP (employee assistance program) to a resource booklet with information on hotlines, websites and companies to access when needed. Resources such as Samaritans , MIND , and the NHS can help direct your employees to the right support channel.

How to Get a Job in 2021

roger@pocwebbuilder.com (Roger van Maris) — Tue, 17 Nov 2020 21:44:55 GMT

How to Get a Job in 2021

By Nancy Collamer via Next Avenue

Published November 2, 2020

Between COVID-19, record-high unemployment numbers and the collapse of entire industry sectors, 2020 has been a miserable year for older workers. In fact, for the first time in nearly 50 years, older workers face higher unemployment than mid-career workers, according to The New School Retirement Equity Lab. And a Champlain College survey found that 9% of boomers and 11% of Gen Xers have lost jobs in the pandemic.

Here are their key takeaways:

1. Diversify your networking strategies . Job referrals an d contacts have long been the key to job search success. In fact, 57% of boomers and 61% of Gen Xers in the Champlain College survey said "It's still about who you know when landing a new job."

But in the virtual world of pandemic job hunting, it's especially critical to find new ways to regularly connect and engage with your network. Mary Jeanne Vincent, a career expert in Monterey, Calif., says strategic networking helped one of her favorite clients, a 60+ woman, score a one-year consulting contract — with a 12%+ pay increase.

Her client diversified her networking three ways:

First, she consistently posted interesting content on LinkedIn and re sponded when anyone liked or commented on it; she also reposted content from others in her network.

Second, she held weekly networking calls to help others and herself. "She prepared for every call, knew what she wanted to ask and had ideas about how she could assist her contact," said Vincent. "When wrapping up networking calls, she never failed to find a way to offer assistance. Sometimes she shared resources, other times she was able to directly connect the individual to another influencer."

Finally, she joined a group of movers and shakers who were meeting weekly on Zoom. As the woman got to know some of the participants, she invited them to virtual coffee dates. One of these virtual coffees led to the consulting opportunity she landed.

2. Network before you need to do so. During a difficult job market, it's tempting to convince yourself that you can ride out a bad job situation. But if your gut tells you that your job or employer is heading south, trust your instincts and get to work to find work.

As an example, Sarah Johnston, a job search strategist in Durham, N.C., worked with a 56-year-old marketing executive who had enjoyed a long and successful career with his firm and planned to retire from it. But at the start of 2020, he began to question the direction of the company. Once the pandemic took hold, the situation deteriorated and he decided it was time to make a move.

"The hardest part of the entire job search process for him was being vulnerable to his network," said Johnston. "Once he got comfortable telling people his story, an unexpected door opened, and he landed a new role as the president of a regional distribution company. If he hadn't told his network he was looking, he would have never known — or even considered — this opportunity."

3. Spiff up your LinkedIn presence. All five coaches agreed that a robust LinkedIn presence is a must have, especially right now. Their most successful clients regularly tweak their LinkedIn profiles, share content on that platform and engage with their LinkedIn networks. But the more you can do to make your LinkedIn profile memorable — with compelling videos, whitepapers or professional photos — the better.

As an example, Laura Powers of Powers Career Coaching in Mount Kisco, N.Y., shared the story of a 50+ chief financial officer who leveraged LinkedIn to land multiple consulting assignments in 2020. In addition to keeping his LinkedIn profile updated continually, he developed and uploaded a PowerPoint presentation there showcasing his expertise and thought leadership. "It proved a real differentiator," Powers said.

4. Pivot to high-growth industries. Marc Miller, founder of CareerPivot.com based in Austin, Texas and a Next Avenue Influencer in Aging , shared the story of one of his clients, age 62, who found a job this year by doing just that.

For most of her career, she worked as a trainer, curriculum developer and customer-support person. When the pandemic hit, she was employed at a nonprofit. Then she got laid off. After losing her job, she decided to pivot away from nonprofits to focus on customer-support opportunities in the booming field of telehealth.

She hired a career pro to revamp her resumé and updated her LinkedIn profile to highlight keywords that could be useful for customer-support in telehealth, while minimizing her curriculum development and training experience.

"She almost immediately began to get calls from recruiters," said Miller. "And within thirty days, she landed a job."

5. Get creative. Finally, in this most unconventional of years, I'll end with an out-of-the-box tip from San Francisco-based career coach Melanie Feldman, author of "Bold: Get Noticed, Get Hired." Feldman says it's worked really well for her clients in 2020.

Next time you want to schedule a virtua l informational interview with someone at a prospective employer, she says, consider attaching a $5 gift card to Uber Eats or a similar service along with your invite. In your email, mention that normally you would have treated the person to an in-person coffee, but since you can't do that right now, you'd like to treat them to a coffee or breakfast sandwich over a virtual coffee instead.

"Of course, if you're job hunting this can get expensive," said Feldman. So, she tells her clients "to find a few special cases where it would be well worth it."

You can also send the email first without the gift card attached but mentioning your intentions, says Feldman. "And once they agree, you email the card later," she advised.

Cheers to your job search success in 2021. May it be a better year for us all!

How To Create A Virtual Employee Training Program

roger@pocwebbuilder.com (Roger van Maris) — Tue, 27 Oct 2020 20:20:45 GMT

How To Create A Virtual Employee Training Program

Via The Execusearch Group

With the current state of hiring and workers’ need for flexibility , remote work is a trend that is here to stay. And as remote work becomes more prevalent in the U.S. workforce, organizations will need to create a virtual employee training program for these new remote workers. This will not only create a smooth transition for remote workers to set them up for success, but it will also provide them with a great employee experience .

Whether your new employees are fully remote or are remote for a period of time, you’ll need to create a virtual employee training strategy to keep your organization running smoothly. Below are seven tips to set up your remote onboarding strategy for success:

Provide clear expectations throughout onboarding

The first step you’ll need to take when onboarding remote employees is to set clear expectations. Since there is no in-person supervision with remote work, you’ll need to have a structure for onboarding in place and communicate specific goals you’d like to tackle during this process. This will help the new employee understand how the process works, which can clear up any confusion and set the groundwork for a successful training period.

Conduct onboarding meetings through video

One of the struggles with remote work is the lack of connection workers may feel without a team close by. A way to combat this issue is through video conferencing. Throughout the virtual employee training process, make sure you connect with the new hire through video conferencing using software such as Zoom or Microsoft Teams . Allowing the new hire to see you during the training process will allow them to become more comfortable with the organization.

Use video conferencing to build connections

Along with conducting video onboarding meetings with your new hire, you’ll want to ensure that they are also being introduced to their new colleagues through video as well. Set up video meetings with your new hire’s teammates to create bonds and help them feel a sense of belonging at the organization. Depending on the new hire’s role, you may also want to set up video introductions between the new hire and top leadership within the company. This will help the new employee understand your organization’s business goals and allow them to feel more of a part of the organization.

Educate new team members on core missions and values

It can be difficult to feel part of the team when working remotely. That’s why educating new team members on your organization’s mission and core values are especially important during the onboarding process. This will introduce your new employee to the company’s culture and help them understand your organization’s goals.

Establish clear guidelines for communications

Communication is key when it comes to remote work. That is why you’ll need to have an organized structure for communication to keep remote work on track. When training your new employee, educate them on the best way to communicate throughout your organization. You’ll want to establish standards and expectations for communicating through email, video meetings and messaging communication such as Slack. Without establishing these guidelines, messages may be lost, and important projects can slide through the cracks once they start their work.

Use screen share technology for demonstrations

When it comes to the technical aspects of your new remote employee’s work, you’ll most likely already have written guides for them to follow. However, it’s much easier for people to learn through demonstrations instead of reading about the work in a guide. One great way to keep things consistent in these training sessions is to create video “how-to” guides through Screencastify or online webinars for your remote team . This will make instructions clear and consistent for your new remote employees. You can also see how they are implementing these new tasks by enabling them to share their screens. This will allow you to provide feedback right away on any tasks they’ll need to complete.

Ask for feedback

Remote training can be difficult due to each organization’s specific goals. That’s why it’s important to ask for feedback during the virtual employee training process. Doing this will open communication between you and the new hire and allow them to express any concerns they may have. Once the onboarding training is over, you may also want to consider creating a survey asking for feedback. Receiving opinions on the trainings will help you iterate your current onboarding strategy and improve the entire virtual training process. The more updates you make to your onboarding strategy, the more successful your remote workers will be.

How Workers Over 50 Are Reinventing Themselves In The Pandemic

roger@pocwebbuilder.com (Roger van Maris) — Tue, 20 Oct 2020 20:58:29 GMT

How Workers Over 50 Are Reinventing Themselves In The Pandemic

Touria Izri via CTV News

Link to Video: https://winnipeg.ctvnews.ca/how-workers-over-50-are-reinventing-themselves-in-the-pandemic-1.5146064?fbclid=IwAR1Ah4sPY5TtiZYihwvZsQPNj8ypVARiD_JZhrHHlqL8DqlqchkCgMdsF_A

WINNIPEG -- Canadians of all ages are dealing with the devastating impact of losing their jobs during the pandemic, but changing your career path can be particular challenging when you’re also planning for retirement.

“It was hard,” Carolyn Eyres told CTV News Wednesday. “I made looking for work into a full-time job.”

Eyres was one of around 400 workers laid off from Boeing’s Winnipeg location last spring.

At 51 years old she made a career jump and switched to the non-profit sector.

Eyres now works with the organization Turning Leaf, which helps people in the community who have intellectual challenges and mental health issues.

“I had to look at, did I want to go back into the corporate world and eventually get that bigger salary? Or did I want to the change the world I live in?,” she said.

“Now when I look at my alarm in the morning I say ‘Yay.’”

While Eyres said the job brings her more joy, it does pay less than her previous position.

CERTAIN JOBS MAY NO LONGER EXIST

Having to accept lower wages is a reality facing job seekers who are over 50 years old.

“Some (job seekers) come in hoping to get the same type of jobs they had with maybe the same benefits of pension, but those jobs have really changed and they’re not out there as much as they used to be,” said Kevin Gill, who runs the recruitment agency Staffmax, which is based in Winnipeg and has offices across Canada.

Gill said he has seen a jump in older job seekers, and his advice in this market is for workers to be flexible.

Gill said those who see the most success are “people who come with the right attitude and use this as an opportunity to embrace change.”

AGEISM AND HEALTH RISKS PRESENT CHALLENGES

David Camfield, an associate professor of labour studies and sociology at the University of Manitoba, said ageism can also be a barrier to finding quality employment.

“It may be that employers feel that older workers are less desperate they may not be willing to work as hard or perhaps do exactly what the employers want them to do,” he told CTV News.

People aged 50-plus are also more vulnerable to the health risks of COVID-19.

“What’s worrying is that desperation may push people to take jobs because they have to find employment even if it means they’re more likely to be exposed to a virus that could cause them much more serious consequences,” said Camfield. “

"The risks are much greater for older workers.”

While the pandemic may have accelerated job losses in high-paying industries, Camfield said the number of quality positions has been on the decline for years.

“There should be demands on governments, for example, to create good quality public sector jobs in a recession, rather than hack and slash away,” he said.

This Is What Your Resume Should Look Like in 2020

roger@pocwebbuilder.com (Roger van Maris) — Mon, 19 Oct 2020 15:31:23 GMT

This Is What Your Resume Should Look Like in 2020

By The Muse Editor via The Muse

You don’t need us to tell you how important your resume is. It sums up your qualifications for a recruiter or hiring manager, and it’s the document they use to decide whether or not you might be a fit for your dream job. (No pressure!)

So you definitely want it to be the best it can be—and you definitely don’t want it to look messy, outdated, or hard to read. With all that in mind, what should a resume look like in 2020? We’ve got the best advice for how to create a resume that will stand out from the crowd and land you that interview.

1. Keep It Simple

Unless you’re applying for a design role, a clean, simple layout is best.

Use clear section headings and make them stand out with bold type, capital letters, and/or a different color.
Make sure there’s plenty of white space—an overstuffed resume is hard to read.
Skip the fancy graphics, pie charts, and illustrations, which don’t play well with resume-scanning software.

2. Use a Summary Statement Instead of an Objective

A resume objective (“Seeking a senior-level product management role in the fintech space”) tells the recruiter what you want. A summary statement , on th e other hand, explains what value you can bring to them.

3. Spotlight Key Skills

Whether you put your skills section at the top of your resume (like the example here) or at the bottom, after your work experience, make sure the skills you list match the requirements for the job you’re applying to. Not sure what those are? Read the job description carefully to see which skills, programs, and keywords are mentioned. If there’s a requirement or responsibility listed in the job description that you’ve performed in a current or previous role, it should be on your resume.

4. Put Your Latest Experience First

Recruiters still prefer the traditional reverse chronological format , where you list your current or most rec ent job first.

5. Break It Down

For each job, list out your responsibilities and accomplishments in easy-to-skim bullets, not in paragraphs, which look denser and harder to read. Make sure you start each of these bullets w ith a strong action verb .

6. Consider Adding Volunteer or Other Experience

Listing volunteer work o r other interests can add personality to your resume and help you seem more three-dimensional. These experiences can also help you highlight transferable skills you’ve gained outside of the workplace.

7. Quantify Your B ullets

Wherever possible, add numbers and results to your bullet points to show the impact you had in a role. You can do this even if you’re not in a numbers- or dollars-oriented role: How frequently did you do a task? How big was your team? How many people used your product?

Use these tips to get your resume ready for the new decade—and get yourself that much closer to the perfect job.

The Impact Of The Coronavirus On HR And The New Normal Of Work

roger@pocwebbuilder.com (Roger van Maris) — Tue, 13 Oct 2020 19:02:48 GMT

The Impact Of The Coronavirus On HR And The New Normal Of Work

By Jeanne Meister via Forbes

Published March 31, 2020

For the past decade I have been writing and speaking about the disruptions in the way we work, learn and communicate. In my article, Humans, Gigs and Robots Are The New Blended Workforce, I saw an increase in full time workers working side by side with gig workers and bots or digital assistants. I went on to say: the pace of change has never been this fast, yet it will never be this slow again!

What I did not envision is we would be working exclusively from our homes while juggling home schooling and trying to figure out how to conduct three Zoom sessions at the same time: one for our own meeting, one for our spouse or partner’s meeting, and one for our child learning at home!

The Covid-19 coronavirus is becoming the accelerator for one of the greatest workplace transformations of our lifetime. How we work, exercise, shop, learn, communicate, and of course, where we work, will be changed forever!

The term VUCA (volatile, uncertain, complex and ambiguous) first appeared in the media in 1987 by the Army War College . It has taken just a few weeks for the Covid-19 coronavirus to shut down most restaurants, bars, shops, and gyms, as well as mandate or encourage 88% of workers to work from home, regardless of whether or not they are showing symptoms of coronavirus (according to Gartner) , trigger hiring freezes, and, as of last week, a record of 3.3 million Americans have applied for unemployment benefits .

But the larger question is: how will this massive transformation impact the workplace, you, your team, and your organization? Future Workplace’s recent survey, entitled The Impact of the Coronavirus in the Workplace, was conducted among 350 HR leaders in the USA to explore this question. I will share some insights on how this new normal of work is evolving within organizations.

Here are our top three findings and my thoughts on the implications of how the Covid-19 coronavirus will accelerate many future of work initiatives for the rest of 2020.

1) Ramp up Training and Investment in Remote Working

Across the globe, companies are dealing with the Covid-19 coronavirus pandemic by mandating or encouraging employees work from home. As the coronavirus spreads, working from home is the new normal for workers. We are hearing comments like: “It’s the first day of both working from home and home schooling... I never signed up to be a teacher and now I believe teachers should be paid like CEOs!”

What are companies doing to prepare for one of the largest work from home experiments ever? Our research examined the various ways companies are dealing with remote working and one way is training. Our Future Workplace survey, The Impact of the Coronavirus in the Workplace, asked, “In what ways does your company offer training on how to successfully work from home?”

The responses ranged from offering both worker training and manager training, to mentoring, coaching, and even launching Employee Resource Groups targeted to remote workers and their families. See Figure 1:

M icrosoft is going one step further. They created a Guide to Working From Home During COVID-19 . This guide was shared with the Microsoft global workforce and a version was made available to customers as an editable document to use with their own organizations. The link to the customizable version is here: http://www.aka.ms/WFHguide-Customer

Rachel Russell, one of the architects of this document and the Flexible Work Lead at Microsoft says, “We designed the document to support our employees working from home during this outbreak, some for the first time and many with others at home as well. Our guidance ranges from setting up your physical and virtual workspace to managing your time and wellbeing, as well as specific guidance for managers. Everyone’s experience is different, and we continue to offer learning resources and community spaces, like Yammer groups, where employees can ask questions, share anecdotes, and brainstorm ideas for staying healthy, engaged, and productive.”

The Guide to Working From Home balances the mechanics of working from home with the emotional implications of managing it all: work, home, children, and importantly, your own self-care.

Future Workplace summarized the list of successful strategies for remote working following our recent Future Workplace Virtual Summit, and interviewing both Rachel Russell and Stacy Elliot, Senior Director of Communications at Microsoft, a pioneer in remote working for the last 17 years.

2) The Future of Work Is the Future of Worker Wellbeing

My Forbes column, Top Ten HR Trends That Matter Most in the 2020 Workplace, details how companies that focus on the future of work are consumed by the impending disruption of jobs, automation, and changing workforce demographics. All of these are important, but we also need to make worker wellbeing a priority!

Today more than ever, the future of work is the future of worker wellbeing. With the growth of the digital economy, our ‘always on’ way of working, the stresses in managing work-life integration, and now dealing with the coronavirus, assisting workers with their wellbeing has never been more important.

As Cecilia Tse, Wellbeing Strategy Leader, PwC says, “We are committed to helping build our people’s wellbeing and we define this to include their physical, emotional, mental, and spiritual well-being. But we are going beyond viewing wellbeing as a perk, we are being prescriptive to provide our people guidance and suggestions for habits they can consider forming in each of these areas on our PwC Be well, work well Habit Bank .”

This focus on worker wellbeing is especially important, as workers experience anxiety in dealing with the coronavirus. Our Future Workplace survey asked the question, How is your organization dealing with increased anxiety during the coronavirus pandemic? Our list of suggestions are outlined below in Figure 2.

3) The Coronavirus Can be an Opportunity to Re-define Your Business

The coronavirus pandemic is fundamentally shifting how we live and do business and will accelerate the Fourth Industrial Revolution, fueled by smart technologies such as Artificial Intelligence and mobile supercomputing. The Future Workplace Survey asked HR leaders, How could the Coronavirus be advantageous to your business? Figure 3 shows the range of responses where some HR leaders saw the coronavirus as an opportunity.

Many survey respondents commented on how the coronavirus could be an opportunity to re-think assumptions on their products, services and business model as well as cross training and creating new products to be better prepared for the next pandemic.

As I toward 2021, I see the coronavirus as an accelerator for defining the role of the corporation, remote working, re-skilling, skills based hiring, and the transformation of corporate learning.

CEOs Will Be Bold in Protecting and Investing in Their People

On August, 19, 2019 the Business Roundtable released a statement signed by 181 CEOs acknowledging all of a corporation’s stakeholders- workers, communities, partners- were as valuable as their investor shareholders. This statement now looks to be prescient. In the past few weeks, there have been numerous examples of corporations proving they meant what they acknowledged back in August, 2019.

Microsoft announced that they will keep paying the hourly workers who support their campus during this period of reduced service needs.
Starbucks , identifying the anxiety of this crisis, has extended its mental health benefits and extended therapy sessions to all U.S. based employees and their eligible family members starting April 6th, 2020.
StopTheSpread.org, the blog on Medium authored by Ken Chenault, former CEO of American Express, and Rachel Romer Carlson, CEO and co-Founder of Guild Education, asks CEOs to stand together to support coronavirus recovery by funding national healthcare needs such as ventilators, respirators and hospital supplies.

There Will Be a Surge in Remote Working after the Coronavirus

In 2017, FlexJobs and Global Workplace Analytics estimated the number of people working remotely increased 159% between 2005 and 2017, with a 44% rate of growth in the last five years of that span.

That was only the beginning. Remote work is here to stay! The coronavirus is making companies, employees and their managers more comfortable with working from home. From now on, we will question taking that flight to see a client if we can communicate on a new project using Zoom.

Face time will no longer be the measure of worker productivity. Instead we will finally focus on results! With the benefits of tapping into a geographically and ethnically diverse talent pool, managers will increasingly explore how to make remote working part of their culture.

Skills-based Hiring Will Move from The New Normal to The Normal

More companies will move from hiring based on degree pedigree to hiring based on skills and more apprenticeship jobs will surge.

I sp oke with Ravi Kumar, President of Infosys Ltd, on how the coronavirus will impact businesses. Ravi wrote his point of view in an inspirational LinkedIn article, Thinking Out Loud , on the confluence of opposites born in unprecedented times, such as an increased need for collaboration while we work remotely or the need to reap benefits of global interconnectedness along with local resilience.

Organizations, even as they deal with the challenges of the here and now, are putting into place plans for their post-COVID recovery. Transforming their talent models and digitizing their talent value chains will be a big focus area.

Kumar predicts a surge in skills-based hiring as more companies outsource routine tasks to machines and humans focus on uniquely human skills of creativity and critical thinking. Kumar says, “I see a future where machines will handle problem solving and humans will focus on problem finding.” That vision has committed Infosys to be a leader in the skills-based hiring movement, where the company focuses on recruiting candidates with the skills and capabilities they need rather than on their degree pedigree. Infosys partners with various community colleges in the country to hire for the right skills. In anticipation of the large scale digitization of workplaces, Infosys is stepping up its effort accelerating this with the recently launched Digital Apprentice program for community college students to learn-earn-work in order to land digital backbone jobs.

