Social Media Internships Toronto

The demand for social media skillsets are on the rise as companies are realizing the importance of social media mandates and two way communication. Sites such as Facebook, Twitter, Pinterest and LinkedIn are growing at an exponential rate reaching as many as 900+ million users.

Randstad Canada is offering a 3 month Social Media Internship opportunity in Toronto complete with training. Learn with a team of your peers how to use social media for business.

Have you recently graduated from University or College or are you close to graduating? Are you looking for experience in one of the fastest growing careers in a positive and thriving work environment? 

We have currently hired a team, but if you want to be kept in the loop for the next round, please email your resume to social @ randstad.ca

Location: 60 Bloor Street West, Suite 1400, Toronto, Ontario

If you are a student or post graduate, interested in gaining hands on experience with Search Engines, Social Media and other Digital Marketing, then please read below!

SEO & Social Media Intern Responsibilities:

• Work closely with the Digital & Social Media Director to create online content and to post approved content on targeted sites.
• Conduct online research.
• Monitor online content and follow moderation and escalation guidelines.
• Develop online materials according to standard formatting and branding guidelines.
• Update and distribute reports, schedules, and other information to appropriate parties.
• Conduct any general duties, specific projects, and responsibilities as assigned.
• Communicate with other parties by phone, email and through social means.
• Search engine optimization 
• Assist in the preparation and organization of online materials for special events (such as trade shows, career fairs, open interviews, seminars, etc.)

Please note that there is also a large emphasis on the SEO component of this internship. You should be a confident writer with copywriting skills but full training will be provided for the following:

• Formatting of content: for web, blogging and articles
• Editing existing content for SEO
• Keyword research
• Link building
• Online research
• Social media

What are we looking for?
• A personable and reliable individual with a strong work ethic 
• Excellent verbal and written communication skills
• Copywriting experience
• A degree or 3rd year student
• Bilingual in French is not required but an asset

You will also develop valuable skills as you work closely with the Marketing team and handle other important tasks. But most importantly you will be a part of a real team environment where you will receive a high level of support from dedicated individuals who believe in what they do. This program runs for approximately 150-250 hours and is an educational, unpaid program.

If you have the right attitude, the right educational background, and are ready to finally prove yourself in the field you are passionate about, then we can’t wait to get to know you… apply to Randstad Canada today! 

At Randstad we have been using social media to engage with targeted audiences in new, creative ways. "We are always testing and listening. It's an exciting, fast-paced industry, every morning I check out the latest blogs and industry news to see what has changed that day and how that affects our business strategy" Lauralee Guthrie, Director Digital & Social Media.

One of the biggest challenges for companies today is finding someone who understands the nuances of each network and how to leverage it for business. Yes, many new graduates live and breathe social media but there are corporate processes and strategies, as well as the right voice and persona of your brand that need to be alligned with the social media presence.

On LinkedIn, social media has been ranked as the 99^th most popular skill to have from LinkedIn users and its popularity has increased 43% year over year. There have also been significant increases in other digital marketing skills such as social media marketing (41%), keyword research (22%), SEO (17%) and Google Adwords (15%). 

If you live in Toronto and are looking for a great opportunity to gaining some hands on experience in the realm of Social Media, Search Engine Optimization and Digital Marketing, then look no further! Randstad Canada is hiring a SEO & Social Media Intern to work alongside our Marketing team. You will develop valuable skills as you work closely with the team on SEO and social media projects.

No school can show you what a 3 month internship at Randstad Canada can! 

If you know someone who could be interested, please share and forward this posting.

Thanks and have a great long weekend!

Lauralee Guthrie

Director of Digital & Social Media

Randstad Canada

Having one of the highest employment rates, Alberta is currently leading Canada in economic growth. Randstad Engineering has chosen Calgary as a focus for this week’s Canadian Workforce Trends due to the demand Calgary is continuing to experience for Engineers and skilled technical workers. Accounting for 21% of Randstad Engineering’s demand in Q1 2012, second highest regional demand, Calgary is showing a 16% increase in Engineering demand in Q1 2012 over the same period one year ago.

Looking deeper into Calgary, and even the entire province, the boom within the Oil and Gas sectors and the oilsands specifically, has positively affected not only the province’s economy, but also the entire country. Randstad Canada recently issued a press release wherein Mike Winterfield, President of Randstad Professionals, quotes, “Demand has risen over the last 18 months for the resources, resulting in many of the large Oil and Gas owners looking at and re-starting projects which were put into a holding pattern or outright shelved during Q1 2009.”  With demand on the rise, Mike Winterfield predicted an ongoing shortage in seasoned engineers and managers trending towards an extreme shortage, in an article written by the Calgary Herald. As a potential remedy for the shortage, “Randstad is advising clients to get creative, to think of ways to spread the leadership around by building teams of engineers with varying levels of experience.” How these sectors will overcome the challenges Randstad Canada has predicted will have a critical impact on the Canadian economy going forward.

