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Marwa ElMorsy

May 03
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8 Common Recruitment Mistakes Employers Make and How to Avoid Them

By Employer

Recruitment is such a tedious job. You’re on a constant hunt for the best and brightest talents. Whether you’re a recruiter or an employer looking to improve your recruitment process, it’s essential to recognize the most common mistakes you could be making to streamline the process, save time and resources, and eventually secure the best talent.

In this article, we’ll provide the most common recruitment mistakes employers make, how they can hurt your business and ways to improve the process for better results.

Recruitment Mistake#1: Inadequate Job Descriptions

When it comes to finding the ideal candidate for your company, it’s essential to have an accurate job description. Unclear or broad job descriptions can attract unqualified applicants.

To ensure clarity, it’s essential to give complete and accurate information about the position and the company culture. A job description should be more than just a list of duties. It should also include the purpose of the role, important responsibilities, and necessary skills.

Here is how to create a compelling job ad that would attract the right candidate:

  • Clearly outline job responsibilities, required skills, and expectations.
  • Remove any requirements that are not a must.
  • Highlight your company’s values and culture to attract suitable candidates.
  • Write the job description in inclusive language.

Recruitment Mistake#2: Looking for the Perfect Candidate

“I’ll know the right candidate when I see them” that’s a phrase we often hear from employers, but this mentality can bring more harm than good.

Sometimes, we get this idea of the ideal employee and hope for them to magically appear. However, this approach can be detrimental as it may cause us to overlook competent callipers and result in understaffing, which impacts our team’s productivity and morale.

Recruiters call perfect candidates “purple squirrels” because they’re so rare!

Instead of holding out for someone who checks every box, it’s better to establish realistic standards – remember that some “normal candidates” can turn your business to gold when given the opportunity. Here is what you can do when you catch yourself having unrealistic expectations.

  • Revisit your list of requirements and pick out only the key must-haves. The new hire can always pick up or even learn those job-specific skills once they’re on board.
  • Consider the importance of ‘fit’ compared to experience and skills. Sometimes, hiring someone with the right personality and work style that aligns with the company can lead to a better and more loyal hire.

Recruitment Mistake#3: Unconcious Bias

As humans, we all have our biases. But in recruitment, it can be a problem that can hinder finding the best candidate for the job. Employers often rely on personal likability or gut feelings instead of focusing on skills and qualifications. This can lead to overlooking exceptional candidates who don’t fit the typical mold.

Also, keep in mind that job interviews can be intimidating, and it’s important to remember that candidates are human and might feel nervous during the process.

To reduce the impact of unconscious bias and ensure a more diverse and qualified workforce, consider the following solutions:

  • Develop a structured hiring process with a standardized phone screening, comprehensive interviews, and reference checking.
  • Clearly define the criteria for success in the role and focus on these requirements.
  • Offer diversity and inclusion training for hiring managers and HR personnel.
  • Involve colleagues from diverse backgrounds in the selection process and encourage constructive feedback.

Also read: 6 Benefits of Diversity Hiring That You May Not Know About

Recruitment Mistake#4: Overemphasis on Qualifications and Experience

Whether you’re dismissing an underqualified or rejecting someone because they are overqualified, the source of this issue is the same. Focusing too much on a candidate’s qualifications and experience might make you miss out on other essential factors like adaptability, critical thinking, and cultural fit. Remember, qualifications don’t guarantee a perfect fit!

Stressing over experience too much can deter top talent and even impact your company’s reputation. But here are some tips to help you determine the perfect fit without focusing on the experience as a factor.

  • Look beyond qualifications and consider other factors like soft skills and cultural alignment.
  • Determine if any skills can be learned on the job or if prior experience is essential. For example, hiring someone who has the technical skills but has yet to work in the same industry before.
  • Implement comprehensive onboarding programs to train new hires and bridge skill gaps.
  • Consider the benefits of hiring overqualified candidates. For example, they will be able to grow your company faster. You will have a loyal person who can move up the leadership track quicker than a junior person.
  • Discuss long-term career plans with candidates to ensure alignment.
  • Be respectful and provide feedback to the unsuccessful candidates.

Recruitment Mistake#5: Looking for “Cultural Fit”

So many leaders and HR professionals have this misconception that a cultural fit is a team member who looks the same or people coming from the same generation or the same background, etc., which can be problematic.

Focusing on cultural fit during the hiring process can fester unconscious bias, promote groupthink, and lead to workplace toxicity and even hostility.