Learning Will Be Radically Transformed

This new normal of working will drive new ways to learn online. Research and Markets has forecast the e-learning market to triple by 2025 to reach $325 billion.

That was before the coronavirus. This estimate will only increase as companies have no choice but to launch a radical transformation of corporate learning.

We alr eady saw this happening with:

Walmart is partnering with Strivr to use Virtual Reality to prepare Walmart workers for Black Friday in store shopping;
Best Western Hotels is partnering with Mursion to use virtual reality to train front desk clerks in problem solving skills;
Home Depot built a mobile app to train new hires while they are on the job , sharing product information to reduce the need for face to face training.

All of these experiments will be accelerated as business leaders disrupt their old practices which relied heavily on face to face learning and pivot to developing proof of concepts for learning on-the-job using the latest consumer technologies.

Chris Pirie, former CLO of Microsoft and lead faculty for online course Radical Transformation of Learning believes business leaders must find new ways to create engaging experiences which are experiential and fun. That means incorporating more gamification, virtual reality, and augmented reality for corporate learning.

Organizations will Double Down on Re-Skilling Workers

While some organizations like Amazon, SAP, Walmart, AT&T, PwC and Guardian Life Insurance have already announced plans to re-skill large segments of their workforce, the challenge for more companies will be to go beyond designing one-off training programs. This challenge will be much bigger than any one program. Instead, companies will create an ecosystem devoted to creating an AI powered skills inventory, reskilling and and exploring new private partnerships with traditional and non-traditional institutions of learning, as well as ed tech startups.

Welcome to the new normal of wor k. What is clear is none of us can afford to operate as we have in the past. In the words of Shunryu Suzuki, author of Zen Mind, Beginners Mind , "In the beginner’s mind, there are many possibilities, in the expert's mind, there are few." As business leaders we need to see all the possibilities, challenge our perceptions, and lead this disruption of work. This is our opportunity to show how we lead in a crisis as we navigate the unprecedented journey in the coming weeks and months.

Jeanne Meister, is Founding Partner, Future Workplace and faculty in Future Workplace Academy.

How To Improve Your Chances of Finding a Job in the Covid-19 Economy

roger@pocwebbuilder.com (Roger van Maris) — Tue, 06 Oct 2020 16:52:54 GMT

How to Improve Your Chances of Finding a Job in the Covid-19 Economy

By Janet Alvarez via CNBC

Published July 15, 2020

High unemployment, shifting industry hiring patterns and fundamental changes to the way we work are some of the harsh realities Americans face when looking for jobs amid the Covid-19 crisis. It’s important to be prepared with an understanding of how much has changed in the jobs market to increase your chances of finding a job under the current circumstances.

Here are a few of the basic, sobering facts:

Young workers , those with lower levels of formal education, Hispanic and Asian women , and minority workers more broadly, are among the demographic groups hardest hit by the tens of millions of job losses generated by the Covid pandemic.
Restaurants, travel, hospitality, and retail have fared worse than other industries, extending job losses even to these sectors’ white collar workers.
Small businesses have laid off more employees than larger ones.
States such as Michigan, Hawaii, Pennsylvania, Kentucky and Rhode Island, have seen the largest share of layoffs .

Preparing for a new job – or entirely new career – requires preparation in this environment. While most of us may be looking for new jobs out of necessity, a crisis such as Covid-19 is also an opportune time for those fortunate enough to still be employed to radically alter a career path.

Here are the questions you should be asking yourself.

Are my resume and online professional presence current? Yes, your resume should be error-free, fully updated, and customized for each job for which you submit an application. But you can do more (and should) if you’re actively searching for a job or to switch careers. Make sure your resume is posted online, where it can be easily seen (social networking platforms such as LinkedIn are an obvious place to start). But also look for job boards or sites specific to your target industry. Consider adding work samples, links to any published work, or a video introduction to your resume. Finally, ensure your resume is SEO-optimized, using keywords that are likeliest to yield results in searches by employers.

Are you looking in the right places? Knowing where to look is half the battle. You should understand hiring trends, such as the rise of freelance work during the Covid recession, as well as companies that are actively hirin g for remote workers. You should also be willing to consider new industries where job opportunities have been stronger, such as technology and health care. And you should be taking the further step of contacting those in your network who might be placed in favorable hiring industries.

Do my skills need refreshing? Now is the t ime to take free or low-cost online courses or obtain certifications in a new skill. (Faced with a job loss during the Great Recession, I taught myself video and audio editing online for less than $100. That helped me land my next job in radio, where audio editing skills were indispensable.)

Learning a new skill can be either complementary to your existing job trajectory, or geared towards a new career. If it’s the latter, the rise of online learning due to Covid-19 means many graduate programs are now lower-priced and online, allowing you to continue working In another capacity more while you complete your studies.

Where am I most competitive? Know your skills, your worth, and your passions – these are the things that help differentiate you, and allow you to thrive in the areas in which you’re most competitive. A good job search is targeted in many ways, including knowing where you’re likeliest to be appreciated and in demand .

Who can help me? Many of us think of our network solely as a place to look for new jobs, but that’s an egregious mistake and misuse of our contacts. Our network can be the best place to advertise our job skills and career ambitions; seek help securing loans or financing to start a new business; assistance in applying or being admitted to a new career training or degree program; or to obtain introductions to others who might be able to help in a job search.

Where do I envision myself in a year? This is perhaps the most critical question . Covid-19 won’t last forever, so don’t make rash job changes or career decisions that can impact you for years to come. If you’ve been laid off and really need the cash, it’s understandable to be in a rush to secure any employment. There’s an argument to be made, however, that it might be best to take gig jobs and other freelance work until you find a career-enhancing position, because you might be compromising too much otherwise. Ask yourself, “Where – and more importantly who – do I want to be when Covid is over?” That’s the best guide to your career search.

How To Get A Job Through A Staffing Agency

roger@pocwebbuilder.com (Roger van Maris) — Thu, 24 Sep 2020 18:11:15 GMT

How To Get A Job Through A Staffing Agency

By Alison Doyle via The Balance Careers

Published November 21, 2019

Some job seekers don’t want to use a staffing agency because they think these agencies only provide entry-level, temporary jobs. Others think that agencies never provide benefits to workers. None of this is true.

A job seeker can use a staffing agency (also known as an employment agency or staffing company) to find a wide variety of jobs, including permanent jobs, in a number of industries. Staffing agencies hire everyone from entry-level workers to CEOs. Learn what a staffing agency is, and how to use one to find the right job for you.

How a Staffing Agency Works

At a staffing agency, companies pay the agency to find employees for them. Job seekers can apply to specific jobs through the staffing agency, or can simply contact the staffing agency looking for a job. The agency interviews the job seekers and places them in appropriate positions. Typically, the agency then pays the selected candidate to work for the client company.

If the company decides to hire the job seeker permanently, the staffing agency will no longer pay the job seeker. The employee will instead be paid by the company.

Benefits

There are many benefits to using a staffing agency to find a job. Some benefits include:

It’s Free

Because the company (rather than the job seeker) is the client, you don’t have to pay to be considered for jobs at an agency.

They Do the Job Searching for You

When you sign up to work with a staffing agency, they ask you about your skills and experience and let you know if they have a job that might be a good fit for you. You can also search for jobs on their internal job site. Often, they know of job openings that aren’t available on other job sites. It is a great way to get help finding job openings.

There Is Variety

You can find staffing agencies that specialize in almost any industry. You can also find different types of jobs within almost any staffing agency. Jobs range from very short-term positions (as little as a couple of weeks) to permanent positions.

There Are Often Benefits

Some staffing agencies provide benefits after employees have worked a certain number of days or hours. These benefits may include health insurance, a retirement plan, or even tuition reimbursement (or all three).

They Give You Feedback

Most staffing agencies provide you with feedback throughout the job application process. They might give you tips on how to revise your resume or provide advice on how to successfully interview. This kind of free feedback is invaluable.

Types of Available Jobs

Some people think staffing agencies only fill temporary secretarial and administrative jobs, but this is not the case. You can find a job in almost every industry through a staffing agency.

Agencies also offer jobs that last for varying lengths of time. These include:

Temporary Jobs

Companies often look for temporary hires to help during an employee’s absence or period of leave, or during a busy work period. Sometimes they hire temporary workers to complete a particular project. These temporary jobs range in length from a couple of weeks to many months.

Temp-to-Hire Jobs

Also known as temp-to-perm jobs, these positions begin as temporary jobs so that the company can get to know the employee on a trial basis. Then, if the company is happy with the employee’s work, they will likely hire him or her directly. While the staffing agency will typically pay for the worker during the temporary phase, the company will then take over paying the employee when he or she becomes a full-time hire.

Permanent Jobs

Some staffing agencies hire candidates for permanent positions at companies. In these situations, the agency works more like a traditional recruiter, finding, interviewing, and selecting candidates for the company. In this case, the company pays the agency a fee. If the company hires an employee, they pay for the employee.

Many agencies offer a variety of all three of these kinds of jobs, although some specialize.

How to Find the Right Staffing Agency for You

When you are looking for a staffing agency to work with, make sure you know the kinds of industries the agency deals with, and whether they offer temporary, temp-to-hire, or permanent jobs—or all three.

Check out the American Staffing Association’s online directory to find reputable staffing firms. You can search for firms in your area. You can also search by employment options (temporary, long-term, etc.) and industry.

When you interview with a staffing agency, feel free to ask questions. Ask about what benefits (if any) they offer, what kinds of jobs they typically fill, the industries they work with, and the average time it takes for a job seeker to land a job. The recruiter you work with is there to help you, so don’t be afraid to gather all the information you need.

Check into whether or not the agency has any services, such as workshops to help you develop skills or counselors who will help you with your resume and cover letter. If these are available, take advantage of them.

Also, keep in mind that you should never have to pay a staffing agency to help you find a job. Reputable staffing agencies are paid by companies, not by job seekers.

7 Tech Tips To Improve Your Online Video Conference For Interviews

roger@pocwebbuilder.com (Roger van Maris) — Fri, 18 Sep 2020 19:29:19 GMT

7 Tech Tips To Improve Your Online Video Conference For Interviews

By William Wong via LinkedIn

Published September 8, 2020

Due to an organization restructure before COVID hit, I was advised that my position was no longer needed. At the beginning of March, I was given an advance lay off notice with an end date of July 31, 2020. In the month of August, I started to apply for various positions and found the new norm in a COVID-19 environment was to do online video conference interviews.

I have done 6 video conference interviews since August and wanted to share 7 tech tips I found helped me to have a successful interview experience.

I made a video and posted it on my YouTube Channel "The Wong Reviewer" which outlines 7 tech tips to improve your online video setup. The video goes into greater detail with examples of the difference between using a standard laptop webcam and microphone versus using your smart phone and a headset.

Tip #1: You want to make sure they interviewer has the best video quality of you. Use the best camera you own. Your SMARTPHONE. The camera on your smartphone is more advance than the tiny built in webcams in your laptop.

Comparison below: My setting and lighting didn't change between the different cameras. The webcam is darker, less crisp versus the phone camera.

I suggest a FREE app for iPhone or android that allows you to use your smartphone camera as a webcam.

Tip #2: Position Your Camera

When you are using your laptop camera, it's located below your head and you have to tilt the camera up so you can see yourself. This is a very unflattering view of your facial features and in some cases, the viewer can see up your nose.

In the comparison below, camera angle also plays an important factor in distractions. On my wall, I have 2 family photos and with the camera angle up, the viewer can see them and can be distracting. When the camera is straight on, it removes that distraction.

I suggest stacking books or boxes to raise your laptop so the camera is showing you straight on. You want the interviewer to be focused on you and not on the pictures on your walls.

Tip #3: Lighting

You want to make sure you're in a well lit room with open windows or a light that can be adjusted. Don't have the window behind you when doing a video interview. The light from the window will cast a shadow in the front making the interviewer hard to see you.

The picture below is WHAT NOT TO DO.

Tip #4 Use an External Microphone

Use an external microphone instead of the built in laptop microphone. Use a wired headset that is plugged into your laptop. Look around, you may have an extra headset laying around that came with your older smartphones. Your built in microphone will provide a really poor sound quality of "tinny" and "echoing". If you watch the video, you can clearly hear the difference and a mic closer to your mouth sounds alot better. You want to make sure the interviewer can hear all of your answers correctly.

Tip #5 Turn off your Phone and Smart Watch notifications

In the video I give 2 examples where my interview was interrupted because the interviewer's phone went off and it broke my pace and concentration of the interview. I also talk about how I instinctively looked at my Apple watch during an interview when I received a text and it didn't leave a good impression.

Tip #6: Use your monitor(s) to help you during the interview.

My current home setup has 2 monitors. Before the interview, I always research the company i'm interviewing for to make sure I have a good idea of what the company is about and in case they ask me "What do you know about the company" type of questions.

During the interview, on my left monitor, I pull up the Company's "About us" page. This page usually contains their history, mission statement, value statement, culture and strategic goals. In my interviews I will try to slip in one of these statements to let them know I have done my research on them.

On my right hand monitor, I have my resume and some bullet point notes of examples to common behavioral or competency questions. I will reference these during the interview if I get stuck or need more examples.

In all my interviews, the person interviewing me is often writing notes or typing notes and is not engaging you in eye contact all the time. This is the opportunity I use to quickly glance at my screens for additional resources.

Tip #7: Test your link / technology ahead of time

This actually happened to me when I didn't check my connection ahead of time and my webcam wouldn't turn on. I spent 10 minutes trying to figure it out. All platforms allow you to test the link to set up your camera and microphone ahead of time. Do it at least the day before. This will give you enough time to troubleshoot and do any configurations ahead of time.

In my scenario, for some reason the platform "Go To Meeting" does not work with my webcam. When an interviewer is using this, I send an email explaining to them it doesn't work and to suggest using Zoom as I know it works. The one time I had to suggest using an alternative, the interviewer had no issues switching platforms. Don't be afraid to explain your situation and ask to make the change. I hope this will demonstrate to the organization that you're being proactive and a problem solver.

I hope the video and article was helpful. I want to encourage those of you who are in the same situation as I am and looking for work. Keep sending out those resumes, reach out to contacts/ recruiters and keep preparing for those interviews. Feel free to message me if you need some encouragement or want to talk about other job seeking strategies.

Staffmax Staffing & Recruiting Announces New Location in Calgary

roger@pocwebbuilder.com (Roger van Maris) — Fri, 11 Sep 2020 21:25:14 GMT

FOR IMMEDIATE RELEASE
STAFFMAX STAFFING & RECRUITING ANNOUNCES NEW LOCATION
IN CALGARY

Calgary – September 11, 2020 – Staffmax is excited to announce that they are expanding their business to the home of The Calgary Stampede! The new office location is 421 7th Ave SW, 30th Floor, Calgary, AB.

While we may be growing and expanding, it is important to note that the service and quality that you have come to expect from Staffmax and its staff remain the same. It is through the loyalty of our clients and candidates, that Staffmax has reached the point of expansion into the Calgary marketplace.

About Staffmax, Staffing & Recruiting

For further information please contact:

Staffmax Public Relations

info@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Winnipeg Recruiting Agency Seeing Job Market Come Back to Life

Wed, 02 Sep 2020 18:37:18 GMT

"Winnipeg Recruiting Agency Seeing Job Market Come Back to Life"

A Winnipeg-based recruiting agency says business is booming as of late and believes it signals an economy recovering from the corona virus pandemic.

Kevin Gill, president of Staffmax Staffing & Recruiting , said he is placing more workers now than before the pandemic hit.

“We’re still in COVID, yet we’re getting more requests for employees than we’ve had, really, at any time,” Gill said.

Staffmax , which has offices in Ontario, Manitoba, Alberta and British Columbia, typically sees more people seeking work than job vacancies, but that is now starting to even out, according to Gill.

“There are certain sectors right now where it’s harder to find workers than it is to get orders for these roles,” Gill said, adding some of the most in-demand jobs are currently in accounting and finance, hospitality and retail.

There a number of reasons believed to be responsible for the spike in available jobs and those looking to fill them.

Gill said he has some clients who have been terminated after they were initially temporarily laid off amid the pandemic, as some business owners are realizing they are able to operate with less staff.

On the other hand, Gill said there are even more companies who are having trouble recovering their laid-off workers.

“(Companies) reached out to some of these workers and some wanted to come back, some did not, some after being laid off found jobs somewhere else, so employers now are really seeking good employees,” Gill said.

Gill believes the current demand for both work and workers points to an upswing in the local economy that he hopes will just grow stronger.

“Hopefully this is not a blip, but this is a trend that’s happening in the Winnipeg marketplace for employees and employers.”

To view the complete interview, please follow this link:

https://globalnews.ca/video/rd/224acf8e-ecc0-11ea-b073-0242ac110003/?jwsource=cl

About Staffmax, Staffing & Recruiting

Staffmax Staffing & Recruiting Head Office is located in Winnipeg, MB with offices across Canada, Staffmax is well known for their expertise in recruiting and placing talented and qualified candidates both nationally and internationally for term and permanent placements.

For further information please contact:

Staffmax Public Relations

info@staffmax.ca

staffmax.ca

204-956-7090 x 101

888-956-7090 ###

6 Benefits of Using a Staffing Agency

roger@pocwebbuilder.com (Roger van Maris) — Fri, 28 Aug 2020 20:47:27 GMT

6 Benefits of Using a Staffing Agency

Via Celarity

Staffing agencies have proven their worth. With almost $90 billion in annual revenue, the staffing industry employs about 3 million workers daily. These companies play an important role in meeting the growing demand for skilled, qualified employees.

Thinking about using a staffing service? Here Are 6 Advantages of Using a Staffing Company.

Staffing agencies benefit businesses by saving them:

Time by reviewing hundreds of resumes, qualifying candidates, performing background checks, etc.

Money by completing the work the client would have had to pay an in-house employee to perform. They also execute it in less time and with better results.

From the hassles of handling contractor payroll taxes, workers comp, and unemployment benefits.

From competing tasks that in-house hiring managers face on a daily basis. Using a specialized staffing agency generates better candidates and placements for your team.

Other advantages of using a staffing agency:

Employers are able to adjust their workforce to evolving business demands. Companies depend on staffing services to provide them with talented workers who can meet a wide range of needs. Often, these workers become essential, permanent employees.

Staffing agencies have a broad network of candidates and connections . Staffing services have a pipeline of qualified candidates. And, they have a further reach into the community of passive candidates.

Q & A Recap

Q: Couldn’t I have my HR representative handle our hiring?

A: You could, but there’s no guarantee you’ll save money, and you won’t likely save time. Some parts of your business are worth seeking outside expertise; a staffing firm that specializes in the type of position you are looking to fill is one of them.

Q: What happens when I no longer need the services of a temporary employee sourced through a staffing agency?

A: The advantage of using a staffing agency is that you have the ability to adjust your workforce as needed. Most staffing service arrangements are simple – you can let them know you no longer need the temp employee’s services. But, many businesses find that some of their temp employees are valuable enough to hire on permanently.

“STAFFMAX STAFFING & RECRUITING LASER IN ON EXECUTIVE SEARCH”

Tue, 25 Aug 2020 17:13:12 GMT

“STAFFMAX STAFFING & RECRUITING LASER IN ON EXECUTIVE SEARCH”

By: Gloria Thom

FOR IMMEDIATE RELEASE:

“STAFFMAX STAFFING & RECRUITING LASER IN ON EXECUTIVE SEARCH”

Winnipeg – August 19, 2020 – Though Staffmax Staffing & Recruiting is best known for our expertise in temporary staffing, we do much more than that. If a role exists at the corporate head office and is a senior manager-level role or above, we can help.

A successful executive search requires rigorous original research, creativity, logic and sound judgement. Staffmax provides organizations with the tools to identify and attract extraordinary executives.

Staffmax has worked tirelessly for more than a decade to create a vast, effective Senior Management and Executive Search pool across all industries in Winnipeg, Ottawa, Calgary, Toronto, Mississauga and Vancouver.

As an executive search firm, we are evolving along with our clients to help them define and measure the ability of their leadership to be successful into the future.

“We’ve built and refined a powerful, effective search process, including using advancing technology as part of our ever-evolving recruitment process. However, we remain disruptive in the staffing industry. We engage senior and executive people in life-changing career decisions and this can’t be replaced by technology. With a combination of intelligence and intuition, we have come to realize and expect success.” said Founder and President, Kevin Gill.

About Staffmax, Staffing & Recruiting

For further information please contact:

Staffmax Public Relations

info@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Top Job Search Tips in 2020 + 7 Tips to Double Your Interviews

roger@pocwebbuilder.com (Roger van Maris) — Fri, 14 Aug 2020 20:50:35 GMT

Top Job Search Tips in 2020 + 7 Tips to Double Your Interviews

By Caitlin Proctor via ZipJob

Published August 13, 2020

Hiring is at a frenzied pace across the United States, with job openings in nearly every industry. Unfortunately for many job seekers, however, it can still be a challenge to land a good job. That’s because too many candidates approach their job search without an effective job search strategy.

In today’s competitive job search market, it’s not enough to just apply. You need to know the best job hunting strategies and implement them in your search. To help with that effort, we’ve compiled the top job search tips for 2020. Implement them properly, and you can soon double your interviews!

