Skip to main content
Category

Employer

unemployment mental health

The Silent Struggle: The Impact of Unemployment on Mental Health

By Employer

In today’s fast-paced and competitive world, unemployment has become a silent struggle that affects millions of individuals in Canada. The impact of being unemployed extends far beyond financial stress and insecurity. It takes a toll on mental health, causing anxiety, depression, and a sense of worthlessness.

This article explores the relationship between unemployment and mental health, shedding light on the psychological impact.

Understanding the profound effects of unemployment on mental well-being is crucial to providing the support and resources needed to alleviate this pervasive issue for those who are affected, especially for the diverse groups facing additional challenges, such as newcomers to Canada, individuals with disabilities, and recent graduates.

The Impact of Unemployment

Unemployment can have a significant psychological impact on individuals, often leading to a decline in mental health. Whether the individual is moving to a new country, starting from scratch or losing a job, it can shatter one’s sense of identity and purpose, leaving one feeling lost and without direction. The routine and structure that employment provides are suddenly gone, leaving a void that can be difficult to fill. This loss can trigger feelings of hopelessness, frustration, and despair.

Unemployment can negatively affect an individual’s mental health and well-being. Some of these effects include:

  • Job searching can be tough even for the most resilient individuals. Each rejection letter or failed interview can feel like a personal reflection of one’s worth and abilities, leading to low self-esteem.
  • Financial insecurity can be overwhelming, leading to increased levels of stress and anxiety about making ends meet.
  • The stress often emerges as physical symptoms such as headaches, stomachaches, and difficulty sleeping. 
  • The stigma surrounding unemployment can lead to feelings of shame, isolation, and increased risk of substance abuse.
  • The combination of these factors may contribute to the development or worsening of mental health conditions, such as depression and anxiety disorders.
  • Unemployment can strain familial relationships and lead to increased conflicts within households. Financial stress can strain marriages and partnerships, increasing tension and resentment. This can create a cycle of negative emotions and further impact an individual’s mental well-being.

Unemployment Mental Health Impact on Newcomers to Canada

Picture this: a newcomer coming to Canada and striving for a new life with their family. Imagine adapting to a new country and settling down while being unemployed.

The struggle to secure employment is intertwined with adjusting to a new culture, language, and societal norms. The isolation and loneliness often accompanying being in a new and unfamiliar environment can amplify the psychological toll of unemployment. In these cases, the need for tailored support and resources that address the job search and the adjustment process becomes even more critical.

Family dynamics are also significantly affected, particularly for newcomers, as financial strain and employment uncertainties can strain household relationships. The adjustments required for a new life in Canada become more complex when combined with the additional burden of joblessness.

Unemployment Mental Health Impact on People with Disabilities

While mental health can be a debilitating disability on its own — Over 2 million Canadians aged 15 and older (7.3%) had a mental health-related disability.

Persons with disabilities may face doubling-down on mental health impacts. Additional barriers to employment, accessibility, and exclusion lead to heightened frustration and social isolation.

Unemployment Mental Health Impact on New Grads

Recent graduates, already navigating the competitive nature of the job market, may find the transition into employment more daunting during periods of economic uncertainty.

The intersectionality of these challenges highlights the need for nuanced support systems. Recognizing the diverse experiences within the broader context of unemployment and mental health is crucial for creating a compassionate and inclusive society.

Unemployment Impacts Far Beyond Finances

The repercussions of job loss on mental health involve both financial and non-financial factors, such as concerns about income security, social stigma, diminished self-esteem, and reduced social connections. 

Despite the difficulty in quantifying these effects simultaneously, studies point to non-financial pathways being more influential:

  • A study revealed that the adverse non-financial effects of unemployment significantly outweighed the decrease in life satisfaction attributed to income loss.
  • A U.S.-based study found that unemployed, underemployed, or inactive significantly increased depression compared to those remaining adequately employed. 
  • Research has delved into the impact of unemployment on mental health across age groups. Analyzing data in Canada, researchers found that losing employment between the ages of 31 and 55 increased the risk of experiencing mental distress.

These studies have highlighted the complex relationship between employment status and mental health. It is essential to consider factors such as job quality, age, and duration of unemployment to understand the impact on individuals. In addition, studies have shown that non-financial aspects of job loss have a significant effect on mental health, which challenges the conventional emphasis on the financial dimension.

Underemployment and Mental Health

Employment is not created equal. Struggling individuals are not only looking for just any employment to overcome those issues.

The research underscores the importance of considering job quality in understanding the mental health impact of unemployment. It reveals that poor-quality jobs are more likely to be associated with mental health problems than better-quality jobs. To address this, they introduced the concept of “inadequate employment,” encompassing involuntary part-time work and work for very low wages, aka ‘casual jobs.

Unemployment can have a severe effect on mental health. However, it’s essential to remember that there is always hope. By building a strong support network, challenging the societal stigma that comes with unemployment, and practicing self-care, individuals can successfully navigate this challenging time and eventually find new opportunities. It’s crucial to seek help and utilize the necessary resources to find resilience, hope, and a path toward a brighter future.

It’s necessary for society to recognize the silent struggle of unemployment and provide the support and resources needed to alleviate its impact on mental health. By fostering a compassionate and understanding environment, we can create a society that values individuals, irrespective of their employment status. Want to be part of our mission at Career Edge? Get in touch with us today!

newcomers to canada

8 Common Myths About Hiring Newcomers to Canada

By Recruitment

Immigration to Canada is not new. It has been an integral part of human history. Canada has welcomed immigrants since the first European colonizers of the 16th century.

Today, the government of Canada welcomes around 500,000 new immigrants annually to fill in the skill gap in the job market or improve the growth of the labour force. 