Below are the top roles and industries that were in demand in Q1 2012 within the Calgary area.

Sources:

Randstad Canada News Room - Oil Sands Jobs Help Drive Alberta’s Economy-

Calgary Herald - Oil Sands Expansion Ramps up Demand for Engineers -

The Holmes and Rahe stress scale is a frequently used scale that helps to quantitatively measure the importance and impact that life events have on a person.  Of the 43 life “stressors” that can impact your health, 9 of them are directly related to your employment with another 5 that are linked to changes in your income and housing. Are you thinking about changing careers? When you decide that it is time to change careers or to look for other work, it is no wonder that many people feel overwhelmed and indecisive.  Where do you turn to for guidance?

Since I am speaking about the choice of changing careers, not start one, I think it’s a fair assumption that in this case, you no longer have a school guidance councilor to help you make the best decisions.  So where do you turn?  Who can help you?  First, let’s explore why you want to move.

I have found that most people who are looking for new permanent employment are doing so for one of the following reasons:

• Looking for a new challenge
• Looking to make more money
• Looking to improve their work/life balance
• Looking to remove themselves from a politically charged/ bad employment situation

Once you delve deeper into the “coined” phrases above, the common thread is that people feel undervalued. Whether it’s not being paid enough money for what they do, not being promoted as quickly as they think they should or not being adequately respected for what they do.  In short, they think they are worth more than ‘that’.

First thing you need to do is determine what exactly you are looking for. Make your expectations realistic. There is nothing worse than a potential candidate coming in and saying they would like a $20,000 raise. The reality is you can expect to make the same amount you are making now, plus or minus $5,000 - $7,000. Notice the minus. 

Many times, to get “that job”, you need to take a slight pay cut. You should see room for growth and the ability to realize your next position. Also, don’t expect a raise (in salary or title) every 3 months. It is not going to happen. If you can hone in on what it is that is making you feel undervalued at your current place of employment, you stand a very good chance of progressing in your career. 

As for who can help you wade through all the openings and interviews that you are about to embark on, the answer is easier than it seems: us; Randstad Canada.  Being the country’s largest staffing and placement company, with decades of experience, any of our recruiting community would be happy to help you through this life-changing experience.  

By: Jeanette Lampe

Despite the current instability in world markets, Randstad Canada has noticed a steady growth in quarterly demand in Halifax. Ending the second quarter in 2012 with a high, Halifax is seeing an increase in demand of 90% when compared to the second quarter in 2011. Since Q2 2011, Randstad Canada has seen an average of 10% growth in demand in Halifax.  

Among the Randstad divisions operating in Halifax, our Engineering and Technology group has seen growth in demand in Q2 2012 over Q1 2012. Within our Engineering division, we saw a 50% increase in Q2 2012 from the previous quarter with increases in both, contract and permanent demand, 69% and 33% respectively. Within our Technologies division, we saw an 8% increase in Q2 2012 from the previous quarter with increases in both, contract and permanent demand, 8% and 16% respectively for Halifax IT jobs.

Michelle Murray, Branch Manager in Halifax’s Technologies division, says, “Here in Atlantic Canada, we have seen steady demand since fall of 2011. The growth is coming from both contract and permanent requirements, which is showing us the strength and investment in IT, new projects, upgrading systems, and expansion of teams. Two key trending areas have been web development as well as the surge of network upgrades with various roles associated to these areas which are in line with the trends across the country. Needless to say as demand increases for Halifax it jobs, the availability of supply and/or niche resources has changed which has increased our business.  Traditionally clients have contacted us for senior resources and they still do however we have been seeing demand for intermediate and some junior resources substantially increase. This is coming from the baby boomers starting to retire and lack of new graduates staying in Atlantic Canada and gaining their experience locally.”

Below is a list of roles in demand within each division of the two divisions in Q2 2012:

We all know that one of the most important elements of job satisfaction is a positive relationship between a supervisor and an employee. At Randstad, we refer to this as Boss Fit. As we approach International Boss Day (Tuesday October 16th 2012) I’ve put together a list, in no particular order, of behaviours and qualities I think make a great boss. Here are 12 simple steps on how to be a great boss. 

1. Have a vision and knows how to communicate it, paint a picture with words.
2. Have passion and knows how to get you excited and connected to the vision.
3. Acts as a resource. Help employees succeed at their job.
4. Make employees feel valued. Explaining how their work is contributing to the big picture.
5. Provide opportunities for growth and development within the company. Have faith in your employees' abilities and know how to push them to accomplish great things.
6. Foster a positive work atmosphere where their team will work collaboratively towards the company’s goals.
7. Provide positive and constructive feedback to help you grow and develop professionally.
8. Acknowledge your employees’ work. You need to recognize performance in order to maintain motivatation on your team.
9. Be a good decision maker. They are quick but not impulsive and once a decision is made they are committed to it.
10. Trust. Delegate tasks and projects and believe in your employees' abilities while remaining available for guidance. When something goes wrong don’t point your finger,be a part of the solution.
11. keeps promises and follows through on commitments.
12. Show compassion. Treat your employees like people. If there is a death in the family or even if they are having a bad day, be empathetic.