1. Make sure your resume is polished and ATS-friendly

When it comes to job seeking tips and techniques, few are more important than focusing on your resume. You need to ensure that your resume is as polished as can be. Focus on the right areas of importance, make it as clean and concise as possible, and use the right keywords to make it ATS compliant. Those automated screeners need to see those keywords to avoid rejecting your resume out-of-hand.

The good news is that you can typically identify the keywords by examining the job posting. Relevant keywords usually include terms related to the position and necessary qualifications.

If you’re not sure what this means, read our article dedicated to ATS scans and resume formatting tricks.

2. Use online resources, networking, and social media

Use every available resource to identify the right jobs, develop contacts, and promote yourself as a candidate. The internet provides a wealth of information that will help in your job search efforts. That’s why one of the top job search tips in 2020 emphasizes the use of this powerful tool to aid your quest. You can locate job openings, research companies, and even submit applications and resumes.

You should also increase your networking efforts and focus attention on social media as well. Referrals are one of the most effective ways to land an interview and job, so seek them out. According to LinkedIn, 85% of jobs are filled through networking.

Develop a network of like-minded professionals who can alert you to new job openings and provide recommendations. Use social media platforms like LinkedIn to connect to decision-makers and others in your industry.

3. Customize your resume

Instead, create a template resume and modify it for each new job application. That ensures that your resume submission will be unique and targeted to each individual company. When reviewing the top job search tips in 2020, don’t forget this gem: customize your resume. Do not make the mistake of using a generic resume for all your job applications. Trust us: hiring managers will recognize that lack of specificity and are likely to dismiss your candidacy.

4. Identify your skills

Your skills should be your primary focus. Instead of looking for jobs based on titles, you should first identify your own skillset.

That will help you to focus on jobs that require those skills. Even better, that emphasis on your skills may open new job opportunities. While you’re searching for jobs that require your skillset, you may discover that your skills are applicable to more jobs than you realized.

5. Focus on value

One of the top job search tips that too many candidates neglect involves value. At every stage of the process, you should emphasize your value as an employee. In your resume, highlight instances where you provided real, tangible, quantifiable value for prior employers.

Use real numbers that define that value. Employers are not just hiring you to fill a seat; they expect you to add value to their organization right away. If you understand this and emphasize those potential contributions, you’ll increase your odds of landing an interview and a job.

Hiring managers love numbers.

For example:

Increased sales 16% by implementing a Facebook marketing campaign…

6. Make your cover letter work for you

Many people misuse their cover letter, basically using it as a rehash of their resume. They don’t know that one of the top job search tips out there involves using the cover letter the right way. Much has been said and written on this topic, so we’ll stick to the most important information here.

First, your cover letter is not your resume. It should be treated as a separate introduction designed to briefly tell the hiring manager about you as a person and why you’re the right candidate for the job. It’s also a marketing piece that should include some type of call to action.

For example, you can close with something like:

“I am looking forward to meeting with you soon to discuss the position in greater detail.”

“I will follow up with you by email next week to continue this conversation.”

“Please reach out to me by phone or email to schedule a time to further discuss my job fit!”

7. Prepare for your interview

The last of our top job search tips for 2020 deals with the interview process. Think of it as your closing argument: you’ve done the hard job search work and now need to close the deal to land the job.

So, how do you seal that deal and avoid rejection? Prepare properly! No matter how many interviews you’ve done in the past, you should still do your homework every single time.

Begin by researching the firm. Make sure that you understand what they do, and how their corporate culture operates. If you can, learn something about the interviewer as well. Research the company’s products, services, and position in the marketplace. Most of all, make sure that you understand the open position and what the employers expect from you. That will help you to feel more comfortable in the interview and focus on the right areas of concern.

Tip: have a couple questions ready as well. Good hiring managers want to hear your questions!

In fact, when candidates fail to ask any questions, some hiring managers interpret that as a sign of disengagement. They’ll assume that you’re not really interested–or worse, think that you already know everything there is to know.

Summary

Naturally, there are whole host of other things that you can do to increase your job search success. However, if you start with these seven core strategies, you will be well on your way to that dream job.

Add in a dose of hard work and the right amount of follow through, and you’ll be unstoppable! So, incorporate these top job search tips into your job seeking efforts and watch your results dramatically improve.

15 Culture-Building Tips For An All-Remote Team

roger@pocwebbuilder.com (Roger van Maris) — Sat, 08 Aug 2020 20:46:14 GMT

15 Culture-Building Tips For An All-Remote Team

By Forbes Coaches Council via Forbes

Published February 4, 2020

Working remotely is becoming more and more common among today's professionals. The convenience of being able to work from anywhere allows for more flexibility, greater work-life balance and can even increase productivity. However, when employees are so physically and geographically spread out, it becomes even more difficult to create a sense of camaraderie and teamwork.

So, we asked a panel of Forbes Coaches Council members to share their top strategies for building company culture and improving morale in an all-remote team. Their best responses are below.

1. Develop A Common Cultural Language

Get the team physically together for a leadership training in which all members are able to learn about themselves and each other through a common cultural language. Afterward, hold weekly video meetings where time is withheld for team members to continue to explore themselves and give and receive feedback. Encourage vulnerability and mutual respect.

- Dan Messinger, Cream of the Crop Leaders

2. Stay In Touch Through Video

Give up thinking in the three-dimensional paradigm and get creative. We are completely virtual and flexible, with unlimited PTO. We do many things to stay in touch: a weekly email thread where we share our personal updates, we hold brown bag lunches, have hosted wedding and baby showers, hold an annual holiday party with games, shipped gifts—all using an inexpensive video platform.

- Jennifer Wilson, ConvergenceCoaching, LLC

3. Encourage Cross-Collaboration

As someone that has worked 16-plus years remotely, the single most important cultural tool is cross-collaboration. Remote teams that integrate cross-collaboration among team members tend to create deeper and more personal relationships. It ultimately tends to translate into deeper personal bonds that not only help maintain but also evolve the organizational culture.

- Kamyar Shah, World Consulting Group

4. Host Regular 'Virtual Coffees'

With today's great video conferencing tools, a great tactic is to host regular virtual coffees with the entire team. Everyone literally comes to the conference with a coffee, tea or water to catch up in an informal way. You can have a mixture of topics—work and non-work related sessions—to add a ton of variety. For global teams, remember to rotate times to accommodate the multiple time zones.

- Karan Rhodes, Shockingly Different Leadership

5. Prioritize Two-Way Communication And Dialogue

Communicate, but not the usual way. Yes, sharing info is important—clarifying goals and strategies, celebrating wins. But the secret sauce is two-way dialogue: talking with people, not at them. Fully listening, hearing, understanding and answering what's asked shows your respect. Encourage remote folks to connect and get to know each other. Building engagement builds commitment.

- Sharon Richmond, Richmond Associates Consulting

6. Schedule One-On-Ones And Virtual Office Hours

You don’t have the benefit of being able to walk by someone’s office when you’re working remotely. Be deliberate in scheduling one-on-ones and holding virtual office hours when anyone can “drop by” and catch up or ask questions. Also, be creative—virtual happy hours with non-work related discussions can help build stronger connections.

- Tonya Echols, Vigere

7. Host A Team Retreat

While my team is spread across the entire U.S., once a year we all come together for a few days in person for a team retreat. It doesn't have to be expensive—we rent a house and keep it simple! This is a great opportunity for us to really plan what is next for the business as well as spend some quality time nurturing the team and culture we are building.

- Racheal Cook, Racheal Cook MBA

8. Restate Your Company Mission At The Start Of Team Calls

Our behavior today is a function of the future that we see for ourselves. Keeping the vision, the mission and the future of the company front and center will unify your team no matter where they are. Give them something to brag about. Use your mission to create meaning for the team. Making money isn't meaning. Tell them why you do what you do. Share stories of the difference they are making.

- Matthew Ferry, Matthew Ferry International

9. Ask Your Experts

Ask your team members from far and wide for their ideas and suggestions on how to build culture and improve morale. Suggestions from the top might not hit the mark for virtual workers. Also, what works for one may not work for another, hence why soliciting a variety of responses gets everyone involved, provides a range of ideas and often encourages even more innovative solutions.

- Palena Neale, Ph.D, unabridged

10. Share Progress With Your Colleagues

An issue I frequently run into with clients who have remote teams is that team members often wait until a project is complete (or nearly so) to share it with colleagues. At that point, it might be too late to incorporate helpful feedback. Sharing early—and often—can help teammates feel more connected to each other, build trust and yield better results too!

- Kate Dixon, Dixon Consulting

11. Leverage Digital Engagement For Connectedness And Inclusivity

Utilize digital technologies to increase interaction, strengthen bonds, solicit ideas, provide feedback and amplify the effects of good leadership on remote teams. Use video communication tools so teams see each other live while collaborating. Integrate emojis into digital messaging to reinforce organizational values, positive emotions and intent, show appreciation and promote team connection.

- Jonathan Silk, Bridge 3 LLC

12. Have A Non-Work Group Chat

Remote employees need a place where they can communicate to their colleagues to let off steam. Starting group chats on apps like Slack or WhatsApp where they can build personal connections, poke fun at each other and discuss non-work related topics will go a long way in building morale. I have seen this in other companies and it has worked very well for their remote employees.

- Jon Dwoskin, The Jon Dwoskin Experience

13. Establish 'Check-In' And 'Check-Out' Processes

Building a sense of community in an all-remote team is essential. Start with a brief "check-in" and end with a brief "check-out" practice. This helps team members to connect with each other at another level before diving into work topics and before signing off. Sometimes it's just one word, sometimes it's a sentence that is shared. Video calls versus audio only also make a big difference.

- Ute Franzen-Waschke, Business English & Culture

14. Regularly Share Best Practices

One of the significant advantages of an all-remote team is the diversity it brings. Teams can leverage this and learn from it. Having regular opportunities to share successes not only helps apply best practices across the whole team, but also creates a sense of unity around a common mission. Each member feels valued and appreciated for their contribution to the team's success.

- Gabriella Goddard, Brainsparker Leadership Academy

15. Build High-Performing Teams

When building high-performing teams, we need to ensure that we are giving the team the ability to self-direct, and not micromanaging the team members. This is the No. 1 killer of morale when fostering a culture that focuses on team collaboration.

- Brian Tait, Brian Tait International

How to Write a Resume During COVID-19

roger@pocwebbuilder.com (Roger van Maris) — Fri, 31 Jul 2020 20:38:41 GMT

How to Write a Resume During COVID-19

Published via Indeed

July 30 2020

If you’re out of work due to the impact of COVID-19, you may be searching for jobs available now. Starting a job search can feel overwhelming, especially given the current circumstances. There are, however, several steps you can take to give yourself the best opportunity for success. One of the most important things you can do is to update or create your resume. In this article, we will discuss the best ways to create a resume employers will notice as we weather the impacts of the coronavirus.

To upload your resume on Indeed, visit my.indeed.com/resume. You can also now add #readytowork to your Indeed Resume summary to indicate to hiring employers your immediate availability. Read on to learn more.

The importance of updating and tailoring your resume

As you search for jobs during COVID-19, it is likely that you will either find opportunities in the essential workforce or remote jobs (even if only remote temporarily) as the country practices social distancing. As you search for new positions, it is critical that you update your resume such that your background and experience align with the positions you’re looking for now. To give yourself the best chances of standing out in the candidate pool, it is also important to tailor your resume for each job you apply for, prioritizing key skills and strengths as it relates to each specific job and employer.

This practice is especially important if you’re looking for job titles or industries you haven’t worked in before. For example, if you were a flight attendant and cannot find another flight attendant job in the short-term, you might be looking for other jobs that align with your skills and interests. While you may not have experience with those specific job titles, you can prioritize the transferable skills on your resume that make you a great candidate.

How to write a resume during COVID-19

As you seek job opportunities during COVID-19, consider the following practices to create a resume that will stand out to employers under the current circumstances:

1. Review your resume format and adjust if necessary

2. Update or write a resume summary or objective

3. Review the job description

4. Explain your impact as it relates to the job

5. Make your resume easy to read

6. Upload your resume to Indeed with #readytowork

1. Review your resume format and adjust if necessary

If you already have a resume, you might be using a standard chronological format. This format is useful when you have three to five years of experience in the same job title and industry. If you’re searching for other jobs and industries you haven’t worked in the past, it might be helpful to consider a functional or combination resume format. These format types prioritize your relevant skills as opposed to your professional experience, which may be more useful information for employers when assessing your fitness for the job.

2. Update or write a resume summary or objective

Including a resume summary or objective can be especially useful during these times to provide additional context about your background and situation. A resume summary is a brief statement about your skills, impact and experience and is appropriate for people with at least a year of relevant professional experience. A resume objective is a statement about your short- and long-term goals and may be more appropriate for new graduates or people seeking to change jobs or industries.

It might help to slightly alter the tone and verbiage of your objective or summary to point out the ways your skills and experience will benefit the organization during this time—for example, exquisite customer service, flexibility and adaptability, and eagerness to work in essential roles.

Here are a few resume summary examples that provide context around the COVID-19 job search:

Self-motivated university graduate with a Bachelor’s of Arts in Secondary Education and critical experience in learning technology.

Energetic community outreach manager experienced in creating and completing outreach programs in urban communities.

Organized dental office associate with seven years of experience maintaining effective client schedules, billing policies, and office workflows.

Here are a few resume objective examples that provide context around the COVID-19 job search:

Organized and accomplished flight attendant seeking jobs in customer service to exercise a passion for providing an exceptional customer experience. Proven history of positively affecting flight and pre-flight satisfaction rates by 15%.

Motivated arts graduate and aspiring fashion buyer with advanced communication skills seeking to grow my knowledge of the couture industry with online retail jobs available now.

Accomplished human resources professional seeking to leverage extensive knowledge of employee relations, business and internal communications in a customer-focused position that works directly with clients and ensures a positive experience.

3. Review the job description

One of the most important steps you can take when creating or updating a resume is to review the job description for the positions you’re applying for. Doing so can help you understand what the employer is looking for in a candidate, and therefore tailor your resume to prioritize and emphasize those skills, qualities and experiences. Look for keywords under sections such as “requirements,” “education requirements,” “key skills,” and “qualifications.” Place those that align with your background towards the top of your resume so it is easy for employers to find. Weave other keywords throughout your resume, including your professional experience, education and skills sections.

For example, if the job description for an executive assistant says they are looking for a candidate with skills in “accuracy and attention to detail,” you might make one of your experience bullet points read this way: “Reduced spending on office supplies by 15% with new inventory process by exercising accuracy and attention to detail.”

4. Explain your impact as it relates to the job

On any resume, it is critical that you draw clear lines from your previous accomplishments to the job you’re applying for. The easier you make it for employers to understand the impact you can make in the role, the more likely you are to stand out in the candidate pool. If you're working in a coronavirus-affected industry and you're seeking opportunities in another field, highlight what skills and experience you have that can translate to another position. For example, if you have strong time management skills, consider explaining how you can use this skill in a variety of industries and how it's beneficial to a remote position.

Here’s another example: if you are a flight attendant applying for roles in customer service, you should prioritize and explain the impact you made in your past jobs with your customer service skills. In practice, your professional experience section may look something like this:

RIVER AIR

Flight Attendant Lead | 2015–2020

Improved customer satisfaction scores over 20% throughout tenure by continuously planning and implementing service changes.

Trained and mentored over 45 new flight attendants, providing training in customer service skills, emergency management and safety standards.

Coordinated in-flight response and air-to-ground communications to resolve customer emergencies.

7. Make your resume easy to read

Because employers typically only have six seconds to review each resume, it's important that they are able to find key information quickly. To accomplish this, make sure your resume is formatted correctly in the following ways:

Try and keep your resume to one page by removing outdated (jobs older than 10 years) or irrelevant information

Try and use ½” to 1” document margins

Select a plain and professional font such as Arial or Helvetica

Make your font size 10 to 12 points if possible (smaller may be difficult to read and larger may appear unprofessional or distracting)

You should also be sure to prioritize the information on your resume as it relates to the position, for example:

Include your years of experience in your resume summary if it aligns with the employer’s requirements—this can be years of experience with a certain skill or in a specific job or industry

Place your skills section near the top of your resume if the employer emphasizes specific soft or hard skills in the job description such as proficiency with certain software programs or advanced customer service skills

Place your skills section above your professional experience section if you are changing jobs or industries

Place your education section near the top of your resume if you are a recent graduate with little professional experience. Place it near the bottom of your resume if you have at least two years of professional experience. With over five years of experience, you can remove your attendance dates, GPA and other less-relevant information.

8. Upload your resume to Indeed with #readytowork

To easily apply for jobs, upload or create an Indeed Resume. When set to “public,” employers are able to locate your profile on Indeed and reach out with relevant job opportunities. You can also now add a #readytowork tag to your Indeed Resume summary to alert hiring employers of your immediate availability. You can remove the hashtag at any time when you edit your resume summary.

How Managers Can Support Remote Employees

roger@pocwebbuilder.com (Roger van Maris) — Sat, 18 Jul 2020 19:08:24 GMT

How Managers Can Support Remote Employees

By Sabina Nawaz via Harvard Business Review

Published April 1, 2020

In the global transition from corporate hallways to home offices, we’ve left something behind: meaningful access to managers. Gone are the instant answers to unblock progress, information streams that managers are privy to before the rest of the organization, informal feedback and coaching while walking together after a meeting, and predictable process and structures for communicating about work and ensuring mutual accountability.

Last week, during a coaching call, a senior director lamented, “I’m stalled because I don’t know how to connect with my manager on the less formal stuff — the way I used to.” He’s not alone. Manager distancing is frustrating employees and stalling work.

But managers are finding themselves struggling, too. For every employee who is trying to reach their manager, a manager is attempting to connect with half a dozen or more direct reports, plus trying to get direction from their own boss. In a poll of my coaching clients last week about their biggest challenges, their key themes were about how to stay connected with each team member, help manage their own and others’ stress, maintain team morale and motivation, run engaged meetings, track and communicate progress, and help their team shed nonessential work.

My coaching clients — managers in a variety of organizations — and I have worked through several scenarios and arrived at these six strategies to augment availability to employees when working remotely. We’re seeing early indications that implementing these strategies can reduce manager and employee stress, address concerns about employee work progress, increase productivity for them and their teams, and restore and maintain healthy communication channels.

Bridge distance through frequent connections.

Yuval*, CEO of a 1,000-person high-tech company, messages or calls his direct reports at least once a day, usually without a specific agenda. He says things like, “Checking to see if you need anything from me,” “What questions do you have for me today?” “Just learned about X and want you to be the first to know,” and “Thinking of you; reminded of our winter team outing and your killer s’mores as I look at the picture on my home office wall.” Instead of simply asking his direct reports to get in touch with him as needed, Yuval proactively manages the frequency of connection. This way, he always has a finger on the pulse of his team, especially those directs hesitant to reach out and add more to their boss’s plate during a crisis.

Blast through questions with office hours.

Managers make dozens of decisions daily and provide their people with scores of data points via informal conversations. These interactions don’t merit full meetings, but when they’re ignored, little things can languish and become looming problems. Marissa, executive director of a non-profit, has started holding office hours: an hour a day in which she invites her directs to join her on a video conferencing app if they have concerns that can be addressed in 10 minutes or less. When one person joins, she locks the meeting — the online version of shutting the office door. Everyone understands they should try back in about 10 minutes if a lock is in place. For more complex issues, Marissa asks her directs to schedule a dedicated meeting. Allocating time to deal with the flurry of daily issues maintains work fluidity and prevents small sore spots from festering into large pain points.

Provide stability through consistent rituals.

In lives riddled with unpredictability and constant change, rituals provide predictability and structure. While we don’t know what challenges we’ll face tomorrow, we do know there will be some. We can better manage the unpredictable by containing it within structured rituals whenever feasible. Here are some examples of how managers have ritualized their availability: 15-minute morning check-ins to regroup on overnight developments and establish a course for the day; opening a meeting by having everyone share one word to describe their current state of mind followed by an elaborative sentence (or saying “pass”); or a theme for each week’s meeting, such as everyone wears a hat. By creating a predictable ritual and leading by example, managers can foster a sense of connection, safety, and fun, even while their teams are buffeted by the forces of change.

Enhance safety through clear boundaries.

Expanding your availability as a manager can also have downsides. Some team members might not desire frequent connection as they continue to adjust to the new normal and wrestle with complex emotions. Others might want more time from you than your capacity allows. Be transparent about your availability plan, then set boundaries and invite others to do the same. You can say, for example, “I’m prioritizing my time with you. I’ll reach out in a variety of ways, from checking in with you daily to having office hours. Let me know if you need some space and don’t want to connect quite so frequently. I’ll also do my best to respond to your messages the same day. However, I’m taking advantage of this unique opportunity to reserve 30 minutes each day at noon to have lunch with my family.” By setting expectations and giving others space, we meet people where they are and give them permission to set their own boundaries.

Stay ahead of the game by inviting problems, not just solutions.

Our previous rules of engagement have gone by the wayside, so no one has definitive solutions. Invite your team to come to you with problems, even if they don’t yet have solutions. Consider saying, “In our current world, we all have questions, few people have answers. If you see signs of trouble, issues that aren’t visible to me, don’t wait to come to me until you have an accompanying solution. Bring me your early indicators and together we’ll devise experiments to tackle the challenge.” Explicitly signaling you want to know about budding problems will enable greater periscopic vision and access to broader sets of solutions.