Although misused, the term “cultural fit” is defined as a skill to match an employee’s ability to fit with the core beliefs, attitudes, and behaviours that make up an organization.

To choose a cultural fit without being biased, consider these tips:

  • Develop a clear profile of your ideal candidate, including skills, attributes, and fit cultural characteristics that align with your business’s short and long-term goals and vision.
  • Use this profile to guide your screening and interview process.
  • Ask questions in the interview that would determine if the person is truly a cultural fit, such as:
  1. Describe the environment in which you work best. (this will show you if your work setup is fit for them)
  2. Describe your ideal boss or supervisor. (this will show you their perfect leadership style)
  3. Why do you want to work for us? (this will show you if they are motivated by the same goals)
  4. Which of our company values resonates most with you? (this will show you whether their values align with your team and business)

Recruitment Mistake#6: Confusing Equality for Equity

“I only hire individuals based on their skills and background. Hiring diversity quota is not my style.” Employers often say something along those lines when the topic of hiring diversity groups comes up. But this can be so problematic!

Diversity groups face many barriers when it comes to entering and progressing in the workplace; giving equal opportunity to everyone is simply not fair. For example, a person with a disability needs an accommodation to perform and excel at their job, but many employers would rather go with someone else who won’t cost them extra money – can you see the problem?

Likewise, in this day and age, and with all the knowledge we have today, many Canadian employers still resist interviewing racial groups, especially visible minorities, who are mostly newcomers in Canada.

Newcomers to Canada have the highest unemployment rate, which is 10.8% (compared to the 5.28% unemployment rate in 2022 for their counterparts). With this behaviour, highly skilled immigrants end up with jobs that are likely to be underemployed or get trapped in low-paid, informal jobs that fail to develop and fully utilize their skills and capacities. (which is essentially why the government of Canada recruited them to the country).

It’s essential to recognize that each individual has different circumstances. That’s why equity is crucial – it ensures that everyone has the support and resources they need to reach an equal outcome.

equity vs equality career edge

Equity recruitment allows for a bigger pool of callipers which can grow in your organization and lead to more diverse leadership. Equity help supports a more inclusive and positive culture, increasing employee retention and engagement.

How to practice equity in recruitment:

  • Embrace diversity in age, race, knowledge, gender, and background while considering the specific skills, strengths, and qualifications required for the role and the entire team.
  • Put some effort into making conscious choices to give more opportunities to those facing additional barriers to joining the workforce in Canada – it will change a lot of lives, and it’ll say a lot about your business and also you as a person!
  • Partner with organizations that help underrepresented groups.

Recruitment Mistake#7: Insisting on Interviewing a Number of Candidates

Requiring to see and interview a specific number of candidates before making a decision can cause delays and may deter strong candidates. While it’s perfectly normal to consider your options, having too many options can be overwhelming and unnecessary. When you do this, you put a good candidate on hold while waiting for more applicants and risk losing your best callipers.

You need to be empathetic towards candidates and their job search process. Top talent is a hot commodity and won’t wait for long. Employers often lose top candidates to competitors due to indecisiveness and lack of communication, resulting in missed opportunities.

Here is what you should do instead to ensure you don’t waste time or talent:

  • Focus on quality over quantity when evaluating candidates
  • Be flexible with your hiring criteria and timelines
  • Set expectations and communicate the hiring process if you expect delays but want to hold their interest.

Recruitment Mistake#8: Not Sourcing the Best Candidates

Whether you are using improper job boards, social media channels, or overpaying for a recruitment agency, not using the right tool will end up attracting the wrong candidates.

Deciding where to find candidates is a crucial choice. If you’re looking for new grads who are early in their career, you’d likely find them by using social media. While experienced candidates are more likely to be accessible via traditional job boards or headhunting. Either way, you must utilize the right sourcing tool to save time and resources.

Instead of wasting a lot of resources using all the sourcing tools, focusing on the right ones will improve your candidates’ quality and reduce the work required to hire them.

How to make sure you find the best candidates:

  • Research the best platforms for your industry and target audience.
  • Use a mix of job boards, social media, and professional networks to reach the right candidates.
  • Partner with organizations to help hire people you don’t usually have access to. For example, most recruitment agencies headhunt the same people over and over again, but using different approaches can ensure you actually see different callipers.

Are you looking to attract the top candidates to add to your team?

At Career Edge, we match you with highly skilled candidates with many years of experience in different business areas, such as IT, finance, HR, and more. Ultimately, meeting your needs through a different solution that drives optimal results to match and retains top talent.

