Staffmax Staffing & Recruiting Blog

Staffmax Joins With Patrice & Associates To Expand Footprint

Wed, 25 Mar 2026 19:05:54 GMT

Staffmax Joins With Patrice & Associates To Expand Footprint

Staffmax, a provider of commercial and healthcare staffing, announced a deal with Patrice & Associates to bring the two offerings together through Patrice’s 180 franchised offices.

Under the deal, Staffmax will handle temporary staffing at Patrice’s locations and will get referrals for healthcare staffing needs. Patrice will focus on perm recruitment and executive search.

“This partnership significantly accelerates our US expansion while broadening our service mix,” Staffmax President Kevin Gill said in a press release. “We are now able to deliver temporary and healthcare staffing services across 180 markets, while also enhancing our permanent placement capabilities through the Patrice network.” Staffmax is headquartered in Winnipeg, Manitoba, Canada and has offices in the US, Australia, Finland, Sweden and the UK.

The deal between the two firms is a “strategic partnership” with profit sharing on commercial staffing and healthcare staffing roles that are referred by Patrice to Staffmax and vice versa, Gill wrote in a note to SIA.

Staffmax will provide operational infrastructure for temporary and healthcare staffing, while Patrice franchise offices will handle permanent placement and executive search services within their local markets.

Staffmax, which also offers franchising, began speaking with Patrice’s owner, Conscious Capital, about two years ago, Gill wrote in a note to SIA. “During these conversations we felt there were synergies between Patrice and Staffmax. This led to going live with this strategic partnership in early 2026.”

Patrice is based in Scottsdale, Arizona, and focuses on executive search and permanent recruitment. Hospitality is its strongest suite, though it also works in other staffing segments such as finance/accounting.

“Our franchise owners are well-positioned to expand into complementary service lines through this partnership,” Patrice & Associates CEO Jason Miller said in a press release. “It allows us to broaden our offering while maintaining a disciplined, local approach to recruiting.”

Written By Craig Johnson | March 24, 2026

How a Staffing Agency in Calgary Helps Employers Scale Operations Without Long-Term Workforce Commitments

Tue, 20 Jan 2026 08:50:49 GMT

How a Staffing Agency in Calgary Helps Employers Scale Operations Without Long-Term Workforce Commitments

January 20, 2026

Introduction: Flexible Growth in a Dynamic Calgary Economy

Calgary’s business landscape is fast-moving, competitive, and shaped by fluctuating market demands. Organizations across construction, energy, logistics, professional services, and administration must often expand or contract their teams quickly to remain competitive. This is where a staffing agency Calgary businesses rely on becomes a powerful growth partner. By working with a trusted staffing agency Calgary employers gain access to flexible hiring solutions that support growth without the risk of overcommitting to permanent payroll costs. A staffing agency Calgary companies partner with can provide scalable workforce solutions that align staffing levels with real-time operational needs, helping businesses stay agile, resilient, and financially responsible in an ever-changing economy.

Why Calgary Employers Need Workforce Flexibility

Calgary employers frequently face unpredictable staffing requirements driven by seasonal demand, project-based work, and economic uncertainty. Hiring full-time staff for short-term needs can create unnecessary financial strain and long-term obligations that limit agility. Workforce flexibility allows employers to respond quickly to market shifts, control labour costs, and maintain productivity without overextending internal resources. This approach is especially valuable when organizations are balancing growth goals with the realities of labour availability and compliance across Alberta.

For deeper insight into why flexibility matters, employers can explore Staffmax’s article on the benefits of using a staffing agency .

How a Staffing Agency in Calgary Supports Scalable Growth

A staffing agency plays a strategic role in helping employers scale efficiently by providing immediate access to talent, handling recruitment logistics, and reducing administrative overhead. Rather than navigating lengthy hiring cycles, employers can rely on experienced recruiters who understand Calgary’s labour market and industry demands. This model supports both short-term operational needs and long-term workforce planning, including pathways to permanent employment, skilled workers for canada when business conditions support long-term hiring.

On-Demand Access to Qualified Talent

One of the most valuable advantages of working with a staffing agency is access to a ready pool of pre-screened, job-ready candidates. Staffing partners actively recruit and assess talent across office administration, finance and accounting, and labour and skilled trades. This allows employers to fill roles quickly, minimize downtime, and maintain productivity during peak periods. Staffmax’s recruitment expertise ensures that candidates are not only qualified but aligned with workplace culture and job expectations.

Learn more about available staffing solutions here:

staffing-services

Temporary and Contract Staffing Without Long-Term Risk

Temporary and contract staffing gives employers the freedom to hire based on current needs rather than uncertain forecasts. This approach supports seasonal surges, project-based work, and coverage for leaves or special initiatives. Employers can evaluate performance before making longer-term decisions while maintaining operational continuity. Over time, many organizations use this model as a bridge toward permanent employment, skilled workers for canada , ensuring the right fit before committing to full-time hires.

Explore flexible staffing options:
temporary-staffing
contract-professional-staff

Reduced HR and Administrative Burden

Partnering with a staffing agency significantly reduces the administrative load placed on internal HR teams. Recruitment, screening, onboarding support, payroll processing, and compliance are managed externally, allowing employers to focus on strategic priorities. This streamlined approach improves efficiency and reduces the risk of costly hiring errors, particularly in high-volume or time-sensitive hiring situations.

For related insights, read:
why-do-companies-use-staffing-agencies-and-why-yours-should-too

Faster Hiring in Competitive Labour Markets

Calgary’s labour market is competitive, particularly for experienced professionals and skilled trades. A local staffing partner understands regional hiring trends, wage expectations, and talent availability. With established candidate networks and market knowledge, staffing agencies significantly shorten time-to-hire and improve placement quality, giving employers a competitive edge.

Visit our Calgary recruitment office page:
calgary-recruiting

Cost Predictability and Budget Control

Flexible staffing models help employers convert fixed labour costs into variable expenses. This creates predictable budgeting, reduces benefit and severance liabilities, and allows organizations to scale responsibly. For growing businesses or companies navigating economic uncertainty, this cost control is critical to sustainable expansion.

Additional guidance on modern workforce strategies can be found here:
the-benefits-of-partnering-with-a-staffing-agency-for-your-hiring-needs

Industries in Calgary That Benefit Most from Staffing Agencies

Staffing agencies support a wide range of Calgary industries, including office and administrative services, finance and accounting, warehousing and logistics, construction and skilled trades, and customer service roles. These sectors often experience fluctuating demand, making flexible staffing solutions essential for maintaining productivity and service levels.

Explore industry-specific recruitment solutions:
staffing-agency-specialties

Frequently Asked Questions (FAQ)

Conclusion: Scaling Smarter With a Staffing Agency in Calgary

For organizations seeking growth without unnecessary risk, partnering with a staffing agency Calgary employers trust is a proven strategy. A staffing agency Calgary businesses rely on provides flexibility, speed, and cost control while supporting both short-term needs and long-term workforce planning. By leveraging the expertise of a staffing agency Calgary companies can scale operations confidently, adapt to market changes, and build stronger teams over time.

Employers ready to scale smarter can connect with Staffmax here:
find-talent

For more hiring and workforce insights, visit our blog:
https://www.staffmax.ca/blog

Why Employers Rely on a Temp Agency in Calgary to Reduce Hiring Risk and Control Labour Costs in 2026

Thu, 15 Jan 2026 18:30:01 GMT

Why Employers Rely on a Temp Agency in Calgary to Reduce Hiring Risk and Control Labour Costs in 2026

January 16, 2026

Introduction: Hiring Smarter in an Uncertain Labour Market

As we head into 2026, employers across Calgary are rethinking how they hire, retain, and scale their workforce. Economic volatility, labour shortages, and rising employment costs are forcing organizations to prioritize flexibility without compromising performance. For many businesses, partnering with a temp agency Calgary has become a strategic necessity rather than a reactive solution. A trusted temp agency Calgary allows employers to adapt quickly to shifting demand, reduce exposure to costly hiring mistakes, and maintain operational stability. Whether managing seasonal peaks, project-based work, or unexpected turnover, companies increasingly rely on a temp agency Calgary to build a resilient workforce while staying competitive in a changing labour market.

The Top Hiring Challenges Calgary Employers Face in 2026

Employers in Calgary continue to face mounting challenges as workforce dynamics evolve. Rising wages, benefits expectations, and regulatory requirements are increasing the true cost of hiring, particularly when businesses commit to permanent employment too quickly. At the same time, competition for permanent employment, skilled workers for canada has intensified across industries such as construction, logistics, office administration, and finance. Employers must also contend with fluctuating workloads driven by economic conditions, energy markets, and project timelines, making long-term staffing decisions increasingly risky without flexible options in place.

How a Temp Agency in Calgary Reduces Hiring Risk

Working with a staffing partner significantly lowers hiring risk by giving employers access to pre-screened candidates who are ready to perform. Temporary staffing allows organizations to assess job fit, reliability, and productivity before extending offers of permanent employment, reducing turnover and costly mismatches. A reputable agency manages payroll, statutory deductions, and compliance, protecting employers from administrative and legal risk. For businesses seeking permanent employment, skilled workers for canada , temp-to-hire models offer a practical pathway to secure long-term talent while minimizing uncertainty.

Controlling Labour Costs with Temporary Staffing

One of the most compelling reasons employers partner with a temp agency is cost control. Temporary staffing provides predictable labour expenses without the hidden costs associated with benefits, severance, or prolonged vacancies. Employers can scale staffing levels up or down based on real-time demand, avoiding overstaffing during slow periods and reducing overtime expenses during peak operations. This approach supports financial stability while allowing organizations to stay responsive in a competitive hiring environment.

Industries in Calgary Benefiting Most from Temp Agencies in 2026

Temporary staffing continues to play a critical role across Calgary’s core industries. Construction and skilled trades employers benefit from project-based staffing without long-term commitments. Warehousing and logistics operations rely on flexible labour to manage volume fluctuations. Office and administrative teams use temporary professionals to cover leaves, growth, and special initiatives, while finance and accounting departments turn to contract talent during audits and year-end cycles. Staffmax supports these sectors through specialized recruitment solutions outlined on its staffing agency specialties page.

Why Calgary Employers Choose Staffmax

Founded in Canada, Staffmax Staffing & Recruiting is a nationally trusted partner connecting exceptional people with outstanding companies. With a strong local presence and national reach, Staffmax delivers temporary, contract, and permanent recruitment solutions tailored to employer needs. Calgary businesses benefit from deep market knowledge, responsive service, and access to qualified talent across office, finance, and labour roles. Learn more about our temporary staffing services or connect directly with our Calgary recruiting office .

Frequently Asked Questions (FAQ)

Conclusion: Building a Smarter Workforce Strategy for 2026

In 2026, flexibility, cost control, and speed are essential to successful hiring strategies. Partnering with a temp agency Calgary enables employers to reduce hiring risk, manage labour costs, and remain agile in an unpredictable market. A reliable temp agency Calgary also supports long-term workforce planning by providing access to qualified professionals when and where they are needed most.

Employers looking to strengthen their hiring approach can explore additional insights in Staffmax’s blog, including Why Do Companies Use Staffing Agencies and Why Yours Should Too and 6 Benefits of Using a Staffing Agency .

To get started, visit Find Talent or explore opportunities on the Staffmax homepage .

How Recruitment Agencies in Ottawa Support Employers in Building Agile Teams During Economic Shifts

Tue, 13 Jan 2026 07:59:42 GMT

How Recruitment Agencies in Ottawa Support Employers in Building Agile Teams During Economic Shifts

January 13, 2026

Introduction: Agility Is the New Advantage

Economic change has become a constant rather than a disruption. For employers navigating inflationary pressures, evolving workforce expectations, and sector-specific uncertainty, agility is now a core business requirement. In markets like Ottawa, organizations are increasingly turning to recruitment agencies Ottawa businesses trust to remain competitive during periods of transition. From workforce scaling to specialized hiring support, recruitment agencies Ottawa employers partner with play a central role in helping companies respond quickly and strategically to change. As demand fluctuates, recruitment agencies Ottawa organizations depend on provide the flexibility, insight, and talent access needed to keep operations moving forward.

Why Economic Shifts Demand Agile Teams

Economic shifts often force employers to rethink how teams are structured and deployed. In Ottawa’s public-sector-influenced economy, hiring cycles can accelerate or slow rapidly, creating workforce gaps that strain internal resources. Agile teams allow organizations to adapt without overextending budgets or compromising productivity. Recruitment agencies support this agility by aligning workforce strategies with real-time labour market conditions, ensuring employers can adjust staffing levels, skill sets, and timelines efficiently while maintaining long-term workforce stability, including pathways to permanent employment when conditions allow.

How Recruitment Agencies in Ottawa Support Workforce Agility

1. Flexible Staffing Models That Scale With Demand

Recruitment agencies provide employers with scalable staffing solutions designed to meet shifting business needs. Temporary and contract placements allow organizations to respond quickly to workload increases, project-based initiatives, or unexpected absences without committing to long-term overhead. As economic conditions stabilize, these same models can transition into permanent employment opportunities, giving employers confidence in workforce decisions while supporting continuity and retention.

Learn more about flexible staffing options here:

staffing-services
temporary-staffing
permanent-recruitment-services

2. Rapid Access to Pre-Vetted Talent Pools

Speed is critical during economic shifts. Recruitment agencies maintain active talent pipelines across administrative, finance, and skilled trades sectors, enabling employers to access qualified candidates without lengthy hiring delays. This is particularly valuable when sourcing skilled workers for Canada’s evolving labour needs, where competition for experienced professionals remains high. By leveraging established candidate networks, agencies significantly reduce time-to-hire while ensuring quality and fit.

Related reading:
how-to-get-a-job-without-experience

skills-to-include-on-a-resume

3. Labour Market Intelligence & Local Insight

Ottawa’s employment landscape is shaped by bilingual requirements, government contracting cycles, and professional services demand. Recruitment agencies provide employers with up-to-date insights on salary trends, candidate availability, and emerging skill gaps. This intelligence helps organizations make informed hiring decisions during uncertain periods, balancing cost control with the need to secure skilled workers for Canada’s competitive workforce.

For insight into evolving hiring trends, explore:
the-impact-of-artificial-intelligence-in-staffing-recruitment
why-do-companies-use-staffing-agencies-and-why-yours-should-too

4. Reduced Hiring Risk During Uncertain Times

Economic uncertainty increases the cost of hiring mistakes. Recruitment agencies mitigate this risk through rigorous screening, reference checks, and role-specific assessments. Temporary-to-permanent hiring models allow employers to evaluate performance and cultural fit before making long-term commitments, supporting workforce stability even when market conditions remain unpredictable.

Additional insight:
6-benefits-of-using-a-staffing-agency

5. Support for Workforce Transformation

As organizations restructure, adopt new technologies, or shift operational priorities, recruitment agencies provide continuity and support. From backfilling roles during internal transitions to sourcing specialized talent for new initiatives, agencies help employers manage change without disrupting productivity. This support is especially valuable for organizations without large internal HR teams or during periods of rapid growth or contraction.

Why Ottawa Employers Partner With Staffmax

Staffmax Staffing & Recruiting is a Canadian-founded agency supporting employers across the country, including Ottawa. With offices nationwide and deep local market knowledge, Staffmax delivers temporary, contract, and permanent recruitment solutions tailored to evolving business needs. Our people-first approach combines advanced recruitment technology with personalized service, helping employers build agile teams that endure economic shifts.

Explore our Ottawa recruitment services:
ottawa-recruiting

Learn more about our specialties:

staffing-agency-specialties

Frequently Asked Questions (FAQ)

Conclusion: Building Resilience With Recruitment Agencies Ottawa Employers Trust

Economic shifts are unavoidable, but workforce instability doesn’t have to be. By partnering with recruitment agencies Ottawa employers rely on, organizations gain flexibility, insight, and access to talent that supports long-term success. Whether navigating short-term disruption or planning for sustainable growth, recruitment agencies Ottawa businesses choose—like Staffmax—provide the strategic workforce support needed to adapt with confidence.

For employers seeking talent:
find-talent

For job seekers exploring opportunities:
https://www.staffmax.ca/

Additional resources:
staffmax.ca/news

staffmax.ca/blog

Why Recruitment Agencies in Edmonton Are Essential for Employers Navigating Skill Shortages and Business Growth

Thu, 08 Jan 2026 13:08:11 GMT

Why Recruitment Agencies in Edmonton Are Essential for Employers Navigating Skill Shortages and Business Growth

January 09, 2026

Introduction: Edmonton’s Tight Labour Market Is Changing the Rules of Hiring

In today’s competitive labour environment, recruitment agencies Edmonton businesses trust are playing a pivotal role in keeping organizations staffed, productive, and future-ready. As Edmonton’s economy evolves and diversifies, employers are encountering persistent talent shortages that traditional hiring methods can no longer resolve efficiently. From professional services to industrial operations, recruitment agencies Edmonton companies partner with offer faster access to qualified candidates, local labour market expertise, and scalable hiring strategies. For employers focused on long-term success, leveraging recruitment agencies Edmonton-wide has become a strategic necessity rather than an optional service.

The Reality of Skill Shortages in Edmonton

Why Finding Qualified Talent Is Harder Than Ever

Employers in Edmonton are facing a labour market shaped by retirements, industry expansion, and heightened competition for experienced professionals. Many organizations require reliable access to permanent employment, skilled workers for canada to remain competitive while maintaining operational stability. As industries modernize and roles become more specialized, businesses increasingly struggle to attract candidates with the right technical expertise, soft skills, and cultural alignment. These conditions have elevated the importance of professional recruitment support.

How Recruitment Agencies Support Business Growth

Recruitment Agencies as Strategic Hiring Partners

Recruitment agencies act as long-term partners rather than short-term vendors. By understanding a company’s growth objectives, workforce planning needs, and organizational culture, agencies help employers align hiring strategies with business goals. This partnership approach enables companies to build teams that scale sustainably while supporting permanent employment, skilled workers for canada who contribute lasting value.

Faster Access to Qualified Candidates

Recruitment agencies maintain active talent pipelines across office and administrative services, finance and accounting, and labour and skilled trades. Because candidates are already screened, assessed, and referenced, employers benefit from significantly reduced time-to-hire. Staffmax’s national recruitment network allows Edmonton employers to access qualified professionals quickly while minimizing hiring disruptions. Learn more about our full staffing solutions here:

https://www.staffmax.ca/staffing-services

Expertise in Local Labour Market Trends

Local recruitment expertise is essential in a market as dynamic as Edmonton. Recruitment agencies provide insight into wage expectations, candidate availability, and industry-specific hiring challenges. This knowledge helps employers remain competitive and compliant while adapting to shifting workforce demands. For more insights into hiring trends, explore our article on why companies use staffing agencies:

https://www.staffmax.ca/why-do-companies-use-staffing-agencies-and-why-yours-should-too

Flexible Staffing Solutions for Growing Companies

Recruitment agencies offer adaptable hiring models that support both short-term needs and long-term growth. Temporary staffing, permanent recruitment, and contract professional placements allow employers to respond to market changes without overextending internal HR resources. Edmonton businesses can explore tailored options through Staffmax’s temporary staffing and permanent recruitment services:

https://www.staffmax.ca/staffing-services/temporary-staffing
https://www.staffmax.ca/staffing-services/permanent-recruitment-services

Reducing Hiring Risk and Cost

Hiring mistakes can be costly and disruptive. Recruitment agencies mitigate these risks through rigorous screening processes, skills verification, and role alignment. Employers benefit from improved retention, stronger performance, and reduced onboarding costs. For a deeper look at the financial and operational advantages, read:

https://www.staffmax.ca/6-benefits-of-using-a-staffing-agency

Supporting HR Teams and Business Leaders

Internal HR teams often juggle multiple priorities, from compliance to employee engagement. Recruitment agencies extend HR capacity by managing candidate sourcing, assessments, and onboarding support. Staffmax also provides HR concierge services to help employers navigate workforce planning and compliance requirements:

https://www.staffmax.ca/staffing-services/human-resources-concierge-services

Why Edmonton Employers Choose Staffmax

Staffmax Staffing & Recruiting is a Canadian-founded agency with offices across Winnipeg (Head Office), Calgary, Edmonton, Mississauga, Montreal, Ottawa, Toronto, and Vancouver. Our local recruiters combine national reach with regional expertise to deliver personalized, people-focused hiring solutions. Learn more about our background and values here:

https://www.staffmax.ca/about-staffmax-staffing-and-recruiting

Frequently Asked Questions (FAQ)

Conclusion: Building a Stronger Workforce with Recruitment Agencies in Edmonton

For organizations navigating ongoing labour shortages and expansion, recruitment agencies Edmonton employers rely on provide the expertise, speed, and flexibility needed to succeed. By partnering with recruitment agencies Edmonton businesses gain access to qualified talent, reduced hiring risk, and strategic workforce support. Whether you’re scaling operations or strengthening your team, recruitment agencies Edmonton-wide offer a proven path forward.

Employers can start building stronger teams today by visiting https://www.staffmax.ca/find-talent , while job seekers can explore opportunities and career resources at https://www.staffmax.ca/ and our career advice blog: https://www.staffmax.ca/blog

How a temp agency Edmonton Helps Employers Maintain Productivity During Unpredictable Hiring Cycles in 2026

Mon, 05 Jan 2026 08:00:02 GMT

How a temp agency Edmonton Helps Employers Maintain Productivity During Unpredictable Hiring Cycles in 2026

January 05, 2026

Introduction:

As Canada’s labour market continues to evolve in 2026, employers across Alberta are navigating fluctuating demand, project-based workloads, and ongoing talent shortages. For organizations striving to stay productive without overextending internal resources, partnering with a temp agency Edmonton has become a strategic advantage. A reliable temp agency Edmonton offers immediate access to qualified professionals, workforce scalability, and recruitment expertise tailored to shifting business needs. Whether managing seasonal surges, covering unexpected absences, or responding to economic uncertainty, businesses increasingly depend on a temp agency Edmonton to maintain productivity while controlling costs and minimizing hiring risks.

Understanding Unpredictable Hiring Cycles in 2026

Unpredictable hiring cycles are now a defining feature of Canada’s employment landscape. Market volatility, automation, evolving regulations, and changing workforce expectations have made long-term workforce forecasting more complex than ever. Employers must be prepared to respond quickly to sudden changes without sacrificing operational efficiency. Strategic staffing decisions are increasingly influenced by the need to balance agility with long-term goals such as permanent employment, skilled workers for canada , particularly in sectors experiencing ongoing talent shortages.

How Temporary Staffing Supports Business Continuity

Temporary staffing provides a practical solution for maintaining continuity during periods of workforce disruption. By leveraging external recruitment expertise, employers can fill critical roles quickly and reduce the impact of unplanned vacancies. Temporary professionals help sustain output levels while internal teams remain focused on strategic priorities. This approach also allows businesses to remain competitive while evaluating longer-term workforce needs aligned with permanent employment, skilled workers for canada .

Access to Skilled Talent Without Long-Term Risk

One of the most valuable advantages of working with a staffing partner is the ability to access skilled professionals without committing to permanent hires prematurely. Temporary placements give employers the opportunity to assess performance, adaptability, and cultural alignment before making long-term decisions. This reduces turnover, improves hiring accuracy, and ensures that productivity remains high even during uncertain periods. Staffmax’s screening and recruitment processes ensure businesses receive reliable, job-ready talent across multiple industries.

Workforce Flexibility as a Competitive Advantage

In today’s rapidly changing economy, workforce flexibility has become a decisive competitive advantage. Employers that can scale staffing levels quickly are better positioned to respond to new opportunities and challenges. Temporary staffing allows organizations to adjust headcount without disrupting operations or overburdening existing employees. This adaptability helps businesses remain resilient while supporting sustainable growth and long-term workforce planning.

Reducing Administrative Burden and Compliance Risk

Managing recruitment, payroll, onboarding, and compliance can be resource-intensive, especially during periods of rapid change. Partnering with a professional staffing agency helps employers reduce administrative workload and mitigate employment-related risks. Staffing agencies manage employment standards compliance, documentation, and payroll administration, allowing organizations to focus on productivity and strategic objectives rather than HR complexities. This operational support is especially valuable during unpredictable hiring cycles.

Why Employers in Edmonton Trust Staffmax

Founded in Canada, Staffmax Staffing & Recruiting is a nationally recognized staffing partner serving employers from coast to coast. With local expertise in Alberta, Staffmax supports businesses with tailored workforce solutions designed to meet evolving hiring demands. Employers benefit from personalized service, advanced recruitment technology, and deep industry knowledge. Learn more about Staffmax’s flexible staffing solutions here:

https://www.staffmax.ca/staffing-services

To explore localized recruitment support in Alberta, visit:
https://www.staffmax.ca/locations/alberta/edmonton-recruiting

Frequently Asked Questions (FAQ)

Conclusion

As workforce uncertainty continues to shape hiring strategies in 2026, partnering with a temp agency Edmonton has become an essential business decision. A trusted temp agency Edmonton helps employers maintain productivity, manage labour costs, and adapt quickly to changing conditions. By offering flexible staffing solutions and access to qualified professionals, a temp agency Edmonton supports both short-term stability and long-term growth.

Employers looking to future-proof their workforce can gain valuable insights by exploring
https://www.staffmax.ca/the-benefits-of-partnering-with-a-staffing-agency-for-your-hiring-needs

or connect directly with Staffmax at
https://www.staffmax.ca/find-talent

How a Temp Agency Edmonton Solves Short-Term and Long-Term Hiring Gaps for Employers

Sun, 28 Dec 2025 18:30:00 GMT

Employment Agencies Ottawa: How Staffmax Supports Business Growth With Reliable Workforce Solutions

December 29, 2025

Introduction:

In today’s competitive labour market, Edmonton employers face ongoing challenges when it comes to attracting and retaining talent. From unexpected absences and seasonal demand spikes to long-term growth and expansion, hiring gaps can quickly impact productivity and profitability. This is where a reliable temp agency Edmonton businesses trust becomes an essential workforce partner. Staffmax supports employers across Edmonton by delivering flexible staffing solutions that address both immediate operational needs and long-term hiring strategies. By combining local market expertise with national recruitment strength, Staffmax helps organizations maintain momentum—no matter how quickly workforce demands change.

Understanding Hiring Gaps in the Edmonton Market

Edmonton’s economy spans energy, construction, professional services, logistics, and administrative sectors—each with unique staffing pressures. Employers often experience short-term hiring gaps due to sick leave, vacations, project surges, or seasonal workloads, while long-term gaps arise from expansion, retirements, or skill shortages. Without the right recruitment support, these gaps can strain internal teams and slow business growth. A specialized staffing partner like Staffmax ensures employers have access to qualified talent exactly when and how they need it.

Solving Short-Term Hiring Gaps With Temporary Staffing

Temporary staffing is one of the most effective ways Edmonton employers can maintain productivity during periods of change. Staffmax provides access to pre-screened, job-ready professionals who can step in quickly and contribute from day one. Whether covering absences or supporting short-term projects, temporary staff allow businesses to remain agile without committing to permanent overhead. Employers looking to stabilize daily operations often rely on temporary staffing services to keep teams running smoothly while minimizing disruption.

Supporting Long-Term Growth Through Permanent Recruitment

While temporary staffing solves immediate challenges, long-term success depends on securing the right permanent talent. Staffmax works closely with Edmonton employers to understand company culture, role requirements, and growth plans before sourcing candidates. This consultative approach results in stronger hires, improved retention, and teams that grow alongside the business. Organizations seeking stability and scalability often leverage Staffmax’s permanent recruitment services to build reliable, high-performing workforces.

Bridging the Gap With Contract Professional Staffing

Some hiring needs fall between temporary and permanent solutions. Contract staffing offers Edmonton employers access to experienced professionals for defined periods—ideal for specialized projects, interim leadership, or technical roles. Staffmax sources skilled contract professionals who bring immediate expertise without long-term commitments. This flexible model allows businesses to meet strategic goals while maintaining cost control. Learn more about this option through contract professional staffing .

Reducing Hiring Risk and Administrative Burden

Recruitment involves more than filling positions—it includes screening, compliance, onboarding, and payroll administration. Staffmax reduces hiring risk by managing these responsibilities on behalf of employers. Each candidate undergoes thorough screening and verification, ensuring quality placements that align with role expectations. This approach not only saves time but also protects employers from costly hiring mistakes. For additional insight, employers can explore 6 Benefits of Using a Staffing Agency .

Local Expertise Backed by National Reach

As a national staffing and recruitment agency with a strong local presence, Staffmax understands Edmonton’s labour market firsthand. Employers benefit from recruiters who know local industries while gaining access to a Canada-wide talent network. This combination allows Staffmax to respond quickly to urgent needs while supporting long-term workforce strategies. Businesses can connect directly with the local team through the Edmonton recruiting office .

Frequently Asked Questions (FAQ)

Conclusion

Partnering with a trusted temp agency Edmonton employers rely on can make the difference between constant hiring stress and sustainable workforce success. Staffmax helps organizations overcome both short-term disruptions and long-term staffing challenges through flexible, people-focused solutions. From temporary coverage to permanent recruitment and contract staffing, Staffmax delivers dependable talent that supports growth at every stage.

Employers ready to strengthen their workforce can explore solutions at Staffing Services or get started today through Find Talent .

Employment Agencies Ottawa: How Staffmax Supports Business Growth With Reliable Workforce Solutions

Tue, 23 Dec 2025 11:27:08 GMT

Employment Agencies Ottawa: How Staffmax Supports Business Growth With Reliable Workforce Solutions

December 26, 2025

Introduction:

For organizations navigating today’s competitive hiring landscape, employment agencies Ottawa employers rely on play a critical role in sustaining growth and workforce stability. Staffmax stands out among employment agencies Ottawa businesses partner with by offering more than short-term hiring solutions—providing strategic workforce support that aligns with operational goals and long-term planning. As one of the most trusted employment agencies Ottawa companies turn to for talent, Staffmax blends local market insight with national recruitment expertise to help organizations secure reliable people, improve retention, and scale efficiently. By combining flexible staffing models with people-first recruitment strategies, Staffmax ensures Ottawa employers are positioned for success in both immediate and future hiring cycles.

Why Ottawa Employers Choose a Strategic Staffing Partner

Ottawa’s dynamic economy — spanning technology, government contracting, healthcare, and professional services — demands a flexible and skilled workforce. Employers face ongoing challenges, including:

Talent shortages in specialized roles
High competition for top candidates
Seasonal or project-based workforce needs
Time-consuming recruitment cycles

Staffmax Ottawa helps organizations overcome these hurdles with a strategic approach rooted in deep market understanding and customized hiring solutions.

Comprehensive Workforce Solutions for Ottawa Businesses

Temporary Staffing

For short-term demands — such as peak seasons, special projects, or unplanned absences — Staffmax provides reliable temporary professionals who help maintain productivity without long-term commitments.

Learn more: Temporary Staffing Services

Permanent Recruitment Services

Finding the right long-term hire is critical to sustained growth. Staffmax’s recruitment experts identify, screen, and deliver candidates who not only meet technical requirements but also match your company culture.
Discover how staff augmentation can transform your team: Permanent Recruitment Services

Contract Professional Staffing

For specialized or interim leadership and project roles, Staffmax sources experienced professionals who can hit the ground running — providing continuity and expertise when you need it most.
Explore solutions: Contract Professional Staffing

Executive Search Services

Leadership hiring demands precision and discretion. Staffmax’s executive search support connects Ottawa businesses with top-tier senior talent that drives organizational performance.

More info: Executive Search Services

Human Resources Concierge Services

Staffmax goes beyond traditional recruitment — offering HR support that reduces administrative burden while strengthening internal workforce practices.

See offerings: Human Resources Concierge Services

Supporting Long-Term Business Growth Through Workforce Planning

Beyond filling immediate vacancies, Staffmax helps Ottawa businesses build resilient workforce strategies that support sustainable growth. By taking a proactive, consultative approach, Staffmax ensures staffing decisions align with broader business goals.

Proactive Talent Pipelines

Rather than reacting to hiring gaps, Staffmax develops talent pipelines tailored to your organization. This approach allows businesses to scale efficiently, reduce downtime, and stay ahead of market fluctuations.