Enable capacity through feedback.

The subtleties of nonverbal communication are lost in remote work, even with the video turned on. People’s need for recognition and good news is exacerbated in trying times. Reserve time at the end of each day to provide specific, positive feedback for good work (not just great work). Appreciation expressed can help smooth a lot of disruptive discomforts. Also provide timely corrective feedback before shortfalls aggravate your pile of problems. Small and frequent performance guidance circumvents major corrections down the road and allows everyone to stay in sync despite distance and daily change.

Researchers Teresa Amabile and Steven Kramer have extensively studied employee motivation and found that making progress in meaningful work is the key to keep employees engaged. While the swift shift to remote work can cause stress and many complications to daily activities, your job as a manager is to remove as many barriers to forward momentum as possible. By communicating a clear availability plan, you can help your team members feel better connected to you and address any concerns or questions as they arise.

8 Ways to Thrive in Uncertain Times

roger@pocwebbuilder.com (Roger van Maris) — Mon, 13 Jul 2020 02:21:18 GMT

8 Ways to Thrive in Uncertain Times

By Dr. Melissa Smith via Balance Health & Healing

Published March 25, 2020

Times are tough! Talk about uncertainty. We are in the middle of a pandemic that has left us scared and scrambling. Our world has been turned upside down almost overnight and there is an eerie stillness on the streets at night.

How are you hanging in there?

If you’re like most of us, you may still be trying to get your bearings about you. What does this mean for you? Your work? Your family? You may have experienced an initial period of shock—maybe you’re still experiencing it—where you thought “this can’t be happening” and figured “people are over-reacting” or “things will settle down quickly.

But then life didn’t settle down. In fact, things have escalated quickly in the almost two weeks since much of the United States has taken action related to COVID-19. The new reality may be settling in for you now, though there’s no road map for the terrain we find ourselves in now.

However, it is possible to thrive in the face of uncertainty. We need to recognize that we are on new terrain and it may take a bit to get our footing. That’s okay! There’s no perfect map for the terrain that lays ahead. This is totally understandable. We are going to be worn out and frustrated and scared. This often happens when we are forging a new path. So be it.

But, it is possible to be steady on our path even when the path is uncertain. The key to remember is that predictability is an antidote to stress and structure brings order to chaos. Though the future is unpredictable and no one can provide 100% certainty, here are 8 ways to thrive in uncertain times.

Learn something every day. You’ve likely got more time at home. Make it productive time. Learn something new every day, whether via a great audiobook, an old-fashioned book (remember those?), a podcast, YouTube videos, or e-learning options. Challenge yourself and keep your mind active. This will help stave off anxiety and give your mind something productive to focus on.

Get outside every day. Don’t stay cooped up. Just because you’re quarantined, doesn’t mean you need to stay inside. Spend some time outside every day, regardless of the weather. Put on a coat, put on sunscreen, do what you need to do, but get outside and breathe some fresh air. A simple walk will do. A hike is great. A run could be marvelous unless you have a gimpy hip like I do. The point is, enjoy the great outdoors every day. It will do your body and your soul some good.

Have fun every day. Because you’re spending more time at home, it’s important to break up the day and we know that all work and no fun makes you a dull girl (or boy as the case may be). Plan for fun every single day. Play games at the end of the day. Have a movie night. Have a spike ball tournament (with those you can be close to, of course). Have a dance party after dinner. The meme game is strong right now so consider taking time and laughing to some memes or have a family contest of who can find the best memes. Everyone will win. Last week my teens and I watched the Dude Perfect Quarantine Classic over four nights. It was silly and it was fun.

Move your body every day. The gym is closed, but you still need the benefits of regular exercise. This is a great time to be creative with your workouts and try something new. There are a lot of apps offering free memberships right now—check them out! Body weight exercises are very effective. Use some bands, use some canned goods, or use a partner for resistance! The possibilities are endless.

Get quiet every day. We have so many inputs coming at us right now, and so many of the inputs are laden with fear and anxiety. It’s essential to create some boundaries where you can limit the inputs and build in stillness for yourself. This space allows reflection, self-awareness, understanding, presence, and peace. This is an excellent time for journaling, praying, and meditation.

Connect with others every day. Social distancing doesn’t mean social isolation. Make a point to connect with 3-5 loved ones every day via phone, text, email, face-time, skype, zoom, marco polo app, or social media. Relationships matter, they matter a lot! We are all coping with a lot and the ability to process what is happening with those we love can make all the difference in thriving vs. just surviving. There is no need to move through uncertainty alone. You aren’t meant to cope alone.

Stick to the basics every day. Just because the world seems to be falling apart doesn’t mean your schedule needs to fall apart. Remember, predictability is an antidote to stress. Stick to the basics of good sleep hygiene, a good sleep schedule, a predictable daily routine, balanced nutrition that includes fruits and veggies and adequate water intake. Just because you’re working from home doesn’t mean hygiene should fly out the window! Get up, get showered, get dressed and ready for the day, make your bed. You will feel better about yourself and your contribution to your work.

Be grateful every day. Find a way to be grateful despite the storms raging about you. This isn’t about dismissing or minimizing the difficulties you find yourself in, but it is about acknowledging that there is always something to be grateful for and that the degree to which you can be grateful is the degree to which you will develop resilience. That’s how resilience works. Perspective really matters. Ask yourself “what are the gifts of this time?” and you will be amazed at how you begin to develop eyes to see gifts everywhere you look. Whether it is a new-found appreciation for freedom to move about unimpeded or gratitude for more family time, when you begin to look at your life and circumstance with gratitude, your heart begins to expand and the stress that once was traumatic ceases to be. We call this post-traumatic growth and it is powerful.

Times of uncertainty need not be devastating. They can propel us to personal growth and deeper connection, but we must be willing to cultivate self-compassion, coping skills, and curiosity about our needs. You are meant to thrive, not just when the sun is shining and flowers blooming, but here, today, among the storms.

Staffmax Staffing & Recruiting Introduces New App

Fri, 10 Jul 2020 19:37:41 GMT

Staffmax Staffing & Recruiting Releases Brand New “Staffmax” App

FOR IMMEDIATE RELEASE:

Winnipeg, MB – July 9, 2020 – Staffmax announced today that their brand-new app, “Staffmax”, is available on the App Store and the Google Play for download to your iOS and Android devices.

Internet and job finding resources have advanced and evolved over the years and now here we are in 2020. According to the most *recent economic report released by Glassdoor in 2019, research shows that career professionals in all age groups in the North American workforce rely on mobile devices as a core tool to connect with employers and recruiting agencies online.

This is why high-tech, top trend setting recruiting agencies like Staffmax Staffing & Recruiting have created an intuitive app platform to showcase current roles that are available via Staffmax and allow employers to request staff for quick placements directly through the app. The app walks the user step-by-step thru building a simple profile, allowing the user to be notified when jobs are available that match their predetermined set criteria and skill set in their profile.

Another feature is that the “Staffmax” app has created a streamlined way for candidates to connect and be matched with live recruiting agents across Canada.

About Staffmax Staffing & Recruiting

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

*Reference: Glassdoor Economic Research: The Rise of Mobile Devices in Job Search

https://www.glassdoor.com/research/app/uploads/sites/2/2019/06/Mobile-Job-Search-1.pdf

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

COVID-19: 6 key questions on the return to work

kellinmackay@gmail.com (Kelli Mackay) — Mon, 29 Jun 2020 20:23:11 GMT

COVID-19: 6 key questions on the return to work

By John Dujay via Canadian HR Reporter

Published April 23, 2020

One day the coronavirus outbreak will end and, en masse, millions of remote employees will be returning to the workplace they knew before.

But what should legal considerations should employers focus on in the transition back to the workplace?

Sara Kauder, senior employment lawyer at Minken Employment Lawyers in Unionville, Ont. shared some insights with Canadian HR Reporter.

Q: How should workers on temporary layoffs be recalled back to work?

A : “Employers will have to assess when the time is right to recall them but, of course, there are certain parameters and timeframes set out in the Employment Standards Act; if they go beyond that, then it becomes a termination.

“Obviously, they’re going to have to look at the financial situation and the health of the company and determine what employees can be recalled, how many, what time; it might need to be staggered depending on the business.

“It might be necessary to recall some but not others; it might be a situation where hard choices are required and terminations may become necessary, in which case there’s going to be the analysis of the termination obligations to these employees. Do you want to have a staggered return to work to make sure that material supplies and all of that is ready so that employees can be productive when the time comes to return to work?

“Employers also want to make sure that confidential information, all company property, is brought back into the workplace because employees have accumulated a lot of data, a lot of company property, and it needs to get back to the workplace.”

Can a reduction of hours and pay become a permanent change?

“Employers are going to have a hard time maintaining that going forward unless they can demonstrate that they’re continuing to suffer, because if it does extend beyond the emergency provisions and restrictions that have been set out by the government, employers are going to be at risk for potential constructive-dismissal claims.

“Something that could potentially be impacted — depending on how much of a reduction there are in the number of hours — will be things like benefits because some benefits are only for full-time employees and not part-time employees.

“If an employee was a full-time employee, but because of COVID they became a part-time employee, the employer might have been able to make an arrangement with the insurance company whereby full benefits would be maintained. But if the reduced hours is going to be maintained, that could then become an issue with the insurance company; it might impact the benefits that the employee has, but it shouldn’t change their overall status.

“They would still be considered an employee, and whether they’re a part-time or a full-time employee, it wouldn’t affect a lot of the protections under the Employment Standards Act or notice entitlements.”

What if an employee was moved into a new role and wants to stay there?

“One thing that an employer would want to think about is whether or not there needs to be changes to an employment agreement to reflect that new position. If compensation is changed, or hours or responsibilities, those are things that may not have been papered as a result of COVID because it was meant to be a temporary measure. But where it’s going to become permanent, employers should think about making those changes more formal and implementing a revised employment agreement or contract if one is already in place.

“If one isn’t in place, it might be a good opportunity for employers to put those types of things in place, [and] they might want to add things like termination clause, non-compete, non-solicits. If those things were not in place before, sometimes it can be risky to slide those things with a change of position if there’s no additional compensation that’s being provided.”

What if an employee refuses to come back to work because they think it’s not safe?

“Employers have to provide a safe working environment under the Occupational Health and Safety Act. An employee can refuse to return to work if they can prove that it’s unsafe or that it’s likely to be unsafe.”

“But if the employer has done what needs to be done to make the place safe, then an employee would potentially be in a risky situation by refusing to return if they don’t have strong grounds to do so and that could be viewed as an abandonment of employment or resignation.

“Certainly, a deep cleaning is something that is a good idea and for businesses that have been closed, a deep cleaning should probably be sufficient. But if we’re talking about a situation where there’s still active cases and there’s cause for concern, then that’s a different story, because then the employer is going to have address those concerns.

“For example, are members of the public coming in and out of the workplace? It would go back along those lines of analyzing who has access to the workplace, what is the potential risk of that, and taking steps to address those concerns.

“We might see a situation where some of these remote work-from-home arrangements may continue in some shape or form because there may be legitimate cause for concern that the immediacy of COVID will not have passed by the time businesses are opening up again. There’s constant talk about a resurgence or a second wave and there’s going to be heightened awareness and heightened sensitivity to that. That is something that employers are going to have to take into consideration and it might be a situation where more interactions with the public with suppliers, customers, are done remotely even for an ongoing basis.”

What if an employee wants to keep working remotely?

“An employer is not obligated to honour that request but it’s a reasonable ask and if there’s a concern about minimizing contacts between employees, even when the situation is better, it might make sense to have rotating situations where some of the week employees are in the workplace.

“But an employer should realistically analyze the request and if it is a situation where it is possible for an employee to work remotely, then they may want to consider having some sort of flex arrangement -- maybe not a situation where all of a sudden the employee is going to 100 per cent be working from home, but it may open the door for a discussion whereby one day a week [is done from home] or there can be a greater amount of flexibility.”

“One of the things that is that is going to come out of this COVID situation is that a lot of businesses can function with workers working remotely; it may not be the way things were done in the past and it may not always be the ideal situation, but this is going to show that a lot of people are able to do that. The world is going to be very different when all this is over. And, when you have a bunch of people all working in cubicles next to each other, we may have to rethink how that works.”

What if an employee has family issues that require accommodation?

“Employers do have a duty to accommodate up to the point of undue hardship. There are certain protected grounds and family responsibilities, childcare, health issues, whether it’s their own or for a family member, those are all things that can trigger the employer’s duty to accommodate.

“Employers need to take those requests more seriously and need to make sure that they are doing their due diligence to investigate: Is there a potential human rights aspect to this request? And is it reasonable to accommodate it in light of those unique circumstances facing that particular employee?”

Staffmax Staffing & Recruiting Recognizes Success of Staff Member Marnie Tod As “Winner of 2020 Exceptional Experience” Contest Hosted by ACSESS

roger@pocwebbuilder.com (Roger van Maris) — Thu, 11 Jun 2020 18:42:47 GMT

FOR IMMEDIATE RELEASE
Staffmax Staffing & Recruiting Recognizes Success of Staff Member Marnie Tod As
“Winner of 2020 Exceptional Experience” Contest Hosted by ACSESS

Winnipeg – June 10, 2020 – Many individuals can relate to the story of Artem Krutilin, a new immigrant

to Canada searching to be swept into the Canadian job marketplace. Quickly Artem located and took

advantage of resources for newcomers, built a new resume and started searching. Gaining little traction in

Ontario, Artem expanded his job search to other Canadian provinces in hopes of a better outcome. An

advertisement for a relevant position in Winnipeg on Staffmax’s website caught Artem’s eye and he

applied, not anticipating quick results.

Enter Marnie Tod, Senior Recruitment Consultant at Staffmax Staffing & Recruiting for the last 5

years. With a total of 16 years in the recruiting business, Marnie has developed a keen eye for spotting

talented individuals and matching them with incredible opportunities. When she saw Artem’s application,

she instinctively had a feeling Artem would be a good match for the role and connected with Artem

immediately, much to his surprise. Artem commented saying - “The interview process was challenging.

However, I had Marnie to guide me and I made it through, with a job offer in hand at the end.” Artem’s

experience with Marnie was enhanced again when she assisted with the transition of Artem moving from

Toronto to Winnipeg.

Because of Artem’s experience with Marnie, he went on to write a submission for a national contest hosted

by ACSESS (The Association of Canadian Search, Employment & Staffing Services) detailing the joy

Marnie had been to work with during his time of need. This submission would go on to win the 1st place

against entries coming in across Canada. Jason Gill, Vice-President of Operations at Staffmax added

the following comment – “Our Staffmax team has observed Marnie’s level of customer service to our clients and candidates and we are very pleased to see her recognized by her industry peers.” Marnie had this to say about

Staffmax – “I deeply appreciate being a part of a company that shows dedication to ethical practices and

community engagement, it’s a driving force that propels my career forward.”

About Staffmax Staffing & Recruiting

Staffmax Staffing & Recruiting Head Office is located in Winnipeg, MB with offices across western Canada.

Staffmax is well known for their expertise in recruiting and placing talented and qualified candidates both

nationally and internationally for term and permanent placements.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Are You Prewired To Work From Home?

roger@pocwebbuilder.com (Roger van Maris) — Fri, 10 Apr 2020 17:48:22 GMT

Are You Prewired To Work From Home?

Reposted article by Tomas Chamorro-Premuzic via Forbes

Originally published April 4, 2020

Humanity is still work in progress. That is good news. It means we are able to adapt to new challenges, progress, and evolve. Certain aspects of this journey are only visible when viewed from afar, which requires less focus on the here and now, and more focus on the big picture. For example, our ability to transition from physical to virtual work is the result of centuries of technological advancements, of which the current AI era is only the latest phase. Just before we had Zoom, Slack, and smartphones, we had of course WiFi, blackberries, and cellphones. Long before we blurred the boundaries between work and life, teleworking or flexi-working, a growing proportion of jobs started to require less manual and more cognitive work. The rise of the knowledge economy demanded a big switch, from behavioral tasks (doing) to intellectual tasks (thinking), and their related product (saying). This made the prime ingredients of work less tangible and observable, turning a large proportion of the workforce into symbolic workers who trade ideas and concepts, and are measured less for what they do, and more for what they say. From a behavioral standpoint, if we actually observe knowledge workers while they are doing their jobs, there is no way to distinguish between what they do. Everybody, from a junior IT consultant to a senior investment banker, appears to engage in exactly the same behaviors: looking at a screen, reading and typing messages, presumably with some thinking in between.

A non-trivial consequences of this progression is the downgrading of physical interactions, which in many ways seemed like a luxury – nice to have, but not necessary – long before we were subjected to extreme social distancing and physical isolation. The significant portion of the working population of the world who is now in lockdown will no doubt relish the not-so-distant memories of analogue human interaction, and miss some precious physical moments with coworkers, clients, and even bosses. And yet, at least from a productivity standpoint, humanity has never been better equipped to withdraw from the physical world. In part, because a greater proportion of jobs are now abstract and dispensable; in part, because we have never been better at executing concrete and indispensable jobs remotely. This applies not just to work, but also our personal lives. We have developed an unprecedented capacity to remain connected even in physical isolation. Yes, this is largely thanks to technology, but the only reason we created that very technology is to make social isolation a practical impossibility, even in the absence of physical proximity.

Needless to say, the fact that some will experience physical distancing as a blessing, preferring to spend more time alone than with others, is a powerful reminder of the flexibility, adaptability, and diversity of the human species. Even before the coronavirus pandemic arrived in our lives, we had already acknowledged the inconvenience that certain (near default) office designs, such as open plan work spaces, caused to many workers – e.g., quiet, introverted, private personalities. In general, progress in any area tends to increase choice, and more choices highlight the wide range of preferences, values, and inclinations underpinning human diversity. So, while in hunter-gatherer societies extraverts may have had to limit their social curiosity to interacting with a maximum of 20 people during their entire lives – something that would make you antisocial today, even if you live in a small village – we can now pick between a wide range of jobs, industries, careers, and company cultures based on temperamental fit or value congruence. Flexible working conditions, including the ability to work from home, were already an attractive dimension for in-demand workers, with a clear age-trend indicating higher need for flexibility and independence among younger workers.

Typically, discussions about working from home, virtual working, and flexible working hours focus more on the employer than employees, especially when the goal is to predict organizational outcomes (e.g., engagement, productivity, brand loyalty, etc.). Implicit in such discussions is the assumption that employees are a uniform category, such that they will either all benefit from working from home or not, or all be more productive or not, if they pick their own working hours, stop answering emails after 6PM, or have unlimited vacations. In reality, however, any working modality will be much more compatible with some than with others, and what may be the most appealing form of work to one person, may be the most appalling to another.

In line, a great deal of psychological research shows that certain people are much better predisposed for working from home than others, to the point that they will thrive when they are not in the office. Some people in this group may have been fortunate enough to have forged careers that enable them to avoid setting foot in an office, but others with the same psychological makeup may have suffered by being forced to partake in face to face meetings, client events, and daily visits to the office. Assuming the current crisis doesn’t eliminate their jobs, and that their personal circumstances are not too disruptive, we can expect such employees to experience an uptick in both engagement and productivity, and that they end up hoping for an extended license to work from home even once crisis is over.

How to work from home: Tips on staying healthy and productive

roger@pocwebbuilder.com (Roger van Maris) — Thu, 19 Mar 2020 22:15:59 GMT

How to work from home: Tips on staying healthy and productive

To help get you through your own ad-hoc, at-home office situation, we turned to our colleagues

Reposted article by Bloomberg News via Human Resources Director

Originally published March 16, 2020

When the novel coronavirus started spreading across Asia in January, forcing the world’s largest work-from-home experiment, not many knew what to expect, least of all Bloomberg’s 400-plus journalists in the region. Six weeks later (and counting), only now are some starting to return to the office.

Meanwhile, the great experiment is going worldwide as Covid-19 cases mount in the U.S. and Europe, with Spain and France joining Italy on lockdown, and cities such as New York grinding to a halt. Chances are that you, too, will be executing a mandatory telecommute sometime soon, if you aren’t already.

To help get you through your own ad-hoc, at-home office situation, we turned to our colleagues in Beijing, Shanghai, Hong Kong, Seoul, and Tokyo for tips and advice.

Maximize Productivity

The biggest piece of advice: “Go” to work.

“Try to stick to some semblance of your original routine from before you started working from home,” says Eric Lam, a cross-asset reporter in Hong Kong. If you needed to be at your desk at 8 a.m., don’t wake up at 7:59. “Give yourself a little bit of time before your start to wake yourself up, have a coffee, make breakfast. Especially for those of us—like me—who are not morning types.”

And dress the part. That means comfortable work clothes—not pajamas.

“It makes me feel awake, fresh, productive, and less slovenly,” says Kristine Servando, deputy head of Asia digital in Hong Kong. “It was part of the mental trick of demarcating between work and the rest of your life.”

“For the boys: Shave,” says Edward Gelband, part of the media distribution team in Tokyo.

Creating an “office environment” is important, too. Try to set up your workspace in a well-lit room or one with as much natural light as possible. Have a good chair. Stand up. Have a lot more meetings: Communicate, communicate, communicate.

Alex Millson, news desk editor in Hong Kong, has an indispensable item to avoid distractions from partners and children: “Noise. Canceling. Headphones.” He adds: “I just bought a pair of AirPods Pro, which are great at drowning out the playgroup we host once a week and other close-quarters distractions.”