We offer a low-risk, personalized approach to helping you build a high-performing team that will help grow your team and business. Contact us today to get started!

Apr 18
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self storage company

What it’s Like Working at a Self Storage Company

By Jobseeker

This post is written by Nikola Asambelevski 

Most people pass by dozens of self storage facilities daily without noticing them. You might need to pay more attention to self-storage facilities because the self-storage industry is booming. Self-storage is a multi-faceted industry that features job opportunities from a wide array of different disciplines. Jobs at a self-storage company include facility managers, sales representatives, maintenance technicians, software developers, marketing specialists, and many more. We will explore the recent trends in the self-storage industry, the career opportunities available in this exciting field, and how you can start your career in self-storage. 

Self-storage industry trends

Did you know that there are approximately 59,500 self-storage facilities across the globe? The United States alone boasts a jaw-dropping 2.3 billion square feet of rentable storage space, which is more than triple the size of Manhattan Island! Can you imagine that?

Meanwhile, our neighbours up north in Canada are catching up with the self-storage wave, with development surging, especially in the bustling Greater Toronto Area (GTA) and Vancouver. Ontario’s self-storage industry has been on a roll, experiencing an impressive average annual growth rate of 7.2% over the past five years, according to the Canadian Self-Storage Association.

But what’s fueling this growth, you ask? Well, a couple of factors come into play. First, the ever-increasing population density in urban areas has created a pressing need for storage solutions. As more people flock to cities, the demand for storage space only continues to rise. Second, the explosion of e-commerce has businesses scrambling for storage space to keep up with their growing inventory. So, the self-storage industry is here to stay, and it’s not showing any signs of slowing down!

Advancements in the self-storage industry

The self-storage industry in Ontario and across Canada has evolved over the years with the introduction of new technologies and services. For example, some self-storage facilities now offer climate-controlled units, which can help protect sensitive items from damage caused by temperature and humidity changes. Many self-storage facilities also offer online reservations and payments, making it easier for customers to rent and pay for their units. 

As the self-storage industry evolves to incorporate more and more technology into its facilities, new job opportunities are created to handle these changes. Self-storage facilities hire software developers to configure their websites to provide a better customer experience. Technical advisors and engineers are brought in to help self-storage facilities upgrade their systems to create a more secure storage environment for their tenants. The self-storage industry is quickly becoming one of the most popular sectors for employees with a tech background.

What does a day look like working in the self-storage industry?

One of the most surprising things people realize when they start working in the self-storage industry is how busy it can get. All types of people going through life-changing experiences need storage. Death, divorce, and moving are some of the most popular reasons why people come in to visit a self-storage facility and inquire about sizes, prices, climate-controlled units, drive-up storage units, and even vehicle parking. Working in a self-storage facility, you will interact with a wide variety of people from all walks of life. Working in a client-facing position at a self-storage company, like a leasing administrator or customer service representative, requires a great deal of patience, empathy, and advanced communication skills. 

Working at a self-storage facility also requires knowing the laws that apply to the storage facility, including renters’ rights and the laws about delinquent units. Some laws protect self-storage customers and give facility operators the right to enforce a lien and hold a public auction of outstanding units. Storage companies will do everything in their power to ensure that storage auctions do not happen at their facilities. However, auctions are a natural part of the self-storage industry. To keep units available, they must happen from time to time. It is never fun when a facility manager has to cut the lock of a unit that has become delinquent. 

The types of jobs available in the self-storage industry 

There is a common misconception that the kinds of career opportunities available in the self-storage industry are limited to general labour jobs- this could not be further from the truth. Self-storage jobs attract candidates from all kinds of different disciplines. Here are some of the most popular job positions in the self-storage industry  

  • Facility Managers- Facility managers are responsible for overseeing the day-to-day operations of the storage facility, which includes managing staff, maintaining the facility, and ensuring customer satisfaction. Facility managers also handle customer inquiries and concerns, set rental rates, and manage the marketing of the facility.
  • Customer Service Representative- Customer service representatives provide excellent customer service, handle customer inquiries and concerns, and process rentals and payments. Customer service representatives must have excellent communication and problem-solving skills and be able to work in a fast-paced environment.
  • Maintenance Technician- Maintenance technicians are responsible for maintaining the facility and performing necessary repairs. Maintenance technicians must know plumbing, electrical, and HVAC systems and be able to troubleshoot problems and make repairs. As self-storage facilities incorporate more and more advanced technologies into their designs, the role of maintenance technicians has become crucial. 
  • Marketing Specialist- Marketing specialists are responsible for developing and implementing marketing strategies to promote the storage facility. Marketing specialists must have excellent communication and marketing skills and the ability to work in a team environment.
  • Security Officer- Security officers ensure the storage facility’s and its customers’ safety and security. Security officers must know security procedures and protocols and the ability to handle emergencies.