What do you think makes a great boss? Leave your comment below!

By: Jennifer Banks-Halliday 

Next to Desktop Support, we saw that one of Canada's Top IT Job Roles was a Project Manager for Infrastructures, and was next in demand; up 56% form one year ago. Helpdesk Support Microsoft, Architect and Data Analyst fall next in line with increases of 48%, 16% and 9% from one year ago, respectively. For more roles that were in demand during the second quarter of 2012, please see below.

We are excited to announce that Staffing Industry Analysts, the leading global advisor on contingent work, has released the 2012 list of largest Canadian staffing firms, and Randstad Canada has topped the list for the fourth year in a row!

Randstad Canada Ranked #1

As companies and job seekers increasingly look for strategic recruitment solutions, whether for staffing, for professional specialties or for recruitment process outsourcing and managed services, Randstad Canada is creating a powerful growth engine in the staffing industry that offers the best combination of people, resources, experience, recruiting ability, world-class insight, and customer understanding.

We strive to continually meet and exceed the needs of our clients and candidates. By establishing strong relationships, we gain a deeper knowledge of their unique requirements, allowing us to consistently deliver our services to help them achieve their goals.  Our personal approach makes us a distinguished provider in this industry. 

We are proud of our continued growth while still holding true to the core values that drive how we do business. For 2012, Staffing Industry Analysts project that the Canadian staffing industry will grow 9 percent. As our industry continues to expand,  Randstad Canada is excited to grow along with it and we are poised to meet Canada’s growing staffing needs and to continue to shape the world of work.

*The annual list includes 23 staffing firms with C$50 million or more in 2011 staffing revenue, totaling C$4.1 billion. The data included in the report was collected through an online survey conducted March through June of this year.

By Jan Hein Bax

Project managers are, in fact, a lot like superheroes. Called upon when there’s a dire need, they manage resources and achieve specific goals within a tight deadline. 

Project managers are valued for their versatility, ability to prioritize, and ability to coordinate in order to achieve a strategic vision. So how does that translate into a resume? Well if Batman was applying for a position, this is what his Project Manager resume sample would look like.

Here are several key tips to take away from Batman’s Project Manager resume sample.

Highlight key projects
A project manager’s resume differs from a typical resume because you cannot just go over broad general duties and accomplishments, since what you’re doing varies from project to project. Have specific bullet points for each key project and briefly highlight the scale and accomplishments from each. This will showcase your range and versatility, while making it easier for the hiring manager to understand exactly what you did.

Emphasize Impact Using Numbers
As you can see in the Dark Knight’s project manager resume sample, he emphasizes the contributions he made to each project quantitatively. This means one thing; use numbers!

Project Scale
To emphasize project scale, it’s usually easiest to use financial numbers to illustrate the scale of your project. Use numbers such as the budget you dealt with, but also the number of people/employees it’s targeted to effect.

Impact of Measures
The impact of your efforts must also be quantified for the hiring manager to fully grasp how successful you were in achieving your goals. Use figures such as, cost-savings (real and projected), resulting time-cost savings, and if you succeeded under-budget to make your project manager resume.

List Professional Designations
If you have PMP, Six Sigma, an MBA, or any other relevant designation, list them immediately after your name. Batman did this in his project manager resume sample so that the hiring manager will immediately see something that sets him apart from the rest of the applicants and will be more inclined to further examine his project manager resume sample.

Click here to use your newproject manager resume sample to apply to project manager jobs!

By Hamel Khakhria

Randstad Canada’s Engineering division has started the third quarter of 2012 off very strong. The month of July saw a 44% increase in demand, compared to the previous month—gains came from mainly permanent demand, especially engineering jobs in Toronto.

Mike Winterfield, President of Randstad Professionals, says, “What we are seeing in our Engineering business is a continued upward trend in permanent hiring over the last 6 months”.

The month of July actually saw the highest demand in permanent job roles year-to-date—engineering jobs in Toronto saw the highest increase. Permanent Engineering jobs in Toronto saw a 57% increase in July; where is made up 32% of the demand in July. Calgary, which made up of 20% of the total permanent demand in July, experienced a 47% increase in permanent demand when compared to the previous month.

Looking for a career change? Out of work? Want more work flexibility throughout the year? Find out why Canada temp jobs may be the right option for you.

