augmenthr

The ROI of Outsourced HR: Real Cost Savings Explained

Wed, 22 Apr 2026 12:15:01 GMT

The ROI of Outsourced HR: Real Cost Savings Explained

Director of Customer Experience, AugmentHR

The conversation around HR is often stuck on repeat: it’s viewed as a necessary cost center. Most organizations treat human resources as a static overhead, a fixed expense that simply grows alongside your headcount.

At AugmentHR, we see it differently. Moving to an outsourced model isn't just about clearing your desk of administrative paperwork; it’s a deliberate financial strategy. When you shift HR from a fixed expense to a variable one, the numbers finally start to work in your favour.

We’ve seen how this transition in approach to HR management delivers more than just peace of mind; it delivers a measurable bottom-line impact. Here is the real-world ROI of outsourcing your HR.

1. The Direct Cost Savings

The most immediate benefit of outsourcing is a significant reduction in overhead. For example, in the Toronto market, an HR Manager’s base salary is only the starting point; once you factor in benefits, CPP, and office space, you are looking at a $130,000 annual commitment for a single perspective. This internal cost is why many organizations are turning to external expertise.

A landmark study by the National Association of Professional Employer Organizations (NAPEO) found that businesses using outsourced HR services see an average ROI of 27.2% based on cost savings alone, and small businesses often see their operational costs drop by as much as 50%.

At AugmentHR, we lean into this efficiency by eliminating the typical barriers of monthly retainers or subscription fees. Our model allows you to move HR from a rigid, fixed expense to a flexible, variable one, ensuring you only pay for the specific expertise you need, exactly when you need it.

2. Accelerating Growth and Business Resilience

Strategic HR does more than manage risk. It can also fuel expansion. Data shows that companies that outsource their HR functions grow significantly faster than those that manage everything internally. You get an outside perspective, and you have more flexibility to scale.

Faster Growth Rates : Businesses that partner with HR experts grow their headcount and revenue 7-9% faster than their peers.

Higher Survival Rates : Smaller organizations are 50% less likely to fail when they have professional HR support to handle the complexities of scaling.

Focus on Core Revenue : By offloading the "administrative burden," your leadership team can spend 100% of their time on revenue-generating activities.

Whether you are a startup or a mid-sized firm, our customized solutions fit your short-term, mid-term, or long-term needs.

3. Slashing the High Cost of Turnover

Turnover is a silent profit killer. In Canada, replacing a single employee can cost between 50% and 200% of their annual salary when you factor in lost productivity, recruitment fees, and training. When you outsource HR functions, you will typically have a smaller team and are less likely to lose people.

High turnover is a silent drain on your bottom line, but it is often preventable. Organizations with professional HR support see a 10–14% reduction in employee turnover, largely because of how the employee experience is managed from the start.

We build structured onboarding processes designed to eliminate "buyer’s remorse" for new hires, ensuring they feel integrated and stay for the long term. These meaningful HR services deliver results across the entire spectrum of organizational needs, ultimately creating a workplace culture where people want to stay and grow.

4. Maximizing Leadership Performance

Investing in your people provides some of the highest returns in business. However, these programs are often neglected due to cost or a lack of internal expertise. Saving money by outsourcing certain HR functions allows you to invest more heavily in other areas, such as management and leadership training.

Coaching ROI: Executive coaching delivers a staggering 788% ROI when accounting for gains in productivity and retention.

Performance Gains: Professional coaching typically results in a 70% increase in individual performance and a 50% increase in team performance.

Training Outcomes: Structured leadership development programs lead to a 25% increase in desired organizational outcomes , such as financial performance and employee satisfaction.

Government Funding: In Ontario, small businesses can often access the Canada-Ontario Job Grant, which provides up to 83.3% reimbursement for training costs.

Reallocating costs because of HR outsourcing savings can pay off huge for your organization.

5. Mitigating Legal and Compliance Risks

Employment laws in Canada change fast. A single compliance error or a mismanaged termination can lead to a legal settlement that wipes out your annual HR budget. Outsourcing to HR professionals ensures you are incompliance with all rules and regulations.

AugmentHR can help you with all your HR needs. As your strategic partner, you will receive:

Broad Expertise: You gain access to a team with over 150 years of combined experience across 15+ HR service areas.

Regulatory Navigation: We handle the complexities of federal and provincial regulations so you don't have to worry about surprise litigation.

Hands-on Solutions: From payroll support to compensation benchmarking, we provide the specific expertise required for your situation.

Dedicated Consultants: We don't use call centres. You work with a senior dedicated HR consultant who understands your specific business and local laws.

The Bottom Line About The ROI of Outsourcing HR

Outsourcing HR is not an "all or nothing" decision. Whether you need a standalone HR consultant or a fractional expert to work in conjunction with your existing team, the goal is the same: efficiency.

By moving to an on-demand model, you gain senior-level expertise without the executive-level price tag. You protect your business from risk, reduce the cost of turnover, and free up your leadership team to focus on what they do best: growing the company. Outsource as much or as little as you need.

At AugmentHR, we partner with clients to provide customized, hands-on HR solutions on your terms. Let’s talk about how we can help you realize these savings.

Jeff Mignault has spent 15 years working in the HR outsourcing industry. With a passion for building client relationships based on communication and satisfaction, he leads AugmentHR’s Business Development and Client Experience.

The 8 Most Common Management Mistakes New Leaders Make (and How to Avoid Them)

Wed, 15 Apr 2026 12:00:07 GMT

The 8 Most Common Management Mistakes New Leaders Make (and How to Avoid Them)

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Mistakes happen, especially when you are in a new role. Transitioning from a top-performing individual contributor to a management role is one of the most significant shifts in a professional career. Often, the very skills that earned you a promotion can become your biggest liabilities if you do not adjust your approach.

At AugmentHR, we’ve spent over 20 years working with businesses of all sizes. We see firsthand how new leaders struggle when they aren't equipped with the right tools. Leadership is a learned skill, not an innate personality trait. So you can expect mistakes. But also know that common mistakes can help you be better prepared.

Here are the most common management mistakes new leaders make and a solution for how to avoid them.

1. Failing to delegate (the DIY trap)

New managers often feel they can complete a task faster or better than their team members. While that might be true in the short term, it creates a bottleneck and stunts your team’s growth.

The Mistake: Keeping control of technical tasks rather than focusing on strategy and oversight.