The self-storage industry offers numerous career opportunities for individuals with different skill sets and backgrounds. Whether you’re interested in customer service, sales, marketing, or maintenance, the self-storage industry has something for everyone. As the industry continues to grow and expand across Canada, there will be more and more job openings in this field. 

Apr 05
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black man working remote from home

7 Practical Ways to Evaluate Remote Employees

By Employer

As remote work becomes more commonplace, it is becoming essential for managers to evaluate their remote employees’ performance effectively. While assessing remote employees may be different from evaluating in-office employees, there are still many practical ways leaders can do to get the same results, if not better. However, with the right strategies, you can boost positive company culture and increase revenue. Here are some practical tips to help you evaluate your remote employees.

1. Set Clear Goals 

The first step to effectively evaluating your remote employees is to set clear and specific goals and objectives for each individual and for the team as a whole to accomplish and communicate these expectations effectively. This can provide a measurable framework for tracking progress and ensuring everyone is on the same page. Regular check-ins and performance reviews can also provide feedback and identify areas for improvement.

2. Use Performance Metrics

As an employer, you can use performance metrics to track the work of employees who are working from home. This can include sale numbers, project completion times, task completion rates, and error rates. This helps employers see how productive their team is, how well they meet targets, and where they may need additional training or support.

3. Utilize the Right Tools

Another way to assess your remote team’s progress is to use project management or monitoring tools. These tools can track time spent on specific assignments and the tasks each person is working on, and they can also provide metrics and insight for the use of resources. Using these tools can help streamline a system for your peace of mind and boost your team’s productivity.

4. Cultivate Trust in Remote Teams

Plenty of studies indicate that micromanaging your employees is your recipe for a toxic culture, leading to a toxic work environment. Trust, however, is the glue that holds remote teams together.

To build trust, start by setting clear goals that are easy to measure and communicate these to your team. But building trust in a remote environment isn’t easy – it takes effort and creativity. You need to create a culture that fosters relationships and connections among your team members, even if they’re scattered across the globe. Remember, trust isn’t just a feel-good factor – it’s a vital ingredient for boosting engagement and achieving extraordinary outcomes. In a remote setting, results matter, and employees need the tools, support, and freedom to make decisions, solve problems, and make mistakes.

Building a culture of trust makes a meaningful difference in both employee engagement and company outcomes by enabling higher productivity, better-quality products, and increased profitability.

5. Encourage Open Communication

Communication is essential for evaluating remote employees. Leadership should encourage remote employees to communicate frequently with colleagues and supervisors, fostering the culture and building trust within your company.

Regular and effective communication is critical for ensuring everyone is on the same page and that all team members can contribute to the project’s success. This can include frequent virtual meetings with clear and concise communication about expectations and deadlines. Regular check-ins can also help you stay on top of the employee’s progress and help catch any issues that may arise.

6. Provide Feedback for Remote Employees

Regular feedback to your remote employees keeps them engaged and motivated. Be sure to praise employees for a job well done and provide constructive feedback when necessary. This will help employees to improve their performance and stay motivated to reach their goals.

7. Offer Training and Development

Investing in training and development for your remote employees can help them stay updated with the latest skills and knowledge needed to excel in their jobs. This can be done through online training courses or webinars. Providing training and development opportunities benefits your team and helps your company stay competitive. For example, managers can provide opportunities for remote employees to learn new skills and take on new challenges, which can help to demonstrate their capabilities and adaptability. Additionally, managers can encourage remote employees to take on leadership roles within the team, which can provide valuable experience and help to build their confidence and expertise.

Overall, there are many practical ways managers can evaluate their remote employees’ performance. By setting clear goals and objectives, using tracking and monitoring tools, fostering effective communication, and providing opportunities for learning and leadership, managers can effectively assess the productivity and effectiveness of their remote teams. With these tips, you can create a positive work culture, improve employee retention rates, and increase revenue.

Mar 07
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diverse candidate to hire

Find Your Perfect Candidate Match with Career Edge’s Talent Solution

By Employer

Finding candidates to hire is no easy feat. You hired recruiters and worked with tons of recruitment agencies who brought the same candidates over and over again. It makes sense; using the same techniques and the same network can only get you the same results.