Temp (or temporary) jobs sometimes have a negative stigma associated with them. It is often thought that employers are taking advantage of temporary workers by denying them the rights that permanent workers are entitled to. However, many amendments to labour laws have been made in recent years that bring the rights of temporary workers closer to those of permanent employees. For example, in Ontario, the Employment Standards Act was updated in 2009 to better protect temporary workers. Under this act, temporary workers have rights to public holidays, holiday pay, minimum wage, overtime pay, limits on hours of work, certain unpaid leaves, and many more*. Temporary work agencies also cannot prevent employers from giving references for temp workers, or hiring temp workers for permanent positions. This puts employees in a better position to find a long-term job.

In today’s crowded job market, there are many benefits to temporary positions:

1. Looking for temp jobs can increase your chances of employment

Some companies may not be able to afford hiring workers for long periods of time. Others only need employees for a short duration to fill seasonal demand or complete a project. By putting yourself in the temp job market, you open yourself up to more job opportunities. Because companies often hire temp workers in large volumes and the job market for temporary work is less crowded, it can be easier to secure temp employment versus permanent employment.

2. You get access to training to build your job skills and improve your resume

Often, job seekers are stuck in a cycle where they can’t get jobs without experience, but can’t gain experience without a job. A temp job will allow you to gain practical experience, while making professional connections within the company to improve your future job prospects.

3. Temp positions can be used as a “try-out”

If you are trying to decide on a career path, temp positions can allow you to dip your toes into a position or industry without making a full commitment. It can also allow you to explore companies you are interested in by getting a first-hand feel for the company’s culture.

4. Temp jobs offer more flexibility

Temp workers have greater control over their time. Because many positions are part-time, those seeking permanent jobs have time to both job hunt and earn an income while they are in between permanent positions. Temp workers also have more freedom to switch from company to company or role to role if they are unsatisfied. In addition, they have the freedom to take vacations or spend time with family between short-term jobs, unlike permanent positions where leave may be limited to two weeks per year.

A 2007 survey by Vox indicates that temp workers have a greater chance of finding employment and are more likely to receive higher wages when they do find a permanent position. 

Click to find vacancies for Canada temp jobs.

*Source: Ontario Ministry of Labour

Think about  it, interviewing for your dream job isn’t so different from auditioning for and competing in a TV talent show. Navigating a tough panel of interviewers and stiff competition is akin to wooing entertainment heavyweights and the voting public. So, when The Voice, The X Factor and Dancing With the Stars hit your TV screens this September, let the contestants help you in preparing for a job interview.

Notice how they do the following:

1.    Distinguish yourself from the crowd: To stand out and be chosen, performers cannot rely on talent alone, after all in showbiz, like in the corporate world, personal branding, passion and the right temperament are amply rewarded. One of the most successful strategies tends to be a combination of talent, confidence and dressing sharp.

This strategy comes handy while preparing for a job interview as well. Don't be afraid to give the interviewers a glimpse of you – your aspirations, your work ethic and what you stand for. Remember, subject knowledge can only take you so far!

2.    Make the right pitch: Contestants who understand the pulse of the voters and judges do phenomenally well. This applies to your job search too. Over the span of your career, you’ve accumulated a range of knowledge, experiences and accomplishments. Tailoring your pitch and your answers to fit the job and company is one of the best ways to show interviewers your keen interest in the position. Also, don’t forget to ask questions that demonstrate your understanding and research.

3.    Stomach criticism and stay positive: We all know that reality show judges can be a tad too dramatic! That said, even real-life interviewers can be intimidating. As they test you to see how you perform under stress and pressure, remember to remain calm, regroup yourself and maintain eye contact. Put your best foot forward and stay positive no matter the question or situation.

4.    Show your willingness to learn: Some contestants that make the cut are not as technically sound as the others. What keeps them in the game is their enthusiasm and desire to improve. The same can be said for many job interviews as well.

5.    Work with your peers and coaches: As many contestants have learned through the course of the show,there are many things you can do to demonstrate that you are a team player during your interview. Be respectful of your former bosses – Employers tend to be wary of candidates that blame their previous employers for their shortcomings. Also, give examples of teams you have been a part of and teams you have led.

While preparing for a job interview, remember that almost all candidates called for the interview are likely to have the minimum qualifications. Show the right attitude and you might just give yourself the edge you need to tip the scales in your favour!

A recent Randstad survey, with a sample of more than 500 Canadian women in management positions, highlights perceptions that may be surprising to many of us, or spark pride, but may also give precious hints on the challenges women are facing. The main source of motivation for women is personal: they want to progress because they are passionate and want to accomplish themselves, and they want to communicate that passion around them, in their daily lives. They perceive that having a family has a bigger impact on their career than their spouses’ career. More than half of the respondents feel that it is as difficult (or even more difficult) now, than it was in the past , to meet the demands of both their work and family obligations. The majority also believe that their male colleagues have easier access to the best and most interesting projects or positions, and that they are not as well paid as men! Are Canadian women neglecting this aspect in their own negotiations, considering that compensation is a less important factor motivating their efforts to progress in their careers? Are these results reflective of the tendency for women, as it was documented by the Catalyst Group, to undermine their own accomplishments? Do women need more coaching and mentoring in order to bridge that gap? Maybe they already have all the tools they need to make it happen?