People move in pursuit of a better life, fleeing adversity or responding to global shifts. However, misconceptions often surround newcomers to Canada. Let’s talk about some of those prevalent myths.

Myth 1: Immigrants Take Jobs Away from Canadian Citizens

A common myth suggests immigrants deprive Canadians of job opportunities. But let’s take a closer look at their substantial contributions to economic growth.

Here are a few facts to challenging this myth:

  • The Canadian market shortage drives immigrant skills after thorough research that the government conducted. Canada strategically attracts skilled individuals to maintain economic prosperity.
  • Statistics Canada’s 2022 Labour Force Survey revealed an 8.2% unemployment rate of recent immigrants who have been in Canada for 5 years or less as compared to 5.0% for non-immigrants.
  • Since the mid-2010s, immigrants have contributed 63% of the increase in Ontario’s labour force, much larger than the 39 % from the late 2000s to early 2010s.

The persistent myth that immigrants take jobs away from Canadian citizens is rooted in a misunderstanding of the economic dynamics. For example, temporary foreign workers fill critical gaps in Canadian industries, preventing agricultural sectors from suffering. Sometimes, and for several reasons, newcomers end up with different jobs because they can’t get a job in their field.

During COVID-19, precautionary border closures led to a slowdown in immigration, and we saw a dip in the economy, but experts like Andrew Agopsowicz, a senior economist at the Royal Bank of Canada, emphasized that the resurgence of immigration is vital for our economic recovery.

Think about it: the government wouldn’t even invite newcomers if Canadian citizens had the skills and could fill the jobs. The real issue lies in flawed immigration laws enabling worker exploitation, not immigrants taking jobs.

Myth 2: Immigrants Are a Burden on the Canadian Economy

High-skilled immigrants contribute to a virtuous cycle in the Canadian economy, fostering expansion, boosting productivity, and creating employment opportunities. Their arrival and contribution to the economy (and taxes) enhance the job market and benefit employers, leading to a thriving future in Canada. 

Here are a few stats to support this:

Rather than viewing immigrants as a burden, we should appreciate and celebrate their positive impact on our country’s growth and prosperity.

Myth 3: Newcomers Don’t Speak English or French

Language proficiency is a common concern, but it’s essential to dispel the myth. English is an international language. It’s not unique to North America. Many newcomers will learn English early in their education and use English as a first or second language.

But to counter this myth, here are a few facts:

  • Statistics Canada reveals widespread language abilities and newcomers’ commitment to integrating into Canadian society through language learning. Over 90% of recent immigrants can converse in English or French.
  • Most newcomers must take challenging English tests to obtain Permanent Residency (PR) status as a way for the government to emphasize commitment to solid language skills among those coming to live in Canada.

Myth 4: Immigrants Need a Special Work Permit or Visa

Contrary to a common myth, most immigrants in Canada are not required to have a special work permit or visa to work. 

Here is a few basic info you might need to know if you want to hire newcomers to Canada:

  • Immigrants with Permanent Resident (PR) status don’t need additional work permits; a Social Insurance Number suffices.
  • Refugee claimants receive work permits to contribute to the Canadian workforce.
  • Many work permit scenarios, such as those under trade agreements, are LMIA-exempt.
  • We at Career Edge only work with newcomers in Canada who have open work permits.

For more information about work permits, you can visit the Government of Canada website.

Myth 5: Immigrants to Canada Do Not Want to Work

Many immigrants come to Canada to create a better life and future for themselves and their children. For most, achieving a better life includes securing a suitable and fulfilling job.

  • According to Stat Canada, new immigrants are three times more likely than Canadian-born workers to be found in low-skilled jobs.
  • Between 1993 and 2001, immigrants in Canada for 10 years or less had a higher over-qualification rate. This is not because these jobs are suitable or fulfilling but because immigrants strongly desire to work and contribute to their new homes.

Immigrants are used to hustling; coming to Canada is not an easy feat, and it takes a lot of effort and resources for them to do that. The fact that they are in Canada shows a huge initiative and risk-taking; many are passionate and ready to roll once given a chance.

Myth 6: Internationally Trained Professionals Are Not as Qualified as Canadian Professionals

A persistent myth questions the qualifications of internationally trained professionals compared to their Canadian counterparts. 

Understanding these dynamics is crucial for dispelling myths and fostering an inclusive environment for internationally trained professionals in Canada.

Myth 7: Newcomers Must Have Canadian Experience to Secure Jobs

By expecting Canadian experience, some employers would want to see adaptability to the workplace culture, market trends, market dynamics, legislation, technologies, or occupational language. However, having Canadian experience (or lack thereof) doesn’t guarantee the candidate is suitable for a job or a “cultural fit.” 

The lack of Canadian work experience is a common obstacle for newcomers seeking meaningful employment. Some unconscious biases may be real barriers, sometimes masked as the lack of Canadian work experience.

Newcomer candidates can be invaluable if your company wants to represent the market. They can often offer up insights and contacts in their communities and save their employers time and money. That’s why employers need to break the cycle.

Here are a few solutions to the chicken-and-egg situation:

  • Giving the candidates a chance to represent themselves, many of the highest quality candidates don’t even get the chance for an interview just due to the lack of Canadian experience. 
  • LinkedIn can be utilized to verify candidates’ former employers and references, offering transparency and validating professionalism.
  • Adapting to workplace culture can be learned, and fostering an inclusive environment where individuals thrive and feel accepted is a practice all top employers adopt to contribute to a level playing field for skilled migrants.

Myth 8: Immigration Brings Crime to Canada

While some hold onto the myth that immigrants bring crime to Canada, factual evidence suggests otherwise. Immigrants contribute to the country’s safety and well-being, challenging unfounded assumptions about their impact on crime rates. 