Reduced Hiring Risk

Every candidate placed by Staffmax undergoes thorough screening, reference checks, and skills assessments. This minimizes turnover, protects company culture, and improves retention — all critical factors for long-term success.

Workforce Flexibility in a Changing Market

Ottawa employers benefit from adaptable staffing models that respond to evolving demands, project timelines, and economic conditions. Staffmax ensures businesses maintain productivity without overextending internal resources.

Strategic Advisory Support

Staffmax recruiters act as workforce advisors, offering insights on local labour trends, compensation benchmarks, and hiring best practices — empowering leaders to make informed decisions.

This strategic focus on workforce planning enables Ottawa organizations to move beyond short-term hiring solutions and build teams that drive consistent performance and growth.

Industries Where Staffmax Delivers Impact in Ottawa

Staffmax supports a wide spectrum of sectors, including:

Office & administrative staffing
Finance & accounting recruitment
Information technology talent solutions
Labour & skilled trades placement
Contact centre & customer service roles
Professional services and engineering talent

This breadth of expertise means Ottawa employers can source quality hires across functions and levels.

Explore industry specialties: Staffing & Recruitment Agency Specialties

The Staffmax Difference: People-Focused, Results-Driven

Expert Talent Matching

Staffmax uses a rigorous screening process to ensure candidates are skills-verified, work-ready, and aligned with your organizational needs.

Local Insight, National Reach

With offices across Canada — including a dedicated Ottawa recruiting team — Staffmax couples local market knowledge with national network strength.

Flexible Solutions for Every Business Size

Whether you’re a startup scaling operations or a large organization optimizing workforce strategy, Staffmax adapts solutions to your priorities.

Client Success Story: Empowering Ottawa Expansion

“Partnering with Staffmax transformed our hiring process. Their team understood our urgency and delivered qualified candidates ahead of schedule. We now have a roster of talented professionals who contribute directly to our growth goals.” — Ottawa HR Leader

Frequently Asked Questions (FAQ)

Take the Next Step With Staffmax Ottawa

Ready to accelerate your hiring and support business growth? Connect with Staffmax’s Ottawa recruiting team today.

�� Find talent or post a job: https://www.staffmax.ca/find-talent
�� Learn more about how we help businesses grow: https://www.staffmax.ca/find-talent

Recruitment Agencies in Ottawa: Solutions That Help Businesses Manage Seasonal and High-Volume Hiring

Mon, 22 Dec 2025 07:41:51 GMT

Recruitment Agencies in Ottawa: Solutions That Help Businesses Manage Seasonal and High-Volume Hiring

December 22, 2025

Introduction:

Ottawa employers operate in an evolving labour market where flexibility and long-term stability must coexist. Whether managing growth, replacing retiring staff, or preparing for peak seasons, many organizations rely on recruitment agencies Ottawa , permanent jobs solutions to balance immediate workforce demands with sustainable hiring strategies. For businesses seeking dependable talent pipelines, recruitment agencies Ottawa, permanent jobs services offer a practical way to secure qualified candidates while minimizing hiring risk.

At the same time, job seekers increasingly look to recruitment agencies Ottawa, permanent jobs opportunities as a pathway to stable careers, professional growth, and long-term success within Canada’s competitive employment landscape.

Why Seasonal and High-Volume Hiring Is a Challenge for Ottawa Employers

Ottawa employers face recurring hiring pressures driven by project-based work, public-sector contracts, and fluctuating seasonal demand. These conditions make it difficult to balance short-term workforce needs with long-term planning, especially when competition for permanent employment, skilled workers for canada continues to intensify. Internal HR teams are often stretched managing sourcing, screening, and compliance, which can lead to rushed decisions and higher turnover. Partnering with an experienced staffing firm helps employers maintain productivity while building a pipeline of talent aligned with both immediate and future needs.

For additional insight into modern hiring challenges, employers can explore Staffmax’s resource on why companies use staffing agencies .

How Recruitment Agencies in Ottawa Support High-Volume Hiring

Recruitment agencies in Ottawa offer structured hiring processes designed to scale efficiently during periods of rapid growth. By leveraging pre-qualified candidate networks and proven recruitment technology, agencies reduce time-to-hire and improve candidate quality. This approach supports organizations seeking continuity while navigating fluctuating demand and sourcing permanent employment, skilled workers for canada who can transition from high-volume onboarding into long-term roles.

Agencies like Staffmax also handle screening, reference checks, and compliance requirements, allowing employers to focus on operations rather than administrative burden.

Seasonal Staffing Solutions That Drive Business Continuity

Seasonal staffing solutions help Ottawa businesses respond quickly to workload spikes without compromising service quality. Temporary and contract placements allow organizations to manage labour costs efficiently while protecting permanent teams from burnout. These flexible models are particularly effective for employers balancing short-term demand with future workforce planning and access to permanent employment, skilled workers for canada when needs stabilize.

Learn more about flexible workforce strategies through Staffmax’s temporary staffing services and related insights in 6 benefits of using a staffing agency .

Industry-Specific Recruitment Expertise in Ottawa

Successful hiring depends on understanding industry-specific requirements, certifications, and cultural fit. Ottawa recruitment agencies with specialized expertise deliver stronger outcomes by aligning talent with sector demands. Staffmax supports employers across office administration, finance and accounting, and labour and skilled trades—ensuring access to candidates who are ready to perform from day one.

Explore industry-focused solutions through office staffing services , finance and accounting recruitment , and labour and skilled trades staffing .

Why Businesses Choose Staffmax as Their Ottawa Recruitment Partner

Staffmax combines local Ottawa market insight with national reach, helping employers meet both immediate and long-term hiring goals. With a structured recruitment process and a people-first approach, Staffmax supports organizations seeking consistent workforce performance and scalable hiring solutions. Employers benefit from flexible service models that support temporary, contract, and permanent recruitment needs while aligning with organizational growth strategies.

Learn more about our local expertise at Staffmax Ottawa Recruiting or explore our full range of offerings on the staffing services page .

Frequently Asked Questions (FAQ)

Conclusion:

Conclusion

In a competitive and evolving labour market, partnering with trusted recruitment agencies Ottawa, permanent jobs solutions allows employers to manage seasonal demand while building long-term workforce stability. For organizations focused on sustainable growth, recruitment agencies Ottawa, permanent jobs strategies provide access to qualified candidates, reduced hiring risk, and expert guidance. Job seekers also benefit from recruitment agencies Ottawa, permanent jobs opportunities that connect them with meaningful careers across industries.

Employers can strengthen their hiring approach by visiting Find Talent with Staffmax , while job seekers can explore opportunities and career resources at Staffmax.ca or browse insights like how to get a job without experience .

Temp Agency Calgary: How Staffmax Helps Employers Implement Flexible Staffing Models in 2025

Thu, 18 Dec 2025 10:17:09 GMT

Temp Agency Calgary: How Staffmax Helps Employers Implement Flexible Staffing Models in 2025

December 18, 2025

Introduction:

As workforce expectations continue to shift, Calgary employers are rethinking how they attract, retain, and deploy talent. In 2025, flexibility is no longer optional—it’s a strategic advantage. Partnering with a temp agency Calgary , permanent jobs specialist allows organizations to stay responsive while maintaining productivity and cost control.

From scaling teams quickly to transitioning top performers into long-term roles, a trusted temp agency Calgary, permanent jobs partner plays a vital role in modern workforce planning. Staffmax supports this evolution by helping businesses balance temporary solutions with pathways to stability, ensuring Calgary companies can compete for talent while offering meaningful opportunities for growth.

Why Flexible Staffing Matters in Calgary’s Economy

Calgary’s economy continues to diversify beyond traditional energy sectors, with growth in construction, logistics, professional services, and technology. Employers are increasingly challenged by fluctuating workloads, project-based demands, and evolving employee expectations around flexibility and career security.

Flexible staffing models allow organizations to adapt quickly without overextending resources. By combining short-term placements with long-term hiring strategies, businesses can maintain momentum while building a workforce that supports permanent employment, skilled workers for canada in a sustainable way. This approach helps reduce hiring risk while ensuring continuity in critical roles.

How Staffmax Supports Calgary Employers

Staffmax operates as a strategic workforce partner rather than a transactional staffing provider. By understanding each client’s operational goals, workforce gaps, and industry pressures, Staffmax designs staffing solutions that align with both immediate and future needs.

Through national reach and local expertise, Staffmax helps Calgary employers navigate labour shortages, workforce planning, and compliance while creating access to permanent employment, skilled workers for canada who can contribute long-term value.

Learn more about our full range of solutions on the Staffmax staffing services page .

Strategic Talent Partnerships

Successful staffing in 2025 requires more than filling vacancies—it demands collaboration. Staffmax works closely with employers to forecast talent needs, identify transferable skills, and plan workforce scalability. This partnership-driven model ensures that flexible staffing aligns with broader business objectives, including retention, succession planning, and productivity growth.

Employers looking to strengthen long-term hiring strategies can also explore insights from our article on why companies use staffing agencies .

Tailored Flexible Staffing Solutions

Staffmax delivers customized staffing models that support both short-term agility and long-term stability. Temporary staffing helps businesses manage seasonal spikes and unexpected absences, while contract professional placements provide specialized expertise for defined projects. When needs evolve, these flexible roles can transition seamlessly into permanent positions.

Organizations interested in scalable workforce options can learn more about temporary staffing services and contract professional staff solutions .

Recruitment Expertise Across Industries

With deep experience across office administration, finance and accounting, labour and skilled trades, and customer service, Staffmax connects Calgary employers with candidates who match both technical requirements and workplace culture. This cross-industry expertise ensures consistent talent quality regardless of role type or duration.

For employers seeking specialized recruitment, our labour and skilled trades staffing and finance and accounting recruitment pages offer additional insight.

Workforce Flexibility with Compliance and Support

Flexible staffing should never mean increased risk. Staffmax manages payroll, onboarding, and employment standards compliance, allowing employers to focus on core operations. This administrative support is especially valuable in complex or fast-moving hiring environments where accuracy and consistency are critical.

For more HR-focused insights, visit our blog on the benefits of using a staffing agency .

Calgary-Focused Local Support

Staffmax’s Calgary recruiting team combines local market knowledge with national candidate networks. This ensures faster response times, stronger candidate matches, and staffing strategies that reflect regional labour trends.

Employers can connect directly with our local experts through the Calgary recruiting office page .

Benefits of Partnering with a Temp Agency in Calgary

Working with an experienced staffing partner provides Calgary employers with agility, cost efficiency, and access to a broader talent pool. Flexible staffing models reduce time-to-hire, improve workforce resilience, and create opportunities to evaluate talent before making permanent commitments. This approach supports sustainable growth while minimizing hiring risk.

Frequently Asked Questions (FAQ)

Conclusion:

As Calgary’s workforce landscape continues to evolve, businesses need staffing strategies that balance flexibility with long-term stability. Partnering with a temp agency Calgary, permanent jobs expert like Staffmax allows employers to adapt quickly while building teams that drive sustained success. Whether you’re managing short-term demand or planning for future growth, a temp agency Calgary, permanent jobs partner provides the expertise, talent access, and support needed to stay competitive in 2025.

Employers ready to strengthen their hiring strategy can visit our Find Talent page , while job seekers exploring flexible or permanent opportunities can browse roles and submit resumes through the Staffmax homepage .

For additional workforce insights, explore our full blog library .

Recruitment Agency Calgary: Why More Employers Are Using Flexible Staffing Models in 2025

Tue, 16 Dec 2025 07:49:15 GMT

Recruitment Agency Calgary: Why More Employers Are Using Flexible Staffing Models in 2025

December 16, 2025

Introduction: Calgary’s Workforce Is Changing — Fast

Calgary’s labour market continues to evolve, and more companies are turning to recruitment agencies Calgary to stay competitive in 2025. As industries expand, contract, and shift at unprecedented speeds, employers rely on recruitment agencies Calgary to navigate hiring challenges while identifying the right mix of temporary, contract, and permanent workers.

At the same time, job seekers recognize that partnering with recruitment agencies Calgary opens doors to new opportunities, improved access to training, and stronger pathways to career stability. As flexible staffing becomes essential for organizational resilience, recruitment agencies Calgary remain at the centre of connecting local businesses with the workforce solutions they need to thrive.

Why Flexible Staffing Is Surging in Calgary in 2025

Economic unpredictability continues to influence workforce planning, prompting Calgary businesses to rely on agile hiring strategies to maintain productivity while adapting to fluctuating market conditions. Flexible staffing allows companies to adjust their workforce quickly without the long-term risk associated with permanent hiring. This shift helps employers respond to industry changes while ensuring ongoing access to skilled workers for Canada , which has become essential across sectors experiencing rapid technological and operational transformation.

Calgary also faces persistent labour shortages across trades, logistics, engineering, finance, and administrative services. Companies are increasingly turning to reputable recruitment partners to minimize hiring delays and secure high-quality candidates. Whether organizations need temporary coverage during peak seasons or long-term contract professionals for specialized assignments, staffing firms offer dependable access to skilled workers for Canada , enabling employers to strengthen workforce stability and reduce turnover.

Another influential factor behind flexible staffing growth is the rise of project-based work, particularly in construction, energy, IT, and professional services. Temporary and contract models give companies the freedom to scale teams based on workload, timelines, and budget considerations. This flexible approach helps businesses maintain efficiency while ensuring they have the expertise required to meet project goals. The continued shift toward hybrid work environments has also increased the need for adaptable staffing solutions that support remote, onsite, and blended roles.

Cost efficiency remains a major advantage of flexible staffing for Calgary employers. By reducing overhead expenses tied to training, benefits, onboarding, and lengthy recruitment cycles, businesses can maintain strong financial control while still acquiring highly qualified talent. Many employers use temp-to-hire strategies to evaluate workers in real operating conditions, improving both retention and hiring accuracy.

How a Calgary Recruitment Agency Like Staffmax Supports Flexible Hiring

Staffmax offers employers a combination of national recruitment reach and specialized local expertise, connecting Calgary businesses with qualified candidates across every industry. Using advanced sourcing tools, behavioural screening, and industry-specific recruiters, Staffmax ensures that employers receive candidates who meet both technical requirements and organizational culture expectations. This streamlined approach allows companies to focus on operations while reducing administrative workload.

In addition to temporary staffing, Staffmax provides permanent recruitment, contract staffing, executive search, and HR concierge services designed to support organizations of all sizes. Detailed information on these solutions is available through the main staffing services page at:

https://www.staffmax.ca/staffing-services

Employers seeking direct support from the Calgary office can visit:

https://www.staffmax.ca/locations/alberta/calgary-recruiting

Job seekers looking for new opportunities, resume submission, or career resources can visit:
https://www.staffmax.ca/

Flexible Staffing Models Calgary Employers Are Prioritizing in 2025

Many Calgary employers continue to incorporate temporary workers into their workforce to manage seasonal fluctuations in logistics, warehousing, construction, and administrative services. Project-driven industries are increasingly dependent on contract professionals who can support critical timelines and specialized initiatives without long-term commitments. Temp-to-hire arrangements remain popular as they allow employers to test job fit before extending permanent offers. Additionally, blended workforce models—featuring a mix of permanent, temporary, and contract staff—have become the preferred solution for organizations seeking adaptability and long-term stability amid continuous change.

Frequently Asked Questions (FAQ)

Conclusion: Calgary’s Future Workforce Is Flexible — And Staffmax Helps Lead the Way

As Calgary organizations adapt to the demands of 2025, flexible hiring strategies have become essential for maintaining efficiency, productivity, and growth. Companies partnering with recruitment agencies Calgary benefit from faster access to qualified candidates, better risk management, and the ability to scale their workforce with confidence. These strategies not only support short-term needs but also contribute to long-term success by aligning talent with evolving business priorities.

Staffmax continues to play a vital role in connecting employers with exceptional talent while providing job seekers with opportunities that advance their careers.

Employers ready to strengthen their workforce can visit https://www.staffmax.ca/find-talent , and job seekers can explore career options at https://www.staffmax.ca/ .

Additional insights can be found in related Staffmax resources, including 6 Benefits of Using a Staffing Agency and Why Companies Use Staffing Agencies . With continued support from recruitment agencies Calgary , the city’s workforce is well-positioned for sustained success.

Staffing Agency Edmonton: The Strategic Advantage for Employers Struggling to Find Talent

Thu, 11 Dec 2025 07:33:25 GMT

Staffing Agency Edmonton: The Strategic Advantage for Employers Struggling to Find Talent

December 11, 2025

Introduction

Edmonton’s labour market continues to shift, tighten, and accelerate—leaving many employers scrambling to fill critical roles. Whether due to rapid expansion, seasonal spikes, or talent shortages in skilled trades and professional sectors, companies across Alberta are facing the same challenge: finding qualified people, fast .

For organizations wanting to stay competitive, a Staffing Agency in Edmonton isn’t just a service provider—it’s a strategic advantage. Staffmax, with a national footprint and a dedicated Edmonton recruitment team, helps employers secure talent efficiently, confidently, and cost-effectively.

Why Edmonton Employers Are Struggling to Find Talent

1. Rising Competition for Skilled Workers

Edmonton’s growing industries—construction, logistics, energy, finance, and admin support—are driving demand for talent faster than the current workforce can supply.

2. Labour Shortages Across Trades and Technical Roles

Many employers face long vacancy periods due to shortages in:

Skilled trades
Heavy equipment operators
Warehouse and logistics personnel
Engineering and technical professionals

3. Time-Consuming Recruitment Processes

Screening resumes, coordinating interviews, verifying qualifications, and onboarding employees can slow down operations—especially without a dedicated HR team.

4. Increased Turnover and Hiring Risk

Hiring the wrong person costs employers time, productivity, and revenue. Companies need reliable staffing partners to reduce uncertainty.

How a Staffing Agency in Edmonton Provides a Strategic Advantage

Partnering with Staffmax gives employers access to deep expertise, national reach, and local hiring insights.

1. Faster Hiring Through Pre-Screened Talent Pools

Staffmax maintains a constantly refreshed pipeline of candidates in Edmonton across:

Skilled trades
Office and administrative services
Finance and accounting
Customer service
Engineering and IT

This means your vacancy can be filled in days, not months .

2. Industry-Specific Recruitment Expertise

Our Edmonton recruiting team understands the unique hiring needs of Alberta’s market. Staffmax specializes in multiple verticals, including:

Labour & Skilled Trades
https://www.staffmax.ca/specialties/labour-skilled-trades-staffing
Office Staffing Services
https://www.staffmax.ca/specialties/office-staffing-services
Finance & Accounting Recruitment
https://www.staffmax.ca/specialties/finance-accounting-recruitment

3. Flexible Staffing Models to Match Your Needs

Whether your challenge is peak season demand or long-term workforce planning, Staffmax offers:

Temporary Staffing
https://www.staffmax.ca/staffing-services/temporary-staffing
Permanent Recruitment Services
https://www.staffmax.ca/staffing-services/permanent-recruitment-services
Contract Professional Staff
https://www.staffmax.ca/staffing-services/contract-professional-staff
Executive Search for Leadership Roles
https://www.staffmax.ca/staffing-services/executive-search-services

4. Reduced Hiring Risk

Every candidate is rigorously screened for:

Experience
Certifications
Safety training
Cultural fit
Work ethic

This helps employers minimize turnover and onboard with confidence.

5. Cost Savings Through Efficient Hiring

A streamlined recruitment process eliminates:

Advertising expenses
Time spent screening
Administrative burden
HR bottlenecks

Companies gain productivity—and peace of mind.

Why Staffmax Is Edmonton’s Trusted Recruitment Partner

With offices across Canada, including a dedicated Edmonton recruitment branch, Staffmax delivers national capabilities with local insight.

What Sets Staffmax Apart

Deep sector knowledge across trades, office, and professional roles
National candidate database
Real recruiters—not algorithms—leading every search
Technology-driven recruitment tools
A people-first approach rooted in long-term partnerships

Staffmax has also been recognized by Forbes as one of Canada’s best professional recruiting firms:

https://www.staffmax.ca/staffmax-recognized-by-forbes-as-one-of-canadas-best-professional-recruiting-firms

Frequently Asked Questions (FAQ)

Conclusion: Edmonton Employers Don’t Need to Hire Alone

The competition for skilled talent in Edmonton isn’t slowing down—but your hiring challenges don’t have to continue. Partnering with a recruitment agency like Staffmax gives your business the expertise, speed, and workforce stability required to grow confidently.

Ready to Hire in Edmonton?

✔ Employers: Start your talent search here → https://www.staffmax.ca/find-talent
✔ Job Seekers: Explore open roles or submit your resume → https://www.staffmax.ca/

Staffmax connects exceptional people with outstanding companies—across Edmonton, Alberta, and all of Canada.

Why Growing Companies Choose Recruitment Agencies Winnipeg for Scalable Hiring Solutions

Mon, 08 Dec 2025 07:24:06 GMT

Why Growing Companies Choose Recruitment Agencies Winnipeg for Scalable Hiring Solutions

December 08, 2025

Introduction

Winnipeg businesses are scaling faster than ever—driven by new investments, industry diversification, and a competitive labour market. As companies expand, so do their hiring needs, often outpacing the capacity of internal HR teams. That’s why more organizations are turning to recruitment agencies in Winnipeg that offer flexible, high-volume, and expertly managed staffing solutions.

Among them, Staffmax stands out as one of Canada's most trusted national recruitment partners. With deep local roots and coast-to-coast reach, Staffmax helps growing organizations build strong teams quickly, efficiently, and strategically.

In this article, we explore why Winnipeg employers choose recruitment agencies like Staffmax to support scalable hiring—from temporary workforce expansion to specialized permanent recruitment.

Why Scalable Hiring Matters in Winnipeg’s Evolving Job Market

1. Rapid business growth creates unpredictable hiring needs

Winnipeg is home to expanding sectors such as:

Manufacturing
Transportation & logistics
Administrative and back-office operations
Skilled trades
Finance and professional services

When companies scale, their workforce requirements fluctuate. Recruitment agencies provide the agility businesses need to respond quickly.

2. Talent shortages make hiring more challenging

Manitoba employers continue to face labour shortages, especially in skilled trades, finance, office administration, and IT. Partnering with expert recruiters gives companies access to wider talent pools and faster placement turnaround.

3. Internal HR teams are not always built for high-volume hiring

While many organizations excel at day-to-day HR management, rapid growth requires capacity, systems, and specialized recruitment knowledge.

Why Winnipeg Companies Choose Staffmax for Scalable Hiring Solutions

A National Firm with a Strong Winnipeg Headquarters

Staffmax was founded in Winnipeg and maintains its national head office in the city. Employers benefit from:

Local market expertise
Established candidate networks
In-depth knowledge of regional labour trends
A trusted presence in the community

Explore our Winnipeg office page:
�� https://www.staffmax.ca/locations/manitoba/winnipeg-recruiting

Key Advantages of Choosing Staffmax as Your Winnipeg Recruitment Partner

1. Flexible Staffing Models for Every Stage of Growth

Staffmax offers boutique-quality service with enterprise-level capacity through multiple staffing streams:

Temporary Staffing

Ideal for project-based work, seasonal peaks, or sudden increases in demand.
Learn more: https://www.staffmax.ca/staffing-services/temporary-staffing

Permanent Recruitment

Expert sourcing, screening, and placement for long-term roles.
Learn more: https://www.staffmax.ca/staffing-services/permanent-recruitment-services

Contract & Professional Staffing

Access to project-driven specialists in engineering, IT, finance, and more.
Learn more: https://www.staffmax.ca/staffing-services/contract-professional-staff

Executive Search

Leadership recruitment powered by national and global search capabilities.
Learn more: https://www.staffmax.ca/staffing-services/executive-search-services

2. Scalable Hiring Infrastructure Built for Growth

Staffmax leverages advanced recruitment technology, national candidate pipelines, and proven screening processes. This means:

Faster time-to-hire
Reduced turnover
Lower hiring costs
Ability to fill dozens—or hundreds—of roles when needed

Growing companies never have to worry about overwhelming their HR team.

3. Access to Deep Industry-Specific Recruiting Expertise

Staffmax provides specialized recruitment across key Winnipeg sectors:

Office & Administrative Services
https://www.staffmax.ca/specialties/office-staffing-services
Finance & Accounting Recruitment
https://www.staffmax.ca/specialties/finance-accounting-recruitment
Labour & Skilled Trades Staffing
https://www.staffmax.ca/specialties/labour-skilled-trades-staffing
Customer Service & Contact Centre
https://www.staffmax.ca/specialties/contact-centre-customer-service-staffing
Engineering, IT, Legal, and Professional Roles
https://www.staffmax.ca/staffing-agency-specialties

This breadth ensures employers always receive qualified candidates who fit the job, industry, and company culture.

4. Local Service with a National Talent Network

Although Staffmax is headquartered in Winnipeg, the agency operates offices across:

Calgary
Edmonton
Mississauga
Toronto
Ottawa
Montreal
Vancouver

This gives employers unmatched reach—especially valuable for companies scaling across Canada or hiring remote/hybrid employees.

Learn more about our Canada-wide locations:
https://www.staffmax.ca/locations

How Recruitment Agencies Like Staffmax Support Scalable Growth

✔ High-Volume Recruiting for Expanding Departments

Whether it's onboarding 20 warehouse associates or 50 customer service agents, Staffmax manages the entire process with precision.

✔ Fast, Reliable Replacement and Backfill Hiring

Growth often brings turnover—Staffmax ensures productivity never slows.

✔ Workforce Planning and Talent Strategy

Companies gain access to labour market insights, salary benchmarks, and hiring forecasts.

✔ Streamlined Compliance and Onboarding

From background checks to payroll for temporary workers, Staffmax handles the details so employers can keep scaling.

Frequently Asked Questions (FAQ)

Conclusion: The Scalable Hiring Advantage for Winnipeg Employers

As Winnipeg companies grow, their recruitment needs become more complex, time-sensitive, and unpredictable. Working with a nationally recognized, Winnipeg-rooted recruitment agency like Staffmax ensures organizations always have the workforce they need—without sacrificing quality, speed, or budget.

From temporary staffing to executive search, Staffmax supports every stage of business growth with people-focused, expert-driven recruitment solutions.

How Recruitment Agencies Edmonton Help Businesses Hire Faster in a Competitive Market

Fri, 05 Dec 2025 07:42:24 GMT

How Recruitment Agencies Edmonton Help Businesses Hire Faster in a Competitive Market

December 05, 2025

Introduction

Edmonton’s labour market has become increasingly competitive as organizations across energy, construction, logistics, finance, and technology all compete for the same pool of skilled workers. Employers are feeling the pressure: longer hiring timelines, higher turnover, and growing difficulty attracting qualified candidates.

That’s where recruitment agencies in Edmonton—especially trusted national partners like Staffmax —step in.
With deep local expertise, a national talent network, and a streamlined hiring process, Staffmax helps companies fill roles faster, reduce hiring risks, and maintain productivity, even during tight hiring cycles.

Why Edmonton Employers Are Turning to Recruitment Agencies

A Tight Labour Market With High Talent Competition

Edmonton continues to experience strong demand for skilled workers across trades, engineering, logistics, finance, and administrative roles. Many businesses report challenges such as:

Increased time-to-fill for critical roles
Shortages of qualified applicants
Rising wages and higher recruitment costs
Difficulty attracting workers for onsite roles

Recruitment agencies help employers overcome these challenges with specialized sourcing strategies and immediate access to pre-screened candidates.

How Staffmax Helps Edmonton Businesses Hire Faster

1. Access to a Large, Pre-Qualified Talent Pool

Staffmax maintains a national database of vetted professionals across temporary, permanent, and contract roles. Edmonton employers benefit from:

Candidates available to start immediately
Specialists in office administration, finance, IT, skilled trades, labour, logistics, and more
A cross-Canada reach that attracts talent willing to relocate or work remotely

Explore more industry categories here:

�� Staffmax Staffing Specialties

2. Faster Screening and Shortlisting

Instead of waiting weeks for applicants, Staffmax recruiters handle:

Resume screening
Skills assessments
Reference and background checks
Interview coordination

This reduces employer time spent on repetitive hiring steps and speeds up decision-making—critical in Edmonton’s competitive market where strong candidates are hired quickly.

3. Local Edmonton Expertise With National Support

Staffmax operates recruiting hubs across Canada—including an Edmonton office—ensuring employers get:

Insight into Alberta’s labour trends
Knowledge of local market wages
Region-specific compliance guidance
Access to candidates familiar with Edmonton industries

Learn more about our regional support:

�� Edmonton Recruiting Office

4. Flexible Staffing for Seasonal and Project-Based Work

Edmonton businesses—especially in construction, energy, and warehousing—often experience fluctuating labour needs.

Staffmax provides:

Temporary staffing for peak seasons
Contract professionals for project-based roles
Permanent recruitment for long-term workforce planning

Explore staffing options here:

�� Temporary Staffing Services
�� Permanent Recruitment Services
�� Contract Professional Staff

5. Reduced Hiring Risks and Better Employee Retention

Bad hires are costly. Staffmax minimizes this risk through:

Thorough candidate assessments
Culture-fit evaluations
Trial-to-hire options
Replacement guarantees (varies by service type)

By ensuring stronger matches, Edmonton businesses experience higher productivity and lower turnover.

6. Advanced Technology That Improves Hiring Speed

Staffmax uses industry-leading recruitment technology, including:

AI-enhanced sourcing tools
Automated matching software
Applicant tracking systems
Skills-based screening platforms

This digital infrastructure ensures fast, accurate candidate placement—critical when competitors are making offers within days.

Industries in Edmonton That Benefit Most From Recruitment Support

High-demand sectors include:

Construction & Skilled Trades
Manufacturing & Industrial
Oil & Gas Services
Transportation & Logistics
Administrative & Office Support
Customer Service & Call Centres
Finance & Accounting
IT & Technical Services

For industry-specific hiring support:

�� Labour & Skilled Trades Staffing
�� Office Staffing Services
�� Finance & Accounting Recruitment
�� Information Technology Recruitment

Frequently Asked Questions (FAQ)

Conclusion: Faster Hiring Starts With the Right Recruitment Partner

In Edmonton’s competitive labour market, speed matters. Recruitment agencies like Staffmax give businesses a strategic advantage by delivering qualified talent quickly, reducing hiring risks, and supporting long-term workforce growth.

Whether you're filling a single role or scaling an entire team, Staffmax provides the expertise, technology, and national candidate reach to help you hire with confidence.

Ready to Hire Faster?

�� Employers: Submit a hiring request here
https://www.staffmax.ca/find-talent

�� Job Seekers: Browse open roles or upload your resume
https://www.staffmax.ca

How to Find the Best Office Administrative Assistant Jobs in Winnipeg, MB for Your Career Growth

Tue, 02 Dec 2025 08:53:48 GMT

How to Find the Best Office Administrative Assistant Jobs in Winnipeg, MB for Your Career Growth

December 02, 2025

Start Your Career Journey in Winnipeg’s Administrative Sector

Winnipeg is one of Canada’s most stable and opportunity-rich cities for administrative professionals. With growing demand across finance, healthcare, government, and logistics sectors, office administrative assistant jobs in Winnipeg offer stability, skill development, and career growth.

Whether you’re just beginning or looking for a new challenge, partnering with a trusted job agency in Winnipeg like Staffmax can help you find the right position faster — and one that fits your long-term goals.

1. Understand What Employers in Winnipeg Are Looking For

Employers across Manitoba rely on administrative assistants to keep their offices running smoothly. Common skills and qualities they value include:

Organization & attention to detail
Proficiency with Microsoft Office Suite, CRM systems, and scheduling tools
Professional communication and teamwork
Adaptability in dynamic workplaces
Confidentiality and reliability

Pro Tip: Quantify your results when possible. For example, “Reduced office processing time by 20% through improved scheduling systems.”

2. Where to Find Administrative Assistant Jobs in Winnipeg

Your job search should combine online resources with professional support.

Best Places to Find Jobs:

Staffmax Job Board – Daily listings for office and administrative positions across Winnipeg.
LinkedIn and Indeed – Ideal for researching companies and tracking applications.
Networking Events – Winnipeg Chamber of Commerce or local job fairs are excellent for direct employer contact.