In Quebec

In Quebec, we observe slight differences in terms of perception: Quebec is the only province where women don’t have, in majority, the feeling of having to take on all of the burden of the tasks related to their family life, on top of their professional obligations. Women in Quebec are the ones who seem to have the least obstacles to overcome. Do they perceive they receive more collaboration from their spouse than elsewhere in Canada? Are male executives in Quebec more familiar with their spouses’ situation, and therefore more flexible ? Has the government influenced that perception because of some of the measures taken? Lots of questions that can generate lots of discussion!!

More than anywhere else in the country, Quebec women feel they can influence and make important decisions at work. They perceive a smaller gap in terms of compensation or career opportunities between man and women, and don’t rely on mentoring programs to move forward.  Female leaders in Quebec perceive themselves as autonomous, in charge of their own destiny, but maybe they need to promote themselves even more, and put more emphasis on developing key relationships to help them advance in their careers. Current studies show that these factors are at play and influence the progression of women to higher positions.

Do women have all the tools they need to reach management positions more quickly? Do they need to continue to work as change agents, by promoting their skills and accomplishments, by negotiating their salaries with more firmness, by getting coaching from experienced mentors and key people? Do we have all the cards to bridge the gap between men and women when it comes to promotions and compensation? Tell us what you think in the comments below!!

By Chantal Tardif, Director, Organizational development and Talent acquisition, Industrielle Alliance

A national Randstad Canada survey  of 500 female managers and executives reveals that while female leaders feel progress has been made, there remains much to be done. Their perceptions of obstacles – including outdated stereotypes about female managers, lack of mentoring and lack of workplace accommodation for family – are reinforced by other research.

We have come a long way – in 1980, women earned 60.2% of men’s wages and accounted for 35% of the workforce. Now, women earn 81% of men’s wages and women make up 46.4 % of the US labour force. When all factors are held constant – education, years of experience and so on, women still earn less than men.  A report released recently  by Ryerson University’s Diversity Institute called DiversityLeads also shows that women are significantly under-represented in the senior most positions in virtually every sector. Similar to the perceptions noted in Randstad Canada’s survery, it also confirms that notions of leadership are highly gendered  and stereotypes persist. Women are less likely to promote themselves and their achievements. When they are successful, they are more likely to credit the team or circumstance and when they fail, they are more likely to blame themselves. Ironically, when women exhibit characteristics which are associated with leadership – confidence, self-reliance, dominance, self-promotion – they may face a backlash and criticism.  They are held to a higher standard of “likeability” than men.  

In spite of these challenges, however, we see women rising to the top in greater numbers than ever before. The Diversity Institute’s profiles of successful women reveal strategies that can help advance other women. Some of the tips include:

- Focus on results. There is no substitute for performance.

- Take a hard cold and objective look at your strengths and weaknesses. Capitalize on the strengths, address the gaps.

- Develop and nurture networks. Be sure you are known and have access to the “unspoken rules”

- Find a mentor, be a mentor. Both are great ways to learn.

- “Display your excellence.” Many women do not promote their accomplishments. You cannot assume because you work hard that people know what you do.

- Make demands and learn to negotiate. Lots of research indicates that men are more likely to ask for what they think they deserve.

- Be an ally not a bystander. The challenges experienced by women are shared by others – visible minorities, aboriginal people, people with disabilities and different sexual orientations – standup for others and they will stand up for you.

- Take risks but judge how far to “push the envelope” and pick your battles.

By Wendy Cukier, Vice President Research and Innovation, Ryerson University and Founder, Ryerson's Diversity Institute 

Daniel Kahneman, a psychologist who won the Nobel prize for Economics in 2002,  notes that humans are notoriously imperfect at judging their own performance. And he is more than qualified to give interview advice! One of the first research projects he worked on involved a military organization that had only a 5% success rate when it came to finding the right candidates. (He improved their results dramatically with a simple technique which I will tell you about later.)

My stat, based on twenty years of recruiting, is that 95% of candidates when asked about how they did in an interview, will answer that they did exceptionally well. While only about 20% actually get hired.

Even stranger, candidates who are generally unsure or more self-critical about their performance in interviews, almost always seem to do better. What’s that all about?

All I can tell you is that many interviews I have sat in on over the years have something in common. Candidates aren’t typically reading even the most basic of human cues. And the biggest reason for that? They’re not really listening.