If you’re looking for fresh faces and a partner who truly cares about your business and its unique needs, Look no further than Career Edge! We are a team of dedicated professionals who pride ourselves on providing exceptional talents to the job market.

How is Career Edge different?

We help newcomers to Canada, recent graduates and people with disabilities kick-start their careers by connecting them with the right opportunities. We have an incredible database of candidates who are extremely well-educated and have extensive and international backgrounds. We are also working with an extended network of partners from all backgrounds to source the best candidates to hire.

At Career Edge, we understand the challenges employers face when trying to find the perfect candidate. That’s why we go above and beyond to identify the best and most diverse candidates for your business. We especially help underrepresented groups launch their careers in Canada through our novel internship model. Want to learn more about our internship model, contact us today!

Why work with Career Edge

We work closely with you to understand your business and its specific needs to ensure that we fully understand the skills, experience, and qualities that are most important to your organization. This approach allows us to tailor our search to find candidates who not only meet your requirements but also align with your company’s culture and values.

At Career Edge, we believe in providing a positive candidate experience. We understand that hiring can be stressful, which is why we make every effort to ensure a smooth and efficient process. We keep candidates informed and engaged throughout the process, providing feedback and support along the way.

How to make an impact

We are proud to support newcomers to Canada, recent graduates, and people with disabilities in launching and developing their careers. By working with Career Edge, you are not only finding the best candidates for your business but also contributing to creating more diverse and inclusive workplaces while helping underrepresented groups.

What other employers are saying about Career Edge

“A very positive experience – I’ve had recruiters make promises in the past but never deliver. Career Edge has always delivered.”

– Nicole Bell
Talent Acquisition Specialist at Ricoh

“Career Edge makes the recruitment process painless. They provide high-quality applicants, and they are always available for support.”

– Shirley Abi-Ad
Human Resources Manager at Dr. Oetker

We invite you to join our community and experience the difference that Career Edge can make for your organization. Contact us today to learn more about how we can help you find the talent you need to succeed. Together, let’s build a brighter future for our businesses and our communities.

Jan 26
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maintain mental health at the workplace

6 Ways You Can Maintain Mental Health In The Workplace & Why It’s Important

By Employer

Maintaining mental health in the workplace is an essential component of business success. Employees with sound mental health tend to be more productive, focused, and engaged in their work.

According to the Canadian Mental Health Association, one in five adults experiences a mental health diagnosis each year. A variety of factors, including trauma, stress and anxiety, can cause this.

While mental health is a topic often overlooked in the workplace, businesses need to understand how to recognize signs of mental health problems in their employees and provide support when needed. By doing so, companies can ensure that their employees remain healthy and productive while contributing to a positive work environment.

Benefits Of A Mentally Healthy Workforce

Employees with poor mental health often have difficulty completing tasks in the workplace. They may be less productive and exhibit diminished interest in their work. Workplace injuries and accidents caused by the inability to focus due to stress can also grow in numbers because of stress and mental health issues. 

Promoting mental health in the workplace can be beneficial for both employers and employees. It makes economic sense because it can result in the following:

  1. Increased productivity rates
  2. Lower rates of absenteeism
  3. higher-quality work and creativity
  4. Improved employee engagement
  5. Better relationships between employees and leadership
  6. Improved relationships with the clients 
  7. Increased inclusiveness

How To Promote Mental Health In The Workplace

A healthy work environment should give employees the resources they need to feel supported, such as access to mental health professionals, flexible hours, and clear communication channels. It should also promote an open dialogue between employers and employees, allowing them to discuss issues openly without fear of retribution or judgment. 

By implementing these activities, companies can help employees manage stress, build resilience, and create a workplace culture of support and understanding. This will enable employees to be more productive and engaged while improving overall job satisfaction.

1. Create Health and Safety Workplace Guidelines 

Developing a healthy workplace environment is a multi-step process that begins with establishing and enforcing policies and practices that prevent, identify, support and rehabilitate employees who experience distress, burnout, substance abuse or other mental health concerns.

 2. Make Mental Health Services Accessible

The World Health Organization has found that every dollar invested in mental health treatment returns $4 in improved health and productivity. That means that investing in your employees’ mental health can have a significant return on investment.

You are responsible for your employees’ mental health as a business owner.

It’s about more than just providing access to the proper care and support—it’s also about making sure that they know how important it is to take care of themselves.

Your team will be more productive if they feel healthy and well-rested, so it makes sense that investing in their mental health can help you make more money!