The Solution: Focus on the what and the why , and let your team figure out the how . Your role has shifted from doing the work to ensuring the work gets done.

2. Neglecting the onboarding experience

Many new managers assume that once a hire is made, the hard part is over. However, the first 90 days are critical for retention.

The Mistake: Leaving a new hire to figure it out or providing a disorganized introduction to the company.

The Solution: Implement a structured onboarding process. This reinforces the hire's decision to join and sets the stage for long-term success.

3. Avoiding difficult conversations

No one enjoys conflict, but avoiding performance issues only allows them to fester. As a manager, it is your job to be the problem solver.

The Mistake: Waiting for an annual review to address a problem that occurred six months ago.

The Solution: Provide real-time, constructive feedback. Clear expectations are the foundation of a high-performing team. If you find the transition to handling these conversations difficult, our senior HR consultants provide the guidance needed to navigate complex employee relations.

4. Being a friend instead of a boss

This is all too common. People want to be liked, especially if they were promoted from within the team you now manage. However, your role and dynamics within the team have shifted.

The Mistake: Blurring professional boundaries to maintain popularity, which can lead to accusations of favouritism.

The Solution: Be friendly, but remain professional. Focus on gaining respect through fairness and transparency rather than seeking approval through social proximity.

5. Underestimating the importance of compliance

New managers often focus on the people side and forget the legal compliance side of things. In Canada, employment regulations are nuanced and strictly enforced. You have to be on top of regulatory issues.

The Mistake: Ignoring or overlooking provincial employment standards or failing to document disciplinary actions correctly.

The Solution: Familiarize yourself with HR compliance . We help you navigate and track federal and provincial regulations so you can stay focused on your business goals.

6. Over-promising and under-delivering

In an effort to win over a team, new managers sometimes make promises regarding raises or promotions that they don’t have the authority to fulfill. This can put you in a compromising situation.

The Mistake: Making commitments without checking with senior leadership or confirming the budget.

The Solution: Always verify the company’s stance on compensation and benefits before speaking with employees. Use data-driven benchmarking to ensure your team's expectations are realistic.

7. Losing sight of team culture

A manager’s influence on team morale is massive. If you focus solely on output and ignore the health of the team, you will face burnout and high turnover. It can be easy to lose sight of morale as you are trying to figure out your new position.

The Mistake: Forgetting to celebrate wins or failing to invest in team cohesion.

The Solution: Prioritize team building. Create meaningful experiences that improve collaboration and trust.

8. Not asking for help

Many new managers feel that asking for help is a sign of weakness. In reality, it is a sign of maturity. If you are not sure, it’s always better to ask than to assume.

The Mistake: Trying to navigate complex payroll, benefits, or legal issues alone.

The Solution: Reach out for specialized support. Whether you need a standalone consultant or a partner to work with your existing HR team, ask for help when you need it.

Invest in leadership training to minimize mistakes

Leadership isn’t just about making decisions. It’s about development. We often see organizations provide technical training but skip the people management side of things.

This is why we developed the Manager Bootcamp .

Our bootcamp is designed specifically for new and emerging leaders who need to bridge the gap between their technical skills and their management responsibilities. We provide hands-on training that covers everything from effective communication and delegation to navigating HR compliance and performance management.

A final thought about new manager mistakes

Management is a full-time job, but your need for high-level HR expertise might not be. Small and growing businesses often struggle because they lack the budget for a full-time HR Director, but have the needs of one.

The transition to management is a marathon, not a sprint. By avoiding these common pitfalls and investing in professional development, you set yourself and your team up for sustainable success.

Need a hand with your team's development? AugmentHR provides customized solutions ranging from payroll support to outplacement and everything in between. Contact us today to learn how we can help you augment your business.

Are You Overpaying or Underpaying Employees?

Wed, 01 Apr 2026 12:00:08 GMT

Are You Overpaying or Underpaying Employees?

By Kimberly Blake

Senior HR Consultant

Most employers believe their compensation is fair until they dig deeper. Many only discover compensation gaps after losing top talent or struggling to hire.

In today’s Canadian labour market, compensation is one of the biggest drivers of employee decisions. In fact, 76% of Canadian employees say competitive salary is the top factor in deciding whether to stay or leave an organization. At the same time, turnover is becoming increasingly expensive, costing employers an average of over $30,000 per employee.

That means getting compensation wrong isn’t just a people issue. It’s a significant business risk. At the same time, overcorrecting can be just as risky, leading to unsustainable payroll costs and internal inequities.

So how do you know if you’re getting it right? There are important things that signal if you are paying too much or not enough. Benchmarking is a key step to ensure you get your compensation levels right.

Here’s what we’ll cover:

What are the signs you’re underpaying employees?
What are the signs you’re overpaying employees?
What are the core considerations when evaluating compensation?
How do you find the right level of compensation?
Why is salary benchmarking so important?

What are the signs you’re underpaying employees?

Underpaying employees doesn’t always show up on a balance sheet, but it will impact your workforce. If you’re underpaying your people, there is a good chance they will voice their displeasure.

Common warning signs include:

High turnover rates : Employees leave for higher-paying opportunities

Low offer acceptance rates : Candidates decline offers due to compensation

Disengagement and low morale : Employees feel undervalued

Frequent counteroffers : You’re reacting instead of planning

Pay transparency issues : Employees discover pay gaps through market data or peers

Even small gaps between your salaries and market expectations can have a measurable impact on retention, particularly in competitive or high-demand roles. When employees feel underpaid, they are far more likely to explore other opportunities, increasing hiring costs and disrupting team performance.

What are the signs you’re overpaying employees?

You’re likely to have employees complain about getting paid higher than the industry average. While underpaying gets more attention, overpaying can quietly create long-term challenges for your business. Watch for these signs:

Salaries are significantly above market benchmarks without a defined strategy
Payroll costs are limiting growth or hiring capacity
Pay compression starts to happen. Newer employees earn as much as or more than experienced team members
Salary creep occurs. Compensation increases over time without alignment to market data or performance
Compensation not tied to measurable outcomes or business impact

Overpaying may solve short-term hiring challenges, but without structure, it can lead to internal inequities and make your compensation model difficult to sustain.

What are the core considerations when evaluating compensation?

Effective compensation strategies go beyond base salary. You need to look at compensation from a holistic perspective and consider all factors affecting compensation. Employers should evaluate:

Total compensation : Salary, bonus, benefits, vacation, and perks.