To streamline your search, partner with a job agency in Winnipeg that specializes in office administration placements.

3. Strengthen Your Resume and Career Skills

The best administrative assistants continually upgrade their skills to stay competitive.

Essential Skills to Develop:

Microsoft 365, data management, and digital filing
Communication and customer service
Calendar management and scheduling
Basic bookkeeping and reporting

Recommended Certifications:

Office Administration Certificate (Red River College Polytechnic)
Certified Administrative Professional (CAP)
Microsoft Office Specialist (MOS)

When applying through a job agency in Winnipeg , a clear, well-formatted resume and relevant certifications will make you stand out to employers.

4. Why Work with a Job Agency in Winnipeg

A reputable job agency in Winnipeg like Staffmax simplifies your search and connects you directly with top employers who are actively hiring.

Benefits of Partnering with Staffmax:

Access to exclusive and hidden job opportunities
Resume and interview preparation support
Temporary, permanent, and contract job options
Local insight into Winnipeg’s job market

Staffmax recruiters understand what Winnipeg employers need — and they’ll help you find a role that fits your goals and lifestyle. Learn more about our Staffing Services to see how we can support your job search.

5. Build a Long-Term Career Path

Administrative professionals have many opportunities for advancement in Winnipeg. With dedication and continuous skill-building, you can grow into roles such as:

Office Manager
Executive Assistant
Operations Coordinator
Project Administrator

Work with your recruiter at Staffmax , your trusted job agency in Winnipeg , to map out a clear growth path and transition into higher-level administrative or management positions.

Frequently Asked Questions (FAQ)

About Staffmax

Founded in Canada, Staffmax Staffing & Recruiting connects exceptional people with outstanding companies nationwide. With offices in Winnipeg, Calgary, Edmonton, Mississauga, Montreal, Ottawa, Toronto, and Vancouver , Staffmax provides temporary, permanent, and contract staffing solutions in key sectors including office & administrative, finance & accounting, and labour & skilled trades .

Learn more about our national staffing solutions: https://www.staffmax.ca/staffing-services

Receptionist Calgary Alberta Jobs: How to Land Your Next Office Role

Thu, 27 Nov 2025 08:46:40 GMT

Receptionist Calgary Alberta Jobs: How to Land Your Next Office Role

November 27, 2025

Launch Your Receptionist Career in Calgary

Receptionists are often the first point of contact within an organization—setting the tone for professionalism, customer service excellence, and operational efficiency. In Calgary, Alberta, demand for strong administrative talent continues to grow across industries such as energy, real estate, construction, healthcare, finance, and corporate services. For job seekers pursuing receptionist roles, this environment provides a wide range of stable and rewarding office opportunities. Staffmax, a trusted nationwide recruitment agency , connects front-desk professionals with reputable employers who value organization, communication, and polished customer service skills.

Why Receptionist Roles Are in High Demand in Calgary

Calgary’s diverse business landscape creates consistent need for administrative front-line talent. Receptionists remain essential to office operations, helping companies maintain smooth communication while supporting internal departments. As workplaces adopt hybrid and in-person formats, the role has re-emerged as a critical component of organizational success. Employers seek receptionists who can multitask, manage digital and in-person visitor interactions, and adapt quickly to shifting priorities in fast-paced office environments. With many industries experiencing growth, receptionist positions offer stability, variety, and strong entry points into broader administrative careers.

What a Receptionist Does: Essential Responsibilities

Receptionists play a vital role in corporate communication and customer service. Their duties often include greeting visitors, managing phone systems, booking appointments, handling incoming and outgoing mail, maintaining office supplies, and supporting administrative teams. In many Calgary offices, receptionists also assist with data entry, invoicing, scheduling, and onsite coordination. Increasingly, reception roles incorporate digital tools such as CRM systems, visitor management software, and calendar platforms. This combination of communication and organizational duties makes receptionist positions excellent foundational roles for long-term career development.

Skills & Qualifications That Calgary Employers Look For

Employers hiring receptionists typically look for strong communication abilities, attention to detail, and customer-service oriented personalities. Many receptionist positions require proficiency in Microsoft Office, phone and email etiquette, and multitasking in busy office environments. Additional assets include experience in scheduling, administrative support, and working with digital platforms. Calgary employers often value professional presentation, courtesy, and problem-solving skills—qualities that support smooth daily operations and positive workplace interactions. Candidates with exposure to office administration, hospitality, client services, or call centre roles often transition easily into receptionist positions.

For more skill-building insights, explore: Skills to Include on a Resume

What Receptionists Earn in Calgary

Receptionist salaries in Calgary vary based on industry, experience, and company size. On average, receptionist roles range from $18–$25 per hour , with opportunities for higher earnings in large corporations, medical offices, legal environments, and specialized sectors. Many employers offer benefits such as extended health coverage, paid time off, RRSP matching, and professional development. These competitive wages and benefits make receptionist jobs attractive options for job seekers entering or advancing within administrative careers.

For broader insight into top-earning Canadian roles, visit: 10 High-Paying Jobs in Canada

Career Growth: Where Receptionist Roles Can Lead

Receptionist positions often serve as gateways to broader administrative and corporate roles. Many professionals begin at the front desk and advance into Office Administration, Executive Assistance, Customer Service Management, HR Support, or Operations roles. Receptionist jobs provide valuable experience managing people, communication, and multitasking—skills that support advancement across industries. Calgary employers frequently invest in administrative talent, making receptionist roles strong stepping stones for long-term permanent employment and internal mobility.

How Staffmax Helps Receptionists Secure Jobs in Calgary

Staffmax Staffing & Recruiting connects receptionist candidates with employers across Calgary seeking dependable, polished, and customer-focused administrative talent. With offices nationwide—including Calgary, Edmonton, Vancouver, Winnipeg, Toronto, Ottawa, Mississauga, and Montreal—Staffmax offers job seekers exclusive access to temporary, contract, and permanent administrative roles. Our recruiters understand Calgary’s employment landscape and work closely with candidates to match their skills with employers who value professionalism and reliability.

Explore all Staffmax staffing services:

https://www.staffmax.ca/staffing-services

For Calgary-specific hiring and job listings:
https://www.staffmax.ca/locations/alberta/calgary-recruiting

Browse Canadian receptionist roles or submit a resume:
https://www.staffmax.ca/

Frequently Asked Questions (FAQ)

Conclusion

Landing receptionist jobs in Calgary, Alberta begins with understanding what employers need and positioning yourself as a polished, reliable, and service-driven professional. Receptionist roles offer more than front-desk responsibilities—they open doors to long-term administrative career paths, skill development, and opportunities across many of Calgary’s fastest-growing industries. With the right preparation, communication abilities, and commitment to professionalism, you can secure a role that provides stability, growth, and meaningful daily impact.

Staffmax connects job seekers with reputable employers offering full-time, temporary, and permanent administrative opportunities. If you’re ready to take the next step in your office career, explore current receptionist openings or submit your resume today through Staffmax’s national job portal .

Executive Assistant Calgary Full-Time Job: Build a Lasting Career in Office Administration

Tue, 25 Nov 2025 07:11:48 GMT

Executive Assistant Calgary Full-Time Job: Build a Lasting Career in Office Administration

November 25, 2025

Launch a Long-Term Career as an Executive Assistant in Calgary

Building a professional future as an Executive Assistant begins with aligning yourself to the right opportunities—and the executive assistant Calgary full-time job market is one of the strongest in Canada. Calgary’s corporate landscape is expanding rapidly, creating consistent demand for skilled administrative talent ready for permanent roles. Whether you’re exploring stable office careers or turning to a trusted job agency in Winnipeg like Staffmax for nationwide opportunities, securing permanent jobs in administration has never been more accessible.

Staffmax’s national presence ensures that office professionals are connected with reputable companies offering long-term growth, competitive compensation, and meaningful career development.

Why Executive Assistant Roles Are Thriving in Calgary

Calgary employers are increasingly focused on hiring administrative professionals who provide operational excellence and executive-level support. As organizations modernize processes and adopt hybrid work models, companies rely on Executive Assistants to streamline communication, coordinate large teams, and support leadership decision-making. With an emphasis on efficiency and growth, many businesses are seeking candidates interested in permanent employment as administrative departments expand. As Alberta continues to attract investment and diversify its industries, Executive Assistant roles offer stability and long-term opportunity across sectors that actively recruit skilled workers for Canada .

What an Executive Assistant Does: Beyond Administrative Basics

Executive Assistants today serve as strategic partners to executives, leaders, and senior management teams. Their responsibilities go far beyond scheduling and correspondence, often including project oversight, financial tracking, internal communication direction, and cross-department coordination. As Calgary companies embrace digital tools and increasingly complex workflows, Executive Assistants play a vital role in ensuring accuracy, confidentiality, and seamless operations. Many employers also value candidates with experience supporting multiple executives, demonstrating initiative, and managing evolving priorities that reflect the long-term nature of permanent employment within administrative functions.

Skills Employers Look for in Calgary’s EA Talent

Employers hiring for full-time Executive Assistant positions look for candidates with a blend of technical and interpersonal strengths. Excellent communication, advanced Microsoft Office capabilities, time management, discretion, and a polished professional demeanor are among the top requirements. Roles that support senior executives or large teams often require candidates who can manage complex schedules, coordinate projects, and make decisions with minimal supervision. Many employers also prefer candidates who understand the needs of Calgary’s key industries, demonstrating the resourcefulness and versatility expected of skilled workers for Canada in leadership-support roles.

For additional skill-building guidance, review our article:
Skills to Include on a Resume – https://www.staffmax.ca/skills-to-include-on-a-resume

Salary Expectations: Executive Assistant Jobs in Calgary

Executive Assistants in Calgary enjoy competitive compensation that reflects their importance within corporate structures. Full-time salaries typically range from $50,000 to $90,000+ depending on industry, experience, and job complexity. Many employers also offer benefits packages, RRSP matching, hybrid work flexibility, and ongoing training support. These incentives—paired with stability and advancement options—make full-time EA roles ideal for professionals seeking structured careers with long-term potential.

For more insights into high-earning roles across the country, you can explore our article:
10 High-Paying Jobs in Canada – https://www.staffmax.ca/10-high-paying-jobs-in-canada

Career Pathways: Where an EA Role Can Take You

A full-time Executive Assistant position can open doors to a wide variety of corporate career paths. Many professionals transition into Office Management, Project Coordination, HR functions, administrative leadership positions, or even Chief of Staff roles. These pathways offer long-term growth, increased responsibility, and greater leadership involvement. Administrative careers often evolve alongside changing business needs, making Executive Assistant roles well-suited for ambitious professionals aiming for permanent career advancement within established organizations.

How Staffmax Helps Executive Assistants Find Full-Time Jobs in Calgary

Staffmax is one of Canada’s most trusted staffing and recruiting agencies, supporting Executive Assistants and administrative professionals as they pursue full-time and permanent roles. Our national reach, industry expertise, and personalized approach allow us to match job seekers with reputable employers across Calgary and beyond. Staffmax offers temporary, contract, and permanent placements, with access to exclusive job openings across corporate services, energy, financial institutions, real estate, and professional sectors.

Explore all staffing services:

https://www.staffmax.ca/staffing-services

View our Calgary recruitment office page:

https://www.staffmax.ca/locations/alberta/calgary-recruiting

Frequently Asked Questions (FAQ)

Ready to Build a Lasting Career as an Executive Assistant in Calgary?

Whether you are seeking an executive assistant Calgary full-time job or exploring nationwide opportunities through a trusted job agency in Winnipeg , Staffmax connects you with reputable employers offering permanent jobs and long-term career potential. Our recruitment experts match skilled administrative professionals with roles that support career growth, stability, and meaningful contributions within leading organizations.

Administrative Assistant Calgary Temporary Staffing: Flexible Opportunities You’ll Love

Thu, 20 Nov 2025 08:45:01 GMT

Administrative Assistant Calgary Temporary Staffing: Flexible Opportunities You’ll Love

November 21, 2025

Introduction

Calgary’s business landscape continues to grow, and with that growth comes rising demand for administrative assistant Calgary temporary staffing solutions that offer flexibility for both job seekers and employers. Many professionals searching for short-term office roles, permanent jobs , or looking to transition between industries turn to Staffmax—Canada’s trusted job agency in Winnipeg and nationwide recruiter with offices coast to coast. Whether you’re exploring temporary administrative positions, expanding your skill set, or seeking new employment opportunities, our tailored approach to administrative assistant Calgary temporary staffing ensures you’re matched with roles that fit your goals.

Staffmax specializes in connecting talented individuals with companies across Canada, making it easier than ever to find flexible assignments, short-term placements, and permanent jobs aligned with your experience and career ambitions.

Why Temporary Administrative Assistant Roles Are Thriving in Calgary

Calgary’s evolving corporate environment has created a strong demand for administrative professionals who can support businesses during transitions, peak seasons, or periods of rapid growth. From energy firms to non-profits, organizations rely on temporary support to maintain efficiency and continuity. These temporary administrative roles also open the door for candidates seeking to build experience before stepping into permanent employment , giving both employers and professionals a valuable opportunity to assess long-term fit.

What Administrative Assistants Do in Temporary Roles

Temporary administrative assistants perform essential tasks that ensure operations continue smoothly. Daily responsibilities may include scheduling, managing communications, preparing documents, supporting executives, and greeting office visitors. These assignments are especially beneficial for individuals who want to transition into more advanced office roles or broaden their professional capabilities. Many employers also look for skilled workers for Canada who can adapt quickly to fast-paced environments and support multiple departments when needed.

Benefits of Temporary Administrative Work in Calgary

Temporary administrative work provides a unique opportunity for professionals to gain exposure to diverse workplace cultures while developing new skills. These roles offer faster access to employment, improved scheduling flexibility, and opportunities to network with hiring managers. Job seekers can also explore different industries while determining which environment suits them best.

Why Calgary Employers Rely on Staffmax for Administrative Staffing

Calgary employers depend on Staffmax for rapid placement of temporary administrative talent, supported by expert recruiters and nationwide hiring infrastructure. Staffmax maintains a strong presence not only in Alberta but across all major Canadian regions, including our established job agency in Winnipeg headquarters. Employers benefit from our ability to quickly source pre-screened candidates who are ready to step into office roles with professionalism and efficiency.

Learn more about our Calgary office here: https://www.staffmax.ca/locations/alberta/calgary-recruiting

How to Get Hired Quickly as a Temporary Administrative Assistant in Calgary

Job seekers looking to enter the temporary administrative job market can accelerate their hiring journey by registering with Staffmax, highlighting their administrative and digital communication skills, and remaining open to flexible assignments. Temporary placements often begin within days, making them an excellent option for individuals searching for immediate opportunities.

Explore active openings or upload your resume directly at: https://www.staffmax.ca/

Frequently Asked Questions (FAQ)

Conclusion

Whether you’re seeking flexible opportunities, exploring new industries, or transitioning toward permanent jobs , Staffmax is your trusted partner for administrative assistant Calgary temporary staffing solutions. With an extensive national network beginning at our job agency in Winnipeg , we support professionals at every career stage and help employers access exceptional administrative talent. From short-term assignments to long-term career pathways, Staffmax is committed to connecting exceptional people with outstanding companies across Canada—ensuring your next step is a successful one, whether in temporary placements, administrative roles, or administrative assistant Calgary temporary staffing opportunities.

Office Administrator Jobs in Calgary, AB: Top Roles and Career Tips for Success

Tue, 18 Nov 2025 09:50:19 GMT

Office Administrator Jobs in Calgary, AB: Top Roles and Career Tips for Success

November 18, 2025

Office Administrator Jobs in Calgary: A Thriving Career Path

The demand for office administrator jobs in Calgary AB continues to grow as the city’s business landscape expands across energy, technology, healthcare, and finance sectors. Whether you’re an experienced professional or new to the field, administrative roles in Calgary offer diverse opportunities for permanent jobs and career advancement. At Staffmax , a trusted job agency in Winnipeg with nationwide reach, we help talented individuals secure rewarding administrative roles that match their skills, goals, and lifestyle. With Calgary’s thriving economy and Canada’s ongoing need for administrative professionals, now is the perfect time to explore office administrator jobs in Calgary AB and take the next step toward long-term success.

Top Office Administrator Roles in Calgary

In Calgary, office administration careers come in many forms, depending on the size, industry, and nature of the organization. Common roles include Administrative Assistants, Executive Assistants, Receptionists, and Office Coordinators. These professionals manage office operations, assist executives, and maintain daily workflow, ensuring the smooth functioning of organizations.

Employers also seek experienced candidates for specialized administrative roles such as Records Clerks, Payroll Administrators, and Data Entry Specialists. With permanent employment options available, office administrators can build stable, fulfilling careers in both public and private sectors.

For more insights into administrative job opportunities, visit Office Staffing Services on the Staffmax website.

In-Demand Skills for Office Administrators

Office administrators in Calgary are expected to bring a blend of technical and soft skills to the workplace. Strong organizational abilities, communication skills, and computer proficiency are essential for success. Familiarity with tools like Microsoft Office Suite, QuickBooks, and CRM software can set candidates apart.

Beyond technical expertise, adaptability and professionalism play a major role in thriving within dynamic office environments. Employers appreciate skilled workers for Canada who can balance multiple responsibilities while maintaining a positive workplace culture.

To learn more about essential workplace skills, see our blog post: Skills to Include on a Resume .

Salary Expectations and Job Outlook

The salary range for Office Administrators in Calgary varies depending on experience, company size, and industry. On average, administrative professionals earn between $45,000 and $65,000 per year , with senior or executive-level roles reaching up to $75,000 or more .

The job market for office administration remains resilient, thanks to Calgary’s expanding corporate infrastructure and steady business growth. With a focus on permanent employment , many organizations are investing in administrative staff who contribute to long-term operational success.

For additional employment insights, visit our article on The Benefits of Partnering with a Staffing Agency .

Career Growth Opportunities

Office administration offers a variety of career pathways. With experience, professionals can move into higher-level positions such as Office Manager, Operations Coordinator, Human Resources Assistant, or Executive Assistant. These roles often come with increased responsibility, competitive compensation, and leadership opportunities.

At Staffmax, we take pride in matching skilled workers for Canada with employers who value career growth and continuous learning. Our team supports candidates through every stage of their career journey, from resume assistance to long-term placement support.

Explore more about our Permanent Recruitment Services for administrative professionals seeking advancement opportunities.

How Staffmax Can Help

At Staffmax Staffing & Recruiting , we specialize in connecting employers with qualified administrative talent across Canada. Whether you’re a business searching for exceptional staff or a professional pursuing your next administrative role, we make hiring and job searching simple, efficient, and people-focused.

If you’re ready to explore office administrator jobs in Calgary AB , submit your resume today through our Calgary Recruiting Office or browse open listings on Staffmax.ca .

Employers can also learn more about how to Find Talent and access top administrative professionals.

Frequently Asked Questions (FAQ)

Build Your Future with Staffmax

If you’re ready to take the next step in your administrative career, Staffmax is here to help. As a trusted job agency in Winnipeg with nationwide reach, we specialize in connecting skilled workers and employers through personalized service and proven recruitment strategies.

Discover rewarding office administrator jobs in Calgary AB and secure your next permanent job with Staffmax — your partner in building meaningful careers and stronger Canadian workplaces.

Visit www.staffmax.ca today to get started.

Administrative Clerk Winnipeg Staffing Agency: Your Guide to Getting Hired Fast

Fri, 14 Nov 2025 07:40:39 GMT

Administrative Clerk Winnipeg Staffing Agency: Your Guide to Getting Hired Fast

November 14, 2025

Kickstart Your Office Career in Winnipeg

If you’re seeking an exciting office career, the best place to start is with a trusted administrative clerk Winnipeg staffing agency like Staffmax . As a leading job agency in Winnipeg , we specialize in helping job seekers secure permanent jobs and temporary placements with top Manitoba employers. Whether you’re beginning your professional journey or transitioning to a new role, our recruitment experts streamline your path to success.

Administrative clerks are vital to every business, handling daily operations such as data management, correspondence, and scheduling. Staffmax connects candidates with respected companies across industries—finance, logistics, healthcare, and administration—helping you land the right position quickly. When you work with Staffmax, you’re not just finding a job; you’re advancing your career with a nationally trusted recruitment partner that knows the Winnipeg market inside and out.

Why Administrative Clerks Are in Demand in Winnipeg

In Winnipeg’s dynamic job market, administrative professionals continue to play a key role in maintaining organizational flow. As companies expand and adapt to hybrid work environments, the need for reliable clerical support remains high. This demand is especially strong among employers seeking candidates with experience in data entry, communications, and office management.

Through permanent employment and flexible placements, Staffmax ensures that both employers and job seekers benefit from opportunities designed for long-term growth. The agency’s ability to source skilled workers for Canada helps local businesses remain efficient, productive, and competitive across sectors.

How Staffmax Helps You Get Hired Faster

At Staffmax Staffing & Recruiting , we understand that timing matters. Our Winnipeg recruiting office provides personalized job-matching services, connecting you with employers who need your skills today. With deep knowledge of Manitoba’s business community, we make the hiring process seamless—reviewing resumes, preparing candidates for interviews, and guiding them toward lasting success.

Staffmax also offers different employment pathways to suit your lifestyle, including temporary staffing , permanent recruitment , and contract professional staff opportunities . Whether you’re seeking flexibility or career stability, our recruiters are dedicated to finding your ideal match.

To help you stand out, Staffmax provides valuable career resources, such as How to Write a Resume and Skills to Include on a Resume , empowering you with the tools you need to succeed in today’s competitive marketplace.

What an Administrative Clerk Does

Administrative clerks are the backbone of office operations. They manage everything from correspondence and filing to scheduling meetings and supporting accounting or HR teams. As front-line professionals, administrative clerks ensure that office processes run smoothly, deadlines are met, and communication remains clear and efficient.

Employers often seek candidates who demonstrate strong organization, multitasking, and attention to detail. In addition, familiarity with digital tools like Microsoft Office is highly valued. Staffmax recruiters carefully assess these skills to place candidates where they’ll thrive. Many opportunities offered through our Office Staffing Services are designed for permanent employment , allowing candidates to grow within reputable organizations while helping employers access top-tier skilled workers for Canada .

Administrative Roles Staffmax Recruits For

Staffmax recruits for a wide range of administrative and clerical roles across Winnipeg and Manitoba. Positions include administrative clerks, office assistants, receptionists, data entry clerks, executive assistants, and office coordinators. With Staffmax’s extensive employer network, job seekers can explore multiple industries and employment options that align with their long-term goals.

For job seekers ready to begin, explore our latest job listings and submit your application directly online. Employers can visit Find Talent to access qualified administrative professionals available for immediate hire.

Find Your Next Administrative Job with Staffmax

Whether you’re just starting your career or looking to advance, partnering with Staffmax , the leading administrative clerk Winnipeg staffing agency , is your fastest route to success. Our job agency in Winnipeg connects skilled administrative professionals with Manitoba’s top employers offering permanent jobs and contract roles.

With local expertise, national reach, and a commitment to personalized service, we help you achieve your career goals efficiently and confidently. Begin your journey today with Staffmax—where exceptional people meet outstanding opportunities.

�� Visit our Winnipeg Recruiting Office
�� Browse current job openings
�� Learn how we help employers find talent

Frequently Asked Questions (FAQ)

About Staffmax Staffing & Recruiting

Founded in Canada, Staffmax Staffing & Recruiting connects exceptional people with outstanding companies across the nation. With offices in Winnipeg, Calgary, Edmonton, Mississauga, Toronto, Ottawa, Montreal, and Vancouver , Staffmax offers temporary, permanent, and contract staffing solutions across multiple sectors.

Learn more about our Staffing Services and explore additional insights in our blog, such as The Benefits of Partnering with a Staffing Agency and Why Companies Use Staffing Agencies .

Executive Assistant Winnipeg Permanent Job Opportunities: Where to Start Your Search

Tue, 11 Nov 2025 07:44:49 GMT

Executive Assistant Winnipeg Permanent Job Opportunities: Where to Start Your Search

November 11, 2025

Introduction

If you’re seeking an executive assistant Winnipeg permanent job , now is the perfect time to begin your search. With businesses across Manitoba’s capital looking for talented administrative professionals, opportunities for permanent jobs in this field are growing steadily.

As a leading job agency in Winnipeg , Staffmax connects skilled Executive Assistants with reputable organizations that value precision, professionalism, and performance. Whether you’re an experienced EA ready to elevate your career or a professional transitioning into executive support, partnering with a trusted agency like Staffmax can make your job search more efficient and rewarding.

The Demand for Executive Assistants in Winnipeg

The demand for qualified Executive Assistants in Winnipeg has risen significantly as the city continues to strengthen its economic base across sectors like finance, healthcare, government, and manufacturing. Many organizations now recognize the vital role EAs play in managing executive operations and optimizing productivity. This increase in opportunities aligns with Manitoba’s broader goals of attracting skilled workers for Canada , creating a stronger, more diverse workforce.

Executive Assistants in Winnipeg can find exciting permanent employment in both private corporations and public organizations. Companies are now prioritizing candidates who can seamlessly manage projects, communications, and technology while providing high-level administrative support to senior leaders.

What Employers Look for in an Executive Assistant

Employers are seeking EAs who can demonstrate adaptability, discretion, and strong communication skills. A combination of administrative expertise and technological proficiency can set you apart. Candidates should possess experience supporting C-suite executives, handling confidential information, and coordinating complex schedules.

In addition to professional demeanor and attention to detail, employers increasingly value digital literacy and project management skills. Those with advanced knowledge of tools like Microsoft Office 365, Teams, and Google Workspace are especially in demand. To learn more about how Staffmax supports professionals in administrative and office roles, visit Office Staffing Services .

Where to Find Permanent Executive Assistant Jobs in Winnipeg

Finding the right Executive Assistant position begins with knowing where to look. Job boards can be useful, but many of the best roles are filled through connections and partnerships.

Partnering with a professional job agency in Winnipeg like Staffmax gives you access to exclusive listings and personalized support. Our recruiters understand the Winnipeg job market and work closely with local employers who are actively hiring for permanent jobs in administrative support. You can also explore available opportunities or submit your resume directly through the Staffmax Job Portal .

Networking also plays a crucial role in landing an Executive Assistant role. Engaging with organizations such as the Manitoba Administrative Professionals Association and optimizing your LinkedIn profile can increase visibility and lead to meaningful connections. Highlight achievements that showcase your ability to streamline executive operations and contribute to leadership success.

For insights on navigating your career, read our related article: How to Get a Job Without Experience .

How Staffmax Helps Executive Assistants Secure Permanent Roles

At Staffmax, we pride ourselves on connecting exceptional candidates with permanent career opportunities. As a nationwide leader in recruitment, we specialize in permanent employment solutions that match professionals with companies where they can thrive long term. Our dedicated recruiters take time to understand your goals, background, and preferences to help you find the perfect Executive Assistant position.

We assist job seekers with everything from resume optimization and interview preparation to securing roles with top Winnipeg employers. If you’re ready to explore skilled workers for Canada opportunities or transition into a rewarding Executive Assistant career, our team is here to guide you. Learn more about our Permanent Recruitment Services .

Frequently Asked Questions (FAQ)

Start Your Search Today

If you’re ready to begin your journey toward an executive assistant Winnipeg permanent job , reach out to the trusted recruitment experts at Staffmax. As a leading job agency in Winnipeg , we specialize in matching talent with rewarding permanent jobs across industries. Visit our Winnipeg Recruiting Office , explore current openings , or connect with our team to start your search today.

For additional insights on career advancement and recruitment trends, explore our blog library, including 6 Benefits of Using a Staffing Agency and Why Do Companies Use Staffing Agencies—and Why Yours Should Too .

About Staffmax

Staffmax Staffing & Recruiting connects exceptional people with outstanding companies across Canada. With offices from Winnipeg to Vancouver, our expertise covers office and administrative services , finance and accounting , and labour and skilled trades . Through personalized service and nationwide reach, we help employers find qualified talent and job seekers secure meaningful, lasting employment.

Learn more about our services at Staffmax.ca .

Receptionist Jobs in Winnipeg, Manitoba: How to Find the Right Fit for You

Fri, 07 Nov 2025 07:24:26 GMT

Receptionist Jobs in Winnipeg, Manitoba: How to Find the Right Fit for You

November 07, 2025

Introduction

In today’s competitive business landscape, receptionists play a vital role in ensuring smooth communication and professional representation within every organization. The demand for receptionist jobs Winnipeg, Manitoba office staffing continues to rise as companies seek skilled administrative professionals to manage front-desk operations, coordinate schedules, and support internal teams. Whether you’re beginning your career in office administration or looking to advance into a long-term role, partnering with a trusted job agency in Winnipeg like Staffmax Staffing & Recruiting can make all the difference.

With extensive experience matching qualified candidates to permanent jobs across diverse industries—ranging from finance and healthcare to law and technology—Staffmax helps professionals find the right fit while helping employers build efficient, people-focused workplaces.

Why Receptionists Are Essential to Every Workplace

Receptionists are more than front-line representatives; they are the organizational hub of any business. Their responsibilities go beyond greeting visitors—they manage communication, coordinate appointments, support administrative teams, and maintain critical office systems. Employers in Winnipeg look for individuals who can multitask efficiently, communicate clearly, and represent the company with professionalism and warmth. In addition to these interpersonal qualities, many employers prefer candidates with familiarity in scheduling software, CRM systems, and office management tools. For organizations seeking permanent employment or skilled workers for Canada , a reliable receptionist can make an enormous impact on client satisfaction and internal workflow efficiency.

Finding Receptionist Jobs in Winnipeg

When it comes to exploring receptionist jobs in Winnipeg , candidates can benefit from working with an experienced recruitment partner. Staffmax offers exclusive access to opportunities that may not be listed on public job boards, saving you valuable time during your search. From corporate offices and legal firms to healthcare providers and small businesses, the Winnipeg job market is diverse and offers room for growth. Collaborating with a reputable job agency in Winnipeg ensures that your resume reaches hiring managers who value your unique strengths and experience. Networking within local business associations or attending industry events can also open doors to new opportunities, especially for those seeking TEMPORARY & CONTRACT STAFFING SERVICES placements that often lead to full-time employment.

What Employers Look for in Receptionists

Employers hiring for receptionist roles in Winnipeg expect more than technical skills—they look for individuals who embody their company culture. Candidates who demonstrate professionalism, organization, and a positive attitude tend to stand out. Strong communication abilities, punctuality, and adaptability are also key traits valued by hiring managers. While having a diploma in office administration or customer service can be an asset, employers often focus on attitude, reliability, and the ability to work well under pressure. For organizations managing TEMPORARY & CONTRACT STAFFING SERVICES , receptionists who can quickly integrate into different workplace environments are particularly valuable.

For more insight into what employers look for, see our blog 6 Benefits of Using a Staffing Agency and Why Do Companies Use Staffing Agencies and Why Yours Should Too — both provide valuable information for candidates and employers alike.

How Staffmax Helps You Find the Right Fit

At Staffmax , we understand that finding the right receptionist position involves more than matching skills to job descriptions—it’s about understanding your career goals, preferred work environment, and long-term aspirations. As Canada’s leading staffing and recruiting agency, we offer personalized job-matching services, resume enhancement, and interview preparation to help you stand out in a competitive job market. With access to both temporary and permanent employment options, we support candidates who are looking for flexible opportunities as well as those ready to build a lasting career. Explore our Office Staffing Services and learn more about Permanent Recruitment Services designed to help job seekers and employers achieve their goals.

Tips for Succeeding in a Receptionist Interview

Before your interview, take the time to research the company and understand its values and culture. Practice clear communication and demonstrate confidence during your conversation—after all, as a receptionist, your ability to engage professionally is part of your daily responsibilities. Highlight examples from your past experiences that show your organizational abilities, problem-solving skills, and adaptability. Dressing professionally and arriving on time also sets the tone for a successful interview. For more career preparation tips, check out How to Write a Resume and How to Get a Job Without Experience from our blog.