(Maybe it works the same way on a blind date. People are so busy nervously talking about themselves that they miss what the other person is really asking. This can lead to very awkward moments - or very funny rom-com movie plots.)

So here comes the sports analogy the title hinted at.

A good interview isn’t like playing tennis match where you stand back and wait for the questions to come at you like a served ball. And then smash it back as hard as you can.

Interviews that really work are more like football plays where you’re the quarterback. Where you are actively involved in running the ball, calling the play and keeping an eye on the defense. So, here's some very important interview advice: Look around. See what the other team is up to. Then be strategic and when you finally understand the play, take a deep breath, and throw as accurately as you can.

We tell candidates to listen very carefully to questions and never answer until they fully understand. Interviews are not timed events. And interviewers don’t mind if you give pause and careful consideration to their questions. Or ask follow ups before diving in.

You can even try a technique used by the pros. While you are mustering your response, fill the space with a comment like “That’s a great question” or “I was hoping someone would ask me that.” Give the interviewer some credit too. Their job isn’t easy either.

And Mr. Kahneman from the intro? His client was the Israeli army and they were interviewing new recruits to determine who was officer material. Interviewers who were using their gut instincts to decide weren’t very successful. So Kahneman had them ask specific questions based on skills they were hiring for and scoring each candidate while they were being interviewed. He turned a popularity contest into a more scientific process. And it tripled the success of the project.

Companies are lot smarter today about hiring. Make sure you are telling them what they need to know to hire you. In the end, that great new job may be more about listening than just selling yourself.

By Russ Smith, Randstad Technologies, Winnipeg

Laurie Compartino, market manager for Randstad Canada, was recently awarded the Young Entrepreneur of the year award by the Junior Chamber of Commerce of Quebec. Her nomination and win was in the Administration and Management category.

This recognition did not happen by chance. Her career path may be uncommon but it is nonetheless remarkable. Motivated by a strong interest in management and business development, Compartino’s studies shifted from kinesiology to business administration in 2004. Her determination and strong understanding of business challenges allowed her to climb the corporate ladder quickly.  Compartino worked for six years at Energy Cardio before joining Randstad Canada, the country’s leader for staffing, recruitment and HR Services. As a market manager, she has quickly established herself by bringing out the best in her team and encouraging them to surpass themselves.

A question of balance

Is it possible to find a balance between work and family obligations? According to a recent Randstad Canada survey which focuses on women in leadership, the majority of Canadian women believe achieving a fine balance between work and family remains the biggest task for women to overcome in their career, with three in five women reporting this to be the case.

In order to find a balance between her obligations, Compartino says she sets aside time for her husband and daughters.   “Finding a balance is a constant challenge, but my husband has always been very supportive. It is essential to be disciplined and organized and to spend quality time with your family without constantly bringing up work. You have to learn to leave work behind,” says Compartino.

Are management positions more accessible to women?

The study reports that while more than half of women in management positions today feel that there is more opportunity for women to advance to senior ranks within their companies ahead, nearly half feel there is no more opportunity today than there was even five years ago.

Compartino agrees. “We are heading in the right direction, but there’s still some work to be done. I feel that female leaders have to work a little harder than their male counterparts to earn the trust of business partners,” she says.

“With the pressure from the markets, global competition and the difficulty employers have in finding qualified employees, businesses will have an increasing need for female leaders. However, in order for this to happen, they will have to adapt and become a lot more flexible,” she adds.

The survey also indicates that more than three in five of those polled (65%) felt that more flexible working arrangements like flex time and telecommuting would help to provide more opportunities for women to reach and succeed in managerial and executive positions.  More than half of those polled (52 per cent) felt that organizations across Canada need to put a stronger emphasis on diversity in the managerial and executive ranks.

“My recommendation to young women who wish to evolve in the world of business is to have faith in their capacities, and to be able to step back and make informed decisions as well as effective action plans. Most importantly, it’s very important to celebrate your successes and not to be afraid to share your success with others in order to inspire them. You have to show how women can positively contribute to the growth of companies,” she concludes.

To learn more about Laurie Compartino’s nomination:
http://quebec.radionrj.ca/jccq/

To read the Women in Leadership study:
http://randstad.ca/download/download.aspx

Resume services that help you craft the perfect general purpose CV may not be doing you any favours. So make note of these resume tips:

A perfect resume really only exists in tandem with a detailed and specific job description. Creating a Swiss army knife type of resume is like trying to cook a great meal by using all the ingredients in your kitchen. You think you’ve created a masterpiece while everyone is reaching for the Pepto Bismol.

If you want to earn an interview, you need a customized message. Here are some resume tips that will help you achieve that.

Think about this from the hiring managers point of view, someone who has been tasked with finding, for example, an experienced sales person for their company.

You, as a candidate, see the ad online for the role and so you respond with your all-purpose resume. Yes, you have tons of sales experience. What more could they want?