While many newcomers seek refuge in Canada, aiming for a secure and stable life for themselves and their families, immigrants in Canada pose minimal risk to the country’s security and sovereignty. 

Here are a few facts:

As Canada embraces a diverse immigrant population, it’s crucial to dispel myths and appreciate newcomers’ positive contributions to the workplace, cultural, and economic fabric. Let’s foster a more informed and inclusive perspective on immigration.

Recruitment trends

9 Recruitment Trends to Look Out for in 2024

By Employer

The recruitment industry is dynamic and constantly evolving. It is driven by technological advancements, changing workforce demographics, and evolving business needs. As we approach 2024, it’s your chance to find out what recruitment trends and talent trends you’ll be seeing in the coming year – and your opportunity to stay ahead of them. There are several trends that are expected to shape the recruitment landscape and create a positive workplace culture.

Here are nine recruitment trends that employers and HR professionals should keep a close eye on to stay ahead in the competitive talent acquisition arena.

1. Focus on Diversity, Equity, and Inclusion (DEI)

Diversity, equity, and inclusion have become integral components of effective recruitment strategies. In the coming year, organizations will place an even greater emphasis on creating diverse and inclusive workplaces, especially for people with disabilities.

Employers will adopt proactive measures to attract a wide range of candidates, address unconscious biases in hiring processes, and foster a culture that values diversity at all levels.

2. AI-Powered Recruitment Tools

Artificial Intelligence (AI) is revolutionizing the recruitment process by automating repetitive tasks and enhancing decision-making.

In 2024, we can expect a surge in AI-powered recruitment tools that streamline sourcing, screening, and candidate engagement. These tools leverage machine learning algorithms to analyze resumes, predict candidate success, and even conduct initial interviews. AI helps recruiters focus on strategic tasks while improving the overall efficiency and accuracy of the hiring process.

3. Virtual and Augmented Reality in Recruitment

The integration of virtual and augmented reality into the recruitment process is gaining momentum. We expect more companies to leverage VR and AR technologies to provide immersive experiences for candidates.

Virtual job fairs, interactive office tours, and augmented reality job previews will become commonplace, allowing candidates to gain a better understanding of the company culture and work environment from the comfort of their homes.

4. Remote Work Recruitment Strategies

The global shift towards remote work has accelerated, and companies are adjusting their recruitment strategies accordingly.

Remote work recruitment will continue to be a key trend, with organizations developing innovative ways to attract and retain top talent regardless of geographical location.

Virtual onboarding processes, flexible work arrangements, and digital collaboration tools will play a pivotal role in this evolving landscape.

5. Personalized Candidate Experiences

As the competition for talent intensifies, providing a personalized candidate experience will be crucial for attracting and retaining top candidates. Recruiters will leverage data analytics and AI to tailor recruitment processes to individual preferences.

From personalized communication to customized onboarding experiences, companies will invest in technologies that enhance the overall candidate journey, making it more engaging and memorable.

6. Upskilling and Reskilling Initiatives

The rapid pace of technological change is reshaping the skill requirements for various roles. In response, companies will increasingly invest in upskilling and reskilling initiatives in 2024.

Instead of focusing solely on external hires, organizations will prioritize internal talent development, providing employees with the necessary tools and training to adapt to evolving job requirements. This trend not only enhances workforce agility but also contributes to employee retention.

7. Emphasis on Employer Branding

In a competitive job market, a strong employer brand is a valuable asset. Next year, companies will invest more in building and promoting their employer brand to attract top talent. Social media, company review sites, and other digital platforms will be leveraged to showcase workplace culture, values, and employee success stories.

An authentic and compelling employer brand will be a key differentiator in attracting candidates who align with the company’s values and mission.

8. Data-Driven Decision Making

Data analytics will play a central role in recruitment strategies in the following year. Recruiters will leverage advanced analytics tools to gather insights into hiring processes, candidate behavior, and workforce trends.

Data-driven decision-making will enhance the efficiency of recruitment efforts, allowing organizations to optimize their strategies based on real-time information. Predictive analytics will also be used to forecast future talent needs and make proactive hiring decisions.

9. Collaborative Hiring Practices

In 2024, collaborative hiring practices will gain prominence as organizations recognize the value of involving multiple stakeholders in the recruitment process.

Cross-functional teams, including representatives from different departments and levels of the organization, will collaborate to assess candidates. This approach ensures a comprehensive evaluation, considers diverse perspectives, and aligns hiring decisions with broader organizational goals.

As we step into 2024, the recruitment landscape is set to undergo significant transformations. Embracing these trends will be crucial for organizations aiming to attract, engage, and retain top talent in an increasingly competitive environment.

From the integration of advanced technologies to a renewed focus on diversity and inclusion, staying informed and adapting to these trends will position companies for success in the dynamic world of talent acquisition.

 

burnout

Burnout: Symptoms, Causes, and Treatment Strategies 

By Workplace Culture

In today’s rapidly evolving and demanding work environments, the looming spectre of burnout has grown more significant than ever. The daily grind and personal and professional pressures can take a toll on both employees and the organizations they work for. 

Recognizing the signs, understanding the root causes, and working to combat burnout has become necessary for leaders and employers alike. This article will delve deeply into burnout, concentrating on how employers and leaders can play a pivotal role in preventing, identifying, and addressing this pervasive issue. 

Signs and Symptoms of Burnout 

So, how does burnout happen? 

Burnout doesn’t happen overnight; it’s a gradual process that can sneak up on you. Early signs and symptoms are like red flags, indicating something is amiss and should be addressed. 

Learn to notice the first signs of burnout, which fall into three categories.