Frequently Asked Questions (FAQ)

Build Your Office Career with Staffmax

Finding receptionist jobs Winnipeg Manitoba office staffing, job agency in Winnipeg, permanent jobs is easier when you partner with experts who understand both the local market and your career ambitions. At Staffmax , we take pride in helping administrative professionals find rewarding roles in top organizations across Canada. Whether you’re interested in short-term assignments or long-term opportunities, our dedicated recruiters are here to guide you every step of the way.

Start your career journey today by exploring Receptionist Jobs in Winnipeg or learn more about Staffmax’s Office Staffing Services .

About Staffmax

Founded in Canada, Staffmax Staffing & Recruiting connects exceptional people with outstanding companies nationwide. With offices in Winnipeg, Calgary, Edmonton, Mississauga, Montreal, Ottawa, Toronto, and Vancouver, we deliver trusted Temporary, Permanent, and Contract Staffing Services across key industries including administration, finance, and skilled trades.

How to Find the Best Office Administrative Assistant Jobs in Winnipeg, MB for Your Career Growth

Wed, 05 Nov 2025 07:44:21 GMT

How to Find the Best Office Administrative Assistant Jobs in Winnipeg, MB for Your Career Growth

November 05, 2025

How to Find the Best Office Administrative Assistant Jobs in Winnipeg, MB for Your Career Growth

Start Your Career Journey in Winnipeg’s Administrative Sector

1. Understand What Employers in Winnipeg Are Looking For

Employers across Manitoba rely on administrative assistants to keep their offices running smoothly. Common skills and qualities they value include:

Organization & attention to detail
Proficiency with Microsoft Office Suite, CRM systems, and scheduling tools
Professional communication and teamwork
Adaptability in dynamic workplaces
Confidentiality and reliability

Pro Tip: Quantify your results when possible. For example, “Reduced office processing time by 20% through improved scheduling systems.”

2. Where to Find Administrative Assistant Jobs in Winnipeg

Your job search should combine online resources with professional support.

Best Places to Find Jobs:

Staffmax Job Board – Daily listings for office and administrative positions across Winnipeg.
LinkedIn and Indeed – Ideal for researching companies and tracking applications.
Networking Events – Winnipeg Chamber of Commerce or local job fairs are excellent for direct employer contact.

To streamline your search, partner with a job agency in Winnipeg that specializes in office administration placements.

3. Strengthen Your Resume and Career Skills

The best administrative assistants continually upgrade their skills to stay competitive.

Essential Skills to Develop:

Microsoft 365, data management, and digital filing
Communication and customer service
Calendar management and scheduling
Basic bookkeeping and reporting

Recommended Certifications:

Office Administration Certificate (Red River College Polytechnic)
Certified Administrative Professional (CAP)
Microsoft Office Specialist (MOS)

When applying through a job agency in Winnipeg , a clear, well-formatted resume and relevant certifications will make you stand out to employers.

4. Why Work with a Job Agency in Winnipeg

A reputable job agency in Winnipeg like Staffmax simplifies your search and connects you directly with top employers who are actively hiring.

Benefits of Partnering with Staffmax:

Access to exclusive and hidden job opportunities
Resume and interview preparation support
Temporary, permanent, and contract job options
Local insight into Winnipeg’s job market

5. Build a Long-Term Career Path

Administrative professionals have many opportunities for advancement in Winnipeg. With dedication and continuous skill-building, you can grow into roles such as:

Office Manager
Executive Assistant
Operations Coordinator
Project Administrator

Work with your recruiter at Staffmax , your trusted job agency in Winnipeg , to map out a clear growth path and transition into higher-level administrative or management positions.

Frequently Asked Questions (FAQ)

Start Your Administrative Career with Staffmax

Your next administrative opportunity in Winnipeg is waiting. Whether you’re seeking temporary work, a permanent position, or a career change, Staffmax is here to help.

➡️ Explore Current Administrative Assistant Jobs in Winnipeg

➡️ Connect with Staffmax Winnipeg Office to speak with a recruiter today.

About Staffmax

Learn more about our national staffing solutions: https://www.staffmax.ca/staffing-services

HR Concierge Services Winnipeg: How Staffmax Simplifies Human Resources Management for Your Business

Fri, 31 Oct 2025 09:10:03 GMT

HR Concierge Services Winnipeg: How Staffmax Simplifies Human Resources Management for Your Business

October 31, 2025

Introduction: Simplifying HR, Strengthening Business Performance

Running a successful business in Winnipeg—or anywhere across Canada—means juggling many moving parts. Between meeting client expectations, driving growth, and maintaining profitability, human resources management often takes a back seat. Yet, HR is the heartbeat of every organization. From recruiting top talent to ensuring compliance with employment laws, HR tasks are vital but time-consuming.

For many businesses, especially small and medium-sized enterprises (SMEs), building and managing a full in-house HR team isn’t feasible. That’s where Staffmax’s HR Concierge Services in Winnipeg come in. Designed to streamline every aspect of human resources, these services combine expert HR management, technology-driven solutions, and personalized support—allowing business leaders to focus on their core operations while ensuring their workforce is well-managed, compliant, and motivated.

What Are HR Concierge Services?

HR Concierge Services are a modern, all-in-one approach to managing human resources. Think of them as your external HR department—fully equipped, highly experienced, and available on demand. Instead of hiring multiple HR professionals or relying on fragmented internal processes, companies partner with Staffmax to access a complete suite of HR solutions tailored to their needs.

This model provides flexibility and scalability. Whether you need end-to-end HR management or targeted assistance with payroll, recruitment, or compliance, Staffmax acts as your dedicated HR partner , ensuring your workforce runs smoothly and efficiently.

The Growing Demand for HR Support in Winnipeg

Winnipeg’s business community is evolving rapidly. As one of Canada’s most economically diverse cities, Winnipeg is home to thriving sectors such as manufacturing, finance, logistics, information technology, and professional services . This diversity creates both opportunity and complexity for employers.

Companies must navigate labour shortages, competitive hiring markets, and increasingly complex HR legislation. For many business owners, keeping up with these responsibilities internally can strain time and resources.

That’s why more Winnipeg employers are turning to Staffmax’s HR Concierge Services —to gain strategic HR support that aligns with local labour markets, provincial regulations, and national standards.

Core Components of Staffmax’s HR Concierge Services

Staffmax’s HR Concierge program is designed around flexibility and customization. Each business receives a solution that fits its specific size, structure, and industry. Below are the main service areas that can be tailored to your organization’s needs:

1. Recruitment and Onboarding

Finding the right people is critical to your company’s success. Staffmax combines local market insight with national recruitment reach to source, screen, and onboard qualified candidates quickly and efficiently.

Our HR Concierge team handles:

Job description development
Candidate sourcing and interviewing
Background and reference checks
Offer management and onboarding coordination

With decades of recruitment experience, we help employers reduce hiring time and improve candidate retention—key metrics in today’s competitive job market.

Learn more about our Permanent Recruitment Services and Temporary Staffing Solutions .

2. Payroll and Benefits Administration

Accurate payroll management is non-negotiable. Staffmax ensures timely, compliant payroll processing for all employees, including complex pay structures, deductions, and multi-provincial payrolls.

Our services include:

Payroll setup and processing
Employee benefits coordination
Record of Employment (ROE) management
T4 and tax documentation
Leave and attendance tracking

This not only saves administrative time but also eliminates costly payroll errors and compliance risks.

3. Employment Law Compliance and Policy Development

Employment legislation in Canada changes frequently, and non-compliance can result in fines, penalties, or litigation. Staffmax’s HR experts stay current with Manitoba labour laws , the Canada Labour Code , and occupational health and safety regulations .

We help employers:

Develop compliant HR policies
Manage terminations and workplace investigations
Ensure fair hiring and anti-discrimination practices
Maintain up-to-date employee records

By staying ahead of compliance issues, businesses can avoid unnecessary legal exposure and focus on their growth objectives.

4. Employee Relations and Performance Management

Healthy workplace culture is essential for retention and productivity. Staffmax supports organizations in building strong communication, fair performance evaluations, and effective conflict resolution.

Our specialists assist with:

Employee feedback and engagement programs
Performance review systems
Mediation and workplace conflict resolution
Leadership coaching and employee development

When employees feel heard, valued, and supported, they perform better—and stay longer.

5. Health, Safety, and HR Documentation

Workplace safety is both a legal and moral responsibility. Our HR Concierge Services include assistance with safety training, documentation, and compliance audits tailored to your industry.

We help implement and manage:

Workplace Safety and Health (WSH) procedures
Injury reporting and compliance documentation
Policy handbooks and safety manuals
Return-to-work programs

By proactively managing health and safety, your business can reduce risk and maintain a culture of care and accountability.

Why Winnipeg Businesses Choose Staffmax

As a trusted Canadian recruitment and staffing agency , Staffmax has deep roots in Winnipeg and a strong national presence. Our HR Concierge Services combine local insight with national expertise , ensuring businesses receive both personal attention and professional results.

A Local Partner with National Reach

Staffmax’s head office in Winnipeg is supported by a network of offices in Calgary, Edmonton, Mississauga, Montreal, Ottawa, Toronto, and Vancouver . This national footprint means Winnipeg clients gain access to HR best practices from across Canada—helping them stay competitive in a dynamic employment landscape.

Explore our Winnipeg recruiting office and connect with our local HR team.

Advantages of Choosing HR Concierge Services

1. Cost Efficiency

Maintaining a full in-house HR department can be costly, especially for growing businesses. With Staffmax, you gain access to a full team of HR professionals for a fraction of the cost, without compromising quality or compliance.

2. Expertise and Reliability

Our HR experts bring years of experience across industries, ensuring you receive accurate, timely, and strategic HR support that evolves with your business.

3. Flexibility and Scalability

Whether you’re a startup expanding operations or an established enterprise with seasonal workforce needs, Staffmax provides scalable HR solutions that adjust as your organization grows.

4. Technology-Driven Efficiency

Staffmax leverages advanced HR and payroll technology to ensure accurate, secure, and efficient processes—reducing manual errors and administrative delays.

5. Strategic Partnership

Unlike traditional outsourcing, Staffmax takes a partnership approach. We work as an extension of your team, offering ongoing advice, proactive solutions, and a deep understanding of your business goals.

How HR Concierge Services Support Recruitment

A unique advantage of partnering with Staffmax is our dual strength in HR management and recruitment . While many providers specialize in one or the other, Staffmax integrates both under one roof.

That means our HR Concierge team can:

Identify skill gaps and workforce needs
Recruit and onboard the right talent
Manage employee performance and engagement post-hire

The result is a seamless, full-cycle workforce management solution that saves time, reduces turnover, and enhances productivity.

For more details on our staffing and HR capabilities, visit Staffmax Staffing Services .

Frequently Asked Questions (FAQ)

Conclusion: Partner with Staffmax for Stress-Free HR Management

Human Resources should empower your organization, not overwhelm it. With Staffmax’s HR Concierge Services in Winnipeg , your business gains access to experienced HR professionals, modern systems, and people-focused solutions that simplify every aspect of workforce management.

From payroll and compliance to recruiting and retention, Staffmax ensures your HR operations run smoothly—so you can focus on innovation, growth, and success.

Ready to Simplify HR for Your Business?

Let Staffmax handle the HR details while you drive your business forward.

�� Explore our HR Concierge Services

�� Visit our Winnipeg Office

�� Learn more about Staffmax Staffing & Recruiting

Lease Administration Winnipeg: How Staffmax Connects Professionals with Leading Real Estate Employers

Wed, 29 Oct 2025 07:34:24 GMT

Lease Administration Winnipeg: How Staffmax Connects Professionals with Leading Real Estate Employers

October 29, 2025

In the evolving world of commercial and residential real estate, lease administration has become a vital part of effective property management. As real estate companies expand their portfolios and regulations grow more complex, the demand for skilled lease administrators continues to rise. That’s where Staffmax Staffing & Recruiting , a leader in lease administration Winnipeg , steps in — bridging the gap between talented professionals and top employers across Manitoba.

Whether you’re a candidate seeking your next great opportunity or an employer needing specialized lease administration talent, Staffmax provides the expertise and resources to make the right match quickly and efficiently.

Understanding the Role of Lease Administration

Lease administrators play a critical role in maintaining accurate records, ensuring compliance, and managing communications between landlords, tenants, and property management teams. Their responsibilities often include:

Abstracting and maintaining lease data within property management systems
Monitoring lease renewals, expirations, and rent adjustments
Assisting with financial reconciliations and reporting
Coordinating with legal, accounting, and real estate departments
Ensuring compliance with both internal policies and external regulations

In Winnipeg’s competitive real estate sector, companies rely on temporary staffing agencies like Staffmax to find professionals who not only understand lease documentation but also demonstrate strong analytical and communication skills.

Why Winnipeg’s Real Estate Market Needs Skilled Lease Administrators

Winnipeg’s real estate market continues to show growth and diversification — from new commercial developments downtown to expanding industrial zones in the suburbs. With this growth comes a need for lease administration Winnipeg professionals who can ensure operations remain organized and compliant.

Employers are increasingly seeking candidates who combine administrative precision with an understanding of property and financial data. This makes lease administration an ideal entry point for those interested in advancing to roles in property management, accounting, or portfolio management.

For job seekers, Staffmax offers direct access to both permanent and contract opportunities across leading firms in Winnipeg’s real estate and property management industries.

How Staffmax Supports Employers with Tailored Staffing Solutions

At Staffmax Staffing & Recruiting , our approach goes beyond matching job titles — we match people with purpose. We understand that every organization has unique operational and cultural needs. That’s why we provide customized hiring solutions for lease administration Winnipeg employers, including:

Temporary Staffing : Quickly fill short-term vacancies or cover peak workload periods.
Contract-to-Hire: Test long-term fit before extending a permanent offer.
Permanent Recruitment: Identify and secure high-caliber professionals committed to your business growth.

We also offer specialized Talent Solutions Toronto / RPO services for companies looking to outsource their recruitment process entirely. These services streamline hiring operations, improve candidate quality, and ensure compliance — especially valuable in regulated industries like real estate and property management.

Empowering Job Seekers in Lease Administration Careers

For professionals exploring lease administration Winnipeg careers, Staffmax provides a supportive path toward success. Our recruiters work closely with candidates to understand their strengths, experience, and career goals before presenting them with suitable opportunities.

We regularly recruit for roles such as:

Lease Administrators and Coordinators
Real Estate Assistants
Property Management Clerks
Lease Abstractors
Accounting and Financial Support Staff

Through personalized coaching, resume guidance, and interview preparation, we ensure candidates make strong impressions with Winnipeg’s top real estate employers. Our long-standing industry relationships mean we often have access to roles that aren’t publicly advertised — giving our candidates a competitive edge.

What Sets Staffmax Apart in Winnipeg’s Staffing Industry

Unlike traditional staffing firms, Staffmax Staffing & Recruiting combines technology with a people-first approach. Our process is built on transparency, communication, and long-term results — values that make us one of Canada’s leading employment agencies .

Here’s what makes us different:

Industry Expertise: We understand the technical and regulatory nuances of lease administration.
Speed & Efficiency: Our talent network allows us to fill urgent roles in record time.
Quality Assurance: Every candidate is screened for accuracy, communication, and organizational skills.
Nationwide Reach: With offices across Canada, we connect Winnipeg professionals to opportunities from coast to coast.

Whether you need one lease administrator for a short-term project or an entire team for portfolio expansion,

Staffmax delivers solutions that drive success.

Building Long-Term Partnerships in Real Estate

Staffmax isn’t just a recruiter — we’re a strategic partner in workforce development. We help businesses plan ahead by forecasting hiring needs, developing succession pipelines, and advising on workforce trends.

For clients in lease administration Winnipeg , this means access to a steady stream of qualified professionals who understand your systems, workflows, and organizational values.

And for candidates, it means continuous opportunities for growth, networking, and professional development.

Our collaborative partnerships with employers in commercial leasing, property management, and real estate investment ensure that every placement contributes to long-term value — for both sides of the hiring equation.

Expanding Horizons: From Winnipeg to National Talent Solutions

While our roots are strong in Manitoba, Staffmax operates nationwide, connecting real estate professionals across Canada through both traditional staffing and Talent Solutions Toronto / RPO programs. These services are ideal for organizations with multiple properties or offices that require consistent, compliant hiring practices across regions.

By integrating recruiting, onboarding, and administrative functions into a single streamlined system, Staffmax enables employers to focus on growth — while we handle the people who make it possible.

Frequently Asked Questions (FAQ)

Conclusion: Your Partner in Lease Administration Staffing

In the dynamic world of real estate, precision and compliance are everything. That’s why companies across Manitoba trust Staffmax Staffing & Recruiting for their lease administration Winnipeg needs.

We understand that successful property management starts with having the right people in the right roles — professionals who can manage details, support operations, and contribute to long-term value creation.

Whether you’re an employer seeking to strengthen your team or a professional looking for your next opportunity, Staffmax is here to guide the way.

Explore our Staffmax Staffing & Recruiting services today and discover why we’re the trusted partner for lease administration and beyond.

Permanent Office Staffing Services in Winnipeg: Building Strong Teams with Staffmax

Mon, 27 Oct 2025 08:17:34 GMT

Permanent Office Staffing Services in Winnipeg: Building Strong Teams with Staffmax

October 27, 2025

Introduction: The Foundation of Every Successful Business

Behind every thriving organization is a team of dependable office professionals who keep operations running smoothly. From handling administrative duties and managing communications to supporting leadership teams, these individuals form the operational heartbeat of any company.

However, finding and retaining the right permanent office staff in Winnipeg’s competitive job market can be challenging. That’s where Staffmax Staffing & Recruiting comes in — a trusted name in permanent staffing solutions dedicated to helping businesses across Winnipeg build high-performing, long-term teams.

With deep local expertise and a national talent network, Staffmax specializes in matching top office professionals with companies that value stability, growth, and culture fit.

Why Permanent Office Staffing Matters More Than Ever

In today’s fast-changing work environment, the right permanent staff can make all the difference between organizational success and operational strain. While temporary or contract workers play an important role in flexibility and project-based needs, permanent employees provide the continuity and reliability that businesses need for long-term growth.

The Value of Permanent Staffing

Commitment and Retention
Permanent employees are invested in your mission and long-term success. They contribute to stronger workplace culture, loyalty, and morale.

Productivity and Consistency
With permanent team members in place, companies experience fewer disruptions and greater consistency in processes and client interactions.

Cultural Alignment
Over time, permanent staff become ambassadors of your organizational values and brand — helping reinforce your company’s identity both internally and externally.

Reduced Hiring Costs Over Time
Although the initial investment in recruiting full-time staff is higher, the long-term savings in turnover reduction, training, and onboarding are substantial.

In short, a strong permanent office team isn’t just a hiring decision — it’s a business strategy.

Staffmax: Winnipeg’s Trusted Partner in Permanent Office Staffing

With over two decades of national recruiting experience, Staffmax has become one of Canada’s most trusted staffing agencies , recognized by Forbes as one of the Best Professional Recruiting Firms in Canada .

At our Winnipeg headquarters , we specialize in connecting businesses with skilled office professionals who bring both capability and character to every role. Whether you need a reliable administrative assistant , experienced bookkeeper , or talented office manager , our team understands what it takes to find the right long-term match.

Our Proven Staffing Process

At Staffmax, we believe successful recruitment begins with understanding. Every employer, every role, and every candidate is unique — and our process reflects that.

Step 1: Comprehensive Needs Assessment

We start by learning about your company’s goals, culture, and day-to-day operations. This helps us identify not just the skills you need but the personality and values that will fit seamlessly into your workplace.

Step 2: Targeted Candidate Search

Using our extensive national database, local talent networks, and advanced recruitment technology, we source top office professionals who match your specific criteria.

Step 3: Rigorous Screening & Evaluation

Each candidate is carefully vetted through interviews, reference checks, and skills assessments. We focus on finding individuals who are qualified — and genuinely passionate about long-term growth.

Step 4: Interview Coordination & Hiring Support

From scheduling interviews to facilitating feedback, Staffmax manages the process end-to-end. Once you’ve selected your ideal candidate, we assist with offer negotiation and onboarding for a smooth transition.

�� Learn more about our full recruitment process on our Permanent Recruitment Services page.

Office Roles We Commonly Fill in Winnipeg

Our recruiters specialize in permanent placements across various office and administrative functions.

Common roles include:

Executive Assistants
Administrative Coordinators
Office Managers
Receptionists
Payroll & Accounting Clerks
Data Entry Specialists
HR Administrators
Customer Service Representatives

We work closely with companies in diverse sectors — including finance, manufacturing, healthcare, real estate, and professional services — ensuring every placement supports long-term organizational success.

Discover more about our expertise in Office Staffing Services .

Why Winnipeg Employers Choose Staffmax

Local Expertise with a National Reach

As a proudly Canadian company, Staffmax understands the nuances of Winnipeg’s employment landscape. Our recruiters live and work here — giving us unique insight into the city’s hiring challenges, salary trends, and talent availability.

Technology Meets Personal Touch

We combine advanced applicant tracking systems with hands-on, relationship-driven service. This ensures efficiency without losing the human connection that defines successful recruitment.

Customized Recruitment Solutions

We recognize that no two organizations are the same. That’s why we design recruitment strategies tailored to your industry, business goals, and workplace culture.

Proven Success

Our track record speaks for itself — with hundreds of successful permanent placements across Manitoba each year. Many of our employer partners have worked with us for over a decade, trusting us to find the right people time and again.

Meet our local team at the Winnipeg Recruiting Office .

For Job Seekers: Build Your Career with Staffmax

Are you an office professional seeking your next career move in Winnipeg? Whether you’re an experienced administrator or looking to step into your first office role, Staffmax can help open doors to leading employers across Manitoba.

Our career specialists will:

Review your experience and goals
Connect you with permanent roles that fit your skills and interests
Provide resume and interview guidance
Support you through every step of the hiring process

�� Start your journey today — Explore current job openings or Submit your resume .

Frequently Asked Questions (FAQ)

Partner with Staffmax — Build Your Permanent Office Team Today

The right permanent team can transform your business. At Staffmax, we don’t just fill vacancies — we help organizations in Winnipeg build teams that last, grow, and lead .

Whether you’re an employer ready to strengthen your office workforce or a job seeker searching for your next permanent role, our team is here to guide you every step of the way.

�� Contact our Winnipeg office today:

�� https://www.staffmax.ca/locations/manitoba/winnipeg-recruiting

Or explore our full range of Staffing Services , including temporary , contract , and executive recruitment solutions.

Temporary Office Staff in Winnipeg: How Staffmax Connects Businesses with Skilled Talent

Thu, 23 Oct 2025 08:17:48 GMT

Temporary Office Staff in Winnipeg: How Staffmax Connects Businesses with Skilled Talent

October 23, 2025

In today’s rapidly changing business landscape, maintaining productivity while managing staffing fluctuations can be challenging. Whether covering a maternity leave, tackling seasonal demand, or managing an unexpected workload spike, Winnipeg businesses often turn to temporary office staff to stay agile.

That’s where Staffmax steps in. As one of Canada’s leading staffing and recruiting agencies—with its head office right here in Winnipeg—Staffmax connects local employers with experienced administrative professionals ready to make an immediate impact.

Why Winnipeg Businesses Rely on Temporary Office Staff

Winnipeg’s economy thrives on adaptability. Organizations across industries—from finance and accounting to logistics and government services —depend on skilled office support to keep operations running smoothly. Temporary staffing offers flexibility, cost control, and access to specialized skills without the long-term commitment.

Common Temporary Office Positions Staffmax Fills

Administrative Assistants
Receptionists and Office Coordinators
Data Entry Clerks
Customer Service Representatives
Accounting Clerks and Bookkeepers
Executive Assistants
Project Administrators

Temporary staff can be the backbone of a smooth-running office—helping teams stay organized, efficient, and customer-focused.

The Staffmax Difference: Winnipeg Expertise with a National Network

Founded and headquartered in Winnipeg, Manitoba , Staffmax combines local insight with a nationwide reach to deliver tailored staffing solutions. From small businesses to major corporations, employers trust Staffmax for their temporary , contract , and permanent recruitment needs.

Our Proven Process for Delivering Skilled Temporary Staff

Understanding Your Needs: We start with an in-depth consultation to learn your business goals, workplace culture, and staffing requirements.
Targeted Recruitment: Using our proprietary database and advanced recruitment tools, we identify top administrative professionals in the Winnipeg area.
Screening and Verification: Each candidate is interviewed, reference-checked, and vetted to ensure professionalism and reliability.
Rapid Placement: We can often provide qualified temporary office staff within 24–48 hours.
Ongoing Support: We stay connected throughout the assignment to ensure a seamless experience for both employer and employee.

�� Learn more about our Temporary Staffing Services .

Industries We Serve in Winnipeg

Staffmax provides flexible, temporary office staffing solutions across Winnipeg’s key sectors:

Finance & Accounting
Public Administration & Government Services
Healthcare & Non-Profit Organizations
Transportation & Logistics
Property Management & Real Estate
Manufacturing & Distribution

Discover more about our Office & Administrative Staffing Services .

The Benefits of Partnering with a Staffing Agency

Outsourcing recruitment to a trusted staffing partner like Staffmax allows Winnipeg employers to save time, reduce hiring risks, and focus on their core business.

Key Benefits Include:

Access to a Pre-Vetted Talent Pool: Staffmax maintains an extensive database of screened administrative professionals, ready to start on short notice.
Faster Hiring Times: Our recruiters specialize in rapid placements, ensuring minimal downtime for your team.
Reduced Hiring Costs: Avoid advertising, screening, and onboarding expenses associated with direct hiring.
Workforce Flexibility: Scale your team up or down as projects and business needs evolve.
Expert Guidance: Our recruiters understand Winnipeg’s job market and can advise on salary expectations, job trends, and retention strategies.

How Temporary Staffing Supports Business Growth in Winnipeg

For many local businesses, temporary staffing isn’t just a short-term solution—it’s a growth strategy. By leveraging Staffmax’s flexible workforce model, employers can stay competitive and respond to changing market demands.

Here’s How Temporary Staffing Drives Growth:

Supports Expansion: Temporary staff help businesses manage new contracts, seasonal upticks, or expansion phases without overcommitting.
Improves Productivity: Skilled temps ensure continuity and efficiency when permanent staff are unavailable.
Enhances Talent Pipelines: Employers often discover future full-time hires through temporary placements.
Reduces Burnout: By bringing in temporary help, teams can maintain performance and morale during busy periods.

Temporary staffing with Staffmax enables Winnipeg companies to remain nimble—growing with confidence in a dynamic economy.

Why Choose Staffmax for Temporary Staffing in Winnipeg

Local Expertise: Deep understanding of Winnipeg’s employment market.
Quality Candidates: Pre-screened professionals who are ready to work.
Fast Turnaround: Staffing solutions delivered quickly without compromising quality.
Flexible Options: Temporary, contract, or temp-to-perm arrangements available.
Trusted Reputation: Recognized by Forbes as one of Canada’s Best Professional Recruiting Firms .

Staffmax isn’t just filling roles—we’re building relationships that drive business success.

For Job Seekers: Find Temporary Office Work in Winnipeg

Looking for a flexible administrative role that fits your schedule and skills? Staffmax partners with top Winnipeg employers to offer temporary, contract, and permanent office opportunities.

Visit Staffmax.ca to:

View current job openings
Submit your resume
Connect with a recruiter who understands your career goals

Frequently Asked Questions (FAQ)

Conclusion

In Winnipeg’s fast-paced business environment, reliable temporary office staffing is essential for maintaining productivity and agility. Staffmax delivers trusted, efficient, and people-focused staffing solutions that help companies fill critical administrative roles quickly—without sacrificing quality. Our local expertise, national reach, and personalized approach ensure that every placement supports long-term success for both employers and job seekers.

Partner with Staffmax Today

Whether you need dependable temporary office staff in Winnipeg or you’re an administrative professional seeking your next opportunity, Staffmax is here to help.

Office Support Jobs Winnipeg: Find Your Next Career Opportunity with Staffmax

Tue, 21 Oct 2025 07:39:00 GMT

Office Support Jobs Winnipeg: Find Your Next Career Opportunity with Staffmax

October 21, 2025

Your Next Office Career Awaits in Winnipeg

Behind every successful organization is a strong team of office professionals who keep operations running smoothly. In Winnipeg, office support jobs are in high demand as businesses across industries rely on skilled administrative and clerical staff to manage communication, coordination, and customer service.

At Staffmax Staffing & Recruiting , we connect talented professionals with leading employers across the city. Whether you’re seeking a temporary, permanent, or contract opportunity, our team can help you find a role that fits your skills, experience, and career goals.

Why Winnipeg Is a Great Place for Office Support Professionals

Winnipeg’s economy is diverse and growing, with strong sectors in finance, healthcare, logistics, education, and government . Each of these industries depends on reliable office staff — from receptionists and data entry clerks to executive assistants and office managers.

Key benefits of working in Winnipeg’s office sector:

Competitive salaries and benefits packages
Stable employment across public and private sectors
Opportunities for career advancement and professional growth
A thriving business community with a strong local network

Top Office Support Roles in Demand

Office and administrative jobs in Winnipeg vary widely, but some of the most sought-after positions include:

1. Administrative Assistant

Providing clerical and organizational support to managers and teams, including scheduling, documentation, and communication management.

2. Receptionist

Acting as the first point of contact for clients, handling calls, and managing front-office operations.

3. Data Entry Clerk

Maintaining accurate databases and ensuring information integrity across business systems.

4. Office Coordinator

Overseeing day-to-day administrative processes and ensuring office efficiency.

5. Executive Assistant

Supporting senior leadership with confidential correspondence, reports, and travel coordination.

�� Explore more opportunities under our Office Staffing Services page.

Essential Skills for Office Support Success

To stand out in Winnipeg’s competitive administrative job market, candidates should demonstrate both technical proficiency and strong interpersonal skills. Employers increasingly seek professionals who can adapt to digital tools and maintain a positive office culture.

Top Skills Employers Value

Organization & Time Management: Balancing multiple tasks while meeting deadlines.
Communication: Clear written and verbal communication across departments and clients.
Software Proficiency: Experience with Microsoft Office, Google Workspace, and CRM systems.
Attention to Detail: Accuracy in data entry, scheduling, and documentation.
Customer Service: A professional, friendly approach to internal and external interactions.

�� Need to enhance your resume? Read our guide on Skills to Include on a Resume .

Career Growth in Office Support Roles

Office support positions can open doors to rewarding long-term careers in administration, management, and beyond. Many successful professionals in human resources, accounting, and operations started in entry-level office roles before advancing through hands-on experience.

Typical Career Pathways

Administrative Assistant → Office Manager → Operations Coordinator
Receptionist → Executive Assistant → HR or Payroll Specialist
Data Entry Clerk → Administrative Analyst → Project Administrator

With the right training and mentorship, these roles can evolve into leadership or specialized professional positions . Staffmax’s recruiters help candidates identify opportunities that align with both their short-term goals and long-term career development .

Workplace Culture and Flexibility: What Today’s Office Professionals Want

In today’s evolving work environment, Winnipeg employers are recognizing the importance of flexibility, inclusion, and work-life balance. For office professionals, these elements are often just as valuable as salary or job title.

What Makes a Great Office Environment

Flexible Work Arrangements: Options for hybrid or remote schedules.
Positive Team Culture: Supportive leadership, open communication, and collaboration.
Growth Opportunities: Access to mentorship, training, and internal mobility.
Recognition and Well-Being: Employers who value employee contributions and promote a healthy work-life balance.

At Staffmax , we work closely with employers who prioritize creating positive, people-first workplaces. By understanding both sides — the needs of job seekers and the goals of organizations — we help build teams where everyone can thrive.

How Staffmax Helps You Find the Right Fit

At Staffmax , we do more than match resumes to job descriptions — we connect people to possibilities.

When you register with us, our recruiters:

Learn about your skills, experience, and career goals
Match you with suitable employers across Winnipeg
Provide interview coaching and resume optimization
Guide you through the hiring process with transparency and care

We specialize in temporary, permanent, and contract placements , ensuring flexibility for both candidates and employers.

