Job Boards are the most popular resource for employment search for all generations
A new report comparing how different generations look for a job, found that job boards are the top resource used by all generations when job seeking. Not surprisingly, all generations are spending the majority of their time job searching online instead of offline. “96% of Baby Boomers are conducting a job search online (compared to 95% of Gen X and 92% of Gen Y).” Boomers tend to turn to LinkedIn first; whereas, Gen Y and X turn their attention to Google/Google+. Twitter was found to be the least popular job search tool for all generations with only “8% of Gen Y, 6% of Gen X and 4% of Boomers” using the social networking tool to look for employment. Other interesting findings included, Gen Y have the shortest period of being in job search and are most optimistic about finding work in comparison to other generations; and as an alternative to getting a job, “almost half (48%) of Gen Y has considered going back to school instead of continuing their job search.” Article
News Date: September 24, 2012
Companies struggle to attract, retain and engage high potential employees
According to a survey of 1 605 employees, the majority of companies worldwide, including Canadian companies appear to have a mismatch between what employers are offering and what employees are looking for from a company. The Towers Watson Global Talent Management and Rewards Survey found that “61 per cent of Canadian respondents cited problems attracting critical-skill employees while more than 40 per cent are having difficulty attracting high-potential talent and 35 per cent are finding it hard to attract top-performing workers. Ofelia Isabel, Towers Watson’s Canadian leader for talent and rewards states, “The demand for the best talent is as strong as ever, especially given a challenging economy and ongoing growth in global competition. However, many employers are not taking advantage of opportunities to attract, retain and engage high-value employees by offering a work environment and total rewards programs that are most important to them.” According to the director in talent management at Towers Watson, “effective leadership development, performance management and succession planning programs will be keys to getting it right.” Article
News Date: September 20, 2012
Who should be handling your social media sites
In today’s competitive marketplace, having a presence on social media is a necessity and often times it is the youngest person in the office who is delegated the task of tweeting, posting and pinning. But, according to Ryan Caligiuri, a growth consultant for small and medium-sized business in Winnipeg, “handing over the reins to an intern or junior employee can have a negative impact on your business.” Handing off “the keys to social media” without the guidelines, support, training and understanding of business goals, could be a “recipe for disaster.” No matter who is running your social media strategy, the employee needs to be “well-versed in business etiquette, as well as your brand objectives and business goals” says Mr. Caligiuri. To avoid missteps, make sure a social media policy is put in place; integrate your social media strategy as part of your overall marketing and communications plan; and lastly train whoever is handling your social media to deal with different scenarios. Article
News Date: September 25, 2012
A guide for seasonal and holiday hiring
Holiday staffing for the retail, hospitality, and restaurant industries is expected to increase this year and the hiring season is just about to begin. Below are some best practices that will help find the right job seekers to fill these positions, drive sales and the customer experience.
- View your sales from last year and number of employees hired.
- Determine where gaps existed and the challenges faced so that you can begin to plan your temporary staffing.
- Understand where and when payroll hours are being added.
- Don’t hire everyone at the same time, tier the hiring of employees. It is also advised to over hire by 10-15 percent as some job offers won’t work out.
- Schedule your hiring managers for a one day 4 hour block of 30 minute interviews and offer jobs on the spot. This will go a long way in hiring efficiently and quickly.
- Recruit your customers. The best seasonal workers are often regular customers at your place of business
- Set clear expectations and communicate guidelines with your team.
Article News Date: September 25, 2012