Location : Regional differences and remote work dynamics.

Market demand : High-demand roles may require premium pay.

Experience and performance : Skills, tenure, and contribution.

Internal equity : Fairness across teams and roles.

How do you find the right level of compensation?

Getting compensation right requires a structured, repeatable approach. You need to define your compensation philosophy.

There’s no universal answer for the right level of compensation. But your approach should align with your business goals, industry, and hiring strategy. Without a clear philosophy, compensation decisions often become inconsistent and reactive.

Here is a simple framework to follow:

Define roles clearly : Ensure responsibilities, not just job titles, are accurately scoped
Gather reliable market data: Use trusted salary benchmarking sources relevant to your industry and location
Position your pay (P25, P50, P75): Decide where you want to sit in the market
Check internal equity: Ensure fairness across your organization
Review regularly: Update compensation based on market changes and business needs

Organizations that take this approach move from reactive pay decisions to a proactive compensation strategy.

Why is salary benchmarking so important?

Salary benchmarking is the foundation of an effective compensation strategy. It replaces guesswork with data and ensures your organization remains competitive while maintaining financial control.

Compensation benchmarking helps organizations:

Compete effectively in the job market
Improve employee satisfaction and engagement
Reduce costs by lowering turnover
Attract and retain the right talent
Balance competitiveness with budget constraints

No matter the industry, benchmarking your employees’ total compensation is essential. It ensures your pay levels stand out in a crowded market, helping you attract, engage, and retain the talent your organization needs.

What benchmarking actually does

Compensation benchmarking compares your roles against reliable market data to establish:

Competitive salary bands
Structured bonus and variable pay targets
Clear market positioning (P25, P50, P75)

Organizations that benchmark annually often see higher acceptance rates, improved retention and stronger internal pay equity.

When you prioritize your people through fair, competitive pay, you strengthen both your workforce and your business.

Build a smarter compensation strategy with us

At AugmentHR, our compensation experts combine deep market knowledge with leading data sources to deliver accurate, up-to-date insights.

We help you:

Establish base salary benchmarks aligned to current market value (P25, P50, P75)
Analyze total compensation, including bonuses and incentives
Build clear, scalable salary bands
Develop and communicate a strategic compensation framework

The result is a compensation strategy that is competitive, equitable, and built for long-term success.

Ready to get your compensation right?

Take the guesswork out of compensation with a data-driven approach. Explore our compensation service packages and see how our salary benchmarking services can help you build a competitive, scalable, and market-aligned pay strategy.

Kimberly Blake is a senior HR Consultant with AugmentHR, an HR consulting firm centred in Toronto serving North American clients. Kimberly has helped a wide range of companies with their HR needs including Philips, Hershey’s and GSK. She’s helped companies manage periods of rapid growth while maintaining company culture with projects ranging from organizational design down to, yes, effective job postings.

The Hidden Costs of DIY Human Resources

Wed, 25 Mar 2026 12:00:13 GMT

The Hidden Costs of DIY Human Resources

By Jeff Mignault

Director of Customer Experience, AugmentHR

For many entrepreneurs, the early days of business are defined by the "hat-wearing" phase. You are the CEO, the salesperson, the janitor, and, almost by default, the head of HR. When your team is just two or three people, managing a simple payroll and a handshake agreement feels sustainable. You might even leverage a basic SaaS platform to keep the administrative gears turning.

However, there is a distinct tipping point where DIY HR transitions from a necessity to a significant liability.

The biggest issue with DIY human resources is that it is inherently reactive. Without a dedicated expert, HR tasks are only addressed when something breaks. This is not only exhausting and time-consuming, but it also leaves your company vulnerable. In a growing business, HR should be the foundation of your culture and strategy, not a frantic response to a crisis.

In a time where talent is mobile and the legal landscape is rigorous, the "hidden costs" of DIY HR (legal fees, lost productivity, and brand damage) frequently far outweigh the investment in professional consultancy.

Here’s what we will cover:

What are the hidden costs of managing HR yourself?
Is DIY HR more expensive than outsourcing in the long run?
What legal risks do small businesses face without professional HR support?
How does DIY HR impact employee retention and company culture?
When should a small business stop handling HR internally?

What are the hidden costs of managing HR yourself?

Many small businesses manage HR internally because it appears to be the most cost-effective option. Assigning HR responsibilities to an owner, office manager, or finance lead may seem practical, particularly in the early stages of business growth. However, several less obvious costs often emerge over time.

Time spent on HR administration

HR responsibilities require more time than most businesses expect. These tasks require careful documentation and attention to legal obligations. When they are neglected or not given their required time, it can lead to HR tasks being reviewed and re-done repeatedly.

Leadership time diverted from core business priorities

When HR is handled informally, senior leaders often become involved in day-to-day employee matters. This can include responding to employee complaints or interpersonal issues, addressing performance concerns, and interpreting employment laws and workplace regulations.

This time is taken away from strategic priorities such as business development, operations, and growth.

Lost productivity due to unclear processes

Without established HR systems, managers and employees may spend additional time navigating unclear expectations.

For example, managers may handle similar employee issues in different ways, and performance concerns may take longer to address due to a lack of documentation. Over time, this lack of structure can slow decision-making and create operational inefficiencies.

Inconsistency in workplace decisions

Without formal HR guidance, organizations may unintentionally apply policies unevenly. This can include different disciplinary approaches for similar situations or unclear performance standards across teams.

Inconsistent practices can create internal tension and increase the risk of employee complaints or disputes.

Is DIY HR more expensive than outsourcing in the long run?

In many situations, yes. While managing HR internally may appear less expensive in the short term, it can become costly as a business grows and workplace issues become more complex.

Mistakes in hiring, performance management, or termination can result in legal disputes, severance costs, or reputational damage. Even smaller issues can escalate into larger problems that require legal advice to resolve.

Outsourcing HR support does not necessarily mean replacing internal staff. Many businesses work with consultants on a project basis or for occasional advisory support. This approach allows companies to access experienced guidance when needed without maintaining a full-time HR department.

What legal risks do small businesses face without professional HR support?

Canadian employers operate within a complex legal framework that includes federal and provincial legislation. These regulations change over time, and without dedicated HR expertise, small businesses can unintentionally expose themselves to legal and financial risk.

Non-compliant employment agreements

Employment contracts that are not properly drafted can create significant legal exposure. If an employment contract is not enforceable, employers may be responsible for significantly higher termination costs.