3. Encourage Employees to Take Time Off

Taking days off can be more difficult for some jobs/organizations than others. Encouraging employees to take days off and making the process easier will prevent burnout.

For example, consider adding mental health days or letting employees know that sick time can be used when they are “sick.” If your policies demand a doctor’s note for an absence. For example, that could create additional challenges for employees who may be fearful of the stigma surrounding mental health issues.

4. Build a Positive Work Environment

Creating a positive work environment is a great way to improve mental health in the workplace. Here are ways you can implement to improve the workplace environment.

  • Conducting regular check-ins
  • Prioritizing onboarding new hires
  • Developing a solid workplace culture
  • Understanding that every employee has different accommodations and needs. For example, some employees would require a different work environment to focus
  • Encouraging team collaboration and team-building activities
  • Normalizing conversations about mental health within the workplace
  • Creating a work environment that encourages open and honest communication
  • Understanding how to identify and prevent potential workplace-related emotional triggers
  • Promoting work-life balance by implementing flexible schedules and work-from-home opportunities

5. Take Steps to Support Diverse Employee Groups

People from minority or diverse groups are statistically shown to experience mental health symptoms at higher rates and face more barriers when seeking mental health. 

Taking steps to acknowledge diverse groups and support them in the workplace is essential to achieve mental health equity for the overall mental health of the workplace.

6. Offer Flexibility

Rigidity can have a negative impact on mental health at work by increasing stress on your team. Finding ways to make employment more flexible can significantly improve workplace mental health. Some opportunities to make working for your organization more flexible include:

  • Offering virtual or hybrid is the new normal
  • Making project deadlines more flexible
  • Adopting the right to disconnect policy
  • Instituting days with no meetings
  • Checking in with employees about their preferred working style and accommodating positions to suit them

Employers should make sure that they are providing resources and support for their employees when it comes to mental health. Some ways to promote it include giving access to counselling services, offering flexible working hours, or simply creating an open dialogue where employees feel comfortable discussing their struggles. Taking these steps will benefit not only the individual but also the organization as a whole.

This is a part of #BellLetsTalkDay, an initiative launched by BELL, one of Career Edge’s partners. For more mental health resources, visit this website.

Jan 11
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Why Career Edge is so important to me? By Saradha Swaminathan

By Success Story

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Saradha Swaminathan

Talent Specialist

I hail from a small city in the southern part of India. I completed my bachelor’s in computer technology and master’s in Human Resources. I began my career as a management trainee with one of the largest IT conglomerates in India and was working there for 8 years in different roles like talent acquisition, onboarding, resource management & workforce planning, talent management, talent engagement, academic interface program, etc. I took a break for two years for childcare from 2019 to 2021. In 2021, I moved to Canada. I started searching for jobs. I came to know about Career Edge from one of my HR friends in a WhatsApp group.  I applied for a couple of job postings on Career Edge website. Within a week, I noticed that there was a Talent Specialist opening in Career Edge itself. This grabbed my attention. I have already tried the corporate route, and this time I want to make a move in a more fulfilling direction. I made an online application and received a call in two weeks. I had two rounds of interviews – the first round of panel interviews with a team of IT, Marketing, and Talent specialists from Career Edge, followed by an interview with our Executive Director and Vice President, Finance & Operations. The entire process was so smooth, and I thoroughly enjoyed my interviews. It was truly inspiring to hear from Jeff & Kyle about Career Edge’s vision and future plans. Our conversation made me even more excited to join Career Edge. What interested me, in particular, was how sharply our efforts are focused on creating a positive difference in someone else’s life. Being a new immigrant myself, I was more than happy to join Career Edge family.

 

Every day is a happy day for me as I have an opportunity to help someone launch their career in Canada, and this makes my own career more meaningful and joyful.

I can proudly say that Career Edge is certainly a special place to work. I am blessed to work with such an amazing, hardworking, and passionate team of individuals who are part of a transformational journey.

Dec 12
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5 Ways to Improve your Hybrid Company Culture

By Employer

The recent shift to remote work has fundamentally changed how many companies operate. While working from home has its benefits, it can also create challenges when it comes to maintaining a positive and productive hybrid company culture. Here are some ways to maintain a positive hybrid work culture.

Read more: What is Company Culture and How to Implement it

1- Prioritize clear and consistent communication

To improve culture in a hybrid work environment, is to prioritize clear and consistent communication. This means making sure that all employees, whether they are working in the office or from home, are kept up-to-date on important information and have access to the resources they need to do their jobs effectively. This can be achieved through regular check-ins, company-wide updates, and open lines of communication.