Physical Signs and Symptoms of Burnout

  • Feeling exhausted and drained most of the time.
  • Lowered immunity, leading to frequent illnesses
  • Frequent headaches or muscle pain
  • Changes in appetite or sleep habits

Emotional Signs and Symptoms of Burnout

  • Sense of failure and self-doubt.
  • Consistently sad, overwhelmed, or stressed, even over small issues. 
  • Detachment from loved ones.
  • Lack of motivation and an increasingly cynical and negative outlook.
  • Decreased satisfaction and sense of accomplishment
  • Loss of Interest in activities once enjoyed can feel like chores, leading to mindless activities and social media scrolling.

Behavioural Signs and Symptoms of Burnout

  • Withdrawing from responsibilities.
  • Isolating from others.
  • Procrastinating and taking longer to complete tasks
  • Quickly becoming irritated with colleagues or clients.
  • Skipping work, coming in late, and leaving early.
  • Reduced Productivity and diminished performance.

Depression Vs Burnout 

Many people struggle with depression. While burnout and depression have similar symptoms, they are not the same thing. 

depression vs burnout

Stress Vs Burnout 

If you’re feeling stressed because of an approaching deadline or an interview, which is entirely different than burnout, here is how they are different. 

Stress vs Burnout

What Causes Burnout? 

Burnout can be either circumstantial or existential. Understanding which type you are experiencing can help you customize your recovery approach. 

Chronic stress is the leading cause of burnout, worsened by situational and individual factors. At its core, burnout comes from overlooking the importance of rest. The Effort-Recovery Theory explains that every task consumes us psychologically and cognitively and that recovery through breaks is essential. 

Here are the different factors that might cause burnout. 

Individual Factors

  • Pursuing perfectionism across all aspects of one’s work without considering priorities.
  • Overemphasizing the significance of work, making it the sole focus of one’s life.
  • Low self-esteem, cognitive rigidity, emotional instability, and an external locus of control
  • Difficulty in setting boundaries
  • Having high expectations of oneself and an amplified professional conscience.
  • Struggling with delegation or team collaboration in a stressful environment.
  • Inadequate adaptation strategies, including dependence, poor time management, a high need for support, unwise lifestyle habits, and challenging interpersonal relationships.
  • Possessing a highly driven, ‘A-type’ personality with a strong inclination toward competitiveness and a need for control.

Situational Factors

  • Overwhelming workloads and work overload.
  • Values conflict on the job, where a discrepancy exists between personal and organizational values, leading to stress as workers grapple with the divergence between their beliefs and job requirements.
  • Struggling to maintain a work-life balance because of family responsibilities
  • A lack of control and an inability to participate in decisions related to one’s work
  • Insufficient reward and recognition, encompassing financial compensation, esteem, and respect, can devalue an individual’s contributions and heighten feelings of inefficacy.
  • A ‘Toxic’ Community is characterized by unresolved conflicts, a lack of psychological support, poor communication, and mistrust.
  • Unfair treatment or incivility in the workplace leads to cynicism, anger, and hostility.
  • Poorly defined responsibilities, ambiguous roles, and demanding schedules that persist over time.
  • Unclear Expectations and uncertainty about roles and expectations can lead to stress and frustration.

What are the consequences of untreated Burnout?

Burnout is so dangerous if left untreated. It’s not a wave to ride. Ignoring symptoms or not giving yourself the rest your body needs will lead to severe consequences. You may find yourself stuck in a cycle of burnout that would take years to get out of.

Untreated burnout might also lead to physical illnesses. Some people reported that it led to physical symptoms such as headaches, muscle pains, and depression. 

How to Recover from Burnout 

Burnout is a significant problem which impacts personal well-being and business success. The best strategy to overcome burnout is to react once you recognize signs of it. The earlier you act, the better it will be to prevent and overcome burnout. 

Here is a recovery plan with some activities and lifestyle changes you can try to recover from burnout.

Identify Symptoms and Triggers

  • Recognize and Acknowledge Burnout
  • Understand the signs and symptoms, and be honest with yourself about your mental and emotional state.
  • Figure out the culprit. This will allow you to step away from the stressors. For example, it could be that you haven’t taken any time off in a while or that you’re working on a project that doesn’t align with your work, etc. 

Reevaluate Work & Life

  • Consider adjusting your work environment and readjust your work-life balance
  • Discuss workload or other concerns with your supervisor.
  • Seek Support and communicate with your employer and HR to seek mental health support
  • Consider taking a break from work to rest and recharge. Use this time to focus on self-care and relaxation.
  • Implement lifestyle changes to restructure your life and break the cycle.
  • Reflect on your goals and values to ensure they align with your personal interests and well-being. Make adjustments if necessary.

Inefficacy Recovery

  • Prioritize tasks based on motivation (want-to goals) and necessity (have-to goals).
  • Identify inefficiencies and remove unnecessary steps.
  • Assess the perceived attainability of your goals.

Exhaustion Recovery

  • Reset your sleep schedule: Consistent sleep schedules and relaxing bedtime activities can help you sleep better. Taking naps might help you rest during the day.
  • Allocate time for hobbies, leisure, and activities that bring you joy.
  • Prioritize nourishing meals, eat a balanced diet and avoid fast food even if you use meal kits or grocery delivery to reduce stressors.
  • Exercise can improve your mental health and reduce depression and anxiety. You don’t need much gear to start, or you can set up a home gym.
  • Engage in self-care activities that promote relaxation and stress relief. 

Cynicism Recovery 

  • Reframe Your approach/avoidance goals
  • Split your goals into approach-focused and avoidance-focused tasks.
  • Reframe avoidance-focused goals into approach-focused ones.
  • Set implementation intentions for goals that remain in the avoidance-focused category

Mental Health Recovery

  • Journaling can be an effective method to track your habits and mood in an analog and private way, as well as reflect on what matters to you in your career and personal life.
  • Practice self-compassion. Cut yourself some slack and normalize taking time to recover.
  • Track your stress levels can help you spot and reduce stress when you’re overwhelmed.
  • Implement stress management techniques into your daily routine, such as meditation, breathing exercises, calming massages, and relaxation playlists.
  • Establish personal and professional boundaries. Learn to say no to additional commitments when necessary to protect your well-being.
  • Talk to your friends and family about your stress levels and accept their support. 
  • Talk to a mental health professional who can provide expert advice and guidance.