For Employers: Build Your Administrative Team with Confidence

If you’re an employer in Winnipeg looking to hire dependable office staff, Staffmax offers end-to-end recruitment support. From sourcing and screening to onboarding, we deliver talent that aligns with your operational needs and company culture.

Visit our Find Talent page to get started.

Frequently Asked Questions (FAQ)

Top Credit and Collections Jobs in Winnipeg: Your Guide to Career Growth and Opportunities

Thu, 16 Oct 2025 08:12:48 GMT

Top Credit and Collections Jobs in Winnipeg: Your Guide to Career Growth and Opportunities

October 16, 2025

Building a Rewarding Career in Credit and Collections

Winnipeg’s economy continues to show strength in finance, business services, and manufacturing — creating consistent demand for professionals in credit and collections . These roles are essential to maintaining healthy cash flow, managing risk, and ensuring businesses stay financially stable.

Whether you’re an experienced credit analyst or just entering the collections field, Winnipeg offers an exciting landscape for career growth — and Staffmax is here to help you navigate it.

Why Credit and Collections Jobs Are in Demand

Strong financial management has never been more important for Canadian businesses. Organizations in Winnipeg are expanding their accounts receivable and risk management teams to handle increased transactions, maintain compliance, and minimize bad debt.

Key Reasons for Growing Demand

Economic Recovery and Expansion: Post-pandemic business growth is driving more invoicing, lending, and credit-related activity.
Regulatory Complexity: Companies seek professionals who understand provincial and federal credit regulations.
Data-Driven Decision Making: The rise of fintech tools means employers need people who can analyze payment trends and credit risk effectively.

Top Credit and Collections Roles in Winnipeg

1. Credit Analyst

Average Salary: $50,000–$70,000 per year
Primary Responsibilities:

Assess creditworthiness of new and existing clients
Prepare risk reports and recommendations
Collaborate with finance teams to set credit limits

2. Collections Specialist

Average Salary: $45,000–$65,000 per year
Key Duties:

Contact clients regarding overdue accounts
Negotiate payment arrangements professionally
Maintain accurate records in accounting systems

3. Accounts Receivable Clerk

Average Salary: $40,000–$60,000 per year
Key Skills:

Invoice management and payment tracking
Attention to detail and accuracy in reconciliations
Customer service and communication skills

4. Credit Manager

Average Salary: $70,000–$95,000 per year
Leadership Role Includes:

Overseeing credit policy and risk strategy
Managing a team of analysts and collectors
Reporting on KPIs and delinquency trends

Skills and Qualifications Employers Look For

Successful candidates in credit and collections typically have a combination of financial acumen, communication skills, and technological expertise.

Top Skills Include:

Financial statement analysis
Knowledge of collection laws and credit risk
Experience with ERP and CRM software (SAP, Oracle, Salesforce)
Negotiation and conflict resolution
Time management and multitasking

Education & Certification:

Diploma or degree in Finance, Accounting, or Business Administration
Certifications such as CIC (Credit Institute of Canada) or CPA can be an advantage

4. Streamlining the Hiring Process with Expert Support

Recruiting the right candidate takes time, precision, and a deep understanding of the market — and that’s exactly what Staffmax provides. Our recruitment specialists handle every stage of the hiring process, from sourcing and screening to interviews and onboarding. With access to a large database of qualified professionals and proven hiring strategies, we help businesses minimize turnover, improve retention, and save valuable time.

By partnering with Staffmax, your HR team gains access to:

Comprehensive candidate screening and background checks
Tailored job matching based on skill and culture fit
Dedicated account managers for seamless communication

Let us handle the recruitment while you focus on running your business effectively.

5. Empowering Job Seekers to Find Meaningful Work

At Staffmax , we believe great opportunities should be accessible to everyone. Our recruiters work closely with job seekers to understand their goals, experience, and skills — ensuring every placement supports career growth. From office and administrative positions to finance, IT, and skilled trades , we connect professionals with reputable employers across Winnipeg and beyond.

Job seekers benefit from:

Exclusive access to hidden job opportunities
Resume and interview preparation support
Temporary, contract, and full-time roles suited to their career path

Start your journey today by visiting our Job Portal to explore current openings and submit your resume.

Career Growth in Winnipeg’s Finance Sector

The finance industry in Winnipeg offers clear pathways for advancement . Many professionals begin as collections clerks or credit assistants and progress into senior analyst or management roles. With continued professional development, credit and collections experts often move into broader finance, accounting, or risk management careers.

Industries hiring in Winnipeg include:

Financial Services
Manufacturing and Logistics
Construction and Real Estate
Retail and Distribution

How Staffmax Can Help You Find the Right Fit

At Staffmax , we connect talented finance professionals with top employers across Winnipeg and throughout Canada.

Our dedicated Finance & Accounting Recruitment team understands the local job market and works closely with both candidates and employers to ensure the perfect match — whether for temporary , permanent , or contract roles.

Frequently Asked Questions (FAQ)

Take the Next Step in Your Finance Career

If you’re ready to grow your career in credit and collections, Staffmax is your trusted partner.

We make hiring and job searching faster, easier, and more rewarding — for both employers and candidates

How Staffmax Leads the Way in Office and Administrative Staffing for Business Success in Winnipeg

Mon, 13 Oct 2025 07:33:22 GMT

How Staffmax Leads the Way in Office and Administrative Staffing for Business Success in Winnipeg

October 13, 2025

In Winnipeg’s thriving business landscape, having the right office and administrative professionals can make or break a company’s daily operations. From executive assistants and data entry clerks to customer service representatives and office managers, these roles form the backbone of organizational success.

That’s where Staffmax Staffing & Recruiting comes in. With deep local expertise and a national presence, Staffmax has become Winnipeg’s go-to staffing partner for employers seeking reliable, skilled administrative talent—and for candidates looking for rewarding office careers.

Why Office and Administrative Roles Matter More Than Ever

Efficient administrative teams ensure smooth communication, organized workflows, and enhanced productivity. As hybrid and remote work environments continue to evolve, businesses rely on professionals who can adapt quickly, master technology, and maintain professionalism in every task.

Common positions Staffmax recruits for include:

Executive and Administrative Assistants
Receptionists and Office Coordinators
Customer Service Representatives
Data Entry and Records Clerks
Payroll and Bookkeeping Clerks
Office Managers and Administrative Supervisors

Each role requires a unique combination of technical proficiency, organization, and people skills—qualities Staffmax identifies through proven recruitment strategies.

Staffmax’s Proven Approach to Office Staffing Success

1. Local Expertise, National Reach

Based in Winnipeg and operating across Canada, Staffmax combines national recruitment resources with a personal understanding of the local job market. This ensures faster placements and stronger cultural fits for Winnipeg businesses.

2. Comprehensive Screening and Assessment

Every candidate undergoes rigorous evaluation—from resume review and skills testing to in-depth interviews—ensuring only the most qualified professionals are matched with your company.

3. Flexible Hiring Models

Whether your business needs temporary , permanent , or contract staffing, Staffmax tailors its approach to your timeline and budget. Learn more about these options on our Staffing Services page.

4. Technology Meets Personal Service

Staffmax leverages advanced recruitment software to streamline searches while maintaining the human touch that defines successful placements.

Tailored Recruitment Solutions for Every Business Size

At Staffmax , we understand that no two businesses are alike. Whether you’re a small business in Winnipeg looking for your first office administrator or a large corporation expanding your finance or IT department, we customize our recruitment strategies to match your goals. Our team takes the time to understand your company culture, skill requirements, and long-term objectives — ensuring every placement supports lasting success.

We specialize in flexible staffing models including:

Temporary staffing for short-term coverage
Permanent recruitment for core team growth
Contract professionals for project-based work

Learn more about our Staffing Services designed to meet your evolving business needs.

The Staffmax Advantage: Local Expertise, National Network

With headquarters in Winnipeg and offices across Canada, Staffmax delivers the perfect balance of local insight and national reach. Our recruiters understand the regional job markets, salary trends, and industry demands that shape hiring success in every province. This local expertise, combined with advanced recruitment technology and a robust national talent pool, allows us to deliver top-tier candidates faster and more efficiently.

Whether you’re hiring in Manitoba , Ontario , Alberta , or British Columbia , Staffmax connects employers and job seekers with opportunities that drive meaningful results.

Explore our Locations to find a Staffmax office near you.

Partner with Staffmax to Build Your Future Workforce

Staffing isn’t just about filling positions — it’s about building teams that move businesses forward. At Staffmax , we go beyond resumes to identify professionals who align with your company’s mission, values, and long-term vision. Our hands-on approach ensures every candidate we place contributes to a stronger, more productive workplace.

Whether you need temporary office staff , skilled tradespeople , or executive leadership , Staffmax has the experience and resources to help your organization grow with confidence.

Winnipeg’s Office Staffing Advantage with Staffmax

With its Winnipeg Recruiting Office serving as the company’s head office, Staffmax has deep roots in the city’s business community.

They partner with organizations across industries—from finance and insurance to manufacturing, real estate, and tech—delivering administrative professionals who keep teams organized and operations seamless.

Why Employers Choose Staffmax

Fast access to qualified office professionals
Reduced hiring costs and administrative burden
Lower turnover rates through quality placements
Scalable solutions for peak workloads or growth phases
Dedicated account managers who understand your business

When you partner with Staffmax, you gain more than a staffing agency—you gain a long-term recruitment partner focused on your success.

Frequently Asked Questions (FAQ)

Partner with Staffmax for Your Next Hire

Whether you’re a Winnipeg employer seeking dependable administrative support or a professional looking to advance your office career, Staffmax is ready to help.

�� Employers: Visit Find Talent to connect with top administrative professionals.

�� Job Seekers: Browse opportunities or apply online at Staffmax.ca .

Why Partnering with a Winnipeg Staffing Agency is the Smartest Move for Your Business Growth

Fri, 10 Oct 2025 07:02:10 GMT

Why Partnering with a Winnipeg Staffing Agency is the Smartest Move for Your Business Growth

October 10, 2025

In today’s competitive job market, businesses across Manitoba are facing increasing pressure to find, attract, and retain skilled employees. Whether you’re scaling up your workforce, managing seasonal demands, or filling specialized roles, the right recruitment partner can make all the difference. That’s where a Winnipeg staffing agency like Staffmax steps in — helping employers grow smarter, faster, and more strategically.

The Advantage of Working with a Local Recruitment Partner

1. Deep Knowledge of the Winnipeg Job Market

Local expertise matters. A Winnipeg staffing agency understands the city’s employment landscape — from labour market trends to in-demand skills and industry-specific challenges. This allows recruiters to connect employers with qualified candidates quickly and efficiently.

2. Faster Hiring, Better Quality Talent

Time is money, especially when it comes to hiring. Partnering with a staffing agency accelerates the recruitment process through pre-screened candidate databases, advanced matching technology, and experienced recruiters who know exactly where to look.

3. Cost Savings and Reduced Hiring Risks

Staffing agencies minimize hiring risks by handling everything from job postings and interviews to background checks and payroll (for temporary placements). Employers only pay for the services they need, reducing overhead and administrative burden.

How a Winnipeg Staffing Agency Supports Every Type of Business

Whether you’re a start-up, mid-sized business, or large corporation, staffing agencies provide flexible solutions to meet unique needs.

Temporary Staffing Solutions

When workloads fluctuate or short-term projects arise, temporary staffing ensures business continuity without long-term commitments.

Permanent Recruitment Services

For key roles requiring the right cultural and technical fit, permanent recruitment experts find candidates who align with your company’s values and vision.

Skilled Trades & Labour Staffing

Winnipeg’s industrial and construction sectors benefit from access to vetted tradespeople through specialized labour and skilled trades staffing .

The Staffmax Difference: Local Expertise, National Reach

With headquarters in Winnipeg and offices across Canada, Staffmax Staffing & Recruiting brings national resources with a local focus. Our team takes pride in building long-term relationships with employers and candidates, ensuring every placement contributes to lasting business success.

Grow Smarter with Staffmax

If you’re ready to expand your team, streamline hiring, and gain a competitive edge, partner with Staffmax — Winnipeg’s trusted staffing agency.

Employers: Find Talent

Job Seekers: View Current Opportunities

Frequently Asked Questions (FAQ)

Staffmax Recognized by Forbes as One of Canada’s Best Professional Recruiting Firms

Fri, 26 Sep 2025 12:21:59 GMT

Staffmax Recognized by Forbes as One of Canada’s Best Professional Recruiting Firms

September 26, 2025

We are proud to announce that Staffmax has been ranked #51 on Forbes’ prestigious list of Canada’s Best Professional Recruiting Firms for 2025. This recognition reflects our unwavering commitment to connecting top talent with leading employers across the country.

See the full list on Forbes.com .

What the Forbes Ranking Means

Forbes, in partnership with Statista, surveyed thousands of HR professionals, hiring managers, recruiters, and job seekers across Canada. Their research evaluated service quality, reputation, and candidate experiences to determine the top 120 professional recruiting firms.

Securing a spot at #51 positions Staffmax among the most trusted recruitment partners in Canada, recognized for delivering consistent results and outstanding client satisfaction.

Why This Recognition Matters

Being ranked by Forbes provides third-party validation of the hard work our team puts into every placement. Here’s why it’s important:

Credibility & Trust: Clients can confidently choose a Forbes-recognized firm.
Candidate Experience: Job seekers know they’ll receive fair, transparent, and supportive recruitment services.
Industry Leadership: It sets Staffmax apart in a highly competitive industry.
Growth Opportunities: Recognition opens doors to new partnerships and talent networks.

How Staffmax Achieved This Milestone

At Staffmax, we believe recruitment is about more than filling roles — it’s about building careers and empowering organizations. Our ranking reflects success in:

Matching the right talent with the right opportunities
Providing personalized candidate support
Building long-lasting client relationships
Maintaining transparency and professionalism throughout the hiring process
Specializing across industries, ensuring we understand both employers’ and candidates’ unique needs

What’s Next for Staffmax

This achievement motivates us to keep raising the bar. We are committed to:

Expanding our reach across Canada
Leveraging innovative recruitment technologies
Continuing to refine the candidate and client experience
Strengthening our role as a trusted recruitment partner in industries we serve

Staffmax Services

At Staffmax, we provide comprehensive recruitment solutions tailored to meet the needs of both employers and job seekers across Canada. Our services span permanent recruitment, temporary and contract staffing, executive search, and payroll solutions, ensuring businesses can access the right talent quickly and efficiently. With a focus on industry-specific expertise, candidate care, and technology-driven processes, we help organizations streamline hiring while supporting professionals in advancing their careers. Whether you’re a company looking to scale your workforce or a candidate seeking your next opportunity, Staffmax delivers personalized, results-driven recruitment services that build long-term success.

Virgin Radio $5k a Day!

Thu, 11 Sep 2025 16:51:25 GMT

Virgin Radio's $5K A Day

September 10, 2025

Staffmax is a proud sponsor of Virgin Radio’s $5K A Day—and it’s BACK! ��

We’re not just about matching people with jobs—we’re about changing lives. That’s why we’re teaming up with Virgin Radio to give YOU the chance to win $5,000 EVERY weekday!

Listen for your 5K Keywords every hour from 7AM–7PM (weekdays) .
When you hear the keyword, head back here and enter for your chance to win.

�� Imagine what $5,000 could do for you:
✨ A dream vacation
✨ The perfect wedding
✨ A shopping spree
✨ Paying off student loans

At Staffmax , we help people find work, build careers, and create brighter futures every day. Partnering with Virgin Radio is just another way we’re investing in people—because whether it’s a paycheck or a prize check, it pays to listen and it pays to dream big.

Recruiter of the Year

Mon, 08 Sep 2025 16:18:44 GMT

Recruiter of the Year

May 16, 2025

Association of Canadian Search, Employment and Staffing Services (Acsess) Prairies Canada 2025 - Marnie Tod

Huge shoutout to Marnie for being crowned Recruiter of the Year for the Prairies! �� Your dedication and passion for connecting talent with opportunity truly inspire us all. Here’s to celebrating your incredible achievement and the impact you’ve made in our community! Let’s raise a toast to Marnie and her relentless pursuit of excellence! Cheers to many more successes ahead! ��

The Impact of Artificial Intelligence in Staffing & Recruitment

Thu, 22 Jun 2023 15:15:13 GMT

The Impact of Artificial Intelligence in Staffing & Recruitment

June 22, 2023

Artificial Intelligence (AI) has revolutionized various industries, and one area where its impact has been particularly significant is staffing and recruitment. The traditional methods of hiring are time-consuming, labor-intensive, and often prone to biases. However, with the advent of AI, the landscape of staffing and recruitment has undergone a remarkable transformation.

AI has streamlined the recruitment process by automating repetitive tasks, saving time and resources for both employers and job seekers. With AI-powered algorithms, organizations can sift through thousands of resumes in seconds, identifying the most qualified candidates based on specific criteria. This not only expedites the hiring process but also ensures a more objective assessment of candidates, minimizing human biases.

Moreover, AI has improved the quality of talent acquisition by enabling predictive analytics. By analyzing vast amounts of data from various sources, such as social media profiles and online portfolios, AI algorithms can predict a candidate's fit for a particular role. This predictive analysis goes beyond traditional methods, offering insights into a candidate's potential, work style, and cultural compatibility.

AI has also enhanced the candidate experience. Chatbots, powered by natural language processing, can interact with applicants, answering their queries and providing personalized feedback. This ensures timely communication and a positive experience for candidates, enhancing the employer brand and attracting top talent.

Additionally, AI has facilitated the emergence of skills-based hiring. Traditional recruitment methods often rely on keyword matching, which may overlook candidates with valuable skills not explicitly mentioned in their resumes. AI algorithms can identify transferable skills and match them with job requirements, enabling employers to consider a wider pool of candidates based on their potential rather than just their past experience.

While AI has undoubtedly brought significant advancements to staffing and recruitment, it is important to strike a balance between automation and human intervention. The human touch remains crucial in assessing cultural fit, emotional intelligence, and other intangible qualities that AI may struggle to evaluate.

In conclusion, AI has had a profound impact on staffing and recruitment, revolutionizing the way organizations identify and acquire talent. From automating mundane tasks to predicting candidate success and improving the candidate experience, AI has transformed the recruitment landscape. However, it is essential to remember that the best results are achieved when AI and human expertise work hand in hand, leveraging the strengths of both to make informed hiring decisions.

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

Fri, 19 May 2023 20:58:12 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.

10 Reasons Why You Should NEVER Accept a Counter Offer When You Resign

kgill@staffmax.ca (Kevin Gill) — Fri, 02 Dec 2022 15:39:57 GMT

The Counter Offer Doesn't Change the Environment

By Wendy Phan for LinkedIn.com

As a recruiter, I have come across many job seekers who are willing to explore the job market but may not have any apparent reasons to leave their current jobs. These group of job seekers are the most likely to drop-out from a hiring process, even at offer stage, because they are more likely to accept a counter-offer from their current employer. However, is it a wise decision to accept a counter offer? Will the underlying issues that prompted a person to passively explore job opportunities disappear or improve with the counter offer? Or is it all due to fear of change?

Having spoken to many job seekers and understanding their motivation and needs, these are some common reasons that prompted people to seek new job opportunities, either actively or passively:

· Feeling underpaid or unappreciated

· Slow or no career progression

· Long working hours

· Bored with the job scope

· Political culture

· Bad boss

· Distance to work

Whatever the reasons, as a job seeker, you would have attempted to resolve some of these underlying issues. But certain things are beyond your control, so would the problem disappear after accepting a counter offer from your current employer? Very highly no. Many job seekers who accepted counter-offer would, for various reasons, return within months to start their job search again, because counter-offer is a short-term solution to long-term underlying issues. Statistics have shown that four out of five people who accept counter-offers are gone within the year.

So, here are the 10 reasons why you should NOT accept a counter offer:

1. Nothing changes except your salary. The underlying issues that prompted you to consider other job opportunities will remain there – things and people don’t change overnight.

2. Your future employer sees a potential in you that your current employer does not see. Taking on a new hire is a risk, for both the employer and employee. If your future employer is willing to take the risk to groom and grow your potential and future, why not seize the opportunity?

3. Great things never come from staying within your comfort zone. You may feel familiar and comfortable with your current employer, but does it bring you the job satisfaction that you desire? Often, a change will bring growth and transformation.

4. You have not been paid what you are worth for. If your employer is willing to adjust your salary when you “threaten” to resign, then your employer is knowingly underpaying you for your talent and efforts, an indication of non-appreciation of their employees.

5. Are you bringing forward your bonus/promotion/pay rise now rather than when it’s due? Most companies have strict pay scales for each level and position, so you might end up having a lower adjustment when your next pay revision or review is due. Would you be happy then?

6. Trust likely be broken between you and your current employer. Often, resignation is seen as “lack of loyalty”, and your current employer may now question if they can count on you, which will limit your future growth.

7. Your employer may question your convictions knowing now that you can be “bought”. People who accept a counteroffer often feel that they have been bought rather than rewarded for the work they have done. This dissatisfaction will eventually affect your sense of belonging to the company.

8. On average, around 80% of those who accept counter offers reignite their job search within 3 months. You may genuinely still do your best for your current employer, but your employer and co-workers may treat you differently now that you have shown a “lack of loyalty”.

9. Your “lack of loyalty” may likely put you at the top of the pile when they are looking to reduce the number of employees when times get tough.

10. Counter offers are usually just a stalling tactic to give your employer time to find your replacement at a lower salary.

At the end, if you decide to accept the counter offer, my advice is to get everything you want in writing from your current employer. It is also important to be professional and end things gracefully with your future employer and recruiter that worked with you on the new job opportunity – it’s a small industry, you never know when you will cross path again.

National Philanthropy Day Donor Spotlight: Kevin Gill

kgill@staffmax.ca (Kevin Gill) — Tue, 15 Nov 2022 16:29:00 GMT

Staffmax Donates $150,000 to RRC Polytech

From RRC Polytech

Red River College Polytechnic (RRC Polytech) loves to hear success stories from graduates making a mark on their community.

“I’m a proud graduate of RRC Polytech’s Business Administration program and was recently appointed to the Board of Governors where I want to contribute to the continued success of the College,” says Kevin. “It’s important to me that I recognize how my education helped me grow my career and give back where I can.”

“Finding ready, reliable, and experienced employees for all types of roles is our priority at Staffmax and the grads that come from RRC Polytech continuously meet the emerging needs of employers,” says Kevin. “When Staffmax was looking for community organizations to give back to, RRC Polytech was at the top of my list.”

Staffmax Staffing and Recruiting recently pledged $150,000 to RRC Polytech to create ten years of one $1,000 scholarship for Welding and two $1,000 scholarships for Business Administration for Indigenous students as well as support for the College’s In Front of What’s Ahead Comprehensive Campaign.

“As an alumnus and now Board member, it’s important for me to give back to an organization that makes a difference for the future of our province,” says Kevin. “I love Manitoba, it’s why I made the headquarters of Staffmax here, and I know that this province has so much talent and opportunity and I want it to grow and succeed.”

As we celebrate National Philanthropy Day on November 15 ^th , Kevin’s story is an important one and highlights how giving back can make an incredible difference.

10 High Paying Jobs in Canada

kgill@staffmax.ca (Kevin Gill) — Thu, 13 Oct 2022 14:51:19 GMT

10 High Paying Jobs in Canada

The job market in Canada is white hot in 2022 - and that means you have the potential to earn more than you ever have before. Whether you’re in the GTA, you’re enjoying life on Vancouver Island, or you’re looking for opportunities in the Prairies or the Maritimes, there are some amazing jobs available.

Finding the perfect job takes time and energy. We want to eliminate barriers to higher earnings, so we’ve compiled this list of 10 of the highest-paying jobs in Canada. Take a look, get inspired, and increase your earning potential!

Anaesthesiologist

Average salary: $360,000 annually

Anaesthesiologists are doctors who have specialized in giving patients anaesthetics, a type of medicine that creates a loss of sensation to control pain during surgery and other medical treatments. They also monitor patients who are under the effects of anaesthetics, a state known as anaesthesia.

The path to becoming an anaesthesiologist in Canada takes around 12-13 years to complete. Students typically complete their undergrad in a relevant field (around 4 years), though you can apply for medical school after only 2 years of undergraduate studies.

Once a student has passed the exam required to enter medical school (the MCAT), they must complete medical school, which typically takes another 4 years. From there, they can complete a residency in anaesthesiology, a 5-year program.

Cloud Architect

Average salary: $126,000 annually

Cloud architects are IT professionals who design, develop, manage, and monitor an organization’s cloud-based resources. This can include designing cloud-based servers, migrating traditional IT services to the cloud, and more.

To become a cloud architect, it’s a good idea to get a relevant bachelor’s degree in Computer Programming, certifications from companies like Microsoft (Azure) and Amazon (AWS), and certificates in cloud computing. Accruing experience working on cloud computing projects with other teams is a must, too, as cloud architects take on leadership roles designing cloud solutions.

Senior Software Engineer

Average salary: $109,342 annually

Senior software engineers lead teams of software engineers and oversee the design and development of software. These roles are often as much about hands-on programming as they are about oversight. Senior software engineers are regularly brought on at the start point of the project and create a plan for how software development will proceed.

To become a senior software engineer typically takes anywhere from 10-12 years - though most of it is paid work. The first step is to get a bachelor’s degree in computer sciences, computer engineering, or a related field (4 years). From there, about 6 years of hands-on work experience as a junior and mid-level software engineer is required. After 6 years, companies like Google will consider a software engineer to be called senior.

We’re in one of the hottest job markets Canada has ever seen. Take your career to the next level, and start earning more than you ever have before - share your resume with a Staffmax recruiter today!

Physician

Average salary: $256,426 annually

Physician is a catch-all term for any kind of doctor with a medical degree. Family doctors are physicians, and so are radiologists. The role of a physician will depend largely on the degree of specialization they have. This means the salary of a physician can vary widely - while family doctors make around $200,000 annually, specialists like anaesthesiologists can make much more.

Becoming a physician takes around 10-12 years, depending on the level of specialization. Students typically complete their undergrad in a relevant field (around 4 years), though you can apply for medical school after only 2 years of undergraduate studies.

Once a student has passed the exam required to enter medical school (the MCAT), they must complete medical school, which typically takes another 4 years. Completing a residency takes a minimum of 2 years (for family medicine), but can go much longer depending on specialization.

Chief Information Officer (CIO)

Average salary: $182,293 annually

The CIO is a C-suite executive in charge of planning high-level strategies for the implementation, maintenance, and development of information and computer technology within a company. The roles of CIO vary widely depending on the company they work for, but all are expected to analyze how technologies can benefit the company at large, work with a variety of stakeholders within and outside of the company to integrate technologies, and forecast future technological trends.

Becoming a CIO usually requires 15+ years. Almost all CIOs will have a relevant Bachelor’s degree; IT management, computer science, and database management are a few examples (3-4 years). Most will also have relevant Master’s degrees in subjects like Business administration (2-3 years). Finally, most CIOs will have at least 10 years of experience in the field with ever increasing responsibilities.

Cybersecurity engineer

Average salary: $115,420

Cybersecurity engineers build and test networks with the goal of securing these networks from both internal and external threats. A cybersecurity engineer will use ethical hacking to try to penetrate a network and find security holes that need to be patched. They’ll also implement monitoring software to check for breaches, and install, maintain, and create security programs (both software and training programs) to prevent breaches.

To become a cybersecurity engineer takes about 7-10 years of education and experience. You’ll need a Bachelor’s degree in a relevant field, usually computer science or cybersecurity (4-5 years). From there, you’ll need 2-5 years of experience working in cybersecurity. A Master’s degree in a relevant field can also boost your prospects.

Actuarial manager

Average salary: $123,206

Actuaries are risk managers - they use math and data to analyze the financial impact of uncertainty. Actuarial managers manage teams of actuaries. They use their knowledge to develop and implement KPIs, develop SAS programs, and ensure that the data being used in statistical models is accurate. They also delegate tasks, address the concerns of their teams, and manage projects.

Becoming an actuarial manager can take 15+ years. First, you’ll need to get a Bachelor’s degree in a relevant field - usually actuarial sciences (4-5 years). Then, you’ll need to pass the 10 actuarial exams administered by professional organizations like the Society of Actuaries (7-8 years). From there, you’ll need enough on-the-job experience to be qualified for management (5-10 years).

Petroleum engineer

Average salary: $107,404

Petroleum engineers play a key role in Canada’s oil and gas industry. They work with field teams and geoscience professionals to explore for and develop oil and gas resources. A petroleum engineer may analyze drilling data to determine if an area has hydrocarbons that can be acquired cost-effectively, analyze reservoir performance, find methods to optimize hydrocarbon recovery, and research more sustainable methods of drilling for oil and gas.

Becoming a petroleum engineer usually only takes about 4-5 years, though getting a higher paying position will take longer (usually 8-9 years). To become a petroleum engineer, you’ll need a Bachelor’s degree, usually in petroleum engineering (4-5 years). From there, you’ll apprentice under an experienced petroleum engineer, usually for about 4-5 years. After that, you can register with the relevant engineering association in your province and become a fully certified petroleum engineer.

Dentist

Average salary: $176,642 annually

Dentists are healthcare professionals who care for the teeth and mouth. They are doctors who obtain a degree in dentistry (as opposed to doctors who obtain a degree in medicine). The role of a dentist can vary substantially. Many offer general dental services, like treating cavities and extracting teeth. Some offer specialized care, like periodontists. Others care for patients and manage and own their own dental practices.

Becoming a dentist takes 6-8 years. Students begin by completing a relevant undergrad in a subject like biology or chemistry (3-4 years). They then complete dental school and obtain their DDS (Doctor of Dental Surgery) or DMD (Doctor of Dental Medicine) degree. Specialization requires more years of schooling.

It’s always a good idea to keep yourself open to new career opportunities. You may be qualified for high-paying careers you didn’t even know existed! Get in contact with one of our recruitment specialists to learn more.

Civil Attorney

Average salary: $103,428 annually

Civil lawyers advise people and organizations about non-criminal legal matters. They may advise businesses on legal matters, represent clients in civil court, file motions, negotiate settlements, and more. There are many different domains of practice in the world of civil law - corporate law, employment law, property law, etc. are all fields that fall mainly in the realm of civil law. As such, the salary of a civil attorney can vary fairly widely.

Becoming a civil lawyer generally takes 7 to 8 years. Students should first pursue a bachelor’s degree (3 to 4 years). Law is a broad field, so a background in anything from engineering to music can be helpful. From there, a student must pass the LSAT, then go to law school, a process that takes 3-4 years. During law school, it’s advisable to take summer work that’s relevant to a law degree. Then they have to article for a year and pass the Bar.

We’ve covered jobs in medicine, computer sciences, law, and more - and these are just some of the exciting, high-paying jobs you can get in Canada. When it comes to your career, you don’t need to compromise. You can find meaningful, high-paying work in any field - you just need the experience and know-how.

We can help. Get in touch with one of our recruitment professionals, and find your dream job today!

Skills To Include On A Resumé

kgill@staffmax.ca (Kevin Gill) — Thu, 13 Oct 2022 14:44:33 GMT

Skills To Include On A Resumé

Your resumé is an elevator pitch. In 5 minutes or less, a recruiter will decide whether to give you a call or throw your resumé in the trash bin.

One of the best ways to improve your chances of getting an interview is to include relevant skills in your resumé. In this article, we’re going to explore a few key points, including:

The difference between soft and technical skills
The kinds of skills you should include on your resumé
How to write about your skills
How to tailor your skills to a job posting
Mistakes and pitfalls to avoid when writing about skills

We’ll cover a whole lot more, too. Want to boost your resumé writing skills and increase your chances of being hired? Read from the top to get a full course on writing about skills, or skip to whichever section is most relevant to your needs:

What are the best skills to include on a resumé?
How to tailor your resumé to a job description
What are some examples of soft skills?
Emotional intelligence
Adaptability
Teamwork
Creativity
Openness to experience
Time management
Communication
Leadership
Attention to detail
Work ethic
What are some examples of technical skills?
Design
Project management
SEO/SEM
Language skills
Writing and editing
Data analysis
Science and mathematics
Human resources
Software skills
Accounting and bookkeeping
How to find skills the company values
How to create a resume skills section
Marketing jobs
Software Engineer jobs
Human Resources jobs
Financial Accounting jobs
Nursing jobs
Sales Jobs
How to write about your skills
Creativity
Leadership
Work ethic
Multitasking
What not to do on your resumé
FAQ

What are the best skills to include on a resumé?