2- Encourage collaboration and teamwork

Another key aspect of maintaining a strong company culture in a hybrid environment is fostering a sense of belonging and connection among employees. This can be achieved through regular team-building activities and opportunities for collaboration, both online and in-person.

Provide opportunities for employees to work together on projects and initiatives, even if they are not in the same physical location. This can be done through virtual team-building activities, online collaboration tools, and regular group meetings.

3- Support employee well-being

Hybrid work can be challenging and isolating. It can impact employees’ mental and physical health. Offer support to employees through employee assistance programs, mental health resources, and regular check-ins with managers and colleagues.

In addition, it’s essential to provide employees with the support they need to thrive in a hybrid work environment. This may include offering training on remote work tools and technologies, as well as creating policies and guidelines that help employees manage their work-life balance.

4- Recognize and reward employee contributions

Just because employees are not physically present in the office doesn’t mean their contributions should go unnoticed. Provide regular recognition and rewards for a job well done, such as through employee recognition programs or bonus opportunities.

5- Create a virtual community

Encourage employees to connect and engage with each other outside of work tasks through virtual social events, online forums, and other digital platforms. This can help foster a sense of belonging and connection among remote workers.

Ultimately, maintaining a strong and positive company culture in a hybrid environment requires a commitment from leadership and all employees to prioritize communication, connection, and support. By taking these steps, companies can create a collaborative and productive work environment that drives business success.

Dec 07
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Why Career Edge is so important to me? By Laurin Lambert

By Success Story

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Laurin Lambert

Talent Specialist

Growing up, I was always told that my goal should be going to school and getting a job that could support me in life. The plan was grade school, post-secondary, and work – this was ingrained in me. It was a good plan, a great plan even, but when the time came for me to start working after graduating, I was stuck. My plan didn’t prepare as to how to get a job in my field. I had professors, mentors, and people within my network tell me 101 ways to get hired, but none of it seemed to be working for me. I applied to countless HR jobs that I was remotely qualified for on every job board I knew of. I reached out to professionals whose careers I had admired. I personalized every resume, cover letter, and email, making sure that I represented the best version of myself. Yet, I never heard from anyone – not for a rejection letter, not for an interview. Like many recent graduates, getting hired in your own field seemed impossible.

That was until I found out about Career Edge. I heard about Career Edge through a friend. It was a passing conversation where I had briefly thought I would check the website when I got a chance when I did some research on Career Edge and learnt about how Career Edge has launched thousands of careers for recent graduates, skilled newcomers to Canada, and people with disability. Career Edge sounded wonderful – a little too wonderful, and I immediately became skeptical, thinking this program seemed too good to be true. As a recent graduate who was desperately searching for a job, I registered on the Career Edge website. Within a couple of weeks of registering, I got in touch with a Talent Specialist and was set up with an interview. The process was unlike any other job application that I had experienced. The Talent Specialist team was kind and accommodating with any needs that I had, and most importantly, Career Edge made me feel like a person and not just a resume. Soon after, I got hired in my field, and with Career Edge, no less as a Talent Specialist.

Starting my career had been a difficult and isolating journey, but Career Edge changed that for me. Career Edge has provided me with a meaningful job where I have room to learn and grow and express my thoughts and have my voice heard. What makes Career Edge unique is that it embraces everyone from every walk of life. Everyone on the Career Edge team and all the registrants and interns have a different story that is different from one another, which is understood widely throughout the organization. This understanding allows Career Edge to help everyone individually, and I say this as someone who was a Career Edge registrant.

I am beyond grateful for the opportunity that Career Edge has given me because Career Edge is not just an organization but a community where people like you and I can be given a voice and a fair opportunity to achieve our goals.

 

Oct 14
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Why Career Edge is so important to me? By Fauziyyah Randera

By Success Story

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Fauziyyah Randera

Payroll & Accounting Intern


I was born in India and moved to South Africa when I was about ten years old. I completed high school in South Africa. I was in 10th grade when I got engaged and got married in 12th grade. At 19, I was the only married female in my class. In June 2018, I moved to Canada.

I always dreamed of becoming an accountant and wanted to continue my studies. However, this is not common for women in my culture and background… although my husband didn’t mind. He supported me and made sure my dream came true. I attended Centennial College for Business Administration Accounting Program for 3 years and completed the Advanced Diploma. It took me 4 years to finish my degree because I got pregnant with a boy while in college during COVID pandemic.