How Long Does It Take To Recover From Burnout? 

The recovery length varies from person to person, the situation, but the strategies and timing of the intervention you apply can make a big difference. 

Because of variation, recovery time can take anywhere from a few weeks to several years.

Recovering from burnout can be a challenging journey, but it’s possible with the right strategies and support. Remember that burnout recovery is a personal journey, and it may take time. Be patient with yourself and prioritize self-care as you work toward a healthier, more balanced life.

Positive Company Culture

6 Ways To Create A Positive Company Culture

By Workplace Culture

Contrary to the common belief, a positive company culture is not pizza, ping pong tables, or company swag. Corporate culture is more than that.

A Glassdoor survey suggests that 77% of prospective employees consider company culture before applying. Leadership is critical in shaping and maintaining a positive workplace culture through actions, policies, and communication. 

So, what is a positive company culture? 

A positive company culture is a positive attitude that creates an environment within an organization that cultivates collaboration, productivity, and satisfaction among its employees. 

The term “company culture” refers to a shared set of beliefs, values, attitudes, standards, purposes and behaviours that prevail in a workplace. It includes explicit and implicit rules that guide the actions and decisions made by people within an organization. Your company’s culture is the total of what you and your colleagues think, say, and do as you work together. It is an essential aspect of the workplace that shapes the behaviours and attitudes of everyone involved.

Benefits of a positive company culture 

A positive workplace culture has numerous benefits, including higher employee morale, increased productivity, lower turnover rates, enhanced creativity and innovation, and a better ability to attract and retain top talent.  

 Creating a positive company culture is crucial to attract and retain top talent. Here are six ways to cultivate such a culture: 

1. Define and Communicate Your Company Values

Company values are the foundation of your culture. They define the principles and beliefs that guide your organization’s actions and decisions. Start by identifying the core values that resonate with your company’s mission and vision. These values should reflect what your organization stands for and how it operates. 

Once you’ve defined your values, communicate them clearly and consistently throughout your organization. This can be done through employee handbooks, internal training, and regular reminders in company meetings. Ensure that your values are not just words on paper but are actively integrated into your daily operations. 

For example, if one of your core values is “innovation,” encourage employees to develop creative solutions to problems, reward innovative ideas, and invest in research and development projects. 

2. Foster Inclusivity and Diversity

In today’s diverse and globalized workforce, inclusivity and diversity are essential components of a positive company culture. Foster an inclusive environment by valuing and respecting individuals of all backgrounds. Prioritize diversity in your hiring processes and promote equal career growth and development opportunities. 

Implement diversity and inclusion training programs to educate employees on their importance. Encourage open conversations about diversity-related issues and actively seek input from underrepresented groups in decision-making processes. 

 By fostering inclusivity and diversity, you attract a wider pool of top talent and benefit from a range of perspectives that can drive innovation and creativity within your organization. 

3. Prioritize Employee Well-being 

Employee well-being is a critical factor in attracting and retaining top talent. A workplace culture that prioritizes the physical and mental well-being of its employees demonstrates a genuine concern for their welfare. Consider implementing the following strategies to prioritize well-being: 

  • Offer wellness programs: Provide resources for physical fitness, stress management, and mental health support. 
  • Flexible work arrangements: Allow employees to balance work and personal life by offering flexible scheduling and remote work options.
  • Encourage breaks: Promote regular breaks during the workday to reduce burnout and increase productivity.
  • Recognize and address burnout: Monitor employee workloads and provide support when necessary to prevent burnout.

Employees who feel cared for and supported in their well-being will likely remain loyal to your organization and perform at their best. 

 4. Promote Professional Growth 

Top talent seeks opportunities for growth and development within their careers. Create a culture that invests in employees’ professional development by offering training, mentorship programs, and career advancement opportunities. 

Regular feedback and coaching help employees improve. They identify areas to excel and provide support to succeed. Together, they help achieve potential and contribute to success.  

Encourage a culture of continuous learning and innovation by rewarding employees for acquiring new skills or certifications. 

By investing in your employees’ growth, you attract top talent and ensure they remain engaged and motivated to contribute their best to your organization. 

5. Recognize and Reward Achievements 

Implement a rewards and recognition program that acknowledges individual and team achievements to show appreciation for hard work and contributions from employees. This can include; 

  • Monetary incentives 
  • Promotions 
  • Public recognition or other tangible rewards. 

However, recognition doesn’t always have to be extravagant. Simple gestures like saying “thank you” or giving personalized feedback can go a long way in making employees feel valued. Regularly celebrate milestones, work anniversaries, and project successes to reinforce a culture of appreciation. 

 When employees know their efforts are appreciated, and their contributions are making a difference, they are more likely to remain committed to their job.  

6. Foster Open Communication 

Effective communication is the backbone of a positive company culture. Encourage employees to share their ideas, concerns, and feedback openly. Actively listen to employee input and take action to address their suggestions. 

 Hold regular team meetings, one-on-one check-ins, and anonymous suggestion boxes to gather input from employees at all levels of the organization. Use surveys and feedback mechanisms to assess employee satisfaction and make improvements based on their responses. 

 Transparent communication builds trust, empowers employees, and creates a sense of ownership in the organization. It also helps identify and address issues before they become major problems. 