Improper handling of discipline and termination

Without clear HR guidance, disciplinary action and terminations can create risk if they are handled inconsistently or without proper documentation. These situations can lead to wrongful dismissal claims or legal disputes.

Failure to meet regulatory obligations

Employers must comply with several workplace regulations. Without professional oversight, businesses may overlook important obligations such as provincial employment standards requirements, human rights legislation, and employee privacy and personal information protection. Even unintentional violations can lead to complaints, penalties, or investigations.

Learn more about HR compliance .

Mishandling sensitive employee matters

Certain workplace situations require careful handling and proper documentation. If these matters are handled improperly, they can escalate into formal complaints, legal claims, or regulatory investigations.

Outdated policies and untrained managers

Legal risk can also arise when workplace policies and procedures have not been updated or when managers are unsure how to apply them. Professional HR support helps ensure policies remain current and that managers understand how to handle sensitive situations appropriately.

How does DIY HR impact employee retention and company culture?

Human resources practices play a significant role in shaping workplace culture. When HR processes are informal or inconsistent, employees may feel that decisions are unfair or unclear.

For example, unclear performance expectations, inconsistent feedback, or poorly handled workplace conflicts can create frustration among employees. When issues are not addressed in a structured way, small problems can grow into larger cultural concerns.

Strong HR practices help create transparency and consistency. Employees understand expectations, know how concerns will be addressed, and feel that decisions are handled fairly.

When these structures are missing, employee trust can erode over time. This can lead to higher turnover, lower engagement, and difficulty attracting new talent.

Learn more: An Employer’s Guide To Outplacement Services

When should a small business stop handling HR internally?

Most small businesses manage HR internally in their early stages. However, there is often a point where the complexity of managing people outpaces the organization’s internal expertise.

This transition commonly occurs when the workforce grows, when leadership begins spending a significant amount of time dealing with employee issues, or when the organization encounters its first serious workplace dispute.

Other signs include uncertainty around employment law, inconsistent policies, or difficulty managing performance and terminations appropriately.

At this stage, many businesses benefit from external HR support. A consultant can help build proper structures, update policies, and provide guidance on sensitive situations. This allows business leaders to focus on growth while ensuring their people practices are handled responsibly and in compliance with Canadian employment standards.

If you are having challenges with managing your HR tasks, reach out to our HR consultants. We offer all the HR Services you require to operate your business.

Top Payroll Compliance Mistakes Canadian Employers Make

Wed, 18 Mar 2026 12:00:10 GMT

Top Payroll Compliance Mistakes Canadian Employers Make

By Collins Peter

Payroll Specialist

For most employees, payday just happens. But behind the scenes, payroll is one of the most demanding functions an HR or finance team manages. The deadlines are fixed, the rules are detailed, and the margin for error is slim.

In Canada, that complexity is layered. Federal and provincial regulations don't always align, and they change more often than most people realize. On top of that, payroll teams are responsible for far more than processing wages. We're talking benefit deductions, overtime, vacation tracking, garnishments, Records of Employment, new hire onboarding, terminations, and year-end tax filings, to name a few.

Make a mistake, and you're not just dealing with an unhappy employee or problem to correct. You could be looking at a compliance issue that could penalize your business and take months to correct.

In this blog, we’ll answer common questions about top compliance mistakes, penalties and how often you should review payroll processes.

Here is what we’ll cover:

What are the most common payroll compliance mistakes Canadian employers make?
What penalties can Canadian employers face for payroll compliance errors?
How can employers avoid CRA payroll penalties?
How often should Canadian employers review payroll compliance processes?

What are the most common payroll compliance mistakes Canadian employers make?

Payroll compliance issues happen, often by mistake. There are many rules, regulations, and ever-changing laws. It's a lot to manage when you're also running a business or supporting a busy HR function. Here are the most common payroll errors we see as HR consultants, along with what you can do about them.

1. Missing Federal & Provincial Deposit Deadlines

Missing deadlines is an easy way to rack up interest payments and potential fines. Your remittance deposit schedule is based on your estimated annual gross payroll and what you remitted the prior year. Confirm your schedule at the start of each year and build it into your payroll calendar.

Penalties for late remittances compound with each repeat offence. A simple reminder system or automated payment schedule can save you a significant headache.

2. Misclassifying Employees vs. Independent Contractors

The CRA looks at the actual working relationship, not just what's written in a contract. They consider factors like control over work, who owns the tools, and whether there's a real chance of profit or loss.

If a contractor is later reclassified as an employee, you could be on the hook for back CPP contributions, EI premiums, income tax withholdings, plus penalties and interest. When there's any doubt, document your reasoning and compare it against CRA's published guidelines.

3. Incorrect Statutory Deductions and Remittances

CPP contributions , EI premiums, and income tax withholdings need to be calculated correctly every pay cycle. Rates and thresholds change annually, and a small miscalculation across a full workforce adds up fast.

Build a year-start review into your payroll process to make sure your system reflects the latest numbers before the first payroll of the year runs. Repeated errors or underpayments increase your audit risk.

4. Missing or Incorrect Record of Employment (ROE) Filings

An ROE is required any time an employee has an interruption in earnings, and the timeline for issuing one is tight. Delays or errors can directly affect an employee's access to EI benefits.

Make sure your payroll team knows when an ROE is triggered and has a clear process for issuing them accurately and on time.

5. Non-Compliance with Provincial Employment Standards

Tax rules are federal, but overtime, vacation pay, statutory holidays, and termination pay are governed provincially, and the rules vary more than most people expect.

Mistakes happen most often when businesses expand into a new province and assume their existing practices still apply. Review the employment standards legislation for every province where you have employees and make sure your payroll reflects those differences.

More information: Understanding Ontario’s New Employment Standards

6. Improper Handling of Termination Pay and Severance

A common mistake is treating statutory minimums as the full extent of your obligation. Entitlements can be significantly higher depending on the employee's tenure and role.

Miscalculating termination pay, forgetting accrued vacation, or issuing final pay outside the required window can all lead to complaints or wrongful dismissal claims. Get the numbers right and document everything.

7. Failure to Track Taxable Benefits Correctly

Employer-provided benefits like company vehicles, housing allowances, bonuses, and gift cards need to be reported properly on T4 slips. Missing or underreporting these can trigger reassessments and penalties.

Do a mid-year review of any non-cash compensation you're providing and check it against current CRA guidance on taxable benefits.