The best skills to include on your resumé are those that are relevant to the job you’re applying for. You should tweak your resumé each time you’re applying for a new job—unless the positions you’re applying for are all very similar. We know that it takes extra time and effort, but it’s well worth it.

There are two types of skills that you’ll include in your resumé: Technical skills (sometimes known as professional skills or hard skills) and soft skills (sometimes known as personal skills). Technical skills show prospective employers that you have the knowledge and ability to perform specific tasks associated with the position you’re applying for, while soft skills show that you’re able to work with a team.

We’ll delve more into soft skills and technical skills later in this article, where we’ll go over specific examples of each. The skills you’ll need for a position vary from employer to employer, but there are some skills that are almost universally admired, including:

Time management
Communication
Problem-solving
Computer proficiency
Leadership
Organizational skills
Creativity
Adaptability
Initiative

You won’t list all of these skills, of course—you need room for your technical skills and the rest of your resumé. That’s why, even if you have hundreds of different skills, you’ll need to pare them down when you apply. Let’s take a look at the best way of selecting which skills to include in your resumé:

How to tailor your resumé to a job description

Gone are the days of walking into a factory, handing the manager your resumé, asking for a job, and being hired on the spot with a quick handshake. Today, almost all recruitment efforts happen online—and very few resumés actually make it in front of a human being. That’s because the work of sorting the proverbial wheat from the chaff is automated. Applicant tracking systems (ATS) are used to sort through resumés automatically. These systems are fed information about the position, including:

The job title
The required skills
The years of experience needed

The ATS will then create a profile of an ideal candidate and automatically scan resumés to find the applicants that most closely match the ideal candidate.

Some people are intimidated by the new, automated resumé filtering process. You don’t have to be. Once you know that an ATS exists, it’s a matter of gaming the system (to put it bluntly).

In most cases, the ATS will literally scan resumés for keywords that match the keywords in the job description. The job posting you find online will contain those same keywords. To tailor your resumé to the job posting, you’ll simply scan the resumé for the same things the ATS is looking for: The job title and the required skills.

Let’s use one of our job postings, for example. In this posting, we’re looking for a Recruitment Consultant. We include the following in the listing:

What You’ll Do:

Interview candidates over the phone/video chat and add to the candidate pipeline.
Send testing and other screening tools to candidates to assess skills.
Communicate with candidates about current and future opportunities.
Place candidates on work assignments and liaise between them and our clients.
Prepare and execute all onboarding and offboarding of temporary staff.
Collect worker hours and disperse them to payroll accordingly.
Ensure proper database management and tracking of activities.
Participate in company meetings and share ideas.
Conduct some Business Development activities such as cold calling , meeting with decision-makers, and engaging in soft sales during/after assignments.

Who You Are:

A self-starter who isn’t shy and takes initiative
Experience with recruitment and sales, mandatory for a permanent recruiter
Understands and enjoys tight deadlines and challenges
Computer savvy with sound MS Office skills , CRM experience an asset
Excellent time management and delegation skills
Professional written and oral communication skills in English, French bilingual an asset
Thrives on pressure and teamwork

We’ve highlighted a number of the skills, both soft and technical, that can be found in the job posting. Other skills that aren’t explicitly spelled out can also be included—“Participate in company meetings and share ideas” is a reflection of creativity—but focus on trying to match the verbiage used in the posting exactly wherever you can. Instead of writing “Computer skills”, for example, you would write “Computer savvy”—and you’d do well to include MS Office skills in brackets beside that skill.

Additionally, you’ll want to match the job title exactly. In our example, you might have held the position “Recruitment Specialist” for a number of years; in your resumé, you would change that job title to match “Recruitment Consultant”. It’s the same job—you’re simply shifting the title to match what the ATS is looking for. Computers take things quite literally.

Now that you know how to match your skills to a job listing, it’s time to delve a bit deeper into soft skills and technical skills. What are they, why are they important, and how do you describe your skills? Let’s take a look:

What are some examples of soft skills?

Soft skills, or personal skills, are the intangible skills you gain over a lifetime of experience. Unlike technical skills, soft skills are difficult to test and measure concretely—they describe your personality, work ethic, and philosophy (among other things).

Soft skills are a requirement for every job; whether you’re in an entry-level position or the C-suite, you’ll need to be organized, be able to work with others, and know how to take the initiative.

When including soft skills on your resumé, ensure that your work experience reflects the soft skills you’ve gained or used over the years.

Let’s take a look at 10 different soft skills you can include on your resume:

Emotional intelligence

Emotional intelligence encompasses a lot of different skills. Empathy. Resilience. Self-regulation. These skills are key not just for teamwork but for getting you through the tough times in your own life. You won’t always be able to keep your home life from affecting your work life (or vice versa). With a high level of emotional intelligence, though, you’ll be able to mitigate the negative impacts of either. You’ll know when to push hard. You’ll know when to ask for help.

This soft skill is essential for all workplaces but is critical in spaces like healthcare and customer-facing careers.

Adaptability

In life, it’s important to expect the unexpected. New hires have to learn a lot in a short time, and surprises lurk around every corner. Tenured employees have to deal with procedural and technological changes. When things shift, if you can go with the flow instead of fighting against it and learn to use change to your advantage, you’ll be prized in any workplace.

Teamwork

Whether you’re doing manual labour or project management, you need to be able to work well with others. Teamwork means listening to other people’s ideas, coordinating with others to split up the work of large projects, empathizing with the concerns and needs of your teammates (there’s emotional intelligence again), and collaborating to find innovative new solutions to challenges.

Teamwork is valued in every position but is critical in creative careers and positions where you’re making decisions for a team.

Creativity

Creativity isn’t just about art or music—it’s about coming up with novel solutions to problems. The core of creativity is to create; you can create new ideas, new products, new processes, and new ways of doing things. Whether you’re interacting with customers, lifting heavy objects, or heading a team, the ability to brainstorm new, better ways of working will be highly valued by employers.

Openness to experience

In a new job, you’ll be faced with a slew of new experiences—new colleagues, new work, new management, new ideas, and new ways of thinking. You’ll be given feedback on your work. Openness to experience is a growth mindset—it’s the knowledge that new experiences will help you develop. Employers value this openness because it signals that you’ll be willing to try new things, develop your skills, and grow within the organization.

Time management

In almost any career, you’ll need to juggle priorities. Knowing what to prioritize, when to put your nose to the grindstone, and when to ease off to avoid burnout is absolutely essential. Learn how to schedule, multitask, delegate, and prioritize, and you’ll be prized by employers everywhere.

Communication

Companies value both verbal and written communication skills, regardless of the position they’re hiring for. Written skills can take a backseat to verbal skills in positions where emails and other written communications are less common. Communication means your ability to convey ideas—but it’s a two-way street, and your ability to understand others will be equally valued.

Note that language skills and communication skills are linked but not the same. Language skills are considered technical skills, as they’re simple enough to test.

Leadership

You might think that leadership is only essential for team leaders, managers, and C-suite executives. That’s not the case. No matter what position you’re in, it’s important to know when to take the lead and how to do so. Leadership skills mean the ability to take the initiative. It also means recognizing when you’re the person who is most qualified to make decisions. Understanding the skills and abilities of those around you and learning how to delegate tasks is also key. No matter who you are or what you do, knowing how and when to take the lead is valuable.

Attention to detail

We live in a fast-paced world. Paying attention to detail means filtering out the noise, retaining what matters, and applying it when necessary. It means conscientiousness, the ability to deliberately move through work, ensuring that you’ve dotted all of your i’s and crossed all of your t’s. It’s a highly valued skill in any career.

Work ethic

Work ethic is your willingness to put in the effort needed to complete projects on time. It’s your ability to go above and beyond what’s expected, not because you’re looking for a reward but because you’re passionate about doing the best work you can. Work ethic comes from within—it’s your desire to work diligently for the satisfaction that comes with a job well done. Great work ethic and growth mindset go hand in hand—it’s the knowledge that with hard work comes self-improvement, and it’s one of the skills employers value the most.

Our passionate recruiters know exactly which skills employers are looking for. Let us help you find the perfect job for your skill set, tailoring your resumé to match the needs of Canada’s best employers. Get in touch today.

What are some examples of technical skills?

Technical or hard skills are measurable skills—employers can use tests to verify the competence of prospective employees. Technical skills often have certifications associated with them, and specific experience is required to gain technical skills. This puts them in opposition to soft skills, which are gained slowly over a lifetime of varied experiences.

When including technical skills on your resumé, ensure that you support those skills by including certificates and other education you’ve received to gain those skills, as well as relevant work experience.

The technical skills you’ll need vary from employer to employer: Let’s take a look at 10 technical skills that are highly valued by employers in Canada:

Design

Design is a multifaceted discipline—you can learn graphic design, web design, UX/UI design, interior design, or about other design-related fields. You’ll use a variety of tools in design work, but in almost all fields, proficiency with the Adobe suite (Photoshop, InDesign, etc.) is a huge asset. Knowledge of CSS/HTML and JavaScript is also a boon in many different design jobs.

Project management

Leadership and creativity are soft skills—project management is a technical skill. Project Management Professional (PMP) or Certified Associate in Project Management (CAPM) certificates will help you demonstrate your competence. Knowledge of Agile methodologies, budget management, and software like Jira can help you secure a great project management career.

SEO/SEM

Search engine optimization and search engine marketing (SEO and SEM) professionals are in high demand. You’ll need to be able to demonstrate knowledge of Keyword Planner and Google Analytics, as well as various SEO tools like Ahrefs, Semrush, and Screaming Frog. A track record of SEO-optimized content creation, Google Ads certifications, and knowledge of HTML/CSS and JavaScript will help you land high-level SEO/SEM analyst positions.

Language skills

Language skills are, as we’ve discussed, distinct from communication skills. In Canada, written and spoken English is a must outside of Quebec—and still incredibly helpful even if you do live in Quebec. Knowing spoken and written French is a tremendous boon for positions offered by the government. As our immigrant population grows, knowing Mandarin, Cantonese, Hindi, Punjabi, and other languages spoken and written by large immigrant populations is becoming more valuable.

Writing and editing

Whether you’re writing emails to send to your colleagues, creating project briefs and guides, or crafting copy to post on social media, writing and editing skills are in high demand. You’ll need to showcase your ability to use common word editing programs like Microsoft Word and Google Docs. Certifications in writing and editing play nicely on resumés, as do Bachelors in English (or whichever language you’ll be writing in), Marketing, and Communications.

Data analysis

Data analysts and data scientists are highly prized (and well compensated) in modern society. Whether you’re working on data agnostic software or running market research, you’ll need a number of skills. Knowledge of SQL is essential, as is knowledge of Excel. Knowing how to use Tableau and Jupyter Notebook is also a boon for data analysts. Certifications like Azure Data Fundamentals, degrees in Computer Science, Mathematics, or related fields, and knowledge of programming languages like Python are also boons.

Science and mathematics

For careers in research science, programming, and other disciplines, you’ll need to have proven experience in the relevant field. This one is pretty straightforward—have a degree from an accredited university in the relevant field.

Human resources

Human resources is a broad field, with various employees being hired for recruitment, onboarding, conflict resolution, and more. Knowledge of software like BambooHR and PeopleSoft is an advantage. Certification in Human Resources will look excellent on your resumé, as will a Bachelor’s in fields like Business Administration.

Software skills

Software skills are diverse—someone who is an expert at using most G Suite apps might know next to nothing about Microsoft Excel. When listing software proficiency as a skill, be sure to include a list of the software you’re proficient in. And please, don’t list Excel as a proficiency if you’re not actually proficient in Excel. It’s a common mistake—Excel does a lot more than just let you throw numbers into a table.

Accounting and bookkeeping

Accounting and bookkeeping require very different levels of education and experience, but both benefit from certain skill sets. Knowledge of cloud-based accounting tools like QuickBooks is essential. For accountants, CPA designations are a must, as is a Bachelor’s in Accounting. Business administration degrees can be a boon for people looking to secure a career in bookkeeping.

How to find skills the company values

We’ve talked about the key ways to tailor your resume to the job posting—pulling keywords from the posting and matching them verbatim in order to please the ATS. A great resumé, however, will go above and beyond this, looking for soft skills that the company values outside of the posting.

Start by reading reviews of the company provided by employees on websites like Glassdoor. They’ll give you a better idea of the work culture; in best-case scenarios, you’ll even find reviews by employees who are working in the exact position you’re applying for.

One employee might say that the company fosters collaboration. Another might tell you the company is full of passionate people. They’re describing the company culture—if you describe yourself with these words in your resumé, it will be easy for recruiters to see that you fit that culture.

Another great method of learning about a company’s culture is to visit its website. Check out the About Us page and similar pages like “Our Philosophy” and “Our Mission Statement”. These pages can tell you how the company wants to portray itself—and from that, you can learn a lot about the kind of culture that it wants to foster.

How to create a resumé skills section

Your skills section should be short and concise. In jobs where soft skills are primarily valued (like sales), a skills section can blend soft and technical skills. In very technical work (like programming), your skills section should focus primarily on your technical skills, while your professional summary can include your soft skills.

Generally, the skills section is reserved for the end of the resumé, though modern resumés often include them on the left-hand column, below your contact information and relevant education/certifications.

Marketing jobs

To succeed in marketing, you’ll need to be creative, data-driven, and curious, all while communicating clearly to people within and outside your department. Useful skills include:

Creativity
SEO/SEM
Adobe Suite (Photoshop, InDesign, Premiere Pro, etc.)
Critical thinking
Writing and editing
Content management systems
Analytics (Google Analytics, etc.)
Market research
Project management

Software Engineer jobs

Software engineers are creative problem-solvers who know how to program, can learn new programming languages if needed, and collaborate with their teammates to build and maintain software. Useful skills include:

Communication
Programming (Java, Python, etc.)
Database management (SQL, NoSQL, etc.)
Project tracking (Jira, Rally, etc.)
Project management
Critical thinking
Adaptability
HTML/CSS
Strong work ethic

Human Resources jobs

People who work in HR need a high degree of emotional intelligence, a knowledge of HR management systems, and an above-average ability to take the initiative and make decisions. Useful skills include:

Communication
Human Resource Information Systems (HRIS)
Data analysis
Recruiting and onboarding
Retention
Emotional intelligence
Performance management
Compensation structuring
Leadership

Financial Accounting jobs

Financial accountants are detail driven and analytical, using their knowledge of accounting software and mathematics to guide the finances of a company. Useful skills include:

Accounting software (QuickBooks, Xero, etc.)
GAAP accounting principles
Financial reporting
Leadership
Communication
Analytical
Attention to detail
Auditing
Accounts payable/receivable

Nursing jobs

Nurses need an exceptional degree of emotional intelligence and the ability to take the initiative and respond quickly and effectively under pressure. Useful skills include:

Clinical
Communication
Patient management
Medical skills (life support, IV administration, therapy, etc.)
Patient and family education
Emotional intelligence
Strong work ethic
Documenting patient behaviours
EMR tools

Sales Jobs

To succeed in a career in sales, candidates will need to be able to take the initiative, negotiate, and develop product knowledge. Useful skills include:

Negotiation
Product knowledge
Customer support/after-sales support
Client retention
Teamwork
Leadership
CRM skills (Salesforce, etc.)
Presentation software skills (PowerPoint, etc.)
Needs analysis

How to write about your skills

As we discussed in the previous section, you’ll want to avoid literally listing your soft skills in most resumés—the exception to this rule is resumés with a large gap in work history, where skills become the main focus.

As you describe your role within different organizations, you’ll be able to showcase your soft skills without explicitly naming them. You’ll also be able to highlight soft skills in your professional summary, where it’s fine to describe yourself as “a creative leader”.

Here are a few examples to help you write about your soft skills:

Creativity

Proposed a new product. Developed the product in tandem with multiple stakeholders and introduced it to the market. The product generated over $100,000 in sales.
Developed artwork for a multi-channel campaign for a Fortune 500 brand.

Leadership

Chaired the 5-member employee appreciation committee dedicated to celebrating the accomplishments, birthdays, and work anniversaries in our organization.
Led a 12-person sales team responsible for a 10% growth in sales.

Work ethic

Attained professional designation within 2 years of working at the company, less than half the average time it takes to attain the designation.
Received “Employee of the Month” award 6 consecutive months in a row.

Multitasking

Quickly switched between running the front cash register, cooking, and expediting food, all while training new employees.
Prioritized work while managing marketing campaigns for 10 different clients.

What not to do on your resumé

Don’t lie . When you’ve got gaps in your resumé, or you don’t quite meet the qualifications an employer is looking for, it can be tempting to exaggerate the truth—or to make things up altogether. Don’t do this. Be as accurate as possible in your resumé—your would-be employer is likely to call your references and perform background checks.

Don’t be vague . Recruiters love numbers—they make the intangible seem tangible. Include numbers wherever you can in your resumé. You should also be precise about what education you have, how many years of experience you have, and what technical skills you have.

Don’t be lazy . Tailor your resumé for every single job application. Proofread your resumé before you submit it. Ensure that the resume you attach is the right one—verify twice, and send once. A little extra effort goes a long way.

Don’t use flowery language . The best resumés are concise—you should be able to fit all of your skills and experience on one page. You can use a thesaurus to switch up your verbiage, but don’t wax poetic—just tell recruiters (and the ATS) what they want to know.

Our recruiters can help your business find the perfect candidates. With over 15 years of helping employers like you find and recruit top talent, you’ll never have to read an overly flowery resumé again when you work with StaffMax .

Why Do You Want To Work Here?

Mon, 26 Sep 2022 20:29:43 GMT

Why Do You Want To Work Here?

“Why do you want to work here?” is such a common interview question that it’s become a meme in and of itself. “I want to work here because I need money to live” is the joke answer you’ll hear more often than not.

The joke is funny because it’s true - to a certain extent. We all need to work in order to afford to live. Many of us have been at a place in our lives where we’re willing to work almost any job - as long as that job offers enough money that we can pay our bills.

As funny as that answer might be, it’s not what an interviewer wants to hear. They want to know that you’re going to mesh well with the company’s culture, and that you’re there for more than just money.

Below, we’re going to explore many of the reasons an interviewer will ask why you want to work for their company. We’ll discuss what you shouldn’t say, some of the things you should say, and even some example questions and answers.

Why this question gets asked

Employers aren’t looking for just anyone when they’re vetting applications. They want someone with the right skills, to be sure, but they’re looking for more: They want someone who will gel with the company’s culture, an employee who will learn and grow in the position, and one who will go above and beyond when performing their duties.

In other words, they’re looking for someone who wants more than just a paycheque - and that’s why answering “Why do you want to work here?” with “Because I need money” is a bad idea. They know you need money - it’s a core piece of our society.

They want to understand the other reasons you’re interested in the job. By asking the question, they can learn about:

Your motivations and desires
How well you know their company and the position
Whether or not you’ll be happy in the role
How likely you are to stick with the company
Which team members and mentors you’re likely to get along with

That’s a lot of information gleaned from just one question. A great answer will help you fit into your new workplace and impress upon the interviewer what qualities you’ll bring to the company.

Before we get into the kinds of information you should offer up when a prospective employer asks you why you want to work for them, we’re going to take a quick look at the kinds of things you should avoid saying. Dodging these pitfalls can help you keep your answer concise and give your interviewer the information they’re looking for.

What not to say

This is the perfect time to mention something really important: Interviewers are people. We’re going to explore some of the concepts and ideas we’d avoid bringing up when telling an interviewer why you want to work for their company. You might, however, have a good read on your interviewer’s personality - these are guidelines, not hard and fast rules, and you can adjust accordingly.

“I need the money.”

Of course, you do. As we discussed above, everyone needs money to live. The company you’re applying to has great pay and great benefits (we hope) - otherwise, you probably wouldn’t be applying there. They know the industry. They know the financial incentives they offer. Here’s the problem - if the only reason you’re working there is because you need the money, you’ll have no problem leaving the company if a more lucrative offer comes around. While that may be true, interviewers want to know that you’re there for more than just a paycheck.

“I need the experience.”

Phrased differently, this could be the start of an excellent answer - and we’ll delve deeper into answers related to growth in the next section. Telling the interviewer that you want the job in order to gain experience, however, is problematic on two counts:

The first is that it implies you don’t have enough experience already - that may be true, but employers want to hire people with enough experience under their belt to excel in the position.

The second is that it implies to the interviewer that you’re just here to pad your resume - and that you’ll leave when you’ve got enough experience to land a better job. As true as that may be, it’s not what an employer wants to hear.

“I’m interested in the company - but only at a surface level.”

We don’t think any of you would literally say this to an interviewer, but you might inadvertently give them the impression that you haven’t done your research. Avoid mentioning surface-level reasons for wanting to work at the company like:

The job looks interesting
The company seems cool
The job posting gave me the right vibe

These things may all be true, but it’s important to delve deeper. Why does the job look interesting? What about the company seems cool to you? What stood out to you about the job posting? Don’t be generic - specifics are what interviewers are looking for when asking these questions.

What you should say

Now that you know what not to do, what kinds of answers should you give? Interviewers are looking for a few things when they ask you why you want to work for their company: They want to understand your motivations, whether or not you’re the right fit for the company’s culture, and what relevant skills you might have to help you grow and thrive in the position. Your answer should cover all of that. Here are some things you should include in your answer:

“My skills fit the role perfectly.”

They’ve read your resumé, so they already know how well your skills align with the role in question - and they must align pretty well, given that you’re at the interview phase of the application. This means your answer should reinforce your resume, not repeat it. Do you have any unexpected skills or experiences that will lend themselves to the position? What particular parts of your experience mesh well with specific requirements within the role? Highlight these - but keep it relatively brief.

“The company’s philosophy aligns with my personal philosophy.”

Does the company do charitable work with organizations that are meaningful to you? Do they emphasize the importance of teamwork, play, self-actualization, or anything else that resonates with your personal philosophy? Before your interview, do your research. Find the company’s mission statement. Read about the charitable activities the business conducts outside of business hours. Learn about how they support other local businesses. Match these things to the things that are most important to you - then talk about them in the interview.

“I want to grow and develop with the company.”

Instead of answering “I need the experience”, lead with this. Talk about how the company has grown over the years and what you’ve learned about how they help their employees develop. Research is, again, essential here - talk to recruiters, find staff reviews and testimonials, and get a sense of how the company treats its employees. If there’s a lot of room for growth within the company, bring that up - interviewers love it when people want to learn as much as possible, all while keeping that experience within the company.

“I’ve seen the company’s work, and I find it inspiring.”

Pretty straightforward - research the company, find projects they’ve completed that excite you, then talk about those projects. Why do they excite you? What could you bring to the table to bring similar projects to fruition in the future? When you’re genuinely inspired and excited, it shines through in an interview.

Example answers

Knowing the topics you want to cover in an answer is one thing - how to tie all of those topics together with a neat little bow is quite another. Fret not - we’ve created some example answers to the question - across a number of different industries to help you get a sense of what you want to say:

Answer 1: Journalistic inspiration

“Two months ago, I came across the story you ran on the Southwood Community Centre scandal. I was amazed at the level of investigative detail the reporters poured into that story. The work this paper has done to shine a light on the important issues facing the residents of our city - issues that are often overlooked by large national news outlets - is truly important.

You can imagine how elated I was to find an opening at the paper that matches my skills perfectly - and I believe some of my life experiences can help add a new perspective to the paper’s work. I’ve read some of the other stories the journalists who reported on the Southwood Scandal wrote, and I’m amazed at the diversity of opportunities; they’ve written everything from local pieces to opinion articles on national events. I get the sense that I’ll be able to wear a number of different hats and truly develop my skills and grow with the paper. I look forward to contributing, learning, and growing with the team.”

Why it’s a good answer: It covers everything - it shows you’ve done your research, how the paper aligns with your philosophy (a need for better local news), work the paper has done that you find interesting (the Southwood Scandal), it talks briefly about your skills and gives the interviewer a good opening to ask you to elaborate on them (life experiences), and cements your excitement to grow with the paper (different hats).

The biggest flaw is that this answer might be too long for some interviewers - you don’t have to cover everything if you’re getting the sense that they want to move on.

Answer 2: Succinct and technical

“The work this company has done revolutionized DevOps. I’ve used your software countless times in my previous work, and I love it. Your open-source philosophy resonates with me. I believe that a collaborative and open approach to development yields the best results. Remote work and access to free courses suit my needs for work-life balance and personal growth, and my skills are the perfect match for the position. I’m thrilled to have the opportunity to work for the company.”

Why it’s a good answer: This one is really succinct: It shows familiarity with the company and its product, philosophical alignment, and a desire for growth within the company, all while highlighting how your skills align with the role. Sometimes, it’s good to keep things simple.

Answer 3: Friendly and hard working

“I’ve worked as an HVAC technician for a number of years. In those years, I’ve only heard good things about your company, and I know you’re one of the leading HVAC companies in the city. I’ve also made a lot of friends in my career.

One of those friends works for you now, and she says that the culture at your company is unparalleled. I love working with a team of dedicated, hard-working, and like-minded technicians - people who know that customer satisfaction means going above and beyond. I know from my friend that your company supports development through additional training, that the management team has experience working out in the field, and that earnest, hard work is rewarded. That’s why I want to work for you.”

Why it’s a good answer: There are some subtle things happening here. You’ve established gregariousness as one of your skills - you’ve made a lot of friends as an HVAC tech, and you’re easy to get along with. You’ve explained why the company’s culture matches yours and that you’re excited to grow with the company. Plus, you’ve got a great in - one of your friends can vouch for you and give you the inside scoop about the company and its culture.

Conclusion

There are two main keys to answering “Why do you want to work here?”: Research and authenticity.

Don’t make up an answer on the spot - truly reflect on why you want to work for a given company instead of another. Take the time to find something that inspires you about the company, and learn about how they’ll help you grow with them. If nothing resonates with you about the company or its culture, it might not be the right fit - and that’s why interviewers ask the question.

Our Staffmax recruiters can help you understand the role you’re applying for and the company that’s offering it; that makes researching and answering why you want to work for a company much easier. Looking for an opportunity that truly excites you? Talk to one of our recruiters today!

The Four-Day Work Week In Ontario

kgill@staffmax.ca (Kevin Gill) — Mon, 26 Sep 2022 20:29:41 GMT

The Four-Day Work Week In Ontario

There’s a lot of buzz around four-day work weeks in Ontario. That’s because both the Ontario Liberals and NDP proposed four-day work weeks as a part of their 2022 election platform.

While the election is over, the four-day work week is still on the mind of many Ontarians. What would a four-day work week look like? How would it be implemented? Where did the idea of a four-day work week come from, and how would it affect employers, employees, and the economy in general?

These are heady questions. We’re going to give the best answer we can to all of them in turn, to provide both employers and employees an idea of whether or not a four-day work week would be best for them. After all, even though the government won’t be mandating four-day work weeks anytime soon, that doesn’t mean the private sector can’t experiment with the concept.

The origin of the four-day work week

In the early 1900s, several companies in the United States reduced their work week to 5 days—by 1940, the five-day work week was enshrined into law. Shortly thereafter, many other countries followed suit, and most countries in the world today have a five-day work week.

Surprisingly, the idea of the four-day work week originated even before this shift. In 1930, economist John Maynard Keynes predicted that technology would increase productivity so drastically that 15-hour work weeks would be the norm within a couple of generations. In 1956, Richard Nixon (then the Vice President of the United States) predicted that Americans would only have to work four days a week “in the not too distant future”.

These predictions, of course, did not come to pass. Recently, however, interest in the four-day work week has picked up steam, largely due to changes caused by the COVID-19 pandemic. Remote work and flexible schedules have led employers and employees to re-evaluate the benefits of the five-day work week.

Several countries, including Scotland, Spain, and Belgium, have launched four-day work week trials since the pandemic. Additionally, the organization 4 Day Week Global has successfully encouraged companies around the world to adopt a four-day, 32-hour work week by offering support and expertise.

There are a number of different approaches to a four-day work week. Here, we’re going to highlight two of them: The 40-hour four-day work week and the 32-hour four-day work week:

The 32-hour four-day work week model

The 32-hour model is the one advocated for by 4 Day Week Global. The hallmarks of this model are:

A work week that lasts for four days
8 hours of work per day
Compensation for workers does not decrease

This model is extremely straightforward—work hours are shortened by 20%, but compensation remains the same.

Compensation tends to be the main sticking point in conversations around the 32-hour work week. After all, if employees are working 20% less, shouldn’t they be compensated 20% less?

We’ll address some of the questions surrounding this model in the “Employer Considerations” section, but we can cover the basic rationale here. The theory is that employers shouldn’t be paying employees for time—instead, they should be paid for output. “100% pay for 100% output” is how 4 Day Week Global puts it—a reasonable idea, though not one without its problems.

The 40-hour four-day work week model

The 40-hour model may be the simplest to implement. This model offers:

A work week that lasts for four days
10 hours of work per day
Compensation for workers remains the same

This model solves this issue of compensation—employees work for the same number of hours each week, working two extra hours every day to make up for the lost 8-hour day.

This model has its own issues, however. The chief problem among them is that the number of hours worked doesn't actually change, which is what many advocates of the four-day work week are looking for.

Now that we’ve outlined the two main approaches to four-day work weeks, it’s time to get into the meat of things. We’re going to look at the pros and cons of each model to help you determine whether or not the four-day work week is suitable for your company.

Employer considerations for a four-day work week

When contemplating a four-day work week, employers may be quick to create a list of pros and cons. The pros are fairly straightforward. A four-day work week may:

Improve employee well-being
Improve employee retention
Attract higher quality employees

The major cons seem equally straightforward. A four-day work week could lead to:

A loss of productivity
A loss of revenue
A need to hire more staff

Let’s address both the advantages and the disadvantages in turn:

The advantages of a four-day work week

Workers in Iceland’s four-day work week trial reported feeling less stressed and experiencing better work-life balance. Firms in the UK reported higher productivity and profitability . There’s even evidence that a four-day work week could help protect the environment .

All of these advantages carry tremendous appeal for employers. Higher productivity, less employee burnout, higher employee satisfaction, and significant action on climate change—all while increasing productivity? Sign us up!

With all of these benefits, companies are likely to attract more skilled employees and keep the employees they have. They may benefit from government incentives to reduce carbon emissions, and they’ll be able to boast of being on the cutting edge when it comes to workers’ rights and satisfaction.

Of course, if it was all this simple, everyone would be offering a four-day work week. Things are, of course, not always as they seem.

The first problem with measuring these advantages is that the companies offering four-day work weeks aren’t always in the same industry. Even among those offering four-day work weeks, some employees still work longer. And not every company is offering the same kind of four-day work week—some offer 32 hours, while others follow the 40-hour model.

We’re comparing apples to oranges at this early stage, which makes things difficult. Still, the potential advantages are promising.

The disadvantages of a four-day work week

The concerns we listed above—a decrease in productivity and profitability—seem to be addressed by the success stories of many companies. There is, however, a deeper and more complicated truth:

Profitability and productivity may stay the same or increase with a four-day work week. The Harvard Business Review, however, cites some real problems with the four-day work week . Chiefly, that work still needs to get done, even if there are only 32 hours to do it. That leads to higher pressure on employees to perform, both externally (from management) and internally (ruminating about work after hours).

How do you counter this problem? You might consider hiring more employees to spread the workload—but now your 32-hour work week is causing you to spend more on payroll, which can impact your profitability.

This problem is especially obvious when it comes to tasks that cannot be condensed into a four-day week. Customer-centric positions like customer service representatives and retail staff must be filled seven days a week, and in some cases, 24 hours a day. Should employees begin to work a four-day work week, hiring more staff may become a necessity.

Conclusion

The four-day work week is an incredibly complicated topic. It’s impossible to know how such a work week might impact individual employers, let alone the entire province of Ontario. Experiments have begun, however, and most of them are shedding a positive light on the shift.