In today’s highly competitive job market, a positive company culture can be a decisive factor in attracting and retaining top talent. It is an investment that pays off in the form of a stronger, more resilient, and more successful organization. As companies continue to evolve, adapt, and grow, nurturing and sustaining a positive culture will remain a cornerstone of their long-term success. 

Quiz – What is Your Leadership Style? For Leaders and Team Members

By Employer, Succeed in your Job

Leading a team isn’t always easy; some team members are naturally “easier” to work with than others. But there is a reason behind this. This could be due to the disconnect between your leadership style and your team members’ personalities and preferred styles.

While leadership can be a fluid concept, many leaders adapt their leadership styles to suit their teams. This is especially true the more experience they get, as they learn to be lenient with what their team needs.

To become a successful leader, you must understand your current leadership style to recognize and improve your skills. Learning about different leadership styles can be the key to unlocking your team’s potential.

What is Your Leadership Style?

Understanding your leadership style can determine your compatibility with your team members and leaders, whether you’re a leader or a team member. Instead of wasting time trying to understand each other, take the following quizzes to help you and your team members know your style and find ways to work together.

Leadership Style Quiz for Leaders

Understanding your leadership style can aid in effective communication and successful collaboration with your team.

Take this quiz to determine your leadership style. 

Leadership Style Quiz for Team Members

Knowing your preferred leadership style helps you communicate effectively and work well with your team’s leaders.

Take this quiz to determine your preferred leadership style.

So what are the different Leadership Styles?

This guide explores various leadership styles, helps you identify your preferred style, and offers quizzes for both leaders and team members. Let’s dive in!

Authoritative Leadership

An authoritative leader has a clear vision and confidently communicates it to their team. They inspire and motivate team members to reach their full potential.

An Authoritative leader is likely to:

  • Have a clear vision for their team and effectively communicate it.
  • Set high standards and expectations for the team’s performance.
  • Recognize and celebrate the achievements and successes of team members.
  • Regularly analyze team performance and identify areas for improvement.

You would work best with team members who perform best when they have clear expectations and appreciate a leader who regularly evaluates the team’s performance.

Examples of Authoritative leaders

Dr. Martin Luther King Jr. A remarkable leader who successfully rallied a nation toward a common vision with his strong leadership.

Democratic Leadership

Democratic leaders value collaboration and teamwork, often seeking input from team members before making decisions. This fosters a sense of ownership and promotes a positive work environment.

A Democratic leader is likely to:

  • Value and incorporate input from team members in decision-making processes.
  • Actively seek feedback from team members to improve leadership skills.
  • Welcome open communication and create a safe environment for ideas and concerns.
  • Encourage calculated risks and support innovative ideas from team members.

You would work best with a team that appreciates being involved in decision-making processes and enjoy working in a collaborative environment.

Examples of Democratic Leadership

Indra Nooyi. The ex-CEO of PepsiCo who had a collaborative approach. She listened and encouraged her team to share their thoughts and concerns.

Transformational Leadership

Transformational leaders focus on driving change and innovation. They challenge their team members to think creatively and push the boundaries of what’s possible.

A Transformational leader is likely to:

  • Challenge and encourage team members to think creatively and embrace change.
  • Delegate responsibilities and provide necessary resources to empower team members.
  • Address conflicts within the team proactively and constructively.
  • Foster a sense of shared purpose and align individual goals with organizational objectives.

You would work best with team members who are likely to thrive when the leader challenges them to be creative and fosters a sense of shared purpose.

Examples of Transformational Leadership

Jeff Bezos. Amazon’s success is due to Bezos’ innovative leadership style, which motivates employees to explore new products and opportunities.

Laissez-faire Leadership

Laissez-faire leaders give their team members high autonomy, trusting them to make decisions and solve problems independently. This style works best with experienced and self-motivated teams.

A Laissez-faire leader is likely to:

  • Trust and empower team members to make independent decisions.
  • Build strong relationships based on trust and loyalty with team members.
  • Mentor and coach team members to support their professional growth.
  • Embrace new ideas and encourage innovation within the team.

You would work best with team members who prefer working independently and making their own decisions without constant supervision.

Examples of Laissez-faire Leadership

Warren Buffet. The CEO of Berkshire Hathaway and is also known for his hands-off approach to managing his company’s subsidiaries.

Servant Leadership

Servant leaders prioritize the needs of their team members, focusing on their growth and development. They foster a supportive environment where everyone can thrive. Example: Howard Schultz, former CEO of Starbucks, who emphasized employee well-being and development throughout his tenure.

A Servant leader is likely to:

  • Prioritize the well-being and professional growth of team members.
  • Adaptable and adjust leadership style to meet the team’s needs and situation.
  • Lead by example, demonstrating the values and behaviours expected from the team.
  • Remain calm under pressure, guiding the team through challenges.

You would work best with team members who appreciate an empathetic leader who listens and encourage the well-being of the team.

Examples of Servant Leadership

Mahatma Gandhi. He led and empowered the Indian people without seeking power or status. His focus was serving their needs.

Matching Leadership Styles with Team Members

So now that you know your style and your team’s preferred leadership style, what do you do with this information?

Understanding your unique leadership style and the preferences of your team members can significantly impact team success. Here is what you can do next…

Assess Team Preferences

Once team members have identified their preferred leadership styles, openly discussing these preferences within the team is essential. This can lead to more effective collaboration and better overall team dynamics.

Adapt Leadership Approaches

No one-size-fits-all approach to leadership exists. Effective leaders must be able to adapt their style to suit the needs and preferences of their team members. Leaders can create an inclusive and supportive work environment by understanding and valuing different preferences.

Ongoing Development

Regularly reassessing leadership styles and team preferences can help leaders and team members grow and evolve. As individuals and teams develop, their preferences and needs may change, so it’s essential to maintain open communication and adapt accordingly.