He also ordered a lumbar cushion. “It’s totally saved my back—hugely recommend it for slouchers. Of course, it’s no good if you’re working from the sofa.” And his Nespresso Mini Essenza is working overtime. “It’s great because it makes a cup of coffee in 30 seconds. It’s so small, it can sit right next to your workstation.”

And don’t forget the little things, like getting a real mouse. “It’s a game changer. Laptop trackpads just don’t cut it and could lead to mistakes,” says Lam. An external keyboard is a good idea, too, and if you can swing it, a second monitor.

Set Boundaries

When you live in your office, it’s easy to overwork.

Servando in Hong Kong stresses the importance of completely logging off when you’re supposed to. Resist the urge to come back to your computer after dinner. “Otherwise, the work life bleeds into home life, physically and mentally.”

“The biggest surprise for me is how fast the day can go without you realizing it, compared with working in the office,” says Lam. “Cutting out the commute makes me feel much more productive with my day. But on the other hand, it sometimes does not feel like you’re actually done with work when your working hours are up. So it’s important to know when to get up and turn it off.”

If possible, designate an area for work, as opposed to using your kitchen table or bed. It helps get you into a better mental space than you might think. Transitioning to a laptop, slower home internet, and a laggy virtual private network can lead to major frustration. The key is to minimize it.

“I generally try not to sit on the couch until after the workday,” says Alice Truong, digital news editor in Hong Kong, who created a makeshift standing desk, using boxes to raise her keyboard and monitor. “I also got a new router and gooseneck kettle, both of which have been a boost.”

Megan Hess, also in Hong Kong, says the biggest thing for her was “creating an actual physical space to work, which can be tricky in a small apartment space.” She also recommends adhering to regular morning routines, such as listening to a favorite news podcast while getting ready. “I bought a small table and chair to sit at, and advise getting a monitor and separate mouse/keyboard so you’re not slouched over a tiny laptop.”

One major bonus of having a dedicated setup: “After the workday was over, I put all my office ‘supplies’ (notebooks, etc.) away and out of sight till the next morning.”

What if My Kids Are Home, Too?

“Three-year olds are inherently attracted to keyboards, mice, or anything that clicks, so it’s important that you have things that are even more irresistible handy, like their favorite toys or cookies,” says Young-Sam Cho, an editor in Hong Kong. “Saying ‘No, don’t grab that’ or ‘Hey, I’m in the middle of sending an important headline/story’ just won’t cut it. If nothing works, give them the iPad.”

“And don’t ever wake them up.”

Clara Ferreira Marques, 40, a Bloomberg Opinion columnist in Hong Kong who lives with her husband and three kids, stressed the importance of scheduling blocks of child-free time. “This is challenging for most of us who end up alone at home, but not impossible.”

Also: Buy lots of craft material, coloring books, workbooks. Schools will not always provide the right amount of work, and you will need to add/fill in.

“Prepare enough books and toys, but give them to kids only in batches,” says Penny Peng, 32, a news editor in Beijing. Think of activities to give them, such as light housework or cleaning their play mats.

And talk to your kids about what is happening, adds Ferreira Marques. Buy the papers. Explain the age-appropriate details. This is new territory for them, too.

Avoid Isolation

Social distancing isn’t easy, especially if you’re used to a bustling office.

“It’s actually been quite a struggle for me to try to stay sane,” says Jihye Lee, 28, a breaking news reporter in Seoul. “I started making sure I talk to someone on the phone at least once a day.”

And although decompressing over lunch with co-workers might be out of the question, that doesn’t mean meals have to be solitary. “I’ve started eating while watching mukbang,” says Lee, “which is a form of YouTube where people just eat … and talk to you.” Her favorites are Boki, Hamzy, and Hatnim.

You can also try watching movies with your bestie, just remotely. “When my friend in Beijing was under lockdown (and about to go crazy), I scheduled a lot of weekend movie screenings with her over a video call,” says Servando, who used Google Hangouts. “We’d pull up the same movie on Netflix and start streaming at the same time, and then unmute the call if we had a comment.” She kept the fare light and non-gloomy: Top Gun, Taylor Swift’s Miss America documentary.

If happy hour was a regular fixture before working from home, try to recreate it virtually.

One Hong Kong employee said that after three weeks of working from home, a manager helped moderate a video chat for 20 people on their team. With drinks in hand, they talked about their working environment, their pets, their families (some showed their kids on camera), and shared happy and funny stories. The call lasted about 45 minutes.

Although it was strange at first, it was nice to connect to people outside their “office.” Smaller groups of two to three people kept it going over ensuing Fridays.

Most of all: “Be kind to yourself,” says Ferreira Marques. “It’s really hard, and some days all of the above goes out the window.”

Stay Healthy

Lethargy and weight gain can set in faster than you think. Your daily steps are about to go way down. And that 5 p.m. glass of wine is often much too close.

“Stretch out a lot before, during, or after the shift,” says Servando. “It’s so easy to succumb to the magnetic pull of a comfortable couch and pillow-laden bed—and stay there.”

If gyms go on lockdown, as they did in Asia, at-home workouts are a good option. Consider rolling out a yoga mat or doing a 30-minute high intensity set via online exercise videos.

If not that, try pushups: “I’ve been squeezing in pushups throughout my day,” says Truong, “aiming for at least 100.”

For Lee in Seoul, short walks or five-minute workout breaks, such as these free yoga and stretching sessions on YouTube—spread through the day—were also useful.

Millson used the change of routine as an opportunity to eat better. “For me, it’s been all about breaking the bad habits that creep into office life—a pack of chips with morning coffee, dim sum in the office on Friday mornings, things like that.”

He stripped all the snack foods from the cupboards, and he and his wife, who was also working from home, decided to go low-carb with meat, vegetables, and small portions. “And that’s what it’s been like for three weeks. I’ve lost a couple of kilos so far—eight to go. I just wouldn’t have the willpower to do it in the office.”

Peng took 30-minute online gym classes with her 3-year-old daughter. “We use Keep, a Chinese fitness app. While most people were at home, they designed online class for parents and kids. The activities are as simple as situps or very basics for boxing, gymnastics, with music, of course.”

Ferreira Marques instituted a strict schedule that ensured everyone getting out and exercising at least three times a day: “Morning, lunchtime, and evening,” she says. “Otherwise the lethargy takes over.” For her that meant dog walks, football, frisbee, cricket in the park—“and on the weekend, get out into nature as much as you can.”

And if you need to, take a nap. “Japan is one of the countries where people aren’t getting enough sleep,” says Marika Katanuma, 27, digital news editor in Tokyo. A short 15- to 30-minute nap on your lunch break can boost your productivity and keep you focused over a longer day. “It’s a bit like starting a new day.”

Embrace Unexpected Dividends

Working from home might bring fresh stresses—but with them, fresh rewards. You can listen to your own music, cuddle a cat to relieve stress, and get additional sleep. And if you need a second monitor for your computer, it might be the perfect excuse to upgrade your living room TV.

“The irritations of WFH are a small sacrifice in the grand scheme of things,” says Rachel Chang, a healthcare and consumer news editor in Hong Kong.

Plus, “now that you’re not commuting, you’ve got extra time to do all the things that build up,” says Millson, who’s using his to run three times a week and spend more time playing games with daughters aged 4 and 5.

“Compile a big to do list, and as soon as you log off, plow through it,” he adds.

Moreover, there’s camaraderie, even outside your company: Everyone understands the challenges right now. “There’s nothing that beats the experience of calling a source and having your toddler crawling toward you because he hears your voice and wants to play with you while the source can hear him playing, or shouting, or crying at times,” says Manuel Baigorri, a deal reporter based in Hong Kong. He finds spending more time with his wife and kid an indisputable upside of working from home.

“Being able to have breakfast, lunch, and dinner with them, play during breaks with my kid, and just seeing them around the house and being able to talk to them during the day is priceless.”

Leadership In The Time Of COVID-19

roger@pocwebbuilder.com (Roger van Maris) — Thu, 19 Mar 2020 21:26:08 GMT

Leadership In The Time Of COVID-19

Reposted article by Mark Nevins via Forbes

Originally published March 19, 2020

The reality of life post-COVID-19 has not fully sunk in yet, and its consequences for our businesses, organizations, economy, and society will play out over the rest of 2020 and beyond. Right now, we really need sober, smart, values-driven, and focused leadership. Remember the old adage, “Crisis does not build character, it reveals it.”

Eighteen months ago, my friend John Hillen and I published a book on leadership titled What Happens Now? The book’s core argument is that leaders, even (and especially) highly successful ones, must reinvent and change themselves or risk being outrun by their businesses. No matter how effective you were yesterday, you will find that today and tomorrow are likely to make new and different demands on you as a leader. If you fail to reinvent and adapt, you and your organization will stall and fail.

There’s no “playbook” for leadership when the stakes are high, and there’s certainly no playbook for what to do in the face of a 21st Century pandemic. We are all facing threats on multiple fronts at once: to self, family, employees, customers, suppliers and business partners, governmental and financial systems, and potentially our social fabric. Even the Dean of the Harvard Business School can only offer a few good insights for companies facing this new reality, but no silver-bullet solutions.

So, what should you do if you’re responsible for a team, organization, or company? Following are a few suggestions.

First and foremost, educate yourself. This means going beyond just watching the TV news. Don’t get sucked into the melodrama that characterizes the media (and especially social media) these days—and don’t project melodrama onto others. One good source to monitor is the Daily Situation Report from the World Health Organization (WHO). The Center for Disease Control and Prevention (CDC) website has pragmatic advice on how to protect yourself as well as interim guidance for businesses and employers.

Recognize as well that in business and economic terms, things are changing on a daily or even hourly basis. Today’s realities are quite different than they were on Monday, and vastly different from just last week. Be flexible, be adaptive, and be willing to make difficult choices. Nobody has a crystal ball, but read up on the macroeconomic implications for your business/industry/sector so you can make better decisions. I’ve been following feeds from The Economist, The Brookings Institution, Moody’s, and the U.S. Chamber of Commerce, and I plan to add more.

Next, anchor everything in what’s most important : the safety of everyone you’re responsible for. Ensure that you have clear business protocols and expectations in place and fine-tune them as necessary. Work-from-home is only the first step: what else needs to happen in your organization for people to feel safe, engaged, informed, and useful? One of my clients, perhaps the toughest CEO you’ll ever meet and leader of an aggressively sales-driven global company, spent the first 20 minutes of his Town Hall on Monday underscoring that what mattered most to him was that his people felt physically and psychologically safe. This isn’t a touchy-feely thing—making people feel safe is one of your most important jobs as a leader.

At the same time, build a clear plan for your organization. Several of my CEO clients have urged the importance of “thinking global and acting local”—that is, sketch out plans that are as detailed as possible for the longer-term (at least through the end of 3rd Q), recognizing that much will change, but at the same time be extremely focused on your game-plan week-by-week and even day-by-day. Things are changing at an incredible rate. Put together a tactical set of steps for this new way of working. Think strategically, conduct (and re-conduct) scenario planning—Plans B, C, and D—and be willing to adapt quickly. If you ever wondered what “VUCA” really looks like, this is it.

Be sure to leverage your team. You’re not in this alone, you shouldn’t try to be a superhero, and as one of my mentors once noted, “all of us is smarter than any of us.” Bring your team together to ensure alignment on plans, priorities, and contingencies. Engage them in doing that scenario-planning. Work with them to differentiate the truly important from the merely urgent—and help them do the same with their teams. Ask them how they and their families feel, to help ensure everyone is tapping into his emotional intelligence to lead and manage in the right ways. Even in “normal” times, working with remote teams presents extra challenges; here are some great suggestions for making virtual teams work.

Over-invest in communication . As my friends and clients hear me say often, “No executive has ever been faulted for over-communication.” You must communicate with credibility and optimism. Be realistic but be positive. With most people now working remotely, set up multiple and new ways to keep in touch. As a leader, pay attention to your communication style and tactics, be deliberate, and be as “visible” as you can possibly be. Set the right type and frequency of communication for your organization: maybe even a short weekly town hall for the next few weeks? Be clear and specific with your messaging (what do people need to hear?) and don’t be afraid to repeat the key themes. Help people focus on what they can control: this is not a bad time to practice some Stoic leadership.

Following on the topic of communication, be judicious in your formal communication to the whole company. Churchill didn’t do a daily radio address even at the height of the Second World War, and neither should you. While CEOs and other enterprise leaders must ensure that overall company communication is increased, they should not overdo all-hands calls or company-wide e-mails. Rather, drill your direct reports regularly in the right messages about what the company is doing and how their people should be responding, including as things change. All company leaders should be telling the same story, with confidence, compassion, and optimism: how to keep safe, how to work together, and how to ensure that everyone is focused what’s most essential for the business and its customers.

Find new ways to create connections. As above, communicate as much as you can, especially informally, and be sure that people can get hold of you: nothing is worse than a leader who fades away when the chips are down. Be available and be comfortable talking about personal concerns as well as the business. If your organization doesn’t make use of videoconferencing, now is the time to put it in place. Many tools are free (Skype, WhatsApp), and some of the major players in the space (e.g., Microsoft and Google) are currently giving away enterprise conferencing tools in response to COVID-19. Many of my clients have moved to regular videoconferencing over the last few years—and once you get comfortable with it you’ll find it can enhance the sense of engagement and dialogue. If you’re new to conducting calls or meetings via video, here are some tips to help you get more comfortable. And here are some great pointers on how to get people to participate.

Remember to be authentic. Don't forget why people have come to trust and follow you, and tap into your natural persona to create calm and focus. In times of crisis people crave the familiar. Now is not a good time to change your style: you don’t need to be like General Patton or Al Haig (am I dating myself?) to be an effective leader in times of crisis. Don’t hide bad news. Be honest, including saying “I don’t know” if you don’t know. You don’t need to know all the answers—but you should take the time to understand what your people are asking and why they are asking it. Here’s a an excellent set of questions you can use for yourself and your team: can you answer these?

Most of all, manage yourself. You’re a human being, and you’re stressed like everyone else—and probably in ways you may not even realize. Don’t let yourself get to the end of your rope. Take the time to make sure you yourself are as prepared and focused as you can be. Stay balanced: get your exercise, eat properly, and make time for the people who are most important to you. Your family and friends need your attention and leadership as much as your employees and customers do.

As a closing: recall that one of last Fall’s biggest stories was The Business Roundtable reversing its longstanding position that “corporations exist principally to serve their shareholders.” Rather, those 180 CEOs unanimously agreed, every company must balance the needs of and commitments to all stakeholders—including customers, employees, suppliers, and local communities. If nothing else, the COVID-19 crisis may show us which companies really know how to do this.

Be a leader of one of those companies. Your employees will remember for a long time how they were treated during this crisis. Nothing drives employee loyalty and engagement more than knowing “my boss cares about me as a human being.” As a leader you should treat this COVID-19 crisis as a defining moment for yourself and your organization. Step up and lead accordingly.

Special thanks to John Hillen, Fred Voccola, and Kurt Elia, who each contributed substantively to this article.

Top 10 Leadership (and Management) Tips for All Around Success

roger@pocwebbuilder.com (Roger van Maris) — Wed, 04 Mar 2020 18:46:13 GMT

Top 10 Leadership (and Management) Tips for All Around Success

Reposted article by Roberta Matuson via Talent Management & HR

Popular leadership books often use the phrase “born leader” to describe those who possess a natural ability to lead others. What many fail to mention is the number of “natural” leaders who had help along the way.

It can take years to become an overnight success. If you are willing to do the work and follow this advice, you can certainly cut that time in half.

Here are 10 leadership tips for succeeding all around:

Move forward by looking backward. Have you been successful because of your leadership, or in spite of it? I’ve watched time and time again as companies and leaders succeed in spite of poor management skills. Now, imagine the levels of success they could have achieved if those who were in charge had great leadership skills? Or even just good leadership skills? Gather feedback about your management style and adjust accordingly.

Lead by example. Behave as you would want your employees to behave, but also understand that your role is different from that of your employees.

Surround yourself with the right people. Hire for fit, train for skill, and if the opportunity presents itself, hire people who are better than you. Be prepared for the arrival of new hires so they immediately feel connected to the organization.

Stop the blame game. It’s always someone or something that is at fault. But in the end, the buck stops with you. Sure, you may not have inherited a stellar team, but that doesn’t mean you have to settle for mediocrity. You have the power to inspire people to exceed expectations. You also have the power to release people who aren’t making the grade. What you don’t get to do is blame everyone else for your team’s failure to perform.

Cut your losses early. Mismatches happen, no matter how good you are at interviewing. Take action quickly to avoid having the rest of the team distracted by a poor hire.

Invest in yourself and your people. Can you name one organization that has cut its way to exceptional customer service? I can’t. It’s time to put your money where your mouth is. If your firm prides itself on customer service then invest in more people to reduce the wait times, especially during peak calling hours. And while you are at it, give your employees the tools and training they need to provide exceptional service.

Build on strengths. Everyone focuses on improving weaknesses. You can distinguish yourself by paying particular attention to areas of strength, as this is where you’ll receive the greatest return for your investment.

It’s better to be respected than love. As human beings, we have a natural tendency to want to be loved. But what happens when your desire to be loved interferes with your ability to lead? Effective leaders recognize it is more important to be respected by their people than adored. They make the tough decisions that are needed to secure the future of those around them, including their direct reports.

Your success depends on the success of others. To succeed as a manager, you will need to shift your focus from “me” to “we.” Going forward, your success will no longer be measured by your individual contribution. Instead, you will be evaluated on your ability to create and maintain a highly engaged team that is willing to give it their all.

Find a coach or a mentor. You are ultimately responsible for your own success. If you are lucky, you may get approval to attend a training session this year. It’s a start, however training isn’t going to ultimately get you where you want to go. Find a coach or a mentor who can swiftly guide you through the landmines that exist in every organization.

It’s time to try something new if what you’ve been doing all along isn’t getting you the results you are seeking. Choose one or two of the above tips and move those items forward. Then select a few more. Before long, you’ll be well on your way to becoming a natural leader who is succeeding all around.

6 Job Search Tips That Are So Basic People Forget Them

roger@pocwebbuilder.com (Roger van Maris) — Tue, 03 Mar 2020 19:52:20 GMT

6 Job Search Tips That Are So Basic People Forget Them

Reposted article by Jenny Foss via The Muse

The irony of job search advice: There’s so much available that you don’t have to spend more than four seconds Googling before you land on some nugget of wisdom or another.

Yet, at the same time, there’s so much available (some of which completely contradicts other advice you’ll find) that it can easily overwhelm you. Which, in fact, is probably the exact opposite outcome you’re looking for when you go sleuthing for genuinely useful counsel in the first place.

So let’s do this: Let’s boil things down to a short list of sound, timeless job searching tips that’ll help you fine-tune your strategy so that you may sail through the process (or at least cut out some of the unnecessary time and frustration).

1. Make Yourself a “Smack-in-the-Forehead” Obvious Fit

When you apply for a job via an online application process, it’s very likely that your resume will first be screened by an applicant tracking system and then (assuming you make this first cut) move onto human eyeballs. The first human eyeballs that review your resume are often those of a lower level HR person or recruiter, who may or may not understand all of the nuances of that job for which you’re applying.

Thus, it behooves you to make it very simple for both the computer and the human to quickly connect their “Here’s what we’re looking for” to your “Here’s what you can walk through our doors and deliver.”

Tip

Study the job description and any available information you have on the position. Are you mirroring the words and phrases in the job description? Are you showcasing your strengths in the areas that seem to be of paramount importance to this role? Line it up. Line it up.

2. Don’t Limit Yourself to Online Applications During Your Job Search

You want that job search to last and last? Well, then continue to rely solely on submitting online applications. You want to accelerate this bad boy? Don’t stop once you apply online for that position. Start finding and then endearing yourself to people working at that company of interest. Schedule informational interviews with would-be peers. Approach an internal recruiter and ask a few questions. Get on the radar of the very people who might influence you getting an interview. (More on that here.)

Tip

By lining up with people on the inside of the companies at which you want to work, you will instantly set yourself apart. Decision makers interview people who come recommended or by way of a personal referral before they start sorting through the blob of resumes that arrives by way of the ATS.

3. Remember That Your Resume (and LinkedIn Profile) Is Not a Tattoo

Yes, your new resume is lovely. Your LinkedIn profile, breathtaking. However, if they don’t position you as a direct match for a particular role that you’re gunning for, don’t be afraid to modify wording, switch around key terms, and swap bullet points in and out. Your resume is not a tattoo, nor is your LinkedIn profile. Treat them as living, breathing documents throughout your job search (and career).

Tip

If you’re a covert job seeker, remember to turn off your activity broadcasts (within privacy and settings) when you make edits to your LinkedIn profile. If your current boss or colleagues are connected to you on LinkedIn, they may get suspicious about all the frequent changes.

4. Accept That You Will Never Bore Anyone Into Hiring You

Don’t get me wrong—you absolutely must come across as polished, articulate, and professional throughout your job search. However, many people translate this into: Must. Be. Boring.

Wrong, wrong, wrong. Realize that few people get hired because they had perfect white space on their cover letters, memorized all of the “correct” interview questions or used incredibly safe, common phraseology (i.e., clichés) throughout their resumes. All of this correctness is going to make you look staged and non-genuine. Instead, give yourself permission to be both polished and endearing. Memorable, likable candidates are almost always the ones who go the distance.