We can say this: If you’re looking to challenge the status quo and offer a four-day work week, our recruiters can help you find skilled employees who are excited to take the journey with you. Get in touch with us—we’d love to help you spread the word about your innovative new work week.

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

kgill@staffmax.ca (Kevin Gill) — Wed, 31 Aug 2022 14:42:15 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

6 Key Indicators of a High-functioning Hybrid Team

kgill@staffmax.ca (Kevin Gill) — Thu, 21 Jul 2022 19:50:20 GMT

Over the past year, whether intentional or not, companies have become more flexible about where and when employees work.

By Renée Safrata and Dr. Jim Sellner for visier.com

Leaders again are finding themselves on the precipice of change. Many are transitioning to hybrid office environments, where a large number of employees are working remotely sometimes or all of the time. Luckily, being in the same building is not a prerequisite for productivity and high performance.

Vivo Team Development has identified that there are six key indicators that lead to high-performing leaders and teams:

Communication – Clear and open communication reduces misunderstanding, minimizes work delays, and enhances overall productivity.
Interactive Feedback – A feedback culture provides essential information for decision making and performance improvement by reflecting on the past and anticipating future results.
Emotional Intelligence – Identifying and managing your emotions while navigating the emotions of others reduces assumptions and increases psychological safety.
Structures – Unifying and streamlining work processes builds the foundation for efficient and successful teams.
Accountability – Holding one another respectfully accountable drives innovation, trust, and productivity.
Cohesion – Team cohesion increases satisfaction, engagement, and collaboration, resulting in increased success and productivity.

Developing and honing these skills is crucial to meeting and surpassing business objectives, regardless of where or how your team works. But, the story doesn’t end there. Teams and leaders need a few more things to truly thrive in a hybrid environment. Namely leader and team effectiveness, alignment, and measurement.

How targeted training amps up hybrid teams

Effective leaders steer and influence their direct reports toward achieving short and long-term goals. From seasoned, trained leaders to accidental leaders, how they lead—and how well—can look very different. How do you know if your leaders are effective?

Team alignment affects how your employees work together as well as company culture. Teams that are not aligned don’t perform well. Teams who are aligned on goals and priorities are more collaborative and have higher morale. How do you know if your teams are aligned?

It all comes down to the right measurement

73% of talent leaders say people analytics will be a top priority over the next five years. It’s time to speed up that timeline. People analytics is not a new concept and the links to business impact are well established.

By collecting the right data, and continuing to measure and analyze over time, you can pinpoint where to make behaviorally-based performance improvements that will have a significant, positive impact on productivity and retention.

Increased effectiveness = reclaimed costs

A company that experienced an increase in overall team effectiveness factored in the cost of lost productivity in dollars (based on the salaries of the team members). By increasing team effectiveness by 16%, this company reclaimed $70,476 in lost productivity.

Making new data connections

The vast array of people analytics data already available can work in tandem with Vivo Team’s learning and development data to steer decision-making and provide modelling and insights around team and leader performance, retention, and more.

O rganizations can integrate team and leader data to predict the impacts of having some roles remote versus those in-office, allowing you to track and measure the productivity and efficiency of your hybrid workforce. These connections and insights can help leaders flag areas that require attention with targeted and effective actions.

Organizations need to provide the tools and training to set up their teams for success. Leaders need to learn how to foster deeper connections and be equipped with insights to help target their focus. Finally, everyone needs to put in the effort to stay connected, whether in person, remotely or both.

Make it a priority to develop the competencies of your people and processes and your company will excel—not just in a hybrid environment, but in any environment—and the data will prove it.

Who are your culture champions?

kgill@staffmax.ca (Kevin Gill) — Thu, 14 Jul 2022 19:33:16 GMT

If you’re not able to readily answer this question, it’s time to take a deep dive into why.

By Renee Safrata ( h/t )

A culture champion is someone who understands that company culture—how work gets done—influences leader and team results. A strong workplace culture can contribute to increased employee engagement, retention, alignment, and productivity. On the other hand, when norms are not established or practiced around what are appropriate behaviors the opposite is true, indicating there could be culture gaps.

You may be thinking, “we have standards and guidelines around how we operate!” That might very well be true, but is everyone in agreement? Does everyone know what they are? Do they practice them? That’s where your culture champions come in! It’s time to seek them out and develop them so they can influence, inspire, and instill confidence in others.

Here are three avenues to explore to help identify your culture champions so they can shape and align your culture and help keep the needle moving in the right direction.

Values lead the head and the heart of every organization. Are your company values driving innovation, boosting

morale, and creating the foundations for quality decision-making? If not, it’s time to dust the rust off them, because they’re not working. This doesn’t necessarily mean a long and arduous strategy session. Start by getting a group of your culture champions (or potential culture champions) around a table and discuss and brainstorm your top values.Start by looking at them one-by-one. If respect is one of your values, think a little harder, unpack it to understand the behaviors that demonstrate respect. For example, if respect is your top value, but in meetings there’s people talking over one another, then that value is not carrying through all aspects of the organization. Make values more relevant and clearer: A culture where all viewpoints and opinions are heard. Then, use tools to ensure a balanced form, such as ending each meeting with appreciations, difficulties, and final statements .

2. You’ve probably heard people say that the best leaders are the ones who tell stories. It’s true, repeating stories builds company intelligence and helps people understand how hiccups and success points were handled in the past.Stories pass information from one to another by building legacies along the way. Imagine if leaders could actually break their stories down into rich headlines that they repeated regularly, over and over again, making those headlines resonate for all the people working at the company, through to the customers, vendors, investors, and board.

3. Boosting morale and building culture means that everyone within the organization has a voice, has an opportunity to participate and influence projects and company growth. Often new hires, emergent leaders, and individual contributors get lost in the shuffle of executive leaders, directors, and managers. That is a wealth of knowledge many are not tapping into. When companies consider accessing the wisdom, the knowledge, and the judgment of these groups they bring forward out-of-the-box thinking and thought-provoking ideas to iterate the status quo.

Consider putting an up-leading culture into practice so that there is a regular vehicle for new hires, emergent leaders, and individual contributors to bring ideas forward to those more seasoned in the organization. They might just be your next culture champions!

Find your culture champions and arm them with clarity of values, norms of behavior, and the courage to up-lead and you will be on the road to attaining a high-performance work culture.

11 Steps To Reduce Unconscious Bias In Hiring Processes

kgill@staffmax.ca (Kevin Gill) — Fri, 08 Jul 2022 14:58:08 GMT

Unconscious bias isn’t something a business can eradicate overnight by passing a mandate

By the Expert Panel for Forbes Coaches Council

Even after outlining the steps that should be taken to improve the hiring process and uncover more diverse talent, implicit bias on the part of recruiters, human resources professionals and managers may derail those efforts, preventing the company from finding the best and brightest.

Below, 11 members of Forbes Coaches Council explore methods a company can use to identify and reduce the impact of the biases that people within the organization may hold, improve hiring practices and enjoy the many documented benefits of a more diverse workforce.

1. Define Diversity And Set Goals

Set business goals so that everyone knows that removing unconscious bias and building diversity is key to the bottom line. Then, define what diversity means in your company. What ethnicities, ages, genders and sexual preference groups are underrepresented? Next, set metrics to achieve at each step in your candidate pipeline: applicant funnels, interview conversion rates and acceptances. Communicate successes. - Loren Margolis , Training & Leadership Success LLC

2. Admit That Implicit Bias Exists

Start by admitting that there is implicit bias. You have to name it to tame it. Even with artificial intelligence, we are feeding datasets to allow it to learn. We need to not only look at qualifications, but also at what diversity is and how an outsider’s perspective can be an advantage. Instead of pretending to not notice differences, ask, “What will someone who is diverse, and in what way, add to our organization?” - Natalie McVeigh , EisnerAmper

3. Create A Foundation Of Trust

Creating a foundation of trust, commitment, accountability and collaboration is critical in supporting a company’s diversity, equity and inclusion strategy. Offering productive conflict development programs for learning how to better communicate creates unity that is in alignment with vision and values, opens up opportunities for professional growth and strengthens organizational culture and vitality. - Lori Harris , Harris Whitesell Consulting

4. Make Hiring A Collective Effort

Bias could exist in the design of the hiring process itself. Most processes are designed from one perspective (e.g., level, function, identity). In designing the process, make sure that it is a collective effort, with input from differing perspectives and identities. Then, each stage, from job posting and outreach to onboarding, would have a “culture check,” a “bias check” and a “diversity, equity and inclusion check.” - Samara Hakim , CulturGrit

5. Have A Cross-Functional Interview Team

Having a cross-functional interview team is a great way to reduce bias in the hiring process. Another good practice is to have a session with the interview team to brainstorm what to look for and what to watch out for, including potential biases. A best practice is to establish a plan to discuss the candidate in a concerted debrief meeting so that, if biases surface, they can be vetted by the other interviewers. - Kimberly Janson , Janson Associates, LLC

6. Appreciate Diversity In Management

Hire more diverse managers and show appreciation for them. By definition, those with unconscious biases don’t realize they have them. So the best approach is to focus on creating an environment where true diversity at all levels is appreciated. - Donald Hatter, Donald Hatter Inc.

7. Use A Structured Interview

Develop the interview while developing the job description, creating questions to discern candidates’ knowledge, skills and abilities relative to the job. Be disciplined about asking all applicants the same questions, which allows hiring decision makers to base decisions on informed comparisons about applicants’ capabilities rather than their first impressions. - Lisa Coleman, Lisa Coleman Advisory Services, LLC

8. Look Into How Culture Perpetuates Bias

The organizational culture and its contribution to perpetuating biases—such as collective yet subtle assumptions that men are not the primary caregivers, or that nationality or race is a reflection of leadership style—are often ignored. One way to remove unconscious bias is to set company values at the top and exhibit the culture of inclusivity consciously and consistently. - Devika Das , CORE Executive Presence

9. Check Yourself With Project Implicit

Project Implicit is an excellent resource from Harvard. I first encountered it in 2000, and it was quite surprising to see my implicit bias toward men in positions of power. With that awareness, I began to challenge my automatic thoughts. Noticing the impact my biases had on my decisions was illuminating. I still check myself with Project Implicit several times a year to stay consciously aware. - Lyssa deHart, Lyssa deHart, LLC

10. Analyze Each Step Of The Hiring Process

Unconscious biases don’t just happen at the interview stage. Your hiring process is a series of steps, not a single act. Analyze each step and gather data. That will allow you to determine where the problem lies (e.g., advertising for candidates, a small talent pool, the application process, interviews). Once you identify the steps that have inherent, built-in biases, you can resolve them. - Yamini Virani, Celebrus Business Strategies

11. Focus On The Job’s Behavioral Needs

Focus on the behavioral needs of the job role instead of skills and experience. Skills and experience are poor predictors of candidate success; in fact, skills are the easiest to train for. Instead, organizations should focus on assessing people against a behavioral target, followed by a structured behavioral interview designed to uncover alignment with culture and values. - Brad Cousins , Ingage Human Capital Strategies

Virgin Radio's Summer Side Hustle - Sponsored by Staffmax

kgill@staffmax.ca (Kevin Gill) — Tue, 05 Jul 2022 16:22:28 GMT

Staffmax is Proud to Yet Again Sponsor Virgin's Summer Side Hustle Contest

After a successful run in 2021, Staffmax is pleased to announce that we have decided to partner up with 103.1 Virgin Radio in Winnipeg to once again sponsor the Summer Side Hustle contest.

You could win $1,000 by listening to Virgin Radio!

Listen every weekday at 8am, 10am, noon, 2pm, 4pm and 6pm for the 1K Keyword . When you hear the 1K Keyword, you can head to the contest page and enter the word for your daily chance to win $1,000 in cash.

No purchase is necessary and the contest runs from now until July 29th. This contest is open to legal residents of Alberta, British Columbia, Manitoba, Nova Scotia, Ontario and Quebec , who are of the age of majority in the province in which they reside.

If you win, we'd love to hear from you!

How to Get a Job Without Experience

kgill@staffmax.ca (Kevin Gill) — Thu, 30 Jun 2022 14:01:19 GMT

You can’t get a job without experience and you can’t get experience without a job. Or can you? Yes to both! Here’s how.

By Elizabeth Bromstein for CareerBeacon.com

As we (hopefully) move out of the COVID pandemic, many people are looking at job and career changes, and might be trying to get into something new. This means they’re lacking experience in the field they want to get into.

And we’ve all heard it before: you can’t get a job without experience and you can’t get experience without a job. Or can you?

Getting a job without experience is certainly more difficult but it’s not necessarily impossible.

Here are a few tips on how to get a job without experience.

TAKE A STEP SIDEWAYS OR DOWN

Let’s get this out of the way. If you’re moving into a whole new field, you’re probably not starting off in management. You may have to move down the ladder and take a pay cut in the beginning, or start in a position that more closely matches your existing experience than your goal job.

For example: if you want to move into Human Resources management ($33/hr average pay), you might be able to get a an administrative assistant job ($18/hr average pay) at a company where you want to work, take some courses and start taking on some HR tasks and expressing your interest in moving in that direction. Get in the door and start moving up.

HIGHLIGHT THE SKILLS, QUALIFICATIONS, AND EXPERIENCE YOU DO HAVE

Whether you’re a young, recent graduate or changing careers midlife, you have some type of experience. You’ve taken courses, learned from your hobbies, and/or worked at some job or other. Whatever you have done, find a way to use it to your advantage in the job search. It’s often less about what you have done than it is about how you frame and present it.

FOCUS ON TRANSFERABLE SKILLS

Think about the skills you have developed that can apply to most jobs, like customer service, project management, written and spoken communications, research and computer skills, and relationship-building. Can you manage a team or a budget? These are good skills.

Then find ways to show how your skills and experience apply not to just any job but to the job at hand. If the role requires coding, graphic design, or relationship-building, focus on those.

APPROACH THE HIRING MANAGER DIRECTLY

If you feel you have a lot to offer, get directly in touch with the hiring manager – outside of the standard hiring pathways. Find out who they are and send an email explaining that you’re interested in a role at their company and would be a great fit, that you have little or no related experience related to the role, and are willing to learn. Highlight your unique value and state why you think you should have this job.

I don’t always recommend direct emails to hiring managers, but in this case, it may be your only chance of being heard. An applicant tracking system is likely to overlook your resume – because it looks for related experience and job titles – and your cover letter probably won’t get read in the beginning stages. So, reach out. Start a conversation.

SHOW YOUR GREAT PERSONALITY

A good hiring manager knows that skills can be taught but a good attitude cannot. The highly skilled candidate with a bad attitude will always have a bad attitude but the candidate with a great attitude who is willing to learn will soon have the skills and a good attitude.

BE ENTHUSIASTIC

In a survey I conducted ages ago, asking hiring managers what’s one thing that would set a candidate above another, all things being equal with skills and experience, the number one response was that they would choose the candidate who was more enthusiastic.

Show your enthusiasm for the job and the company.

Get your own experience

Can you build experience on your own that relates to the job? Probably. Looking for an accounting job? Do your friends’ taxes and help them with financial planning. Looking for a teaching job? Start tutoring and create tutorial videos showing your knowledge of your teachables. Writing job? Start a blog and write articles on LinkedIn. Costume design? Dress your friends up, take pictures and post them on your social media.

Volunteer for organizations that needs help with whatever it is you do. Experience is probably available for you to get.

Start thinking of yourself in terms of your value and not your needs

I read this somewhere and I wish I could remember where so I could credit the author but the idea was that you should stop thinking of yourself as someone an employer has to “take a chance on” and start thinking like someone an employer would be lucky to have on their team.

This will have a few positive effects.

1. It forces you to highlight your strengths instead of your weaknesses.
2. It changes the way you view and talk about yourself, which in turn changes how you feel about yourself and gives you more confidence.
3. It changes the way an employer views you. You become someone who has great qualities first, and is missing some experience second, rather than someone who is missing experience first but has some great qualities second. Employers will also appreciate your self-confidence.
4. It makes you focus on the employer’s needs rather than your own needs, allowing you to better see and demonstrate how you can fill them.

Employers don’t hire you because you “need a job” and they should “take a chance on you.” They hire you because they can see how hiring you will solve a problem and improve their business.

A lack of experience is not impossible to overcome. Sometimes you just have to get creative and change your way of thinking.

Hiring previous employees could solve recruitment issues

kgill@staffmax.ca (Kevin Gill) — Fri, 17 Jun 2022 14:01:39 GMT

Boomerang hiring is on the up and this can be good news for employers, if you can ensure you get the onboarding process right.

By Sarah Ronan for HR Magazine

Everyone loves a good comeback. Muhammad Ali in 1970, the Spice Girls at the Olympics, Lesley in finance, last week.

While ‘Lesley’ might not return to a stadium of adoring fans, she will be one of an increasing number of employees receiving a warm welcome from a former employer.

With so much turbulence in the labour market in recent years, former employees have become an attractive talent pool for many organisations.

According to LinkedIn data, 4.5% of all hires by companies using its platform in 2021 were so-called boomerang employees , i.e. those returning to an old place of work, up from 3.9% in 2019, and it’s easy to see why.

They know the business and the role and can help to provide stability during times of change.

“Rehiring former employees is going to be a growing area for a lot of organisations,” predicts Dean Corbett, chief people officer at online training provider Avado. “We’re moving from The Great Resignation to the great return.”

What might prompt that return is difficult to say, but Jo Caine, managing director of recruitment firm Cathedral Appointments, says it’s not uncommon for employees’ priorities to change .

“While their former company may not have offered as much in terms of salary, their remuneration benefits may have been better, their social circle more robust, more flexibility may have been offered and the company may have overall been a much nicer place to be,” says Caine.

“The key phrase we hear from candidates re-entering an old workforce... is that money isn’t everything.”

There is plenty to be gained too for organisations that are prepared to welcome back their former employees. Research published last year in the Academy of Management Journal revealed that boomerangs outperformed new hires and were more likely to be promoted.

David Collings , professor of HRM at Dublin City University Business School and one of the authors of the study, says this is in large part because they already know ‘how to get things done’.

Collings cautions against making assumptions when onboarding returners though; the process should account for their previous experience but not over-rely on it. Alastair Woods, people analytics partner at PwC UK, agrees. He says that while certain elements of the recruitment process, such as reference gathering, can be sped up, HR shouldn’t be tempted to compress onboarding.

Woods says: “I think the biggest challenge for a returning employee is that the place looks the same, but the people and aspects of the culture have changed. There needs to be a bit of re-education on ways of working and HR should make sure that process is not skipped.”

But what should that process look like?

Bringing back the good

In the last six months, Avado has experienced such a noticeable increase in returning employees that it has revisited its onboarding process to ensure it is fit for purpose. Corbett views the onboarding experience as an opportunity to reaffirm the employee’s decision to return.

That process should take into consideration the reasons why someone left in the first place and what that felt like for them, says Corbett. While an exit interview is important intelligence to have, it is the entire offboarding experience that helps to shape the re-joining process.

“Now when someone leaves, we’re asking them what they think they contributed that we didn’t recognise, and what they, therefore, could bring back to us,” adds Corbett.

Avado also encourages departing employees to use their on-demand coaching service. Corbett’s view is that the learnings that arise from coaching and the support the employee receives can help to keep the door open for them to return and make for a smoother onboarding.

Top tips for onboarding former employees

Dean Corbett, chief people officer at Avado, advises three key principles to stick to:

Have a process defined and co-created with a cross-section of your organisation
Make the process human and individualised for the returner. Do that by talking to the individual and giving them the space of freedom to think and reflect on how things have changed
Make it two-way. It should not be something that the business just gives you, it is something
that we do together. That will help to remind them why they came back

David Whitfield, CEO and co-founder of HR DataHub agrees that the best place to begin with onboarding is to look at the original departure. “Generally speaking, companies are pretty poor at recording the way that people leave the organisation,” says Whitfield.

“It’s a worry, to be honest, because it’s such powerful data to have. You need to understand why they left, but also what the motivation is to come back.”

He also suggests that where employers target boomerang parent employees , they might want to shape an onboarding process that allows those parents to ease their way back into the business if they are not ready to return full-time.

Recalling one case at Avado, Corbett says that it is important to acknowledge the experience and skills the person acquires during their time away from the organisation but take the opportunity to remind them why they loved working there in the first place.

“Our onboarding process is very much focused on the individual. In that particular situation, we asked, ‘what did you learn in the last six months that you think we would benefit from?’” says Corbett.

“The employee was taken aback by that question, but as far as we’re concerned, whether you were away for six months or six years, you will have taken something from that experience, and we’d love you to bring that in if you think it’s relevant. When you say that to a returning employee, they think: ‘I remember why I missed Avado’.”

Aideen Whelehan, founder of People & Work, agrees that an individualised approach to onboarding rejoiners will yield the best results, and HR shouldn’t be afraid to solicit feedback .

“That initial induction period is a real opportunity to reconnect and inspire that person to stay,” says Whelehan. “We have these programmes where we say to new employees: ‘We’re all like this’, but with rejoiners you can say ‘Actually, are we really like this?’”.

She argues that an organisation is more likely to experience loyalty and high performance from a returning employee when their input is sought out during onboarding, even more so when their feedback is acted upon.

Reconnecting post-pandemic

While in some cases it will be teams or processes that have changed, for anyone that left the business prior to the pandemic, they may also be returning to a new type of office - or none at all.

As part of the onboarding process for returning employees, HR should be deliberate in connecting people , says Collings, citing research on virtual internships during the pandemic.

Some organisations pre-populated the calendars of new-hires with meetings with a broad range of people from across the organisation.

“For ‘boomerangs’, those meetings might be with people who hold some of those critical roles that are new to the organisation or people that are in areas of the business that have grown or developed since they were last employed there,” adds Collings.

“Those connections are really important when returning to a virtual or hybrid environment where we don’t necessarily have the same opportunity to meet people on the corridor that we would have had traditionally.”

Fostering connections and open dialogue are both vital in helping returning employees navigate the onboarding period. But Whelehan says we’ve seen this with maternity returners too and there are lessons that can be applied to boomerangs.

“There’s a balance to be struck there to ensure that you’re not eroding their confidence on their return,” comments Whelehan. “Because if someone has come back, and everything’s different – and hopefully better – then they could be left wondering what was wrong with the way it used to be.

“The role of HR is to support line managers in how to have those conversations and how they present those changes to
the rejoiner.”

As organisations continue to adapt to events of the last few years, there are likely to be plenty more changes for staff – new and old – to navigate.

Regardless of how much knowledge an employee already has about an organisation, a clearly defined onboarding process and support mechanisms, will help to embed the employee quickly and, more importantly, it will help to ensure they stay.

Seven ways to recruit and retain Gen Z employees

kgill@staffmax.ca (Kevin Gill) — Thu, 09 Jun 2022 18:12:03 GMT

Gen Z workers are in high demand. Those who are in the workforce are hungry, ambitious, and driven to succeed - on their terms.

By Glassdoor Staff for Glassdoor.com

Members of Gen Z were born between 1997 and 2012. Glassdoor's Economic Research Team studied the older sect to learn where Gen Z wants to work by leveraging job application data and company reviews on our platform.

This generation has higher expectations of employers than previous generations. With unemployment at a historical low, competition for these workers is stiff, and these young, vibrant workers are calling the shots.

To attract the best Gen Zers in the market, you'll need to double down on your employer brand and invest in recruiting. Here are some best practices for recruiting and retaining employees in this savvy generation.

Be tech-focused

Gen Z wants to work in tech and with tech. It's no surprise that software engineer is the most searched job by Gen Z applicants.

After tech, a significant number of Gen Z job seekers apply to roles in business services, finance, and retail. IBM , Google , Amazon , Microsoft , and Deloitte are the top five companies where Gen Z applicants have applied via Glassdoor.

It may be because these big companies offer big salaries and the big perks, or it may be they just want to work in a modern company that is on the cutting edge of technology - just like them. If you're not a tech company, step up your recruiting with technologies that appeal to Gen Z. Make sure your hiring practice uses AI tools, recruiting videos, easily scheduled online interview slots, and surveys to follow up and track their experience along the hiring pipeline. A traditional job posting and 30-minute phone screen followed by weeks of interviews isn't going to work for these folks.

"Gen Z is 100% digitally native … They've never known a world without the convenience and speed of digital interaction," says Kurt Heikkinen, CEO of candidate engagement and interview software, Montage. "Much of their time is spent on social media, streaming videos, and gaming online … they expect the exact same experience when it comes to job searches and the hiring process."

Be social

Gen Zers are estimated to spend as much as nine hours per day using social media and other apps that make their lives easier. Using social media for employer branding can help by raising awareness about your company and showing candidates why they should work for you. Some employers view social media as a distraction at work, and participating in it as a block to productivity. While you can implement terms of use policies, avoid banning it during work hours altogether. Instead understand that social media is part of our lives, and you can use it to your advantage . For example:

Employees taking microbreaks to check in on social media is good for productivity. Studies show we don't take enough breaks at work. If people are using social briefly to reset their mind and outlook, it can help them be more productive overall throughout the day.
Use social media to promote good news about your company, and encourage employees to share those updates.
Post open positions on your social channels, encouraging workers to share those positions with their networks.
Improve your culture via social. Companies that are active on social media are perceived to be more modern and fun places to work, with a sense of community. Further, if you are promoting a culture where employees have to "hide" or "sneak around" to use social media, that doesn't build trust or drive retention.

Be flexible in interviews

While you can't generalize about an entire generation, being flexible in how and when you interview can serve you well if you're trying to attract Gen Z candidates.

" 74 percent of Gen Z would rather connect with colleagues face to face than via other formats. But here's the catch: Gen Z doesn't equate face-to-face with in-person," says Heikkinen. "Employers should use mobile-first video interviewing technology with live and on-demand interviewing. This helps recruiters and hiring managers reach and communicate with Gen Z in a manner that they prefer, through technology that's already in their hands nearly 24/7."

Share relevant content - reviews, articles, videos, and surveys - about the interview process with Gen Z candidates at each stage of the hiring funnel.

Be real with perks, focus on culture

While free food, game rooms, pet-friendly offices , and company-sponsored vacations may seem like great perks to offer job-seeking Gen Zers, research shows that they care about much more.

Across Glassdoor reviews left by Gen Z, "work environment," "flexible hours," and "good pay" are the most common keywords used to describe the pros of working for their employers. "Free food," "company discounts," and "easy work" also appear in the top 10 most common phrases.

"The competition to catch the attention of the newest generation of workers and potential applicants will likely favor employers who can demonstrate - via their job descriptions, interview processes, and other online forums - that they value culture, career opportunities, and trust in senior leadership, along with a balance of benefits," says Glassdoor Economic Research Analyst Amanda Stansell.

Be a diverse and inclusive workplace

Gen Z grew up around diversity and inclusion , and they are more comfortable in environments where those aspects are recognized and celebrated. Creating a diverse, inclusive workplace starts with examining your recruiting, screening, and interviewing processes to uncover and address biases. When it comes to topics as important as diversity and inclusion, make sure your website clearly shows what your company is doing and demonstrate throughout your application process that your company is focused on attracting and retaining diverse and inclusive employees. Posting a paragraph that says you are an equal opportunity employer isn't enough.

Show prospective candidates and existing employees you take diversity seriously and that you value all voices. Salary transparency can be a great way to level the playing field in your organization. It helps reduce the gender pay gap and increase retention.

Be strategic with marketing

Gen Z workers want to work somewhere with a positive culture and values that reflect their own. Highlight new product developments, philanthropic initiatives, awards, and other positive news about your company in press releases and online. Update your company's Glassdoor profile to tell a more complete story about what it's like to work at your company. If possible, have members of leadership respond to and address any negative comments that might appear on Glassdoor so candidates can see leadership is engaged and working to correct any pain points with the employee experience.

Also consider broadening your location for an employee search. Gen Zers are applying to jobs in the typical major cities like New York City, Los Angeles, San Francisco, Boston, and Chicago. However, Champaign, IL and Raleigh, NC are a couple of metro areas that rank among the top 10 locations for Gen Z applicants. You may have a better chance of landing a top candidate in a larger, more competitive market than in a smaller one.

Be generous when it comes to benefits

Sixty-three percent of job seekers review an employer's benefits when reading a job description. However, many businesses may not realize that their benefit plans are out of date. Some places focus solely on salary - but that's not all that's important.

Consider whether your benefits package is modern enough to match the Gen Z worker. Is it inclusive, offering benefits to domestic partners? Does paternity leave match maternity leave? Is there inclusive language to make sure everyone feels like they will be an important part of the team, including people across the LGBTQ spectrum?

Gen Z employees are at the forefront of driving change, holding companies responsible for their promises and seeking the best for themselves and their families. They're raising the bar on demands for work-life balance, fair and equitable pay, and job satisfaction.

When you break it down, attracting, hiring, and retaining Gen Z workers isn't that much of a mystery, or a challenge. It involves key tenets that apply to any generation: doing the right thing, being transparent, and treating people with respect.

Here's what happens when salary is actually included in job listings

kgill@staffmax.ca (Kevin Gill) — Thu, 02 Jun 2022 19:34:58 GMT

It's Even Becoming Law in Places - Get Ahead of the Trend!

By Kathryn Vasel , CNN Business

Job listings can be extremely detailed, with long lists of responsibilities and required skills, descriptions of company culture and perks, and numerous other reasons for why you might want to work there. But there's often one glaring omission: the pay.

Only about 12% of postings from US online job sites include salary ranges, according to Julia Pollak, chief economist at ZipRecruiter. And that's an increase from 8% in 2019.

Part of the reason for the uptick is the stronger job market, Pollak said. "A tightening labor market does appear to have caused more companies to disclose pay rates," she said.

But a growing number of companies will soon be required by their local governments to disclose what they'll pay.

A new law in New York City, for example, requires employers to include a salary range on job listings. The law, which goes into effect in May, applies to employers with four or more employees, and excludes temporary staffing firms.

"Our new law shines a light on pay inequity," Helen Rosenthal, a former City Council member and sponsor of the bill, told CNN in a statement last month . "Including pay ranges in job postings allows job seekers to determine whether they will be able to support themselves and their family when they apply for a job."

Colorado has a similar law that has been in effect since January 2021, and a few other states, like Rhode Island and Maryland, have legislation that requires employers to provide salary ranges upon request.

Why the big secret?

Labor costs are a major expense for companies, and staying mum on what they're willing to pay can enable them to hire candidates for less, said Katie Donovan, founder of consultancy Equal Pay Negotiations.

"Companies don't want informed consumers ... because the more informed the consumer is, the harder it is to negotiate a savings of any kind," she said. "There's definitely a mindset that the job of recruiting and hiring is to bring in the best person at not a penny more than needed. And the best way to do that is don't tell them how much you actually have available."

Keeping the number under wraps can also be a negotiation strategy. "The person who says a number first loses," said Donovan.

Publishing salary information also means that competitors and current employees can see what a company is paying.

In some cases, current employees may discover that they are underpaid, which could lead them to demand more or find a new job.

"That's the scary part, that is why [companies] aren't putting it in writing," she said.

Why it's good for employers

But posting salaries can also be advantageous to companies when it comes to negotiating, said Zoe Cullen, assistant professor of economics at Harvard University.

"Firms that firmly set a price for a particular job have a high degree of bargaining power in the sense that they are announcing to potential job candidates that, 'if you try to negotiate anything higher than this price, it is going to effect everybody else because I will have to publicly adjust the going rate for this job.'"

Sharing salary ranges can also help attract workers.

"When people are searching for work, [compensation] is the most salient concern typically. So if they don't find the [salary] information they need, they may not waste the time going through the process at all," said Pollak.

At the same time, employers can also create a more qualified applicant pool.

"It saves them the time and energy of searching through candidates who are never going to accept the job... people will self-select out when the [salary] is too little," said Donovan.

She added that when companies are more upfront about salaries, it can help create trust. "They feel more respected and apply more when there is the information...it's like 'OK, they are treating me like a human being.'"

Why it's good for job hunters...

For starters, published salary ranges help job seekers understand what the market is willing to pay for certain positions.

"If you have the ability to know what salary is being offered and know what others are earning, then you are in a position to advocate for yourself," said Laurie Berke-Weiss, principal attorney at Berke-Weiss, a labor and employment law firm in New York City.