Well, how about industry specific experience? Selling an oil and gas product for example does not really translate very well  to a consumer product or a technology solution. The language is bound to be different, specific industry knowledge valuable and being connected to their customer base (knowing the players) could very well make or break your success.

How about the size of the customer? Selling office equipment to large corporations with diverse types of customers, procurement divisions and long sales cycles won’t qualify you to sell kitchen appliances to small business owners.

Size of the sale matters too. If you’ve sold $10 Million aircraft for several years, changing to selling a $500 solution is going to have a steep learning curve.

See what I mean? A sales job is not a sales job is not a sales job. It’s a very specific requirement and most job descriptions will be loaded with clues. A winning resume will speak to that.

A hiring manager will be looking for specific words and phrases in your resume that will move them closer or further away from selecting you. Every word you use that doesn’t match their map of the ideal candidate will move you away from the target. It’s like the Hot/Cold game you played as a kid.

“Getting warmer. Warmer. Getting hot. Burning hot.”

That’s what you want in your resume. Burning hot.

Here’s a simple technique to help you get there.

Read the job description carefully then list the top three requirements. Then rank them.  Now re- build your resume to match the key requirements (only if it’s true of course).

If you’re not mentioning an industry specific hot skill in the first two lines of your resume, you’re missing a great opportunity to sell yourself before the reviewer jumps to the next resume in their Inbox.

And surprise endings are for thrillers, not CV’s. You want your first few paragraphs to clinch the deal. Your experience with those top three skills should be clearly covered and described as quickly as possible. Everything else is just frosting on the cake.

I would take a one paragraph description of how a candidate perfectly matches the top three hot skills over a two page cover letter any day of the week. And most hiring managers will too.

By Russ Smith, Branch Manager, Randstad Technologies

In times of dire need the secret service calls upon Bond, James Bond.  In times of dire need an organization calls upon an Analyst, a Business Analyst.

A Business Analyst's role is actually very similar to that of an International Super Spy.

Like James Bond, Business Analysts gather data, analyze the data to create a plan of action, and communicate the plan so that it can be effectively executed.   

 In fact if James Bond were applying for a job this is what his Business Analyst Resume Sample would look like.

There are a few crucial things that can be gathered from James Bond’s Business Analyst Resume Sample.

Emphasize your ability to communicate effectively

A business analyst is usually the person within a project or organization that explains very technical aspects to those who may not be so technically-inclined.  It is their job to turn complex data and concepts, into dollars by communicating with vendors, IT departments, and business stakeholders.  So a business analyst is expected to be a good communicator.  James Bond displays his exceptional communication abilities by including his discussions and Joint Application Design (JAD) sessions with Q, the Head of Research & Development.

Showcase your research abilities

Typically, in a business analyst role, you will have to deal with quite a bit of data and documentation -take this opportunity to showcase your expertise in gathering requirements, researching and documenting existing Business Processes, workflows and developing project management templates!  Provide examples of how you uncovered threats and opportunities to an organization and implemented an action plan that led to results.

Certification/Skills

If you are a Certified Business Analyst Professional, PMP, have an MBA, or any other applicable designation or certification, ensure you list them immediately after your name!  In Bond’s business analyst resume sample, he does this so that it immediately catches your eye, ensuring that a potential hiring manager is hooked and will want to further examine his business analyst resume sample.

Opportunities

Today, there are many opportunities for Business Analysts.  In a world where the amount of data is exponentially increasing, where technology is constantly evolving, and where knowledge and implementation decides the winner – organizations need business analysts.

Click here to use your newbusiness analyst resume sample to apply for business analyst jobs!

You start seeing the signs; the vibe around your workplace seems rather…dead.  You’ve got that itching feeling that something just isn’t right.  Employees begin to seem less spirited, less motivated, and ultimately less productive.  Your once vibrant employees are beginning to resemble…zombies.

Be warned, zombie-like behavior actually is infectious and its influence will spread without the need for biting.  Simply having unmotivated employees in the workplace is often enough to affect the moods of other employees.

However, fear not! There’s no need to pull out the shotguns – we’ve created a guide to detect workplace zombies and vanquish them!  All you need is a few employee engagement ideas and you can save your employees from becoming infectious zombies that destroy the brains and productivity of your organization.

How to tell if your workplace is infected by Zombies?

Not sure if your employees should be classified among The Walking Dead? Well here are a few signs that your office probably needs some employee engagement ideas to improve the environment.

Change of Mood

Often, a sudden change in an employee’s mood signal’s something is brewing.  If this goes unnoticed the employee may feel as if they don’t matter.

Lifelessness

Weariness, fatigue, and lethargy are often the first signs of disengagement. 

Lack of Initiative/Participation

When an employee is no longer eager to complete a task, perhaps something has caused their excitement about work to dwindle.  