8. Inadequate Record-Keeping

Canadian employers are legally required to keep detailed payroll records. This includes hours worked, wage rates, overtime, vacation accrual, and deductions.

When an audit happens or an employee files a complaint, your records are your first line of defence. If your record-keeping has gaps, fix that before a problem surfaces.

What penalties can Canadian employers face for payroll compliance errors?

The CRA takes payroll compliance seriously, and the penalties for getting it wrong escalate quickly. Most of these penalties are avoidable with the right processes in place, but if issues go unaddressed, the costs add up fast. Here is a summary of the penalties you could face for payroll compliance errors:

1. Late or Missing Remittance Penalties

10% penalty for failure to remit source deductions on time
20% for second or subsequent failures made knowingly or under gross negligence
Daily compound interest on unpaid balances, including on any unpaid penalties

2. Failure to Deduct CPP, EI, or Income Tax Penalties

10% penalty on amounts that were not properly deducted
20% if the failure was intentional or due to gross negligence
The penalty generally applies to amounts over $500 — but if the failure was deliberate, it applies to the full amount

3. General Non-Compliance Penalties

Fines ranging from $1,000 to $25,000
In serious cases, imprisonment of up to 12 months is possible under the Income Tax Act

4. Employee Misclassification Penalties

Retroactive CPP contributions, EI premiums, and income tax withholdings for the full period of misclassification
Penalties and daily compound interest applied to all amounts owed

How can employers avoid CRA payroll penalties?

Most CRA penalties are preventable. You can avoid payroll penalties by taking these steps:

Automate remittances : Set up recurring payments so deadlines are never missed

Use payroll software : Automate CPP, EI, and tax deductions to reduce calculation errors

Know your deadlines : Remit based on your assigned schedule

Keep detailed records : Maintain payroll records, including earnings and deductions, for a minimum of six years

Get professional support : Regular audits by a payroll or HR professional help catch issues before the CRA does. AugmentHR can assist with this.

How often should Canadian employers review payroll compliance processes?

At a minimum, Canadian employers should review payroll compliance annually. If you want to stay ahead of tax changes, regulatory updates, and potential errors, quarterly reviews are a smarter standard. Payroll isn't a set-it-and-forget-it function. Employee status changes, updated tax rates, and new legislation can all create compliance gaps if they're not caught early.

The goal isn't to create more administrative work. It's to make sure small issues get caught before they become expensive ones.

Not sure where to start?

AugmentHR's payroll experts provide flexible short and long-term payroll support, regardless of your technology platform. Whether you need help covering a gap or want to hand off the function entirely, we can help your team stay compliant and focused on what matters most. Learn more about our Payroll Administrative Services .

How Often Should You Update Salary Bands? (And What Happens if You Don’t)

Wed, 04 Mar 2026 13:00:06 GMT

How Often Should You Update Salary Bands?
(And What Happens if You Don’t)

By Kimberly Blake

Senior HR Consultant

When was the last time your organization updated its salary bands? When updated regularly, they are transparent and can help attract qualified candidates. Dated salary bands can make you less competitive and can hurt your ability to retain your best people.

Determining what to pay people shouldn't feel like a guessing game. When compensation is inconsistent, it doesn't just hurt your bottom line. It can erode trust. More than just a set of numbers from minimum to maximum, these structured ranges serve as a roadmap for internal equity and market competitiveness.

This guide will answer common questions we receive from employers about the best approach to managing salary bands.

Here are the questions we’ll answer:

How often should companies update salary bands?
What happens if you don’t update salary bands regularly?
What factors determine when salary bands should be reviewed?
How do outdated salary bands affect employee retention and hiring?
What is the best practice for benchmarking salary bands against the market?

1. How often should companies update salary bands?

Salary bands should be formally reviewed at least once a year. That doesn’t necessarily mean you need to overhaul your entire compensation structure every 12 months, but you do need to look at it. Markets move quickly, particularly in sectors like technology, healthcare, finance, and skilled trades. If you’re not reviewing annually, you’re likely falling behind.

In addition to an annual review, there are moments when an interim update makes sense. For example, if you’re scaling quickly, entering a new province, or struggling to fill key roles, it’s worth taking a closer look at your ranges. The same applies during periods of high inflation or economic volatility. Adjusting your salary band may be a key factor in attracting top talent.

In Canada, we also need to be mindful of provincial differences in pay expectations and cost of living. A salary band that works in one region may not be competitive in another. Regular reviews ensure your structure stays aligned with both market conditions and your internal compensation strategy.

2. What happens if you don’t update salary bands regularly?

When companies neglect their salary bands, problems tend to show up quietly at first, and then all at once. The most common issue we see is pay compression. New hires are brought in at market rates that are higher than what long-standing employees are earning. That creates internal inequity, frustration, and eventually turnover.

Outdated bands also make hiring harder. For example, if your posted range is 10–15% below current market rates, strong candidates won’t apply. They are out of consideration even before you ever speak to them.

You could run into situations where your recruiters end up presenting offers that get declined, which wastes time and impacts your employment brand.

There’s also a compliance and governance risk. In Canada, pay transparency legislation is evolving, and employees are increasingly informed about compensation standards. If your salary structure hasn’t been reviewed in years, it can expose inconsistencies that are difficult to defend if you are challenged.

Ultimately, not updating salary bands regularly signals that compensation isn’t a priority. And when employees feel that pay isn’t being managed thoughtfully, it affects morale just as much as it affects recruitment.

3. What factors determine when salary bands should be reviewed?

Several situations should prompt a review beyond your annual compensation cycle. The biggest factors are market change, business growth, economic conditions and internal equity considerations.

Market movement : If you’re seeing increased counteroffers, declined offers, or extended time-to-fill on critical roles, that’s often a sign your bands may be lagging.
Business growth or restructuring : If you’ve created new roles, expanded leadership layers, or shifted responsibilities within teams, your existing bands may no longer reflect the scope of work being performed. Compensation should evolve alongside organizational design.
Economic conditions : Inflation, labour shortages, and industry-specific talent competition can quickly shift salary expectations across Canada. Even regional economic changes, like growth in certain provincial markets, can influence pay pressures.
Internal equity concerns: If you’re fielding more questions about pay fairness or noticing compression between junior and senior roles, that’s a clear signal. Salary bands aren’t static documents. They’re tools that should support your broader talent strategy. When they stop doing that, it’s time for a review.