5. If You’re Not on LinkedIn, You Very Nearly Don’t Exist

Considering that more than 90% of recruiters use LinkedIn as their primary search tool, this is not an understatement. If you’re a professional, you need to not only be on LinkedIn, you need to be using it to your full advantage. Don’t believe me? Think about it this way: If tomorrow morning, a recruiter logs onto LinkedIn looking for someone in your geography, with expertise in what you do, and you’re not there? Guess who they’re going to find and contact? Yes, that person’s name is “not you.”

Tip

If you figure out how to harness the power of no other social media tool for job search, figure out LinkedIn. It’s (by far) the best resource we have available today for career and job search networking, for finding people working at companies of interest, and for positioning yourself to be found by a recruiter who has a relevant job opening.

6. Thank You Matters

I once placed a candidate into an engineering role with a company that manufactures packaging equipment. He was competing head-to-head with another engineer, who had similar talents and wanted the job just as badly. My candidate sent a thoughtful, non-robotic thank you note to each person with whom he’d interviewed, within about two hours of leaving their offices. The other candidate sent nothing.

Guess why my candidate got the job offer? Yep, the thoughtful, non-robotic thank you notes. They sealed the deal for him, especially considering the other front-runner sent nothing.

Tip

Consider crafting, original, genuine thank you notes (one for each interviewer) the moment you get back to a computer, following the interview. The speed with which you send the notes, and the quality, will make an impact.

And finally, remember that the interviewer cares much more about what you can do for them than what you want out of the deal. Certainly, they’re going to care a bunch about what you want once you establish your worth. But during the interview, you must demonstrate why you make business sense to hire, period.

Now, go forth and show your job search exactly who is the boss.

The Best Hiring Advice for Founders

roger@pocwebbuilder.com (Roger van Maris) — Thu, 27 Feb 2020 16:15:46 GMT

The Best Hiring Advice for Founders

Maynard Webb’s weekly advice column offers practical wisdom on how to hire the best people. The short answer? Always be recruiting.

Reposted article by Maynard Webb via Fast Company

Originally published January 9, 2020

Editor’s Note: Each week Maynard Webb, former CEO of LiveOps and the former COO of eBay, will offer candid, practical, and sometimes surprising advice to entrepreneurs and founders. To submit a question, write to Webb at dearfounder@fastcompany.com .

Q. What are insights you’ve discovered on the hiring process you wish you knew earlier?

—Founder of a growing startup

Dear Founder,

You must always be recruiting. That may sound obvious, but it’s so rarely done. That’s because so many people view it as a task they don’t like, or are not good at, or one that they think someone else owns.

This may be tangential, but it reminds me of how people say they don’t like fundraising or asking for money, but founders must always be fundraising if they want to grow a startup. Similarly, if you are successful, you must always be recruiting and adding new people.

It’s a fallacy to think there is something so important that you simply can use an excuse that you are not good at it. Instead, it’s time to build a muscle around it and get over the excuses. Acknowledge the importance of recruiting, and get good at it—better yet, get fabulous at it.

How do you do that? Find one to two potential candidates (internally or externally) for every key role.

Q. How can I avoid mistakes in hiring?

Dear Founder,

That’s a tricky question. I have made my share of mistakes. The best way to make an informed decision is to try to get to know the candidates well. Things you should consider:

Ask them for their backstory—the long version. Learn about troubles they had growing up, challenges they’ve overcome.

Spend time together. You can’t make a decision based on one interaction, so plan several opportunities to get together. Hang factor matters a lot, but relationships are not built based on who is the most entertaining. Ultimately, it’s about feeling proud of the contributions you make when you are together.

It’s not about finding people who are like you—that gets you into trouble. A lot of times, people hire people who look and seem like them. Instead look for people who are different. You’ll need to make sure to hire well-rounded and capable teams. Get to know candidates with diverse and varied backgrounds, and be open about the job and what it will require.

Make sure they can bring two to three other people with them. (That means that they work well with and inspire others, but also bear in mind this could lead to creating insular cultures, so as always, keep an eye on diversity and inclusion.)

Keep the whole lifecycle in mind. Sometimes you can have a great hire, but then they become disenchanted. Figure out how to keep people motivated and engaged. They key is fixing any issues quickly and focusing on top performers, not just bottom performers. Sometimes, unfortunately, some people don’t grow with a company, and they need to go. If you’ve done everything you can and nothing has changed, let them go.

How To Recruit Leaders

roger@pocwebbuilder.com (Roger van Maris) — Wed, 19 Feb 2020 20:40:38 GMT

How to Recruit Leaders

Reposted Article by Ken Sundheim via Forbes

Originally published October 23, 2013

Recruiting leaders for many companies can often be arduous, time consuming, costly and stressful. Despite this, it is critical to any firm’s success as staffing leaders will either enable or prevent an organization from reaching its revenue goals.

While nobody can get it perfect every time, there are certain implementations that a hiring manager can utilize in order to heighten the odds of a successful outcome. Below, I’ve outlined a basic platform to ensure a company is recruiting leaders:

Defining Leadership

Before being able to effectively headhunt leaders, we must be able to define the traits that comprise these individuals. While leaders come in all different sizes, personalities and backgrounds, here are 5 things they share in common:

1. Leaders are trustworthy. They are transparent and give credit where credit is due.

2. Leaders carry a positive, optimistic attitude and are able to energize a group.

3. Leaders build self-confidence in their subordinates. They consistently grow others always taking time to upgrade employee performance.

4. Leaders set goals and a firm vision for the organization. Then, they convey that mission loud and clear.

5. Leaders are passionate, knowledgeable and decisive. They have the ability to make firm decisions even if those decisions are not the most popular.

Recruitment Facts

Once a hiring manager has the traits that they are seeking when recruiting, it is important to know some facts about staffing leaders.

1. Recruiting is about selling. Think about what makes the job and your organization attractive to potential hires. Is it the company’s product, the potential earning power or the ability to have creative control over a team? Is it all of the above?

2. Know that you have to pay for top talent. When staffing leaders, you are going to have to provide financial incentive for them to leave their current position.

While overpaying has its detriments, underpaying is one of the worst compensation polices that can be implemented during the recruitment process. Money isn’t everything, though it sure is something.

3. The more flexible you are on background requirements, the more candidates you will have to choose from. Occasionally, companies will have too many staffing requirements, thus severely limiting their hiring options. Keeping an open mind during the recruitment process will allow a firm to recruit based on leadership skills rather than trying to perfectly match a resume to the search criteria.

4. Nobody will ever be 100% perfect. Sometimes, organizations will overly scrutinize candidates to the extent where the search drags on too long and the opportunity cost of not having someone in that position begins to rise. In this case, it’s best that the hiring manager think of applicants as stocks - recruiting on future potential rather than what they can do at this moment.

5. Efficient recruiting takes time, though not too much time. When staffing leaders, a firm wants to do its due diligence by interviewing each applicant 3 (4 maximum) times. Anything less, a company risks making the wrong decision. Anything more, a company risks losing candidates to other offers.

Moreover, each candidate should be interviewed around the same time so the hiring manager can compare the applicants against each other and mitigate the odds of losing them to other firms.

Steps

In order to save time, money and increase the odds of a successful hire, methodical steps should be implemented in the recruiting process. Many times, firms make this out to be much more complicated than it is.

1. Write a job description that attracts candidates, describes what the organization does, lists requirements, sets forth expectations and details the daily tasks. The job description should be no longer than 3 pages, but should be at least 3/4 of a MS Word page using bullet points and short sentences.

2. Be proactive. Many hiring managers will simply post an open job and hope for the best. In conjunction with posting, it is recommended that organizations serious about hiring leaders utilize job boards, social media sites and networking to proactively prospect fitting applicants. While this takes more time, it will broaden the options a firm has and will serve as a significant addition to the recruiting arsenal.

3. Narrow the resumes down to the top 5 - 8 and begin with an email to the prospective applicants that is personalized and comprehensive. Remember, job seekers (especially the more desired ones) will receive interview offers from a substantial amount of companies. They will only respond to a small percentage of those. The more personalized you make an email, the better chance of them getting back.

4. Begin the interviewing process and weed the applicants down to the top 2 choices. It is recommended that any firm keep two viable candidates as a hiring manager does not always get their first choice and, thus will risk having to do a 4 to 6 week process over again with no guarantee of success.

5. Provide consistent performance feedback once the applicant starts. An effective hiring manager will let the employee know where they stand on a recurring, frequent basis. They will complement these evaluations with positive feedback and will encourage risk taking.

8 HR Predictions For 2020

roger@pocwebbuilder.com (Roger van Maris) — Thu, 13 Feb 2020 05:42:18 GMT

8 HR Predictions For 2020

Reposed article by Eric Mosley via Forbes

Originally published December 23, 2019

Entering a new decade, in the midst of a global technology revolution, business leaders recognize that the driving force behind every innovation has been human(s): employees who believed in the organization’s vision and were empowered to do the best work of their lives.

In 2020, organizations will need to create positive employee experiences that make employees feel valued, appreciated, and energized to invest their entire selves in the workplace. When employees experience higher levels of humanity at work, they perform better, are more likely to exert extra effort at their jobs, and are less likely to quit.

These eight HR predictions – validated by some of the world’s sharpest thought leaders – offer insights to help companies position their employees and themselves for success in 2020 and beyond.

Employers will ensure workplace rights for all employees.

In the 2019 Deloitte Global Human Capital Trends report, CEOs cited “impact on society, including income equality, diversity, and the environment” as the most important measure of an organization’s success. Additionally, 181 CEOs signed the Business Roundtable’s statement, redefining a public corporation’s primary purpose, from existing to benefit shareholders to existing to serve all their stakeholders – employees, customers, suppliers, and the community as well as shareholders. These statements represent a step in the right direction for workplace rights.

Corporate social responsibility will be a business imperative.

Whether inspired by social pressure or self-interest, leading companies are adopting a moral case for their role in the betterment of society. They have listened to the arguments, often made by employees and customers, that their responsibilities go beyond the bottom line.

Modern employees have deep concern and passion for making the world a better place for themselves, their children, and future generations. Activism is incredibly important to them, and they care deeply about doing meaningful work for a responsible organization whose values align with theirs. Because of this, companies are shifting away from the traditional approach to people strategies and focusing more on employee recognition and creating a culture that helps unite their employees in working toward shared goals.

“Employee experience” will expand and elevate to a “human experience.”

More than ever, the strength of a company’s financial performance will depend on its ability to win the hearts and minds of every employee.

Shawn Achor, founder and CEO, GoodThink, sees an opportunity for companies to adapt to the stress of change by deepening social bonds, practicing gratitude, and identifying meaning in the stress. “Together, we can actually create more happiness and connection even amid change. Think how strongly people bond in boot camp or in combat, or how friendships deepen when people overcome hard times together. In good times, happiness is a luxury item, but in challenging times it becomes a necessity if we want to see our full potential."

Christine Porath, Ph.D., associate professor at Georgetown University’s McDonough School of Business, agrees. “It's in leaders' and organizations' best interest to create workplaces where people can thrive. Organizations are starting to separate themselves by being known for their culture.”

Susan Cain, cofounder and CEO of Quiet Revolution and best-selling author, says, “I predict that the movement toward a more humanistic work culture will only accelerate. Based on my conversations with various companies in different sectors during my travels, I see a near-universal acknowledgment of the importance of psychology, and psychological safety.”

Nataly Kogan, founder, Happier Inc. and Happier @ Work, concurs. "More and more leaders and companies will make creating a culture of gratitude, kindness, and psychological safety a strategic priority in 2020.”

Kat Cole, COO and president, FOCUS Brands, says, “In 2020, companies that win are the ones that connect the real-life needs of humans who are customers to the humans at work. The customer-employee connection is more important than ever. Customers care more about how employees are treated and the employee/employer brand than ever before.”

Employers and employees will share accountability for engagement and productivity.

Cy Wakeman, international keynote speaker and New York Times best-selling author, says, “Shared accountability will be the name of the game in 2020. Employers will need to work to create empowering and engaging workplaces and employees will need to bring their most evolved selves to work – willing, able, and ready to work to meet the challenges at hand full-on.”

Josh Bersin, global industry analyst and dean, says, “As companies become more service-driven and networked, organizations are going through one of the biggest changes in structure and management in decades. The biggest challenge for 2020 is going to be ‘driving productivity at work’ – not just focusing on employee engagement, growth, and culture, but helping people and leaders learn how to ‘get things done.’”

Flexibility will help retain and attract great employees.

Adam Grant, Ph.D., Wharton professor and best-selling author, also predicts more flexibility in when and how employees will be able to work. “I’m anticipating three trends that make work more human – the rise of the four-day work week and the six-hour workday, more companies offering returnships for parents transitioning back into the workforce, and the growth of job-sharing, where two people can work part time in one role.”

Ozan Varol, best-selling author, says the 9-to-5 workday and the five-day work week are both arbitrary benchmarks. “Most businesses continue to operate under this structure, not because it leads to more productive employees (it doesn't), but because it happens to be the status quo. In 2020, I expect that more businesses will experiment with flexible schedules and shorter workdays and weeks, which boost the productivity, happiness, and well-being of employees."

Data and analytics will become even more important strategic tools.

Gabrielle Thompson, Cisco’s SVP of Acquisitions and Total Rewards, says “the consolidation and predictive analytics using data throughout the organization, crossing functional boundaries, will drive more thought-provoking conversations about current and future talent.”

Jason Averbook , Leapgen CEO and cofounder, says, “Data will be crucial for all in HR to ensure they are delivering experiences to the workforce that matter as well as finally crossing the chasm, delivering insights that show the impact that talent tools are making on the business.”

The widespread use of misinformation in politics could spread to the workplace.

Daniel Pink, author of WHEN and DRIVE, fears that “the assault on truth we’re seeing in politics — from peddling demonstrably false conspiracy theories to labeling a free press the ‘enemy of the people’ — could begin to infiltrate the workplace. If people feel free to call anything they disagree with ‘fake news,’ what happens to the integrity of financial statements, performance reviews, resumes, and so on?"

More companies will encourage employees to invest in colleagues’ success.

Michelle Gielan, best-selling author, says, “In an era of increasing stress and hyper-competition at work, professionals focused on their own high performance and supporting colleagues will win out in 2020 and beyond. Our research shows those investing in the success of others versus merely their own are 40% more likely to receive a promotion over the next year. Additionally, strengthening relationships at work fuels engagement and well-being. Social connection is the biggest predictor of happiness in life. Understanding how to meaningfully invest in others will be an important competitive advantage during this next decade.

185 Powerful Action Verbs That Will Make Your Resume Awesome

roger@pocwebbuilder.com (Roger van Maris) — Thu, 13 Feb 2020 05:30:37 GMT

185 Powerful Action Verbs That Will Make Your Resume Awesome

Reposted article via The Muse

Led…

Handled…

Managed…

Responsible for…

Most resume bullet points start with the same words. Frankly, the same tired old words hiring managers have heard over and over—to the point where they’ve lost a lot of their meaning and don’t do much to show off your accomplishments.

So, let’s get a little more creative, shall we? Next time you update your resume, switch up a few of those common words and phrases with strong, compelling action verbs that will catch hiring managers’ eyes.

No matter what duty or accomplishment you’re trying to show off, we’ve got just the resume action verb for you. Check out the list below, and get ready to make your resume way more exciting.

Action Verbs 1-12

You Led a Project

If you were in charge of a project or initiative from start to finish, skip “led” and instead try:

Chaired

Controlled

Coordinated

Executed

Headed

Operated

Orchestrated

Organized

Oversaw

Planned

Produced

Programmed

Action Verbs 13-33

You Envisioned and Brought a Project to Life

And if you actually developed, created, or introduced that project into your company? Try:

Administered

Built

Charted

Created

Designed

Developed

Devised

Founded

Engineered

Established

Formalized

Formed

Formulated

Implemented

Incorporated

Initiated

Instituted

Introduced

Launched

Pioneered

Spearheaded

Action Verbs 34-42

You Saved the Company Time or Money

Hiring managers love candidates who’ve helped a team operate more efficiently or cost-effectively. To show just how much you saved, try:

Conserved

Consolidated

Decreased

Deducted

Diagnosed

Lessened

Reconciled

Reduced

Yielded

Action Verbs 43-61

You Increased Efficiency, Sales, Revenue, or Customer Satisfaction

Along similar lines, if you can show that your work boosted the company’s numbers in some way, you’re bound to impress. In these cases, consider:

Accelerated

Achieved

Advanced

Amplified

Boosted

Capitalized

Delivered

Enhanced

Expanded

Expedited

Furthered

Gained

Generated

Improved

Lifted

Maximized

Outpaced

Stimulated

Sustained

Action Verbs 62-87

You Changed or Improved Something

So, you brought your department’s invoicing system out of the Stone Age and onto the interwebs? Talk about the amazing changes you made at your office with these words:

Centralized

Clarified

Converted

Customized

Influenced

Integrated

Merged

Modified

Overhauled

Redesigned

Refined

Refocused

Rehabilitated

Remodeled

Reorganized

Replaced

Restructured

Revamped

Revitalized

Simplified

Standardized

Streamlined

Strengthened

Updated

Upgraded

Transformed

Action Verbs 88-107

You Managed a Team

Instead of reciting your management duties, like “Led a team…” or “Managed employees…” show what an inspirational leader you were with terms like:

Aligned

Cultivated

Directed

Enabled

Facilitated

Fostered

Guided

Hired

Inspired

Mentored

Mobilized

Motivated

Recruited

Regulated

Shaped

Supervised

Taught

Trained

Unified

United

Action Verbs 108-113

You Brought in Partners, Funding, or Resources

Were you “responsible for” a great new partner, sponsor, or source of funding? Try:

Acquired

Forged

Navigated

Negotiated

Partnered

Secured

Action Verbs 114-122

You Supported Customers

Because manning the phones or answering questions really means you’re advising customers and meeting their needs, use:

Advised

Advocated

Arbitrated

Coached

Consulted

Educated

Fielded

Informed

Resolved

Action Verbs 123-142

You Were a Research Machine

Did your job include research, analysis, or fact-finding? Mix up your verbiage with these words:

Analyzed

Assembled

Assessed

Audited

Calculated

Discovered

Evaluated

Examined

Explored

Forecasted

Identified

Interpreted

Investigated

Mapped

Measured

Qualified

Quantified

Surveyed

Tested

Tracked

Action Verbs 143-161

You Wrote or Communicated

Was writing, speaking, lobbying, or otherwise communicating part of your gig? You can explain just how compelling you were with words like:

Authored

Briefed

Campaigned

Co-authored

Composed

Conveyed

Convinced

Corresponded

Counseled

Critiqued

Defined

Documented

Edited

Illustrated

Lobbied

Persuaded

Promoted

Publicized

Reviewed

Action Verbs 162-173

You Oversaw or Regulated

Whether you enforced protocol or managed your department’s requests, describe what you really did, better, with these words:

Authorized

Blocked

Delegated

Dispatched

Enforced

Ensured

Inspected

Itemized

Monitored

Screened

Scrutinized

Verified

Action Verbs 174-185

You Achieved Something

Did you hit your goals? Win a coveted department award? Don’t forget to include that on your resume, with words like:

Attained

Awarded

Completed

Demonstrated

Earned

Exceeded

Outperformed

Reached

Showcased

Succeeded

Surpassed

Targeted

12 Surprisingly Effective Yet Unconventional Team-Building Exercises

roger@pocwebbuilder.com (Roger van Maris) — Thu, 13 Feb 2020 05:18:48 GMT

12 Surprisingly Effective Yet Unconventional Team-Building Exercises

Reposted article by Forbes Human Resource Council via Forbes

Originally published December 30, 2019

Team-building is necessary for any business or group that needs to function as a unified entity. It builds cooperation, trust and anticipation of the needs of other team members.

However, as many professionals can attest, not all team-building exercises are the same in terms of effectiveness. It depends heavily on the type of individuals that make up the team. The group’s ability to work together as a unit is also of critical importance.

Despite these limitations, there are a few practical exercises and activities that many human resources departments may overlook because of how outlandish they seem. Here, 12 associates of Forbes Human Resources Council share the strange yet effective team-building exercises they've actually seen work.

1. Employee Trivia Games

Twice a year, we ask employees to send us some details about themselves and we arrange that information into a Jeopardy-style game board. All employees clear their schedules to come and play a loosely-scored, super-fun round of "employee trivia." People see they can safely open up, and the fun facts we learn help build conversations and relationships. - Gina Deciani, Association for Supply Chain Management

2. Making Your Own Job Title

I love this exercise! In a group of peers, think about your role and how it impacts your organization. Now make up your own, ideal job title given your role. Then go around and discuss. This opens up a dialogue on what people value and don't value in their roles and how they view their role in the overall company. This can be helpful for peers and managers to understand when doing projects. - Kelly Loudermilk, BuildHR, Inc.

