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82 per cent of HR professionals think job-seekers aren't always being honest.
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With the looming "religious freedom" legislation which could enshrine and protect a "right" to discriminate if the desire to do so is religiously motivated, the U.S. is, in my view, increasingly becoming a jurisdiction to which Canadian employers have to be careful about sending their employees.
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The failure to treat employment law and HR seriously is puzzling. Employees, after all, are many companies' biggest budget line item, their biggest potential liability and their biggest asset. So to entrust the proper and strategic legal management of them to the cheapest bidder -- to regard employment law as mere "commodity work" -- is foolhardy.
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The conversation on the gig economy is often directed towards talent recruiters, HR managers and team leads but for the freelance relationship to be successful, organizations need to cultivate a genuine project mindset across their teams.
Workers across the country should be returning to work well-rested and recharged. But the reality is many people pay a steep price for taking a break. Most workers today pay a hefty "time-off tax" in the form of extra work on either side of a vacation.
Although clearly a critical factor, pointing students in the right direction is only half the battle. The other half must be improving collaboration between government and industry to develop tangible solutions to strengthen the future workforce. As far as we're concerned, that time is now.
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As the sunny days of summer have faded and the reality of back-to-work season for many employees is settling in, here's a troubling stat from a recent poll: a whopping two thirds (65 per cent) of employed Canadians are mentally ready to leave their current employer. Two thirds!
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Ways to make a name for yourself at work. From the AOL Partner Studio
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What was once something to start thinking about is now impossible to ignore for companies looking to attract the country's top talent. Our new reality is that, in today's market, businesses need to recognize and adapt to the changing demands of workers if they want to get the staff they want and keep employees loyal and motivated.
If you work for a company that has an HR department, please book an appointment to see them right now. Don't put it off. This is important!
Whether your company is startup size or an enterprise that has always done things one way and is resistant to change, there are some great benefits to adopting a startup mentality. Will you be bold enough to reap them?
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With the increasing interconnectedness in today's global economy, labor mobility is increasingly an available option. As such, today's businesses are increasingly realizing that to remain competitive, they need to re-develop HR practices from the traditional industrial practices to ones that align with the needs and wants of 21st-century knowledge workers.
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Of all the things the Internet has done for society, changing the image of the workplace is one of the most exciting. Canadian businesses are embracing the idea of remote (telecommuting or mobile) workers, due to increasing evidence of the many benefits of a flexible workforce.
Like most industries in today's business world, HR is seeing a significant impact from disruptive technology -- a term coined by Harvard Business School professor and author Clayton Christensen to describe any technology that changes or disrupts an existing technology or creates a whole new industry.
Randstad compiled and crunched data on nine of the hottest job sectors in Canada, surveying employers, candidates, and industry experts from coast-to-coast, and collecting feedback on what's driving job growth and talent across the country.
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The digital era continues to revolutionize the employment industry. With human resources, the transformation is particularly noticeable in the areas of attracting and retaining expert talent. To remain competitive, companies have no choice but to follow suit and do their best to create enticing environments for existing or desired employees.
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Gone are the days when an HR manager's work was dedicated to "hire, fire and retire" administration. HR leaders are now stepping up as strategic partners driving cultural change, succession planning, leadership strategies and workforce readiness.
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While "equal pay for work of equal value" is enshrined in law under Ontario's Pay Equity Act, the gender wage gap is a serious issue. Statistics Canada data estimates the gap to be anywhere between 12 to 31.5 per cent and RBC estimates it is costing the Canadian economy $168 billion in lost income.
The HR sector, employment and recruiting world are constantly evolving. And so are the terms that define the industry. You have probably already noticed, we no longer speak only of recruiting but also of staffing and talent acquisition.
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Human resources and corporate culture have been drastically changing in recent years and Vancouver technology companies are leading the way in this transformation. In the past decade the very purpose and focus of human resources departments has been shifting.
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Millennials are particularly sensitive to recognition, as only 40 per cent of millennials are happy with the rewards and recognition their company offers. The same survey found that while 50 per cent of millennial employees crave recognition, just 32 per cent say their company offers a recognition program.
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Ultimately, you want your people moving up the leadership ladder, going from being told what to do, to providing opinions and recommendations, to advising what they intend to do and what they have done.
The more comfortable your people are in making decisions on their own, the more control the leader is giving up.
As technology, culture and social norms are all changing rapidly, employers need talent that can combine technical know-how with general capabilities, or soft skills. As such, hiring managers are now looking for more than IQ and EQ in prospective employees.
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Whether it's a long weekend or a two-week trip abroad, vacation time can recharge one's batteries and lead to improved productivity, more creativity and more effective collaboration.
The disconnect is clear. Canada's economy needs both genders at the wheel, but men are currently still doing the majority of the driving. What can businesses do to improve? The good news is that there are a number of solutions, but they need to be taken seriously.
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A strong employer brand supports the bottom line by turning employees into brand ambassadors. When they're proud of what they do and where they work, employees can help attract more talent and more customers to your organization.
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Has your workplace seen an influx of millennials in recent years? If not, chances are you will in the near future. A mix of generations in the modern workplace often leads to a shift in the way that employees prefer to learn, resulting in a need to address different learning styles and varying preferences for consuming media.
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As Canadians, we pride ourselves on our diversity and acceptance and, while things have come a long way in a short period of time and progress continues to be made, the survey results show that more needs to be done. As employers, we have an opportunity to pay attention, learn and be better.
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Salaries are getting lower; people are malcontent with three weeks of vacation and mediocre benefits; and there is a rise in people earning, saving, jumping off, freelancing, downsizing and living the life they want. The #dreamjob doesn't exist. On the other hand, the happily balanced life can, but only if we give it a chance and start to operate differently.
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More than half of Canadians don't mind handling work-related matters on their own time. More than half. A new Workmonitor survey from Randstad Canada revealed some troubling insights about Canadian workers' lack of ability -- or lack of willingness -- to leave their work at the office.
TORONTO - It appears a majority of working Canadians don't mind handling work-related matters on their own time — except during vacations, according an online survey published Thursday.The Randstad hu...
By definition, human resources is intrinsically tied to the personnel within an organization. From hiring, to training and administration, people are at the core of HR. It's hard to deny that technology has transformed the way companies approach staffing, with more tools to help find the strongest candidate for a position.