4. How do outdated salary bands affect employee retention and hiring?

Outdated salary bands directly impact both sides of the talent equation: attracting new hires and keeping your current team.

How outdated salary bands affect hiring

Below-market salary ranges narrow your candidate pool immediately. High performers know their value. If your compensation doesn’t reflect current market realities, they simply won’t engage. This can leave you hiring from a smaller, less competitive talent pool or restarting searches repeatedly because you can’t fill open roles.

How outdated salary bands affect retention

Employees may not leave solely because of salary, but when they discover they’re underpaid relative to market, or relative to new colleagues, it erodes trust. We see this frequently when long-term employees are earning below updated hiring rates. Once someone feels undervalued financially, it becomes easier for a recruiter’s call to turn into a resignation.

Competitive salary bands won’t solve every retention issue, but they remove one of the biggest risk factors. In today’s market, fair and current compensation is foundational.

5. What is the best practice for benchmarking salary bands against the market?

Best practice starts with reliable data. That means using reputable Canadian compensation surveys, industry-specific reports, working with HR consultants, and, where possible, external benchmarking tools that reflect your sector and company size. Free online salary data can provide a general sense of direction, but it shouldn’t be your sole source.

Define roles based on responsibility

It’s important to benchmark roles based on responsibilities, not just titles. Titles vary widely between organizations. For example, a Manager in one company may operate at a Director level in another. Accurate benchmarking requires evaluating scope, reporting structure, revenue responsibility, and decision-making authority.

Define your compensation strategy

It’s also important to define your pay positioning strategy. Are you targeting the 50th percentile of the market? The 60th? The 75th for hard-to-fill roles? Compensation benchmarking isn’t only about matching the highest payer. It’s about aligning with your talent strategy and budget.

Document and review

Document your methodology and review it annually. A clear, consistent approach builds credibility with leadership and trust with employees. Salary bands should reflect both external competitiveness and internal fairness. Good benchmarking is what makes that possible.

If you are having challenges with your salary bands, reach out to our HR consultants. We offer competitive benchmarking services to help employers set competitive salaries based on the industry, locations and roles.

Top HR Compliance Risks Employers Face and How to Mitigate Them

Wed, 25 Feb 2026 13:15:00 GMT

Top HR Compliance Risks Employers Face and How to Mitigate Them

By Cheryl Petruk

Senior HR Consultant

HR compliance in Canada is complex. Employers must navigate both provincial and federal legislation, evolving workplace standards, and increasing employee expectations. If your HR policies are not up to date, you may expose yourself to compliance risks.

Some compliance issues are more common than others. In this discussion, we will cover the top HR compliance risks for Canadian employers and provide advice on how to mitigate them.

Here’s what we’ll cover in this blog:

What are the biggest HR compliance risks for employers?
Top questions employers ask about HR compliance risks
When should an employer bring in HR consulting support?

What are the biggest HR compliance risks for employers?

Canadian employers face a variety of HR compliance risks, including violating employment laws, misclassifying employees, mishandling terminations, failing to protect sensitive employee data, discrimination or harassment, breaching health and safety regulations, and maintaining poor or outdated HR documentation.

Most compliance issues arise not from intent but from outdated policies or insufficient documentation. Here are the most common HR compliance risks, and how to mitigate them:

1. Violating Provincial or Federal Employment Laws

Canadian employers must comply with legislation such as the Employment Standards Act, 2000 , the Canada Labour Code, and applicable human rights statutes. These laws govern minimum wage, overtime, vacation pay, leaves of absence, termination entitlements, and more.

Compliance risk often arises when employers fail to keep up with legislation. This leads to outdated policies, managers are unaware of legislative changes, and employers are working using the wrong standards. Even small errors can trigger complaints, audits, penalties, and reputational damage.

How to mitigate risk:
Conduct an annual HR compliance audit to ensure your policies, employment contracts, and payroll practices align with the legislation in each jurisdiction where you operate.

2. Employee Misclassification

Misclassifying workers as independent contractors instead of employees is a common and costly mistake. The distinction affects tax obligations, benefits, vacation pay, termination entitlements, and statutory protections.

If a contractor is later deemed to be an employee, employers may owe back pay, vacation pay, CPP/EI contributions, and termination pay.

How to mitigate risk:
Before hiring contractors, review the working relationship against legal classification tests. When in doubt, seek legal or HR advice before finalizing the agreement.

3. Improper Dismissal

Termination is one of the highest-risk areas in HR. Employers who fail to provide proper notice or pay in lieu can face wrongful dismissal claims.

Risk increases when termination clauses in contracts are unenforceable, dismissals are rushed or poorly documented, or when employers claim “just cause” without sufficient evidence.

How to mitigate risk:
Ensure employment agreements contain well-drafted, legally compliant termination clauses and consult HR or legal counsel before proceeding with terminations.

4. Data Security Breaches

HR departments manage highly sensitive employee data, including SIN numbers, banking information, medical records, and performance documentation. A data breach can result in legal liability, privacy commissioner investigations, and reputational harm. Remote work, cloud-based systems, and cyber threats have increased the risk significantly.

How to mitigate risk:
Limit access to employee data on a need-to-know basis and implement strong cybersecurity practices, including multi-factor authentication and regular system audits.

5. Discrimination and Harassment

Employers have a legal duty to provide a workplace free from discrimination and harassment under provincial and federal human rights legislation. Complaints may involve protected grounds such as race, gender, disability, age, religion, or family status.

Risk arises when complaints are ignored or minimized, managers lack training, investigations are poorly handled, and when workplace culture tolerates inappropriate conduct.

How to mitigate risk:
Implement clear anti-harassment and anti-discrimination policies, train all managers annually, and respond to complaints promptly with a fair, documented investigation process.

6. Violating Health and Safety Regulations

Under occupational health and safety legislation, employers have a legal duty to take every reasonable precaution to protect workers. This includes physical safety, workplace violence prevention, and increasingly, psychological safety.

Non-compliance can result in fines, prosecution and workers’ compensation claims.

How to mitigate risk:

Conduct regular workplace risk assessments and ensure managers understand their responsibilities under applicable occupational health and safety laws.

7. Missing or Poor HR Documentation and Policies

Many compliance issues stem not from intent, but from poor documentation. Without clear policies, signed employment agreements, performance records, and investigation notes, employers have little protection in disputes.

Gaps often include outdated employee handbooks, missing termination clauses, and inconsistent performance documentation.