3. Personality Assessments

Personality and working style assessments like StrengthFinder and Myers Briggs are a great way to create empathy within a team. The discussions that arise from sharing your personal scores help develop inclusivity and collaboration. They can also help you uncover gaps or strengths within the team, allowing you to customize and improve your hiring and training strategies. - Katie Evans-Reber, Wonolo

4. Escape Rooms

One of the most fun and effective team-building activities I've been a part of was teaming up for escape rooms. Teams were chosen at random and each event had great incentives for those who did the best. The reason why escape room team building was so great was because everyone had a chance to contribute to their team's success, assess each other's problem-solving skills and test their equanimity. - Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions

5. Unexpected Team Experiences

Having an interesting and unexpected team experience takes teams out of the everyday and creates a shared, memorable moment. We've had a professional juggler teach us how to juggle, and an artist lead us on an exploration of inspiration through creativity. Both allowed our team to share with and learn from each other and created an unforgettable memory. - Sara Whitman, Hot Paper Lantern

6. Creating A Mantra For The Year

I was attending a small intimate event for HR leaders designed to bring in the personal along with the professional for a close community experience. We were asked to think about what mantra or phrase best represented our year behind, as well as one that would represent our hope for the year ahead. We went around the group to share our mantra and the context of each. It was so insightful. - Bianca McCann, SAP SuccessFactors

7. Physical Activity Paired With Creative Thinking

A great team-building and brainstorming activity can be combined with the fresh perspective of getting outside. Take a Frisbee or a ball, bring your team outside, and whoever catches the object needs to share their idea or build upon the last idea. Physical activity combined with creative thinking is a great way to get the team to let their guard down and learn how to work together. - Cat Graham, Cheer Partners

8. Working Hard Together

A good way to build teamwork is to actually do work. Are you working hard as a team? When you work hard as a team you learn how others handle stress and pressure. Many teams who work hard at work, do not need teamwork activities. If you are working hard together and want to get closer, do an activity that causes you to think and work hard together (e.g., canoeing, serving the homeless, etc.). - Ben Martinez, Ramp Talent

9. Team Videos

We created our own "Workers Compensation Safety" video. It was good fun and silly, and since the employers were the actors, camera and sound people, they really learned to lift by using their knees. - Patricia Sharkey, IMI People

10. Leadership Simulations

Team-building activities like cooking school, obstacle course, escape room, scavenger hunt, comedy improv or mini golf can help build trust and align teams to a common goal and direction. Investment in these exercises is known to bridge differences -- organizational, geographic and cultural. They also build leaders, enhance commitment and bond teams. - MJ Vigil, PEMCO Insurance

11. Volunteering As A Team

Though it’s become more conventional in recent years, volunteering provides an opportunity for employees to work together in a team-building environment, while giving back to the community or helping those less fortunate. This provides a sense of camaraderie among coworkers, demonstrates servant leadership and helps boost the employer brand, all while serving a greater good. - John Feldmann, Insperity

12. Practicing Gratitude

Practicing gratitude together as a team is an excellent team-building exercise. One great idea is to send note cards around the table and have team members take one and write what they’re grateful for and proud of as a member of the team. This builds team spirit and great energy to help create results. Opening up and talking about these "softer" topics really helps connect people within a team. - Anne Iversen, TimeXtender

The 9 most common interview mistakes that cost you the job

roger@pocwebbuilder.com (Roger van Maris) — Thu, 13 Feb 2020 05:06:36 GMT

The 9 most common interview mistakes that cost you the job

Reposted article by Workopolis

Originally published April 11, 2017

You got the interview. Congrats! Now the real fun (and pressure) begins … don’t mess things up!

Here are the nine most common interview mistakes that can cost you the job.

Not doing your research

The most common complaint from hiring managers is that candidates don’t do their research about the role and the company. Why? Hiring managers want enthusiastic people who show initiative, and the best way to demonstrate this during an interview is to come prepared.

“If you haven’t done any research into the company, and you don’t know anything about its products, services, or culture, it’s going to become evident during the course of the conversation,” says Shawn D’Souza, Workopolis’ talent acquisition manager. “This doesn’t mean you have to become an expert in everything the company has ever done, but you should have enough information to ask questions and to demonstrate how you might add value. Preparing yourself tells the hiring manager that you’re taking the opportunity serious, and that you’re truly interested in the role,” he says.

Being late

In simplest terms, you shouldn’t be late to an interview. Ever.

“It definitely is not the best way to make a first impression,” D’Souza says. “It shows a lack of respect for the hiring manager’s time, and even a lack of preparation and organization. That said, we do realize that things happen. You can get stuck in traffic or in a subway delay. If something like that happens, do what you can to get in touch with your interviewer. You can salvage a lot and maintain an appearance of professionalism if you warn them that you will be late.”

Not dressing appropriately

We recently made some suggestions for what to wear to a job interview, but the importance of your appearance bears repeating: you need to dress the part.

“The key thing is to know the company culture. Do they wear suits to the office or t-shirts? Check out the company’s career page and social media profiles for photos of employees and events, and you’ll be able to get a sense of their culture and dress code. Either way, though, business casual is a good way to go, as it ensures you’ll be presentable and professional looking,” D’Souza says.

Not making eye contact

Meeting the interviewer’s gaze is essential to making a good impression.

“If you can’t look your interviewer in the eye it can seem as if you’re lacking in confidence, or even hiding something. I understand that this might be more challenging for people that are shy, but it’s important to make that connection,” D’Souza says.

Talking in clichés

“I’m a team player.”
“I work too hard.”
“I’m a perfectionist.”

Sound familiar? If you’re using these to answer questions like “Tell me about yourself” and “What’s your greatest weakness?” it’s time you put them out to pasture.

“Both sides can sometimes be guilty of using clichés, but just because you’re asked a question like this, it doesn’t mean you have to answer with something obvious and played out. Instead, I think you should look at it as an opportunity to differentiate yourself. Say something real that they haven’t heard before and they will be more likely to remember you,” D’Souza says.

Trash talking your previous employer

Don’t say negative things about people or companies – no matter how much you feel they deserve it. It makes you look childish and petty, and people don’t want to hire people who are childish and petty.

“If you’re leaving a company because of an issue you had, you can say so, but be diplomatic and professional about it, and more importantly, try to frame it in a way that relates to your career goals and ambition,” D’Souza says.

Not asking questions

At some point the interviewer is going to ask “Do you have any questions for me?” and you should not say “no.”

“Obviously, a lot of this depends on what has been covered already in the interview, but typically, you should have questions prepared or questions about something that was discussed. It speaks to your professionalism and ambition and lets hiring managers know that you are a serious candidate,” D’Souza says.

Playing with your phone

A recent study found that a full third of millennials think it’s acceptable to text during the job interview.

“I spend a lot of time on my phone as well, so I understand the struggle, but you have to put it away for the interview. It’s highly disrespectful to be checking your phone, and it really does not say much for your ability to focus on the task at hand,” D’Souza says.

Lying

Fifty-eight percent of employers have caught a candidate in a resume lie, while 31% of people admit to having lied on a resume. That’s a lot of lying. And, if you lie on a resume, you have to keep the lie up during the interview. Don’t do this.

“It’s not worth it. If you get caught – and there’s a good chance you will, as many employers will conduct background checks – you not only won’t get the job, you’ll have wasted everyone’s time, and burned a bridge for the future,” D’Souza says.

There you have it; nine interview mistakes that can cost you the job. Good luck!

7 Interview Tips That Will Help You Get Hired

Thu, 13 Feb 2020 04:53:49 GMT

7 Interview Tips That Will Help You Get Hired

Reposted article by Alison Doyle via The Balance Careers

Originally published December 27, 2019

Even when you have gone on more interviews than you can count, job interviewing never seems to get any easier. With each job interview, you are meeting new people, selling yourself and your skills, and often getting the third degree about what you know or don't know. And, you need to stay upbeat and enthusiastic through it all. This can be a challenge, especially when you're interviewing for a job you would love to get hired for.

That said, there are ways to make a job interview feel much less stressful. Just a little preparation time can go a long way. The more time you take in advance to get ready, the more comfortable you'll feel during the actual interview. Remember, though, that a job interview is not an exam: you don’t need to study for hours on end. Rather, you just need to do due diligence in researching the company, understand exactly what they are looking for in a new hire, and ensure that you’re able to discuss your experience and what makes you a great fit for the job.

Ultimately, the key to effective interviewing is to project confidence, stay positive, and be able to share examples of your workplace skills and your qualifications for the job. Take the time to work on your interview skills so that you can develop effective interview strategies to use in all of your interviews.

With some advance preparation, you'll be able to nail the interview and showcase the experience that makes you the ideal candidate for the company's next new employee.

7 Interview Tips That Will Help You Get the Job

Here are some job interview tips that can help you interview effectively. Proper preparation will help alleviate some of the stress involved in job interviews and position you for a positive and successful interviewing experience.

1. Practice and Prepare

Review the typical job interview questions employers ask and practice your answers. Strong answers are those that are specific but concise, drawing on concrete examples that highlight your skills and back up your resume. Your answers should also emphasize the skills that are most important to the employer and relevant to the position. Be sure to review the job listing, make a list of the requirements, and match them to your experience.

Note that even the most well-prepared response will fall short if it does not answer the exact question you are being asked. While it’s important to familiarize yourself with best answers, it’s equally important to listen carefully during your interview in order to ensure your responses give the interviewer the information they are looking for.

Also, have a list of your own questions to ask the employer ready. In almost every interview, you’ll be asked if you have any questions for the interviewer. It is important to have at least one or two questions prepared in order to demonstrate your interest in the organization. Otherwise, you might come across as apathetic, which is a major turnoff for hiring managers.

2. Develop a Connection With the Interviewer

In addition to indicating what you know about the company, you should also try to develop a connection with your interviewer. Know the interviewer's name, and use it during the job interview. (If you're not sure of the name, call and ask prior to the interview. And, listen very carefully during introductions. If you’re prone to forgetting names, jot it down somewhere discreet, like in small letters at the bottom of your notepad.)

Ultimately, building rapport and making a personal connection with your interviewer can up your chances of getting hired. People tend to hire candidates they like and who seems to be a good fit for the company's culture. Here's how to get the hiring manager on your side.

3. Research the Company, and Show What You Know

Do your homework and research the employer and the industry, so you are ready for the interview question, "What do you know about this company?" If this question is not asked, you should try to demonstrate what you know about the company on your own.

You can do this by tying what you’ve learned about the company into your responses. For example, you might say, “I noticed that when you implemented a new software system last year, your customer satisfaction ratings improved dramatically. I am well-versed in the latest technologies from my experience with developing software at ABC, and appreciate a company who strives to be a leader in its industry.”

You should be able to find out a lot of information about the company’s history, mission and values, staff, culture, and recent successes on its website. If the company has a blog and a social media presence, they can be useful places to look, too.

4. Get Ready Ahead of Time

Don't wait until the last minute to pick out an interview outfit, print extra copies of your resume, or find a notepad and pen. Have one good interview outfit ready, so you can interview on short notice without having to worry about what to wear. When you have an interview lined up, get everything ready the night before.

Not only will planning out everything (from what shoes you will wear, to how you’ll style your hair, to what time you will leave and how you’ll get there) buy you time in the morning, it can help reduce job search anxiety, and it will also save you from having to make decisions, which means you can use that brain power for your interview.

Make sure your interview attire is neat, tidy, and appropriate for the type of firm you are interviewing with. Bring a nice portfolio with extra copies of your resume. Include a pen and paper for note-taking.

5. Be on Time (That Means Early)

Be on time for the interview. On time means five to ten minutes early. If need be, drive to the interview location ahead of time so you know exactly where you are going and how long it will take to get there. Take into account the time of your interview so you can adjust for local traffic patterns at that time. Give yourself a few extra minutes to visit the restroom, check your outfit, and calm your nerves.

6. Try to Stay Calm

During the job interview, try to relax and stay as calm as possible. Remember that your body language says as much about you as your answers to the questions. Proper preparation will allow you to exude confidence.

As you answer questions, maintain eye contact with the interviewer. Be sure to pay attention to the question so that you don’t forget it, and listen to the entire question (using active listening) before you answer, so you know exactly what the interviewer is asking. Avoid cutting off the interviewer at all costs, especially when he or she is asking questions. If you need to take a moment to think about your answer, that’s totally fine, and is a better option than starting out with multiple “ums” or “uhs.”

Check out these tips on avoiding job interview stress to help keep your nerves calm. If the thought of a job interview puts you in panic mode, reviewing these interview tips for introverts will be a great place to start.

7. Follow-Up After the Interview

Always follow up with a thank-you note reiterating your interest in the position. You can also include any details you may have forgotten to mention during your interview. If you interview with multiple people from the same company, send each one a personal note. Send your thank-you email within 24 hours of your interview.

A complete guide to answering the “What is your greatest weakness?” question

Thu, 13 Feb 2020 04:26:48 GMT

A complete guide to answering the “What is your greatest weakness?” question

Reposted article by Robert Carnevale via Ladders

Originally published December 16, 2019

“What is your greatest weakness?” Can you answer that honestly? Most can, but won’t want to—especially if a job interviewer’s perception of you depends on the answer given.

It’s a tricky question, though, because an interviewer can easily suss out a lie as well as a “dodge” answer. They’ll roll their eyes if you answer the infamous “what is your greatest weakness” question with a not-so-subtle humblebrag like “I’m too much of a perfectionist” or some other tired cliche designed to avoid exposing a real flaw about yourself. At the same time, you don’t want to tell the employer you’re incompetent, have a drinking problem, or suffer from some other serious weakness that makes you undesirable.

So what’s a smart answer to “what is your greatest weakness?” Thankfully, there’s more than one, and they can be adapted to fit your specific needs.

Honesty, relevancy, and a story

The most basic, straightforward way to answer the question is, to be honest. Pick a flaw of yours that has some sort of relevance to the position you’re interested in, explain how it’s affected you in the past, what steps you’re taking to overcome the weakness, and what you’ve learned as a result of working to improve yourself.

This safe advice comes courtesy of Ashira Prossack’s article for Forbes on the topic of common but tricky interview questions. She argues that being realistic about your imperfections, specifically in terms of how they relate to your viability as a job candidate, shows you’re capable of self-assessment. Prossack also feels it shows humbleness.

Prossack recommends packaging all of these items within the confines of an anecdote. Short stories are an effective way to get someone’s attention and convey information, so if there’s a flaw you have that can be illustrated in a simple format such as “there was a time at work when X happened and my Y flaw led to Z outcome,” that can help you make your point more efficiently.

The goal is to end on a positive note, reassuring the interviewer that you’re growing past the flaw and not letting it define you. After all, everyone likes a good character arc, right?…

Sidestepping

There will be times when an employer is not looking for an employee with an arc. Sometimes, they just want someone who can get a job done quickly and competently. If you’re interviewing with someone who doesn’t have room in their crew for flawed operators, then reconsider the direct approach mentioned above. Instead, take a note from Alison Doyle’s article on The Balance Careers that discusses the “greatest weakness” question. She gives valuable advice on how you can avoid landing yourself in hot water with your answer.

One method Doyle recommends is to be honest about your flaws but focus on non-essential ones. She gives an example, saying that if someone applies for a nursing job, they might want to name a flaw like “being bad at giving group presentations.” As a nurse, your one-on-one skills are going to be far more important than group skills, so by identifying the former as strength of yours and the latter as a weakness, you’ll be cementing your relevancy in the employer’s eyes while still being honest and showing your capacity for self-assessment.

If you’re truly afraid an employer won’t be interested in a worker who has even a single pertinent flaw, that says a lot more about them than you—still, if you want the gig, this is one tactic to help score it. Just be careful; if the company is this strict in the interview process, you’ll likely be perpetually walking on eggshells once you manage to get on the inside.

Laugh it off

Humor is a special tool that only a select group of people can employ. If you are one of said people, congrats: you’ve unlocked the secret smart answer to the question “what is your greatest weakness?”

As long as the interviewer is playful and more interested in hearing an engaging answer than in hearing you chip away at your own self-esteem, humor can be viable. Again, though, this method only works for, and on, certain folks, so use it sparingly.

For some chuckles to help inspire your strategy, visit the fine minds over at the internet’s busiest pub, Reddit. User jumper34017 gives this advice for those stumped on how to answer the “greatest weakness” question: “Remain silent, and pull an index card out of your pocket that says “I over-prepare.”

Cheeky, right? You could always whip out a response like “Kryponite and bullets tend to have a bad effect on me,” or something equally silly but endearing, as long as you’re getting the right vibe from the interviewer. In most cases you’ll want to follow up this faux answer with a genuine flaw delivered via one of the other two methods mentioned in this article, but this is a great way to disarm the interviewer and mitigate the significance of whatever weakness you reveal.

Humor works because you’ll be masking your flaw with a strong demonstration of your interpersonal skills. And depending on how the interviewer takes the joke, you might inadvertently answer the question by showing that your weakness is an inability to handle serious subjects without comedic deflection! I jest, but the point stands: whether served as an appetizer or as the main course, humor can go a long way in preventing your weakness from defining you.

“What is your greatest weakness,” exposed

As with any interview, anything can happen. Even if you slip up and say the forbidden phrase “I have no weaknesses,” you still might get called back. Just read the room and figure out if blatant honesty, selective honesty, or a dash of humor will rub the person across from you the right way.

Also, don’t forget: in some interviews, the hiring manager might ask you what your three biggest weaknesses are. At which point, you can whip out each of these strategies in reverse chronological order to absolutely floor the interviewer.

Career Boot Camp: Job Seeking Basics

Tue, 11 Feb 2020 20:12:32 GMT

Career Boot Camp: Job Seeking Basics

Reposted article by author Lisa Quast via Forbes

Originally published March 4, 2013

This month I want to take it back to the basics with my "Career Boot Camp" blog series. First up, ensure you have your job search fundamentals down!

Over the last few years I’ve seen and heard it all when it comes to the crazy things people have done to get a job, everything from auctioning themselves off on eBay to purchasing online ads boasting their work skills to singing their résumé in a YouTube video, even mailing hiring managers their name and contact information in frosting on top of a gigantic cookie.

I don’t disagree that these are creative ideas, but while sending hiring managers your résumé in a pop up box that explodes glittering stars when opened might get you noticed, it probably won’t get you hired if you haven’t already mastered the job seeking basics.

Make 2013 the year you get the basics right when it comes to obtaining your dream job:

Update your résumé: Think of it as a personal advertisement that sells you and your skills as the perfect ‘product’ for the job. Use strong action words such as created, implemented, or achieved instead of words like assisted or helped. Quantify your accomplishments, ensure there are no spelling or grammar errors, and ask family or friends to review and provide feedback.

Connect the dots: Know the job you are applying for by reading the description carefully and thoroughly, and then boldly call out the skills and experience you embody in your résumé. If there are gaps, be prepared to address them in your résumé, cover letter, and during potential interviews.

Use LinkedIn to create a highly professional electronic résumé: This includes writing a succinct profile summary, adding current job information, past job experience, education, skills, awards, uploading a professional-looking profile picture, and obtaining recommendations from previous managers, co-workers, or direct reports.

Research, research, research: Educate yourself on the company and industry by conducting research. The knowledge you gain will help you sell yourself as the best candidate for the position and help you prepare questions to ask the interviewer.

Find an insider: Using your networking skills, try to track down at least one or more “sponsors” or “internal coaches” who can provide inside tips about the company and potential position. Your insiders can also serve as your advocates or references as you compete for a position.

Conduct mock interviews: Think about the questions you might be asked from the following five categories: 1.) Background, 2.) Job/Company/Industry, 3.) Style/Personality, 4.) Skills/Experience, and 5.) Future Goals/Aspirations. Then create answers and practice conducting the interview in front of the mirror or with a trusted friend or family member.

Dress for positive impact: Use your attire to create the right image of the type of person you are and how you’ll fit into the desired position. Need help with your wardrobe? Go to a large department store and request a personal shopper, or hire a personal stylist. Once that’s done, assess your hair and makeup to ensure both convey that you take pride in yourself and stay on top of current trends.

Be highly prepared for job interviews: Show up with all the documents you’ll need for your interview (copies of your résumé, reference list, letters of recommendation, driver’s license, social security card, passport, fact sheet, portfolio of work, paper and pen to take notes, etc.) and bring questions to ask the hiring manager.

Bottom line: Before attempting any new or trendy job-seeking tactics, first ensure you have the basics covered. The basics are the “must haves” whereas creative maneuvers should come only after the basics are well executed.

STAFFMAX STAFFING & RECRUITING PARTNERS WITH THE OTTAWA SENATORS

roger@pocwebbuilder.com (Roger van Maris) — Wed, 29 Jan 2020 20:21:12 GMT

IMMEDIATE RELEASE

STAFFMAX STAFFING & RECRUITING PARTNERS WITH THE OTTAWA SENATORS

OTTAWA, Jan 28, 2020/CNW/ - Staffmax Staffing & Recruiting is pleased to announce a major sponsorship with the Ottawa Senators Hockey Club.

Under the terms of the agreement, staffing and recruiting firm Staffmax will be the Official Sponsor of the “Staffmax Ice Crew & Promotions Team”. It’s logo will be on the Ice Crew shovels and will be highly visible during the ice clearing portions of the game. In addition, the Staffmax logo will be featured in LED signage on the Power Bar and the Scoreboard during the Ice Crew appearances. Staffmax will also appear on Rinkboard advertisements.

“We are very proud to be official sponsors with the Ottawa Senators. This further expands our brand in Ottawa and promotes us to the entire National Capital Region Community. As long-term sponsors of the Winnipeg Jets, we have found great value in NHL sponsorships,” said Staffmax President Kevin Gill.

Staffmax has also partnered with and made a donation to the Ottawa Food Bank.

About Staffmax:

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices in Toronto, Mississauga, Ottawa and Vancouver is a provider of High-Quality Temporary Staffing and Full-Service Permanent Recruiting Services across Canada. Recognized as one of Canada’s fastest growing companies, Staffmax combines High-Tech with High-Touch to solve their clients staffing & recruiting needs. Staffmax.ca

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

Let’s Talk? Instead, Let’s Do It!