Absenteeism

If you’ve noticed an increase in absences among certain employees, this is a major indication of withdrawal.

Complaints

The final and most blatant sign of disengagement is outright complaining.  If you hear employees complaining about issues around your workplace it means they’re dissatisfied and they feel that the company’s goals are not in line with their own goals.  Nothing is more infectious and damaging to employee spirit than constant complaints.

How can you save your workplace?

So you’ve seen the signs.  You realize, with dread, that your workplace is infected.  Unless you take action soon, the zombie-like behavior will spread amongst colleagues.  This is where we have you covered.  Here are 7 employee engagement ideas (easily remembered by the acronym ZOMBIES) that you can use to save your workplace:

Make sure you set forth clear expectations for your employees – this way they’ll understand exactly what is expected of them and they are not wasting their efforts on things that don’t matter.

Encourage open communication with employees so they feel they can express how they truly feel, rather than internalizing their objections or expressing them through the grapevine.  Often, opening up lines of communication can lead to the discovery of many things that could potentially improve the organization.  It also makes employees feel as if they are actually part of the company, rather than merely employed by it.

Recognition, recognition, recognition!  If an employee feels they have made a contribution that has not been recognized, they’re going to be less inclined to make contributions in the future.  There are many ways to recognize employees outside of financial compensation. Different people prefer to be recognized in different ways.  It can range from a public recognition/award, to just letting fellow colleagues know in a daily meeting, or even a private sincere conversation letting them know that you appreciate the efforts they’ve made.  When people feel that their work is valued, they will usually keep up the good work.

Trust works both ways.  Show your employees you trust them by offering them greater responsibilities, and keep your promises in order to build mutual trust.  A sense of trust makes employees feel more emotionally invested in the organization’s failures and successes and creates a very positive and personal environment to work in.

After opening up the lines of communication, often employees will make suggestions that prove to be very useful and actionable. Don’t let it end there; show employees how their feedback has been used.  It will make them feel as if they are helping shape the organization and, in turn, will make them feel valued.

Nothing has the potential to make employees feel more engaged than your organizational culture.  Employees yearn to be proud of their employer, to identify with their company, and to belong.  There are many things you can do as an employer to help develop and foster your organizational culture, just make sure the steps you take are inclusive, recurring, and, above all else, make your employees feel good. 

And finally, when bringing in new people to the organization, always make sure that they are a good fit. Just as one zombie is enough to start an outbreak, one person can quickly turn a workplace into a disengaged environment.  

Click Here to make sure you’re hiring the right people

By Hamel Khakhria

The Walking Dead Photo Credit

Photo Credit: Scott Garfield/Courtesy of AMC

Sound decision-making is a critical ingredient for success in small business and it’s an ability and skill that every entrepreneur must possess.  

When it comes to small business, owners will face important decisions that may impact the future of the company on a daily basis - and they cannot afford to make poor choices.  

As a small business owner, this may seem stressful, but keep the following tips in mind and you'll find yourself making wiser decisions and on the path toward long-term success. 

Business Decision Process

Identify the problem.  Sometimes it is difficult to identify the real decision to be made. Identify what the problem is and why it is a problem. If an employee is consistently late for work, you may think that the real decision is whether or not to fire her or him.  In fact, the real decision is whether or not that employee is actually a valuable asset to the business and worth working with to change the behaviour.   

Gather facts and seek knowledge.  Before making a decision, gather as many facts as possible.  Seek reliable advice from those people who you know to make sound decisions and who have enough knowledge on the subject to offer good advice.  

Make a plan and set goals. Successful businesses all have a plan or road map for their business. Consider all of the information you have gathered and then extend it into the decision making process. Decisions are made with education, planning and commitment. But make sure your decisions are consistent with your goals. Goal setting can help you focus your priorities and reduce the inconsistencies that may hinder you from achieving your goals. 

Take action. Select the best solution to the problem but be certain to understand clearly why it is best. Act decisively and with confidence once the decision has been made. You should have the confidence to know that you have made the best possible decision based on the facts available. 

Evaluate, obtain feedback and monitor. Once you have taken action to solve a problem, management must evaluate its effectiveness. Evaluation standards must be determined, feedback channels developed, and monitoring performed. The goal is to answer the bottom line question: “Has the problem been solved?” Always be prepared to evaluate your decisions and honestly admit to yourself if they were sound and if not, how they could have been improved. 

Keep in mind, not all of your decisions will be the right ones. Decision making is a skill like any other, and practice makes perfect.  Whether you’re a small business owner or the executive of a major corporation, the general approach to solving problems is the same. Consider the steps above next time you are faced with a difficult decision about your business. 

At Randstad Canada, we work with businesses both large and small. While these companies may differ in size, they all share one common trait: the success of their business hinges on their ability to make sound decisions. Contact us today. Allow us to help you source the talent you need to make your business succeed, click here for more information.