How to mitigate risk:
Maintain up-to-date employment contracts and policies, and document key employment decisions consistently and objectively.

When should an employer bring in HR consulting support?

There is never a bad time to hire HR consultants to assist your business with compliance or other HR functions.

It's common for companies to hire HR consultants when they lack knowledge or capacity internally. Companies outsource HR when they don't require a full HR department, or they bring them in for special projects or to manage a specific function.

Get flexible and cost-effective HR Services from AugmentHR. We deliver the expert guidance and hands-on HR Services support you need so you can stay focused on your business.

Cheryl Petruk has over 25 years of progressive experience in human resources and organizational leadership. Cheryl provides strategic guidance to clients across various industries, offering tailored solutions in HR policy development, recruitment and retention strategies, employee relations, organizational design, and leadership development.

What’s the Difference Between Workplace Conflict and Harassment?

Wed, 11 Feb 2026 13:00:19 GMT

What’s the Difference Between Workplace Conflict and Harassment?

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Conflict happens at work. It can take on many forms and happen at any level of the organization. Usually, it can be resolved on its own. But when it continues, it can develop into a more serious issue - harassment.

Workplace conflict in and of itself does not constitute harassment, but could turn into harassment if no steps are taken to resolve the conflict.

Workplace conflict and harassment are often confused, but they are very different in nature, severity, and how they should be addressed. We’ll clear up the confusion here by defining both terms, providing some examples and answering some common questions about conflict and harassment.

Here’s what we’ll cover:

What is workplace conflict?
What is workplace harassment?
What is the legal definition of workplace harassment in Canada?
When does workplace conflict become harassment?
What are some examples of workplace harassment?
What are examples of workplace conflict that are NOT harassment?
Common questions about workplace conflict and harassment

What is workplace conflict?

Workplace conflict can mean many different things. It generally refers to disagreements, tension, or personality clashes between employees. It may happen because of differences in opinions, work styles, communication issues, or misunderstandings.

Conflict is usually mutual, can occur between peers, and is often resolved through open communication, mediation, or management support. While conflict can be uncomfortable, it does not typically violate workplace policies or laws when handled appropriately.

When conflict escalates, it can then become harassment.

What is workplace harassment?

Workplace harassment involves unwelcome behaviour that demeans, intimidates, or threatens an individual.

It is often repeated or persistent and may be based on protections under the Charter of Rights and Freedoms. This includes race, gender, age, disability, religion, or other personal characteristics.

Harassment creates a hostile or unsafe work environment and can include verbal abuse, bullying, sexual harassment, or discriminatory conduct. Unlike conflict, harassment is not mutual and often involves a power imbalance.

What is the legal definition of workplace harassment in Canada?

Here is a definition of workplace harassment by the Government of Canada :

“Improper conduct by an individual, that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. It also includes harassment within the meaning of the Canadian Human Rights Act (i.e. based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability and pardoned conviction).”

When does workplace conflict become harassment?

Conflict can turn into harassment when the following elements are present:

It is targeted at an individual
It is persistent and repeated
It is deliberate
It is discriminatory
There is a power imbalance
It creates hostility

What are some examples of workplace harassment?

Harassment can take on many different forms. It can be verbal, physical, psychological, sexual, and discriminatory. Here are examples of common forms of harassment in the workplace:

Verbal Harassment

Insults or offensive jokes
Repeated teasing, mocking, or name-calling
Derogatory comments about someone’s appearance, accent, or abilities
Threats or intimidating language

Psychological or Emotional Harassment

Bullying or humiliating someone in front of others
Spreading gossip or malicious rumours
Excluding someone from meetings, information, or team activities on purpose
Undermining someone’s work

Sexual Harassment

Unwelcome sexual comments, jokes, or gestures
Inappropriate touching or invading personal space
Requests for sexual favours, whether explicit or implied
Displaying or sharing sexually explicit images or messages

Discriminatory Harassment

Harassment based on protected characteristics such as race, gender, age, disability, religion, sexual orientation, or family status
Stereotyping or making offensive remarks tied to these characteristics

Cyber Harassment

Harassing emails, texts, or messages through workplace systems
Offensive or threatening comments on internal chat platforms or social media
Repeated unwanted digital contact outside of working hours

What are examples of workplace conflict that are NOT harassment?

Workplace conflict is common and does not automatically mean harassment. The following are examples of workplace conflict that are not considered harassment, as long as they remain respectful and professional.

Differences in opinions
Differences in work styles or processes
Personality differences
One-time incidents
Performance-related conversations
Professional disagreements about strategies or priorities

The key distinction between conflict and harassment is pattern and intent. Conflict is typically situational, task-focused, and resolvable through communication, while harassment involves repeated, unwelcome behaviour that targets a person and creates a hostile or intimidating work environment.

Common questions about workplace conflict and harassment

Is talking behind somebody’s back harassment?

Talking behind someone’s back is not automatically considered harassment. However, it can become harassment depending on the behaviour, intent, and impact.

Occasional venting or informal conversations, while unprofessional, are typically considered workplace conflict or poor communication rather than harassment.

Talking behind someone’s back can become harassment when it becomes repeated gossip, spreading false information, personal attacks, or attempts to undermine someone’s reputation or work.

Is gossiping in the workplace a form of verbal harassment?

Workplace gossip is very common. Gossiping is generally not verbal harassment. But it can become harassment depending on the nature, frequency, and impact of the behaviour.

Gossip may be considered verbal harassment when it is repeated, targeted at a specific individual, and intended to demean, isolate, or damage someone’s reputation.

Gossip is more likely to cross the line into harassment if it creates a hostile or intimidating work environment or if it is linked to protected characteristics such as race, gender, and age.

When do employers need to step in and address conflict/harassment?

Part of an employer's role is to ensure all employees are in a safe environment. Employers/managers need to step in and investigate conflict or harassment claims as soon as they become aware of the issue. Failure to investigate or delay can expose the organization to legal, regulatory, and reputational risk.

Learn more about when to start a workplace harassment investigation .

AugmentHR has extensive experience working with client companies that face the difficult and sensitive issue of a formal harassment complaint. Learn about our Investigation Services .

Shelley Brown, CHRE, FHRPA is a senior HR professional with over 30 years of experience in workplace conflict resolution, employee relations, and harassment prevention. A Fellow of the Human Resources Professional Association (HRPA), she has led HR functions in multinational organizations and advises businesses on managing sensitive people issues and fostering respectful workplaces.