Wed, 29 Jan 2020 17:34:56 GMT

Let's Talk? Instead, Let's Do It!

Supporting Mental Illness in the Workplace

By Anelle McLaughlin

The struggle to have mental illness recognized has been a long battle. It was rarely taken seriously, seen as weak, and little support was available. Personally, I grew to hate lines like “it’s all in your head”. Well, where else would it be then in the head? It’s called mental illness for a reason! Of course, I imagine it’s easier to buy into a physical illness. You can’t exactly ignore when your staff and colleagues look like they rose from the grave that morning, are taking some extra bathroom breaks, or you’re hearing that death rattle cough that sends everyone into a prayer circle of hoping they’re not the next to get hit.

When the wonderful Clara Hughes became the face of Bell’s Let’s Talk campaign, it almost felt like a watershed moment for some of us who struggle. Here is an amazing athlete with six Olympic medals in both summer and winter games, with all the success and publicity behind her, an Order of Manitoba and Officer of the Order of Canada and a billion other accolades. Here she is using this huge platform to say that she, too, struggles. Mental health issues tends to make one feel isolated and like no one understands, so knowing that if can affect anyone no matter what their life is like was a bit of a rallying point.

It’s no wonder that the campaign has grown significantly and has gone from some commercials and Facebook profile picture changes to companies talking about it. LinkedIn and other social media outlets are peppered every year with companies supporting this campaign and making their annual post about opening the discussion on mental illness, but why is it still hard to materially work with staff and colleagues’ struggles? They aren’t always visible and after so many years of stigma and minimization how can we be comfortable saying out loud what has been brushed off for so long?

Let’s change “Let’s Talk” into “This is What We Do”

To be frank and a little stern, it’s not enough to just talk. It’s not enough to make a post once a year. Have you asked staff either up front or via an anonymous survey how they feel about mental health initiatives? Do you have any in place? Do you post #letstalk and donate to Bell with one hand but penalize struggling staff with the other? What is your reputation amongst staff and former staff when it comes to mental health? What would truly be your reaction if an employee texted you with unvarnished honestly about what’s happening – sorry, I woke up this morning and was hit with a crushing wave of disappointment that I was alive and can’t even look at myself so I need a bit of time to deal with those thoughts – what is your honest reaction? What’s your plan for an employee who does end up self-harming or worse? Have you ever assessed if you are in fact, part of the problem?

Does your talk actually match what’s happening in your company? What do you DO to support your staff with mental illness?

As our culture evolves to understanding mental illness and treating it as a legitimate issue and as our technology changes why not harness these factors and take a more holistic approach? We’re not just talking EAPs and having therapy reimbursement as part of benefits. Anyone who suffers from mental illness can tell you that issues don’t just magically disappear after a phone call or a session. In fact, sometimes things crater before they get better after seeing a therapist! It’s not just about being a little tired and sad, mental illness can make the smallest things overwhelming and it’s so hard to have the confidence to tell your boss that you are struggling.

So ask yourself…do my practices hold up with the image I am trying to project? If not, here are some ideas to help you get started:

Change your mentality – Chances are if you are the kind of manager who doesn’t have a lot of awareness and come from the world of “suck it up”, the first change that needs to be made is you. Educate yourself on mental health, how it affects the brain, how it relates to productivity and the workplace, and start treating it like the medical condition that it is. Don’t be afraid to talk to staff too. Even an anonymous survey could be eye opening!

Lead from the top down – Often times, people in senior management and C-suite positions themselves have experienced mental health challenges and understand where it’s coming from. In some cases, these experiences had led leadership to create in-house initiatives to help everyone. But you don’t need to experience it to lead the charge. Do some research, maybe talk to connections in companies who have done this work, and see what you can come up with!

Foster an open environment – Opening up at work can be a nightmare for the best of people. Many fear losing out on career growth, other opportunities, losing out on promotions, and maybe even lose the job itself. Senior leadership can help shatter this stigma and lead open spaces and show a desire to help.

Curate mental health training – Did you know that you can train people on mental health first aid? That’s always a good start. You can also register for seminars, webinars, or even sign up for/develop your own online classroom programs. Teaching especially line managers about their duty of care can make a world of difference and help decrease stress and isolation.

Accommodations might help – Accommodation strategies can include working remotely, shifted start/end times to coincide with medications, split shifts to help with waves, opportunities to make up lost time or flexible scheduling, peppering smaller breaks throughout the day, have exchange of duties between employees. You may also want to consider a proactive approach and include the employee on various action plans, consider management approach, and keep meeting to see what’s working. Accommodations can also be cost effective!

Be prepared for the worst – It’s not everyone’s favourite thing to think about and it can be uncomfortable, but have a crisis plan in place that is both reactive and proactive. This is where considering mental health first aid training is a great idea. Also consider including post-crisis workplace care and return to work plans.

Educate your staff – The word of the day of course is stigma, and if you’d like to provide leadership and understanding to support staff with mental health issues while keeping employee confidentiality then keep these initiatives and resources visible. This will not only eliminate some questions from staff not involved, but also create awareness, support, and understanding. It can also enable employees who are struggling to come forward and access the help you now have available.

Share your wellness programs – Believe it or not, how you support mental illness in the workplace can also be a benefit to candidate attraction and staff retention. Younger workers and the next wave of management have grown up acutely aware of mental health issues and in a society that has been slowly encouraging self-care, openness, and support. They have also grown up with the wonders of technology and know that for most jobs out there, remote access and work and other accommodations are possible. A workplace that takes care of their staff is an attractive workplace. Absolutely take advantage of social media leverage and show what you offer and how seriously you take your duty of care.

There are plenty other of ideas and practices right at your fingertips, so I encourage everyone to dive deep and see how they can help employees struggling with mental health issues perform their best. While it always helps the bottom line to keep staff, reduce turnover and absenteeism, and attract candidates you can also count on the satisfaction of having your employees out in the world speaking highly of your organization. Who knows, when they’re making their personal posts on next year’s “Let’s Talk” Day maybe they’ll talk about the amazing strides their employers made in understanding and supporting mental health.

Make 2020 the year you change “Let’s Talk” to “Let’s Do It”.

Staffmax Moves to New Location in Mississauga, ON

Mon, 06 Jan 2020 23:08:49 GMT

Staffmax Moves to New Location in Mississauga, ON

IMMEDIATE RELEASE:

Mississauga – January, 2020 – With tremendous thanks to all candidates and clients we have been privileged to work with, Staffmax is pleased to announce the opening of our latest office in Mississauga, ON. Previously located at 2 Robert Speck Pkwy., Suite 750, Mississauga, our new location can be found at 1450 Meyerside Dr., Suite 200, Mississauga, ON. It is our great pleasure to continue to serve the regions of the entire Peel Region, including Mississauga, Brampton, Etobicoke and the Western GTA.

About Staffmax, Staffing & Recruiting:

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Holidays Have Your Staff Flatlining? Bring Back the Pulse!

Wed, 11 Dec 2019 20:08:24 GMT

Holidays Have Your Staff Flatlining? Bring Back the Pulse!

How To Combat Employee Disengagement Over the Holidays

By Anelle McLaughlin

HR Manager, Staffmax

We all know what happens around this time of year. The actual vacations haven’t happened yet but mentally…oh boy, they’re already there! Everyone is thinking about their shopping lists, food and baking needs, which dinners they’re going to and when, how they will avoid that one uncle who just wants to talk politics, how they might lose all hope if that Boney M Christmas album is played one more time (looking at you, Ashley), or if they’re lucky enough, that vacation to the warm regions coming up.

That’s right. The big old holiday checkout.

Thing is, work still needs to get done and companies don’t stop just because Janice in Accounting can’t get Jingle Bells out of her head! Of course, we always hope our staff stays self-motivated and keeps the grind going until the last moment, but human nature is what it is. The good news is that managers and owners can help. So how do you engage your employees around the holidays? By doing something that seems counterintuitive.

Bring. The. Fun.

Yes, we know holiday parties are pretty standard but why not continue the holiday cheer in little ways that make your staff feel jolly and appreciated? We know that work is work and expectations are ever present but why not fuel engagement and lead by example? Celebrating almost any occasion builds office morale and increases employee motivation. These are two components of a very important workplace equation: MORALE + MOTIVATION = PRODUCTIVITY!

Some of my own personal recommendations include:

Secret Santa gift exchange
Hot chocolate with marshmallows and candy canes
Holiday centered baked goods/dainties
Potluck lunch – or take them out to lunch!
Staff decorating activities
Contests – can be ugly sweater, trivia, or even ugly fruitcake!
Holiday “happy hour” with some egg nog and seasonal themed items – peppermint, ginger, caramel flavours are a hit
Volunteer together with a charitable organization
Have a “Santa’s Workshop” family day with decorations and some treats
Gift wrapping party
Pajama party and lunch hour boardgames

These little morale boosts don’t have to be a whole to-do, but little things that bring a touch of cheer. Ideas like the hot chocolate and PJ party are really cost effective and can easily be done around the workflow. Small activities will also encourage your staff to take much needed breaks, which also improve productivity and morale.

The biggest boost to you personally? Your staff will be looking into the New Year feeling like they are appreciated and their work really means a lot to you. This means you can start leaving turnover behind in 2019 and say hello to retention. Some might say you’ll have…..2020 vision!!

Staffmax is a recruiting agency based in Winnipeg with locations across Canada. Our sole focus is the recruitment and placement of the most talented and qualified candidates. Blog author, Anelle McLaughlin , is Staffmax's Senior Recruitment Consultant and HR Manager based in Winnipeg.

Staffmax Staffing & Recruiting, Proud Sponsor of The Dream Factory

Tue, 01 Oct 2019 21:41:40 GMT

Staffmax Staffing & Recruiting, Proud Sponsor of The Dream Factory

IMMEDIATE RELEASE:

Winnipeg – October, 2019 – At The Dream Factory, their mission is clear: to make dreams come true for kids in Manitoba battling life-threatening illnesses. Uniquely based out of Manitoba, all of the funds raised stay in the province to help sick kids in our community and their families. Since 1983, when they were founded as The Rainbow Society, The Dream Factory has helped to create cherished memories and dreams come true for nearly 800 families in Manitoba.

Staffmax has caught the vision together with The Dream Factory and is proud to be a local sponsor. President & Founder, Kevin Gill of Staffmax had this to say; “Partnering with organizations in a Manitoba-based community such as The Dream Factory is an honor and we are proud to be an official Dream sponsor for 2019.”

Staffmax would like to take this opportunity to encourage other local businesses to become involved with The Dream Factory. The Dream Factory was built on the values of imagination, hope, and most importantly: fun. Please consider becoming a sponsor for The Dream Factory. Their dream is for a world where there are no sick kids, but until that is possible The Dream Factory is working to ensure every sick child in Manitoba has the opportunity to have their personal dream come true.

About Staffmax, Staffing & Recruiting:

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Staffmax Announces New Location in Mississauga, ON

Sun, 18 Feb 2018 21:11:18 GMT

Staffmax Announces New Location in Mississauga, ON

Winnipeg – February 18, 2018 - Due to remarkable growth, Staffmax is pleased to announce the opening of our latest office in Mississauga, ON. Located at 2 Robert Speck Pkwy Suite 750, Mississauga, ON, this office will support our growth in the entire Peel Region, including Mississauga, Brampton, Etobicoke and the Western GTA.

About Staffmax, Staffing & Recruiting

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Staffmax Expands Its Reach to Vancouver, B.C.

Mon, 06 Nov 2017 21:30:06 GMT

Staffmax Expands Its Reach to Vancouver, B.C.

IMMEDIATE RELEASE:

Vancouver – November, 2017 – Staffmax is excited to announce that they are expanding their business to Vancouver, British Columbia! The new office location is 666 Burrard Street, Suite 500, Vancouver, BC.

About Staffmax, Staffing & Recruiting

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Staffmax Makes It’s Move in Winnipeg, MB

Fri, 03 Jun 2016 21:47:57 GMT

Staffmax Makes It’s Move in Winnipeg, MB

IMMEDIATE RELEASE:

Winnipeg – June, 2016 – We’ve moved – but we haven’t gone far! Due to growth within the company, we have realized the need for new, expanded space for our Winnipeg location. Staffmax would like to send a big thank-you to all the clients and candidates that have put their trust in us over the years, and we look forward to meeting many more of you in the years to come! Come by and see us at our new central location at 206-1661 Portage Ave, Winnipeg. The pleasure would be ours!

About Staffmax, Staffing & Recruiting:

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Staffmax Partners With YES! Winnipeg as Inaugural Sponsor

Mon, 09 Jan 2012 23:00:57 GMT

Staffmax Partners With YES! Winnipeg as Inaugural Sponsor

IMMEDIATE RELEASE:

Winnipeg – January, 2012 – Staffmax is proud to sponsor and partner alongside YES! Winnipeg. YES! Winnipeg is an Economic Development Winnipeg’s business development team, promoting the city as the ideal location for new business, expansion, investment and top talent. YES! Winnipeg’s experts serve as a concierge for businesses, making it easy to grow and invest in Winnipeg through a suite of specialized services, market intelligence and business connections. YES! Winnipeg is driven by a community of local business leaders and responds directly to the needs of the industry.

Staffmax President, Kevin Gill commented on the sponsorship saying that “Staffmax is excited to align with YES! Winnipeg as there is a direct synergy to attract and retain top talent in Winnipeg. We are working hard to promote Winnipeg as a great place to do business, focusing on providing a supportive community of businesses and industries to work and thrive in.”

About Staffmax, Staffing & Recruiting

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Winnipeg’s Staffmax Staffing & Recruiting makes PROFIT HOT 50 List

Thu, 16 Sep 2010 20:48:41 GMT

Winnipeg’s Staffmax Staffing & Recruiting makes PROFIT HOT 50 List

IMMEDIATE RELEASE:

Winnipeg - September 16, 2010 - Staffmax , a Winnipeg-based firm specializing in high quality temporary office, administrative and clerical staffing ranked 23rd in the 11th annual PROFIT HOT 50 ranking. The PROFIT HOT 50, compiled by PROFIT: Your Guide to Business Success, is the definitive ranking of Canada’s Emerging Growth Companies. Published in the October issue of PROFIT magazine and online at PROFITguide.com , the PROFIT HOT 50 ranks young firms by two-year revenue growth.

From 2007 to 2009, Staffmax has experienced a growth in revenues of 376%. Staffmax attributes its ongoing success to their ability to quickly provide ready, reliable and experienced temporary employees.

“Our growth has been a function of the great relationships we’ve formed with our clients who see us as solutions providers, more than simply a staffing agency,” we “fix their problems” says Kevin Gill, President of Staffmax. “The need for quality staffing has continued to climb and we’ve been able to assert ourselves as a leader in this area.”

Last month, Staffmax was chosen to recruit and manage 60 temporary employees at the LPGA CN Canadian Women's Open at St. Charles Country Club in Winnipeg. In 2010, Staffmax opened a Toronto branch office and also partnered with Legacy Bowes Group, a Winnipeg Management and Executive Search firm. This partnership helped to expand Staffmax’s ability to effectively and efficiently solve client issues in a timely fashion.

“Creativity, foresight and focus are just some of the traits required to launch a successful business in today’s volatile marketplace,” says PROFIT editor Ian Portsmouth. “This year’s PROFIT HOT 50 leaders have these qualities in abundance, plus many effective management ideas that other business owners would do well to borrow.”

About Staffmax, Staffing & Recruiting

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x 101

###

Staffmax Staffing & Recruiting Opens New Location In Toronto, ON

Mon, 02 Aug 2010 20:05:51 GMT

Staffmax Staffing & Recruiting Opens New Location In Toronto, ON

FOR IMMEDIATE RELEASE

Toronto – Aug, 2010 – In the wake of substantial growth in 2009 and 2010, Staffmax Staffing and Recruiting are thrilled to be joining the Toronto marketplace at 2 Bloor Street West Suite 700, Toronto, ON.

Staffmax has a recruitment solution for every employer and every job. Clients know the right person can make the world of difference in performance and productivity and it is with this principle in mind that we look forward to working with clients and candidates in the great city of Toronto,

About Staffmax, Staffing & Recruiting

Staffmax Staffing & Recruiting, headquartered in Winnipeg and with offices across Canada, is a provider of High-Quality Temporary Staffing, Full-Service Permanent Recruiting and HR Services. Recognized as one of Canada’s fastest growing staffing and recruiting companies, Staffmax’s success is based on specialized recruiters, sophisticated technology and strong client relationships.

For further information please contact:

Staffmax Public Relations

anelle.mclaughlin@staffmax.ca

staffmax.ca

204-956-7090 x101

888-956-7090

###

Staffmax Staffing & Recruiting Blog

The Benefits of Partnering with a Staffing Agency for your Hiring Needs

The Benefits of Partnering with a Staffing Agency for Your Hiring Needs

Staffmax Staffing & Recruiting Corp. is pleased to announce expansion into Sweden

STAFFMAX LTD (UK) and STAFFMAX OY (Finland), ANNOUNCE THE FORMATION OF STAFFMAX AB (Sweden), AND EXPANSION INTO SWEDEN.

STAFFMAX LTD (UK) OCH STAFFMAX OY (Finland), MEDDELAR BILDANDET AV STAFFMAX AB (Sverige) OCH EXPANSION TILL SVERIGE.

Om Staffmax:

Meet Employees’ Needs and Performance Will Follow

What do your employees want more than anything?

By Suzanne Lucas (The Evil HR Lady) for hracuity.com

Encourage productivity without being “big brother”

Cater to the individual

Remember analytics

Can’t Afford Raises? 15 Alternative Ways To Keep Top Talent On Board

Working through the Covid-19 pandemic and the economic decline that followed has been challenging for people across all industries.

By the Forbes Coaches Council for forbes.com

11 Trends that Will Shape Work in 2022 and Beyond

1. Fairness and equity will be the defining issues for organizations.

2. Despite a strong push, a significant number of employers will not adopt a vaccine mandate, instead relying on testing to keep their workplaces safe.

3. To compete in the war for knowledge worker talent, some companies will shorten the work week rather than increase pay.

4. Employee turnover will continue to increase as hybrid and remote work become the norm for knowledge workers.

5. Managerial tasks will be automated away, creating space for managers to build more human relationships with their employees.

6. The tools that we use to work remotely will become the tools that help measure and improve performance.

7. The complexity of managing a hybrid workforce will drive some employers to require a return to the office.

8. Wellness will become the newest metric that companies use to understand their employees.

9. The chief purpose officer will be the next major C-level role.

10. Sitting is the new smoking.

11. DE&I outcomes will worsen in a hybrid world without intervention.

Empathy In The Workplace Is Not Only Walking In Someone’s Shoes— It’s Understanding And Taking Action

Now is the time to shift from transactional interactions to empathetic experiences that earn loyalty

By Jack Kelly for forbes.com

Here are the highlights of the study:

Why 2022 Is The Year Of Workplace Culture

The year 2022 will be focused on workplace culture. By Caroline Crastillon for forbes.com

Flexible work will become permanent

Employee recognition will become more important

Connection will drive workplace culture

Employee development will become a priority

Technology will play a pivotal role in workplace culture

How to Celebrate Holidays (Inclusively) at Work

Diversity of Workers Means Diversity of Holidays

By Megan Rogers for gather.com

Diversity of Workers Means Diversity of Holidays

Tact and Intentionality

The First Steps

ASK. ASK. ASK.

The First Changes to Make

Be aware of employee backgrounds

Be aware of alcohol‍

Make holidays non-specific

Make holidays truly optional

Encourage group participation

Inclusive Cultural Celebrations

The Path Forward

10 Key Talent and Leadership Trends to Expect in 2022

With a shrinking talent pool, employers are searching non-traditional places to find the people and skills they need — a trend that could continue in the year ahead.

By Arina Sofiah for humanresourcesonline.net

﻿

Recruiters say it’s best time to look for a job amid ‘acute labour shortage’ in Vaughan

Recruiters say it’s best time to look for a job amid ‘acute labour shortage’ in Vaughan

But not all job-seekers feeling the boon

People Are Quitting Their Jobs En Masse — Here’s What You Can Do To Protect Your Company

People Are Quitting Their Jobs En Masse — Here’s What You Can Do To Protect Your Company

Sometimes, You Need to Cut the Toxic Ones Loose

Why Waiting for Just Cause Isn’t Always Worth It

What You Should Not Say When Employees Return to Work

As the boss, what you say goes. But first consider these important legal and interpersonal issues.

By Suzanne Lucas for INC.

The Super Simple Guide To Maximizing LinkedIn For Your Career

By William Arruda, Forbes.com

What Do We Like About WFH?

By Vasundhara Sawhney , Harvard Business Review

Staffmax expands its reach to Europe and announces strategic partnership with Staffmax OY

Announcement of strategic partnership between Staffmax Corp/Staffmax LLC/Staffmax PTY and Staffmax OY Finland

5 Career Blogs Worth A Read

By Ruth Zive for themuse.com

1. Farnoosh Brock , Prolific Living

2. Penelope Trunk , Penelope Trunk

3. Kat Griffin , Corporette

4. Erica Diamond , Women On The Fence

The year 2022 will be focused on workplace culture.
By Caroline Crastillon for forbes.com

Investing in mental health and well-being is the right thing to do

How to Write a Resume

5 Tips For Finding and Landing a New Job In 2021

Take The Uncertainty Out of Change

Recruiting Is Top HR Concern in 2021