Knowing what a job pays from the start can also make the job-hunting process more streamlined. In the current tight labor market, candidates are being more selective about what roles they apply for, and advertised salary ranges can help them narrow down their options.

"Role descriptions can be made to sound more than they are and [job seekers] can go deep into the process and realize that the salary is significantly lower than what they make right now," said Rohan Rajiv, group product manager at LinkedIn. He added that LinkedIn job postings that included salary information increased by 50% in January 2022 from January 2021.

Laws requiring salary disclosure, as well as other laws like banning companies from asking about salary history, can also help with pay equity.

Studies show women and people of color tend to be paid less than White men in the same roles. To right the issue would require significant salary increases.

"Mathematically, for a Hispanic women to answer the question: What are you looking to earn in this job? For her to say the same number as a White guy, she would have to increase her current pay by over 100%... just based on statistics," said Donovan.

...And also for existing employees

Posting salary ranges can be enlightening for current employees as well.

"[If employees] see that they can get a 20% increase just by going to the competition, they'll start paying attention to their openings," said Donovan.

Such transparency can also help existing employees know if they're underpaid.

"Most people think that the people with longer tenure [at a company] are making more than the new kid that just started. But no, the new kid is probably making more," said Donovan. "The new kid is getting paid the current market value and your 2% [annual] raise hasn't kept up with the market rate."

Cullen's research shows that employers' public disclosures of pay ranges can reduce a worker's bargaining power and limit their ability to ask for more beyond the range.

But there's more to compensation than what's on a paycheck. Companies can also offer benefits like signing bonuses, stock options, and other perks that they might not always be required to be disclosed.

"You can have a company that is very openly, publicly committed to pay transparency, but if they really want a candidate who requires more to take the job than they initially offer, they can find ways to make that posted salary range still hold," said Pollak. "Companies can find all kinds of creative ways to get around these requirements."

How To Use The STAR Interview Method To Ace Your Next Interview

kgill@staffmax.ca (Kevin Gill) — Fri, 27 May 2022 13:54:01 GMT

Once you learn the star method, you can give clear, coherent answers that showcase your skills. Here’s how.

By Suzanne Lucas for careercloud.com

Have you heard about the STAR method of interviewing? When a hiring manager or recruiter starts asking, “Can you tell me about a time when…,” you might tense up. Behavioral interview questions are common, but the STAR Method is a trick for answering them.

Once you learn the star method, you can give clear, coherent answers that showcase your skills. Here’s how.

What Is The STAR Interview Response Method?

STAR stands for:

Situation
Task
Action
Result

It describes how you answer a behavioral interview question. Remember, behavioral interview questions often start with, “Tell me about a time…” or “Have you ever….” Let’s walk through what each one of these things means.

SITUATION

Remember that Star Wars Movies start with “A long time ago in a galaxy far, far away.” You can use that to remember the S in star–it’s the Situation or the Setting. Was this your internship at the congressman’s office during your junior year in college? Or did it perhaps happen when you were working late nights in the emergency room? It doesn't have to be flashy or exciting, just accurate.

You want to include who you were at that time as well. Were you the department manager? The new hire? The team lead? A team member? Depending on the job you are applying for, you might want to choose situations that will set you up for success in the new role.

TASK

What task is at the heart of the story? Remember to include details, such as time pressures, whether for an internal or external client or whatever else fleshes out the story.

ACTION

What did you do? Make sure you focus on your actions and speak in an active voice. Active voice is easiest to identify when you have a clear subject that does a clear action. For example:

Passive voice: The client got the report on time.
Active voice: I delivered the report to the client on time.
Passive voice: The employee was weeping until she received help and time off.
Active voice: The employee was weeping, so I sat with her and helped her call the employee assistance program. I then spoke with her boss to ensure she got the time off she needed.

Remember, the interviewer is asking about you and what you’ve done. They aren’t just looking for anecdotes.

RESULTS

What happened? You’ve established the situation (or setting) of the task at hand, and you’ve described your action. Now you need to explain the result. Make sure the result reflects well on you, or pick a different experience. The result needs to be the clear result of your action. Because you did X, Y happened.

How To Prepare For An Interview Using STAR

MEMORIZE THE PATTERN

The first thing to do is memorize the pattern: Situation, Task, Action, Result.

PRACTICE

Then practice it. You may want to write down outlines for your answers to common behavioral interview questions to help you cement your plan in your brain.

BE AWARE OF QUESTIONS YOU MAY ENCOUNTER

For example, here are some questions you might encounter in a job interview :

Tell me about a time you had to work with someone you didn’t get along with.
Can you tell me about a time you went above and beyond in customer service?
Can you tell me about a time you had to fix a problem you didn’t cause?
Can you tell me about a time you had to coach an employee’s poor performance?

How To Use The STAR Interview Response Method In An Interview

If we take one of the questions above, it might look like this.

QUESTION: TELL ME ABOUT A TIME YOU HAD TO WORK WITH SOMEONE YOU DIDN’T GET ALONG WITH.

Situation: I started a new job as a cashier at the same time as three other new employees. One of them, Stephanie, immediately accused me of cheating when I could answer all the trainer’s questions correctly.
Task: I had to gain Stephanie’s trust if we would have a good working relationship.
Action: I showed Stephanie that I had been taking notes on my phone while the trainer spoke. I offered to send her a copy so she could use them for answers.
Result: Stephanie turned down the offer for the notes, and she continued to say bad things about me, but I always offered to help her in any way that I could. Eventually, she started to leave me alone.

QUESTION: CAN YOU TELL ME ABOUT A TIME YOU HAD TO FIX A PROBLEM YOU DIDN’T CAUSE?

Situation: I was the first-ever HR manager at a company. For one of my first tasks, I audited the paperwork they had on file.
Task: I found out that they had never collected I-9 forms for their employees! This violates federal law and can get the business in serious trouble. I knew I had to fix this right away.
Action: I started with the CEO. I told her we needed this paperwork for all employees. She said they weren’t a traditional company and didn’t need it. I researched the potential fine the company could face if its paperwork wasn’t in order.
Result: By speaking in a language the CEO understood–dollars and cents–she realized I was right. At the beginning of that job, I learned to translate all my ideas into how they would save or make the company money.

Frequently Asked Questions

HOW DO I PREPARE FOR A STAR INTERVIEW?

The first thing to do is memorize the pattern: Situation, Task, Action, Result. Then practice it. Remember to stay on track and don’t let your brain wander away from the task at hand.

WHY DO EMPLOYERS USE THE STAR METHOD?

Past performance is often the best predictor of future performance. So, when employers ask you behavioral questions, they want to see what you have done in the past to help them decide if they want you to work for them.

HOW LONG SHOULD STAR INTERVIEW ANSWERS BE?

There isn’t a set answer for this! It depends on the question and what your answer is. But don’t make them too long. If you notice your interviewer looking away or sneaking a peek at her phone, you’re rambling! Plan on 30-60 seconds per STAR point.

The Bottom Line

Interviewing can be scary, but you’ll be prepared to tackle any behavioral questions if you practice the STAR method before speaking to the hiring manager. Now that you know how to use the STAR interview method, it’s time to find positions to interview for!

Our 2022 Salary Guide Is Available

kgill@staffmax.ca (Kevin Gill) — Wed, 25 May 2022 19:54:59 GMT

Are You Competitve? Now You Can Check!

Staffmax is pleased to share our 2022 Salary Guide for all clients and candidates.

This is a great tool if you'd like to see if you're in the ballpark with your staff, or if you feel it's a good time to barter for a raise. This data was collected based on current market information available from various government and aggregate sources.

You can access the document here .

Want more details? Don't see a job listed? Don't hesitate to contact us at 888-956-7090!

If Your Employees Are Working in the Office, You Should Be There Too

kgill@staffmax.ca (Kevin Gill) — Thu, 19 May 2022 19:29:37 GMT

You're most likely not supporting or leading your in-person team as effectively from home.

By SUZANNE LUCAS for inc.com

If your business is 100 percent remote, with no one having to come in, that's great. The boss and HR get to work from home as well.

But if you have employees who need to be in the office every day or whom you've asked to work in the office, you need to be there.

It turns out that's not how things are working out. A pulse survey from Future Forum found that it's not the bosses who are commuting . They report:

Non-executive employees are nearly twice as likely as executives to be working from the office five days a week.
Non-executives' work-life balance scores are now 40 percent worse than their bosses', plummeting at five times the rate of executives' over the past quarter.
Non-executives are also reporting more than twice the level of work-related stress and anxiety as executives.

If you want your employees to be in the office, you need to be there. Here's why:

You don't have a job without your employees

The conventional wisdom is that employees should thank their bosses for hiring them. While there is logic there--as the owners and founders take personal risks in opening a business--the reality is that your business is dead in the water without your employees.

You should never ask your employees to do something that you wouldn't be willing to do yourself, including coming into the office.

If the boss and HR are out of the office, you are not supporting your employees

HR managers, especially in a small business, wear many hats, but the most important is to make the company more profitable by ensuring that employees receive proper treatment. If your HR manager sits at home while your employees are in the office, it's a sign that the HR manager's comfort is more important than the employees' well-being.

Yes, your HR manager is also an employee, but an absentee HR manager isn't doing the job correctly if the employees never see them.

If you believe your employees perform better in the office, why aren't you there?

There are good reasons for being in the office, and not everyone works better from home. But what kind of message does it send to your employees if you say, "You work better from the office, but I don't"?

Looking at the survey results, non-executive employees experience higher levels of stress. Could this arrangement be part of this?

Hybrid is fine, but only when it's hybrid for everyone

If an employee wants to work full time in the office, that's great! But if you and your HR person want to work some of the time from the office and sometimes from home , then everyone else needs that opportunity as well.

If your business has people who absolutely have to be onsite (manufacturing, retail, health care, et cetera), then the management team and the employee relations person in HR need to be onsite more often than not. You're not supporting or leading your team from your home office.

You may think that you've worked hard to be the boss, and now you deserve this perk, but bosses earn more money precisely because their jobs are more challenging. Treat your employees as you want to be treated. If you want to work from home, they get to too.

The best pieces of HR advice you can now ignore

kgill@staffmax.ca (Kevin Gill) — Thu, 12 May 2022 13:13:15 GMT

With times changing, here's what you can put to rest.

By Brett Farmiloe for tlnt.com

We’re forever hearing that there is a new reality about the post-pandemic world of work – one that has made a lot of HR best practice obsolete.

But can anyone actually recall the specific pieces of wisdom that HR professionals should now discard and ignore? The answer is probably no – because while it’s easy to say things have changed, it’s much harder to back that up.

However, we believe there is truth to the notion things have moved on. Why? Well we actually posed the question ‘what traditional advice can now be ignored?’ to real HR executives and thought leaders.

So, without further ado, here are 12 HR advice pieces that used to be sworn by – but which can now be easily ignored. Do you agree? Let us know your thoughts:

1) Technology solves everything

“Before the pandemic, the HR sector was sprinting towards digital transformation of everything. But the pandemic has made it clear that technology is not the be-all and end-all in organizational design. Zoom meetings allowed some businesses to stay afloat but they have also created “Zoom fatigue.” HR is about people. Technology cannot replace that — and it shouldn’t. There is a balance to be had. What HR tech should replace are repetitive and tedious tasks in the HR process. The goal of HR tech should be to free people up to focus on what’s most important: people.”

Josh Zywein, CMO, Paradox

2) Telecommuting reduces productivity

“After almost two years of remote work, many naysayers now agree that telecommuting does not reduce productivity or engagement, and that non-exempt employees can be as successful as their exempt counterparts. The pandemic forced us to go remote from one day to the next, and experience now tells us that productivity remains at- or is higher than prior to the pandemic. I personally have never been closer to my team as we hold daily or weekly meetings, can we see each other via online collaboration and communication tools, and get to learn more about each other as individuals than ever before.”

Patty Hickok, senior director, employee relations, HRIS & HR Operations, NANA Regional Corporation

3) Traditional Work Schedules

“Gone are the days when employees would just simply conform to a traditional work schedule. To be competitive as an employer of choice in today’s world, you have to offer flexibility in your work environment. Generally speaking, most people have to work to make ends meet, but they don’t necessarily have to work for you or your company; they have options. As the old saying goes, relationships are a two-way street, and that includes working relationships.”

Jenna Hinrichsen, director of recruitment strategy, Advanced RPO

4) The need for in-person meetings

“The pandemic made us realize how well we can meet, celebrate, plan, discuss and strategize with our teams using virtual platforms. Eliminating some previously “in-person only” interactions for safety reasons, we also discovered that virtual interviews can speed our time to hire. We realised that video conferencing made scheduling large group meetings easier, and that many of us work more efficiently through virtual interactions.”

Jessica Miller-Merrell, chief innovation officer, Workology

5) Hire only for your current needs

“In the past, it was common for companies to maintain a cohort of staff that was exactly large enough to satisfy the current workload. This approach leaves no wiggle room if you have multiple employees out sick at the same time or if multiple staff members quit in a short span.. And that’s not even considering employee vacations, sabbaticals, or other absences. In the future, it would serve HR departments to rethink their “hiring par” and redefine their definition of fully-staffed. This may not just mean increasing the total number of employees but also cross-training more of those employees so they can step into key roles when you have unexpected gaps.”

Jon Hill, chairman, The Energists

6) HR Is Support Only

“HR has always been viewed as the support team, but that perception needs to shift. HR’s purpose isn’t to catch everything the company throws its way. HR professionals aren’t just warm bodies cranking through benefits enrollment, onboarding paperwork, and other administrative tasks. Now, HR teams should be driving strategic decisions. Since the pandemic began, HR has moved out from the back office and to a seat at the table; from HR to people ops, they are leading change in new compensation structures, benefits packages, recruiting methods, and everything else that impacts the future of work as we know it.”

Amy Spurling, co-founder and CEO, Compt

7) Employees need to sit under one roof

“Traditionally, HR required employees to sit under one roof in order to be aligned with the organization’s goals and expectations. Now, we must appreciate the agility of our peers. They now have to juggle spreadsheets, deadlines and juice boxes all before the morning zoom meeting.”

Chandra Aiken, Easy Choice Recruiting

8) Candidates with gaps in their resume aren’t great

“Although many coaches say gaps in employment ‘aren’t career limiting’, when push comes to shove these resumes have tended to lose competitive standing quickly in the screening process. But with many workers now leaving long-held positions in exchange for new career paths or even sabbaticals to realign their lives on work that provides fulfillment, gaps may become more common and even the norm. So it’s time to oust the notion that “the perfect candidate” is the one that is the most professionally consistent and without pivots or pauses on paper. In order to hire the most qualified candidate, we must value the whole diversity of a candidate’s background and recognize the profound personal development that occurs in these gaps. It’s time to redefine what makes a great candidate in the modern era. Is it still consistency or is it resiliency?”

Leigh Henderson, brand strategist, HRManifesto, LLC

9) Employees don’t quit jobs, they quit organizations

“HR professionals have long accepted the dogma that “employees don’t quit their jobs, they quit their bosses.” But data tells us this was never really true, and it is completely out-of-tune with effective post-pandemic human capital management strategy. Covid-19 gave many people the time to consider what is important to them and many are now acting on their conclusions. Certainly, the relationship with a direct supervisor matters, but today’s employee is looking for meaning in their work, wants to buy into the company’s mission and vision, seeks a career path, demands opportunities to acquire new skills and grow professionally, and wants to be connected with colleagues – even in a virtual environment. Talent acquisition, optimization, and retention demands that HR professionals lead a major overhaul of how organizations view and treat their people. Human capital management must become an integral part of organizations’ long-term business strategies.”

Philip Curran, founder and CEO, Newgrange Advisors LLC

10) Age is a factor in talent retention

“The pandemic has forced a rethinking of ‘age’ as an arbitrary predictor of contribution and productivity. Part of our newfound HR responsibility is to help our organizations broaden the ‘talent’ view of age as an end point for a career. Within the mindset of employee thinking is a recognition that age, occupation, and organization are the determinants of the beginning and ending of a career. A talent shortage points to talent development and retention as primary strategies to ensure long-term organizational growth. The enthusiastic naiveté of an 18-year old employee is just as important to organizational growth as the sharpened wisdom of an 80 year old employee. Productivity is the only measure that matters when assessing the value of an employee’s contribution.”

Lee Meadows, CEO, Meadows Consulting

11) Annual reviews are necessary

“Life, the world, businesses, and people change in an instant, so does the impact they have on your employees. Stop over-complicating the review process, provide frequent feedback, and request frequent feedback from your employees. Your business doesn’t exist without them.”

Christina Hogan, CEO, Global Management & Consulting

12) Casting a wider net is always the solution

“HR should always consider the internal pool of candidates before looking externally. This is a great retention strategy, and shows employees that the organization is committed to the growth and development of their employees.”

Chandel Gibbs, HR associate, HARMAN International

How To Ask For A Raise Amid Soaring Inflation

kgill@staffmax.ca (Kevin Gill) — Thu, 05 May 2022 18:04:10 GMT

Amid higher inflation and a labor shortage that's giving workers the upper hand, it's an unusually critical time to ask for a raise.

By Jena McGregor for forbes.com

Despite historically favorable conditions—high inflation, a labor shortage, more transparency about pay—you might still find it hard to negotiate salary. Here, key steps to ask for more pay, and what to do if the response is no.

Consumer price increases are hitting near-record, 40-year highs . A labor shortage is escalating. State pay transparency laws are making it easier to learn what jobs are paid. And a reawakened labor movement is forcing employers to be more responsive to workers’ demands.

If ever there was a good time to ask for a raise, it’s almost certainly now.

“People don’t perceive themselves as having as much leverage and power right now as they do,” says Ben Cook, the CEO of Riva , a salary negotiation startup founded with Harvard Business School experts. “Right now is a phenomenal time to go and ask for a raise.”

Yet despite this unprecedented wave of favorable conditions, you might still find it hard to ask your boss for more salary . For many, touting your own accomplishments—not to mention having a frank talk about money—feels awkward. If you’re a woman, you know you have to navigate tricky gender norms about how assertive people expect you to be.

And even as more workers talk openly about pay , negotiations tend to be information asymmetry at its worst, with managers typically having more data about what jobs are paid than you.

Still, there are ways to go into the conversation with confidence—and come out of it with a raise–or at least something else desirable you want. Below, find key steps to remember when you negotiate salary, and what to do if the response is no.

WAIT FOR A WIN

Timing is everything, especially when asking for a raise. Don’t plan it for when your boss is at her busiest or after a slip-up. And pick a time that immediately follows a win you can claim or a big sale you just clinched. “The timing of the ask makes a huge difference,” says Kathleen Downs, a senior recruiting manager for Robert Half.

You also don’t want to go in too late, after payroll budgets have already been set and promotions have already been decided. The discussion will more likely be a process that takes time. “A raise conversation is not one day, one half hour of time,” says Katie Donovan, a pay equity and salary negotiation consultant based in Boston. “It needs to be planned out usually for next fiscal year. Start it six months ahead. … it’s going to take a while.”

PERFORM YOUR OWN JOB SEARCH

To get started, play the role of job seeker, looking for what not only your company, but others like it, are paying for new hires in similar roles. A small but growing number of localities, like Colorado and, by the start of next year, New York City and Washington state, now require employers to disclose pay ranges for new jobs.

Experts say that’s starting to have an impact on salary information in job ads, with employers publishing ranges elsewhere, too. “Do a theoretical job search—look to see what salaries in those places are offering,” says Linda Babcock, a professor of economics at Carnegie Mellon University and the author of books on negotiation and women’s careers . “That can help you calibrate your request.”

With inflation soaring and companies having a harder time finding workers, employers fear the new laws will reveal inequities to current workers. Executives say a phenomenon called salary compression—when new workers with less experience are being paid similarly to those with more tenure and skills—is happening more now. A recent survey by Robert Half found that 56% of C-suite executives said they’ve seen pay discrepancies between new hires and more tenured staff in the past year.

If your employer isn’t being so conscious—and you see a job ad at your firm that pays more—it should help you. “Calmly and professionally say ‘explain to me what I’m misunderstanding,” Donovan suggests. “This person will be coming in and doing the job I’m doing right now. … Why would I not get paid what that person would get paid?”

ASK OTHERS WHAT THEY THINK YOU SHOULD MAKE

By now you know to do your homework before you negotiate salary. Look at web sites such as Payscale and Glassdoor . Ask professional associations for salary data. Find databases in your field. Look up Bureau of Labor Statistics data.

But such sources can sometimes be out of date or unspecific; in those cases, ask people who work in your field. If you’re uncomfortable asking someone what they make, says Babcock, ask people who might oversee a role like yours for their expertise instead. “Ask, ‘what do you think I should make for this position?’ They can use all the information they know, and you’re going to get a broader range of data.”

Or, if you ask a peer who works at another company, replace the awkward “how much do you make?” with an offering of your own salary and the question “how would that match up within your organization?” advises Downs. “There are ways to find out what other people are making,” she says, without asking the question too bluntly.

FOR WOMEN, MAKE A COMMUNAL PITCH—AND AIM HIGHER

The actual words you use really matter, particularly for women. Society views women as being “others-focused,” so when they ask for something for themselves, “there’s inherently friction there,” says Kathryn Valentine, the founder of Worthmore Strategies , a negotiation training and consulting firm for executive women.

Therefore, for women, it’s important to keep the conversation collaborative, communal and holistic, says Valentine, making your request in terms of how it can help your boss or the company. A sample pitch might say something like this, she suggests: “Last year I was able to bring in $500,000 in sales. I believe we’re on track to deliver 20% more this year. In order to deliver on that goal, I’d like to bring my compensation in line with market value, which is X. What do you think?”

A simple formula, she says, is to highlight past performance, combine it with future potential and follow up with a direct request. Then stop talking. “To make others feel comfortable, women will continue to talk and in doing that they [hurt their negotiating position],” she says.

Women, suggests Donovan, should ask for at least 75% of the job’s market value. Research has shown that women are more likely than men to be paid in a tight range around the median, and as a result, are less likely to be paid at the top end of the range. “Median pay for everyone is always lower than the median pay of the white guys,” Donovan says.

USE A SPECIFIC NUMBER—AND GO FIRST

Much negotiation advice suggests you should wait for the other person to make the first offer. But unless you have no idea what the pay range should be, says Valentine, research shows it pays to go first . Doing so means you “ anchor ” the conversation with your number, she says. “If you know the bargaining zone, you always put out the first number.”

She also suggests—again, particularly for women—starting with a specific number, rather than a range. At least in her experience with clients, “when you give a range, what they hear is the lowest end of the range,” she says.

Jennifer Trzepacz, the chief people officer for SymphonyAI , agrees. Without a specific number, it’s hard for managers or human resources professionals to know how you’re valuing yourself or what will close the deal. “When they say ‘I’d like a raise’ and they don’t say specifically what [the number] is,” she says of people who request a raise, “there are times when you go back and get them the raise and they’re like ‘that’s not what I wanted.’” As a result, they’ve advocated on your behalf for nothing.

WITH COUNTER-OFFERS, KNOW THE CULTURE

Be careful about using outside salary offers to get a raise unless you know how they’re typically received. “Different companies have different cultures about this,” says Babcock. “At some companies, if you come with an outside offer they say ‘let me help you pack.’ In other companies you don’t get a [raise] unless you have an outside offer, and it will help your supervisor advocate for you. But you really have to know what the organization’s culture is like.” If you’re not sure, ask peers you can trust about their experiences with presenting outside salary offers and how counter offers are viewed.

Negotiation experts suggest using the salary offer you’ve received to inform your market rate, or cast it as a surprise that’s come to an employee who’s committed to the organization. “You can say ‘I have not been looking, but this came my way and I was really surprised to see that they were compensating at 20% more. Can you help me close that gap so I can continue contributing here?’” Valentine suggests.

TURN NO INTO A POLITE ASK

If you still don’t get the raise you want, pay experts say, ask what you need to do to get one—and then don’t let the conversation stop without concrete specifics. “You say, what needs to change so that you can say yes?” says Donovan. If they’re changes you can actually make, do them, and then come back. But if “they keep moving the finish line, then you know you're never going to succeed there. Go look for another job.”

Or, think about what else you might want. If your boss says they can’t boost your base pay, consider negotiating for additional time off, eliminating responsibilities that won’t position you for a raise later or even more equity if it’s a startup. “We really encourage our clients to be as flexible as they can in terms of the currency in which they get paid,” says Riva’s Cook.

KEEP ASKING QUESTIONS

In the end, says Donovan, one of the best strategies for negotiations is just to try and keep asking questions. “You as the employee do not have to have the answers. You’re not teaching them anything they don’t know,” says Donovan. “The more questions you have for each no they give you, the more likely it will be that you get it. The winner of every negotiation is the person who can keep the conversation going. Once I shut you up, I win.”

Businesses struggle to fill job vacancies

kgill@staffmax.ca (Kevin Gill) — Fri, 25 Mar 2022 18:58:38 GMT

COVID-19 restrictions have eased nationwide, yet job vacancies remain high.

As Global’s Will Reimer explains, nowhere is this more evident than in the food services sector.

8 Strategies To Recognize ‘Silent Stars’ Overlooked In The Workplace

kgill@staffmax.ca (Kevin Gill) — Thu, 10 Mar 2022 15:43:29 GMT

"Silent Stars" in the work force are some of the best resources organizations have, yet when they are overlooked, it hurts the company's bottom line.

By Bryan Robinson, Ph.D. for forbes.com

Employers are observing some of their most talented employees abandon ship as the mass exodus of the Great Resignation continues. Many of the top talent are quiet achievers who feel unrecognized and unheard. “Silent Stars” have created a revolving door, quietly headed to companies that will address their grievances. Lack of recognition, burnout and limited growth opportunities are only a few of the reasons employees are quitting. According to Andrea Short , executive sales and marketing leader at Ingram Micro Cloud, there’s another side to the story. She argues that the Silent Stars—those whose goals are less visible and are still working as hard as they can to keep the workflow going—are the most valuable yet forgotten assets for the same companies that are not giving them the recognition they deserve.

Out Of Sight, Out Of Mind

A full 75% of the workforce say they need more recognition in their jobs, and Short insists the Silent Stars are the most easily forgotten at the highest price. “These Silent Stars are known (or not known) for being great observers and honest assessors, self-starters willing to pursue goals that are less visible and for not actively seeking any acknowledgment. Still, they’re not totally indifferent to being constantly overlooked.”

In the past year, businesses have been influenced by fear of talent-loss and many have learned that some talent is simply overlooked based on their personal preference to remain more quiet, introspective or less social in the workplace. “Out of sight, out of mind, has been a prevalent experience for those that may be less externally-oriented, and businesses are beginning to recognize the importance of refocusing attention on all sets of talent by understanding and respecting individual nuances,” Short said. “By actively learning their team’s individuality and putting focus on each unique person, leaders have been able to more appropriately guide their teams, strengthen their foundations and receive more contributions across their entire organization.”

Short believes a retention strategy can be as simple as supporting and representing your talent if a more suited role ever presents. She notes that major drivers of job satisfaction revolve around role enjoyment, career development, paths to advancement, culture inclusivity and appreciation. “Leaders who prioritize better understanding their employee’s individual goals and fulfillment, and encourage transparency around internal recruitment efforts, are providing better possible circumstances for both the organization and your talent’s overall satisfaction.”

Short insisted that during the Great Resignation, companies took one of two paths. They either recognized the importance of the silent-but-driven and learned to anticipate ways to accommodate the needs of these solid team members and making them feel valued. Or they lost these crucial components of their operating dynamic and quickly saw things come unglued. “Many times these Silent Stars are seen as the individuals on a team that ‘just get it done,’ taking on more than their fair share of responsibility,” she said. “In recognizing the importance of these types of associates, it’s imperative that organizations audit and measure the amount of effort a team member puts forth against the amount and type of recognition they deserve.”

8 Strategies To Shine Light On Neglected Talent

Although managers found that losing a rising star in the company was a tough act to replace, they found it even more difficult to find replacements for the Silent Star employees who increasingly burnt themselves out due to the increased demands of the “always on'' remote work environment and their indefatigable drive to complete not only their work, but the work of other team members. Companies can not longer afford to continue business as usual just because that’s the way it’s always been done. In order to evolve with the current trends and stay viable, companies must put a bandage on the bleed. Short notes that merely doling out bonuses for extra hard work won’t cut it. Instead, it’s important to implement some of the following policies that guarantee quiet achievers are recognized and retained.

Identify Silent Stars to optimize their performance in the company without being exploited then focus on prioritizing equality and finding new opportunities for each team member to shine.
Get to know quiet achievers through monthly or quarterly conversations and show interest, empathy and understanding in their current projects.
Promote Silent Stars within their ranks to newer positions in which they can foster greater stability to the organization at a higher level. In the past when this happened, there was nearly always a correlative boost in performance, department-wide.
Allow Silent Star employees to train and motivate new-hires through their calm and steady role-modeling of best practice. They are excellent at this—especially when it comes to practices developed to fit the hybrid-work environment, which gained widespread popularity late last year.
Offer adjustable plans (taking into account the size of the company) with benefits that incentivize employees to stay with the organization such as flexible schedules and work methods (home office, for example).
Determine how the behavior of Silent Stars can be replicated by other team members to cultivate a team that works in unison.
Offer adjustable plans (taking into account the size of the company) and offer benefits.
Create an attractive work plan for a freelancer generation that does not want to be tied to a company.

Short believes organizations have become more aware of their loss of Silent Star employees and are trying to solve the dilemma. Still, she warned that companies cannot afford to join the quiet achievers in their silence if they want to stop the drain. “Your hardest working and sometimes most valuable employees might not ever ask for a raise, but if you give them that opportunity, we’ve seen that they’re capable of unlocking entirely new opportunities all the way up the value chain,” she said. “And sadly, a lot of these really excellent people were the ones quitting last year because they felt overlooked.”

How To Lead Through Periods Of Low Morale

Thu, 03 Mar 2022 22:08:40 GMT

Over the past two years, employees across the U.S. and around the world have been dealing with remote working and low morale.

By Julia Wuench for forbes.com

71% of leaders say that engaged, happy employees are pivotal to their company's success, and according to a Gallup survey, companies with highly engaged workforces are as much as 21% more profitable . However, as many as 33% of those polled in a 2018 Korn Ferry Survey reported leaving their jobs as a result of boredom. While 33% isn't necessarily the majority, it's a considerable number.

While the data can be daunting to review, with the right approach, a strong and authentic leader can lead their team through these periods of low morale and help them get their motivation back.

Approach every interaction with transparency

An authentic leader is one who leads with honesty. Those who aren't afraid to be vulnerable and admit when they're wrong are the ones who earn trust from their peers and their employees.

When it comes to company success, it's important to remain transparent, keeping in mind that people can generally sense when something isn't going well. Sugarcoating internal struggles or approaching interactions with team members while adopting an "act as-if" attitude is inauthentic, at best, and is more likely to produce an even lower level of morale.

Adopt a "team-first" attitude in meetings

While numbers are an important part of any business meeting, they shouldn't be the first focus when gathering as a team. That's especially true when morale is low and the team needs some extra motivation.

Instead, start meetings out by focusing on attendees. Open up the floor and give them the opportunity to share successes or ask for input from peers before getting into data. This goes beyond simply boosting team morale and can go a long way in creating a collaborative attitude and an overall sense of shared ownership throughout the team.

Give employees ample opportunities for open discussion

Whether a discussion with an employee is disciplinary in nature or not, an authentic, motivating leader takes the time to give their employee a chance to speak their mind. Instead of lecturing, the best approach is often to ask open-ended questions to gauge how the employee is feeling, why they feel that way and what improvements can be made to boost their morale and increase overall team productivity.

According to a study published by MITSloan , employees who are regularly encouraged to speak out about workplace issues and given a safe space to air grievances are happier and more successful at work.

Leading through periods of low morale requires openness and authenticity

Engaged employees are happy employees and the best way to engage teams, especially in times of low morale, is by maintaining open, honest lines of communication that goes both ways.

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

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

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).

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

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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.

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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 Careerist , 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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

###