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Businesses risk losing talent next year if they don't sweeten their offer to employees, Hays says.
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If you haven't already, you might want to consider showing appreciation to employees who met or exceeded goals in the previous year. This might encompass targets ranging from sales or lead-generation, to client or customer satisfaction, to productivity and project completion.
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Job posters, your style could use a refresh. In the last 10 years, our entire way of communicating has been revolutionized by social media--Chevrolet went so far as to issue a news release in all emoj...
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n the early days of 1-800-GOT-JUNK? my hiring decisions were based on convenience: Are you my friend? Do you have a pulse? Can you drive a truck? I was desperate for bodies and hired almost anyone who came along. Hiring this way worked in the short term, but ended up being a disaster.
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Everyone is talking about millennials: How do they work? What do they want? How do we hire them? How do we keep them happy? All these questions are for good reason: in a decade they will make up three quarters of our workforce.
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For several years, BC's tech sector has grown at double the rate of the provincial economy, in spite of the fact that our province lags behind other jurisdictions when it comes to tech exports, jobs, GDP contribution and availability of investment. In other words, the sector is succeeding in spite of a lack of attention from policymakers.
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Even though you want people to know you are looking for work. No one is going to conduct a search for someone "seeking a job". It is completely understandable to want your network to know you are looking for work. You want your network to look out for you and be aware of your employment status or lack thereof but you are doing yourself a disservice.
The technology industry is a diverse field that offers those working within it opportunities to be creative, to be innovative and to do some truly unique work. But there's one well-documented issue -- technology remains a male-dominated field. This isn't just an issue south of the border.
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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.
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.
Denying the importance of trends is a mistake -- to be the first can confer a competitive advantage for your firm and your reputation, and goes towards building your employer brand. Once new trends have evolved into current practices, they lose their effectiveness due to their wide spread and use by competitors.
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.
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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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From a talent acquisition and recruitment point of view, one thing is quite clear: Justin Trudeau is off to a good start. Over the more than quarter century that I've been vetting and recommending candidates for leadership roles in global companies, I've learned that actions indeed speak louder than words, symbolism matters, diverse points of view should be promoted, and a strong team trumps a strong individual all the time.
I meet with HR as often as I eat breakfast and they have some movie-making stories to reveal about the candidates they meet. So I sat down with Tara De Jonge of 2020 Inc.in Montreal, to get the story straight from the horse's mouth because I know, as much as I say it, it's not the same coming from her!
There is no denying there is a lot of displeasure regarding how candidates are treated and there is no doubt in my mind some agencies should be shut down! But even the best of the best of us out there are double-edged swords. We are great when we have something for you but useless if we don't and this is not our fault.
We are all human. The person who runs a small company or one from a large conglomerate is still a human and humans make mistakes. Now as much as they will never admit it to you they admit to me, they make mistakes. Here are the top regrets CEOs and hiring managers have when making hiring decisions.
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The departure of Twitter's CEO Dick Costolo opens up new and exciting opportunities for the microblogging social network. Twitter is falling behind its social media competitors in attracting new users and keeping users active. The time is right for a new CEO and both investors and Twitter users are wondering what's next for the company, and what the next permanent CEO might look like.
In interviews conducted by DPRA with Northern professionals, there were four key issues that were common to all situations: housing, access to training and development opportunities, limited access to services (in smaller communities), and social and lifestyle issues. What are some practical solutions for government employers?
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To wisely and effectively recruit and retain talented staff is always a pressing need at all levels of government. The issues and challenges that governments are dealing with are more complex than ever before.
It's no secret that the job market for youth graduating from post-secondary education is competitive and challenging, with youth unemployment rates being twice the national average in Canada. A combination of both education and experience can be the ticket to an initial interview, however, youth are often faced with the 'no experience, no work; no work, no experience' dilemma.
Drake was recently announced as the new "global ambassador" for the Toronto Raptors. In doing this, Drake showed loyalty to his hometown NBA team. He also took a critical step in building his personal brand. This was a terrific move to add breadth to his career and leave open a path for a post-music career.
The talent headhunting phenomenon began informally with well-connected former industry executives with big rolodexes and great contacts. In those days, searches were simple: You needed someone and headhunters put calls out and found someone. Today, an effective search is much more sophisticated, yet myths continue to dominate.
Any way you cut it, the process of hiring employees that are the best fit for your company can be arduous and stressful. And with so many people looking for employment, we can expect that identifying the right candidate for the job will only get more difficult. Here are a few strategies we've been using.
The most recent adventures with our not-so-tiny, not-so-perfect Mayor in Toronto has got me thinking about those ancient but elusive leadership qualities such as character and virtue. Over 5000 years...