By exploring various leadership styles and engaging in open conversations about preferences, you can create an environment where everyone feels supported and empowered to reach their full potential. Remember, leadership development is an ongoing process – be open to learning, adapting, and growing as a leader and team member.

Interview Questions

8 Interview Questions to Help You Recognize the Best Candidates

By Employer

Asking interview questions can be one of the most challenging things to do. A job interview is a critical opportunity for employers to get to know potential candidates and determine their suitability for a position. In one of their articles, McKinsey says recruitment is a two-way process. It also allows potential candidates to learn more about the firm. While candidates need to do research and prepare for interview questions, it is also the duty of hiring managers to ask the right questions.

Why ask practical interview questions?

Asking cookie-cutter questions is fine, but asking the right questions will provide you with what you need to know about a potential candidate and give you an insight into their skills, background, and personality. Practical interview questions can help assess a candidate’s alignment with the company’s values and work environment, especially now that some companies still work remotely.

Here are eight interview questions you will want to include as a part of your hiring process.

1. What specific projects or initiatives have you worked on that are relevant to the position?

This question will help you understand a candidate’s experience is vital to assess their suitability for a role.

Look for specific examples highlighting their achievements and demonstrating how their experience meets the position’s requirements.

Here are some alternative example questions you can also ask candidates: “Can you tell me about something you’re proud of” or “Can you tell me more about something you accomplished in your previous job that made an impact.”

2. Can you describe any notable challenges you have faced in your career?

This question allows employers to evaluate candidates’ problem-solving and critical-thinking skills. Employers can gauge the candidate’s thought process, creativity, and approach to overcoming obstacles by discussing a specific task or challenge related to the role.

Look for candidates who showcase strategic thinking, adaptability, and a clear understanding of how their skills can contribute to overcoming the challenge.

Alternative questions: “Did you collaborate with others or seek input from colleagues during the process? If so, how”? or “What strategies or problem-solving techniques did you employ to overcome the challenge”? 

3. What are your greatest strengths and weaknesses?

By inquiring about strengths and weaknesses, hiring managers understand a candidate’s level of self-awareness. Candidates who clearly understand their strengths demonstrate the ability to reflect on their abilities, recognize their areas of expertise, and articulate them effectively.

This indicates a candidate’s potential to leverage their strengths and work on their weaknesses to contribute positively to the organization.

Alternative questions: “What is something you do better than others?” or “What is the one skill you want to improve? How would you like to go about developing/improving it”?

4. How do you keep updated with the current trends?

Being aware of industry trends showcases a proactive and forward-thinking mindset. Staying updated with current trends allows candidates to bring fresh perspectives, innovative ideas, and valuable insights to the organization. It enhances their ability to adapt to changing environments and contributes to the company’s growth.

Look for candidates eager to learn the new trends because it ensures they are equipped with a curious mind to follow the latest tech to perform effectively in their roles, keeping the organization competitive in a rapidly evolving business landscape.

Alternative questions: “How do you stay informed about the latest trends and developments in your industry”? Or “Are there any specific sources or publications you regularly follow to stay updated”?

5. Are you more productive working independently or in a collaborative team setting?

Asking candidates about their preferred work style will help you assess their compatibility with the organization’s work environment and team dynamics and whether they align with the company’s culture, values, and expectations.

Evaluate whether the candidate thrives in collaborative or independent settings, prefers structured or flexible approaches, and values autonomy or guidance. The goal is to assess the candidate and match them with the team, the organization, and the work environment to foster a productive and harmonious workplace for all.

Alternative questions: “Can you tell me of a time when you worked as a part of a team and what role did you play” Or “Tell me about a time when a job or company felt like a good fit for your personality and why”?.

6. What are your career goals, and how do you see this role helping you achieve them?

Instead of asking the candidate about their five-year plan, a career goal helps assess their commitment, drive, and potential for long-term engagement.

Understanding a candidate’s career goals allows employers to assess their alignment with the organization’s vision and growth opportunities. It also allows employers to tailor development plans and provide growth opportunities. They can create a supportive environment that fosters the candidate’s professional growth while meeting the organization’s objectives.

Alternative questions: “Are there any industries, roles, or responsibilities you are interested in pursuing in the future”? Or “How do you envision this organization contributing to your long-term career growth and development”?

7. How do you maintain your enthusiasm and motivation during challenging tasks?

This will help you determine whether the candidate is passionate, driven, and committed to their work. Candidates who demonstrate self-motivation and a proactive approach to overcoming obstacles can be valuable assets to any organization.

Look for candidates who are self-motivated, inspirational, and have strategies for maintaining productivity and commitment to personal and professional growth.

Alternative questions: “How do you handle setbacks or periods of low motivation in your work”? Or “How do you handle tight deadlines and high-pressure situations”?

 8. Why do you believe you would be a good fit?

By asking this question, employers can assess a candidate’s knowledge about the company, their values, and their alignment with its values and goals. It allows employers to identify candidates genuinely interested in the company’s work, products, or services. It shows that the candidate has researched before the interview to get to know the company better.

Look for candidates with enough self-awareness, the ability to connect their skills and experiences to the company’s needs, and their potential to contribute to the firm.

Alternative questions: “What specific aspects of our company’s products, services, or industry excite you the most”? Or “What initially attracted you to our company and made you apply for this position”?

In conclusion, asking the right questions in a job interview is crucial for employers to make informed hiring decisions. Employers create a fair and objective evaluation process by asking these questions and promoting diversity and inclusion. It also helps to identify candidates with the necessary qualities to succeed in the role and contribute to the company’s success. Thoughtful and strategic questioning during job interviews enables employers to make well-informed decisions and build a talented and engaged workforce that drives the organization forward.