I have worked in the restaurant since I moved to Canada, but after finishing my maternity leave and completing my studies, I was determined to follow my passion and work in accounting.

I submitted about 100 (if not 1000) of job applications with no response. I was looking for a remote job opportunity where I can take care of my child. I did not want to miss my son’s first word and wanted to keep him safe, but it was not a piece of cake to find such an opportunity.

Finally, Career Edge came into my life. I met them at a career event at Centennial College. It was the first and only event I attended. Only the Word “Career Edge” caught my attention. I started accepting and applying for internship opportunities. Shortly after, I received a call from a talent expert saying that I had been selected to interview for a payroll and accounting internship at Career Edge. I was nervous at first because it was my first professional interview.

I was interviewed by a talent expert and an IT expert. I have to say that the impression I got was amazing. I had a second interview with an accountant and a payroll specialist and it went excellent. I got accepted for the opportunity which I always dreamed of.

When I joined the team, I didn’t feel like a new member of the organization. I was sincerely warmly welcomed. I am happy to say that if anyone in the world wants to see a great team, the Career Edge team is the perfect example of the most successful, hardworking, and friendliest team. It’s everyone’s dream team.

Whenever someone asks me what Career Edge does, I always say, it changes lives. As a woman, working from home with a child, I can attest to that.

I thank all the team members for supporting me and being patient with me throughout my learning process. I am grateful to Career Edge for changing my life through this incredible opportunity. If it was not for you, I would have been a housewife with no career goals, putting my studies down the drain. I appreciate the positive environment and the attitude of the team, which gives me a sense of belonging. My goal now is to be an alumnus at Career Edge. I am proud to say that I am part of Career Edge and help change the lives of others.

Sep 29
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Why Career Edge is so important to me? By Marwa ElMorsy

By Success Story

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Marwa ElMorsy

Marketing Specialist

I came to Canada with my husband in 2019 with many hopes and dreams – like many newcomers. Before arriving, we heard so many stories about how difficult things are for newcomers. We were prepared to start from scratch and were determined to make it work as our new home. 

We initially landed in New Brunswick, one small province in Atlantic Canada, where the government realized how important it is to bring immigrants in because of the aging population. While New Brunswick was so rich in nature – it had us breathe a sigh of fresh air after coming from the hustle and bustle of Cairo – it didn’t exactly welcome us as newcomers.

In my trials to pursue a career, I was treated like I didn’t exist. I faced many rejections and even explicit discrimination. I started to notice the pattern and see the lack of diversity in the workforce of people of colour (and especially veiled women like myself).

When I talked to locals, no one believed I had ambition or passion for what I do; they were even shocked that “I could speak English that well.” It wasn’t just for the lack of “Canadian Experience.” It was also about the colour of my skin and the way I dress. Many people decided I wasn’t an equal just by looking at me. That assumption hurt!

I started to get furious, so I pointed my passion toward volunteering, networking, and even joining political caucuses to speak up about immigrants’ problems and ways to solve them. At one point, I wished I had the power to change something instead of just talking about it.

But then, a couple of years later, my husband and I decided to end this, restart our lives all over again and move to Ontario in the hopes of finding a better life for ourselves.

I started my job search journey again, but this time I remembered a friend mentioning Career Edge and how they helped her start her career with RBC. And even though I was frustrated, I thought it wouldn’t hurt to apply for jobs on Career Edge’s job board.

I promptly got a call from one of the Talent team members (hello there Saradha) telling me that she thinks I’m a good fit for one of the jobs. Long story short, the employer didn’t end up hiring me. I was disappointed, but it wasn’t something I didn’t see before, so I moved on.

But then, when I least expected it, I got a few messages from Career Edge again. They said they were looking to hire a marketing person internally this time. I was so excited, but I didn’t want to get disappointed one more time.

This time I hit the jackpot. Someone took me seriously for the first time in 3 years since I moved to Canada. They respected my experience and believed I could add value (eyes on you, Jeff and Jumana).

After I got the job, it started to sit in. Nothing would have worked better for me. Haven’t gone through that experience, I wouldn’t have been so passionate about helping others who face the same challenges.

Today, I’m so grateful for where I am, where I have to see and interact with people like me – I get to do something I’m genuinely passionate about (I could be a bit annoying sometimes). I get to help people of colour and newcomers to Canada and witness their lives change for the better.

I’m truly thankful every day for being where I am today as Career Edge grows to be part of who I am as a person.

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