Speed Up Your Hiring Process

7 Tips To Speed Up Your Hiring Process

By Employer

The hiring process is a critical aspect of any organization. Finding and securing the right talent efficiently can significantly impact a company’s success. However, the traditional hiring process can be time-consuming and costly, often resulting in recruitment mistakes and missed opportunities.

With the pandemic hitting, everything has changed for job seekers. In this highly competitive market, you may wind up either having to settle for a less qualified candidate or resign yourself to a long, slow job search if you’re not prepared for fast recruitment.

In this article, we will explore five proven strategies to speed up your hiring process without compromising the quality of your hires. By implementing these techniques, you can streamline your recruitment efforts, save valuable time and resources, and attract top talent more effectively.

Tip 1: Optimize Job Descriptions for Quick Hires

To speed up your hiring process, start by optimizing your job descriptions. You can do so in the following ways:

  • Ensure that your job postings are clear, concise, and compelling by using targeted keywords that resonate with potential candidates and accurately reflect the required skills and qualifications for the position.
  • Highlight the key responsibilities and outcomes expected from the role. Avoid lengthy descriptions that may discourage candidates from applying. Instead, focus on providing a concise overview of the position and its significance within the organization.
  • Additionally, consider incorporating an attractive company culture and employee benefits to entice top talent. By optimizing your job descriptions, you can attract qualified candidates who are genuinely interested in the role, ultimately saving time and effort in the screening process.

Tip 2: Streamline Application Process to Expedite Your Hiring Process

By following the steps below, you can simplify and streamline the application process and expedite your hiring process.

  • Evaluate your current application system to identify any unnecessary steps or requirements that may deter candidates from applying.
  • Reduce the number of fields and documents required during the initial application stage, focusing only on essential information. Implement an applicant tracking system (ATS) that allows candidates to upload resumes and cover letters seamlessly.
  • Moreover, consider leveraging technology to enable candidates to apply using their LinkedIn profiles or other social media platforms by simplifying the process further. By removing barriers and streamlining the application process, you can attract a higher volume of qualified candidates and accelerate the screening process.

Tip 3: Utilize Technology and Automation to Fasten the Application Process

Technology and automation play a pivotal role in speeding up the hiring process. Applicant tracking systems (ATS) can automate various recruitment tasks, such as resume screening, interview scheduling, and candidate communication.

Here are a few tools on how ATS software can simplify your hiring process.

  • ATS software effectively manages applicant data. This allows recruiters to filter and review resumes efficiently.
  • Artificial intelligence (AI) tools can automate candidate sourcing and pre-screening processes.
  • AI-powered tools to quickly scan and analyze resumes, highlighting the most relevant candidates based on predefined criteria.
  • Video interviewing platforms can also save time and resources by allowing remote or pre-recorded interviews.
  • Automating candidate communication through email templates and updates on their application status can be helpful.

By harnessing the power of technology and automation, you can significantly reduce manual effort, streamline workflows, and expedite the hiring process.

Tip 4: Implement Skills Assessments to Speed Up Your Hiring Process

Assessing candidates’ skills early in the process helps identify the most qualified individuals and eliminates those who do not meet the necessary criteria. Skills assessments are invaluable tools for speeding up the hiring process while ensuring the quality of hires.

Find out how you can implement skills assessments:

  • Implement online skills assessments tailored to the specific job requirements. These assessments can include technical tasks, coding challenges, or simulated work scenarios.
  • Evaluate candidates’ skills to streamline the screening process and identify top performers quickly.
  • Consider integrating automated assessment platforms that leverage AI and machine learning algorithms to provide data-driven insights on candidates’ abilities.

This data-driven approach allows for more informed hiring decisions, ultimately expediting the process.

Tip 5: Prioritize Candidate Communication and Feedback.

Timely and transparent communication with candidates is crucial to maintaining their interest and expediting the hiring process. Here are some ways in which you can prioritize candidate communication:

  • Establish clear communication channels and respond promptly to inquiries and applications.
  • Implement automated email responses to acknowledge receipt of applications and provide regular updates on the status of the hiring process.
  • Personalize communication whenever possible to create a positive candidate experience.
  • Also, make sure to communicate the timeline and stages of the hiring process upfront, so candidates know what to expect.

Effective candidate engagement and communication not only speed up the process but also enhance your brand and reputation.

Tip 6: Tapping into Your Network and Employee Referrals

Your existing network and employee referrals can be a goldmine for finding top talent quickly. Encourage your employees to refer qualified candidates, offering incentives or recognition for successful referrals.

Another way is to establish partnerships with industry associations, attend networking events, and leverage professional platforms to expand your network. You can build relationships by partnering with organizations like Career Edge and get started by simply reaching out to us.

By tapping into your network and encouraging employee referrals, you can access a wider pool of qualified candidates and accelerate the hiring process.

Tip 7: Cultivate a Strong Employer Brand

A strong employer brand not only attracts top talent but also expedites the hiring process. Invest in building a positive reputation by showcasing your company culture, values, and employee experiences.

You can do that by leveraging social media platforms, employee testimonials, and engaging content to establish your brand identity.

By building an attractive employer brand, you can attract candidates who are aligned with your values, reducing the time spent on sourcing and attracting talent.

If you make improvements to your process, have your hiring managers “apply” and walk through the new steps along with you. If all of you find certain steps confusing or lengthy, chances are your candidates do, too. Identify where you can cut out cumbersome procedures, streamline work, and improve communication. It might go against everything you’ve been told before, but creating a faster recruitment process might be the secret to hiring the best candidates.

By adopting some of these strategies and continuously refining your hiring process, you can significantly reduce time-to-hire, make confident hiring decisions, and secure top talent to drive your organization’s success.

recruitment mistakes

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!

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.