More HR Best Practices for Managing Workplace Conflict

> When Do I Start a Workplace Harassment Investigation?

> How to Handle Internal Conflict Resolution in the Workplace?

> Good Employee Relations Meaning & Examples

Independent Contractor vs Employee: What's the Difference?

Wed, 04 Feb 2026 13:15:00 GMT

Independent Contractor vs Employee: What's the Difference?

By Athina Iliadis

Sr. HR Consultant

How employers classify workers in Canada matters. There are differences between an independent contractor and an employee, and they are not arbitrary. There are certain definitions and guidelines set out by the Canada Revenue Agency (CRA) that all employers must abide by, or they could face financial penalties.

In this blog, we’ll answer these common questions about the difference between an independent contractor and an employee:

What is the difference between an independent contractor and an employee?
How do employers determine if a worker is an independent contractor or an employee?
Why is worker misclassification a compliance risk?
What are the penalties for misclassifying an employee as an independent contractor?
Common questions about the differences between employee and independent contractor classifications.

What is the difference between an independent contractor and an employee?

An employee works full-time or part-time for a company. An independent contractor works independently of an employer. The main difference comes down to the company's level of control and how workers are paid. Employees follow company direction, have taxes taken off their pay, and usually receive benefits. Independent contractors run their own businesses, decide how they do the work, handle their own taxes, and typically don’t receive benefits.

How do employers determine if a worker is an independent contractor or an employee?

There are several criteria used to determine whether a worker is an independent contractor or an employee. Here's a summary of the criteria and differences outlined by the CRA :

Employment Status: Employees typically work for a single employer, whereas contractors often work for multiple clients.

Level of Control: Employers dictate how and when work is performed for employees. Contractors generally have the autonomy to decide their own work processes and schedule.

Tools and Equipment: Employers usually provide and maintain all equipment for employees. Contractors own their tools and are responsible for all associated maintenance, insurance, and repair costs.

Subcontracting: Employees must perform the work personally. Contractors have the right to hire assistants or subcontractors to complete the job.

Financial Risk: Employees carry no financial risk and are reimbursed for expenses. Contractors take on business risks, pay their own operating costs, and can suffer a financial loss if a project goes over budget.

Investment and Management: Unlike employees, contractors often make significant capital investments (like specialized machinery, tools, or office space) to provide their services.

Opportunity for Profit: Employees receive a set wage or salary regardless of company performance. Contractors can increase their profit through efficiency, negotiation, and cost management.

Benefits and Protections: Employees are entitled to company benefits (health, dental, pension) and statutory protections. Contractors are not and must fund their own insurance and retirement.

Why is worker misclassification a compliance risk?

Misclassifying workers in Canada could pose a risk of non-compliance with employment and taxation laws. You could violate federal and provincial employment standards, tax laws, and labour regulations.

When a worker is incorrectly classified as an independent contractor rather than an employee, employers may fail to meet obligations related to:

CPP contributions
EI premiums
Income tax withholdings
Vacation pay
Statutory holidays
Overtime
Minimum wage

The CRA and provincial ministries of labour actively investigate misclassification. Findings can result in retroactive payroll taxes, penalties, interest, and reassessments going back several years. This could result in significant financial penalties if employers are found to be misclassifying workers.

What are the penalties for misclassifying an employee as an independent contractor?

In Canada, the penalties for misclassifying an employee as an independent contractor can be significant.

Financial penalties and back payments: This is immediate risk. If the Canada Revenue Agency determines a worker was misclassified, the employer may be required to pay unremitted CPP contributions, EI premiums, and income tax deductions, plus interest.

CPP and EI payments: In some cases, employers must pay both the employer and employee portions of CPP and EI. Additional penalties may apply if the CRA determines the misclassification was negligent or intentional.

Employment standards violations: This can be at the provincial or federal level. This can include orders to pay unpaid wages, overtime, vacation pay, statutory holiday pay, and termination or severance pay. Provincial regulators can impose administrative monetary penalties, which increase for repeat offences.

Legal action: Workers could file claims for wrongful dismissal, benefits entitlement, or unpaid compensation. Legal fees and settlement costs can quickly escalate.

Misclassifying a worker in Canada can result in tens or even hundreds of thousands of dollars in combined penalties, back pay, and legal costs, making proper worker classification a critical compliance priority.

More HR Best Practices for Employment Compliance in Canada

> When Do I Start a Workplace Harassment Investigation?

> How to Handle Internal Conflict Resolution in the Workplace?

> Good Employee Relations Meaning & Examples

How to Train Gen Z on People Skills: An HR Consultant’s Guide

Wed, 28 Jan 2026 13:15:00 GMT

How to Train Gen Z on People Skills: An HR Consultant’s Guide

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Strong people skills are highly sought after by hiring managers. Job seekers with a strong mix of hard and soft skills make great candidates. However, one generation of workers is struggling to show their people skills.

According to a report, 82% of managers say Gen Z new hire soft skills require more guidance and training. Developing these people skills is a priority to future-proof your organization.

In this article, our experts will answer some of the common questions about how to train Gen Z workers on people skills. We discuss:

Why does Gen Z struggle with people skills at work?
What people skills are Gen Z missing?
How do you teach people skills to Gen Z employees?
What happens if organizations don’t address people skills gaps in Gen Z?

Why does Gen Z struggle with people skills at work?

COVID-19 fundamentally changed the way we work. For Generation Z, who were entering the workplace for the first time, it disrupted how they learned to work. Many of the in-person experiences that older generations take for granted were largely absent for them. Gen Zers missed out on:

Informal mentorship
Observing workplace dynamics
Having conversations with different co-workers and managers
Learning through day-to-day interactions

Entering the workforce during lockdowns, many Gen Z professionals missed out on the hands-on learning that typically comes with internships and early career roles.

Now, as return-to-office policies come into effect and more companies bring employees back into shared workspaces, Gen Z employees need additional guidance to bridge those gaps and adapt confidently to in-person work environments.

What people skills are Gen Z employees missing?

The areas where Gen Z employees need guidance are typically not job-related or technical. They struggle with skills related to interacting with people. Most commonly, this is communication, teamwork, conflict, and emotional intelligence.

Here’s a list of the skills Gen Z employees are missing:

Emotional intelligence: Many Gen Z employees are still developing emotional intelligence, particularly when it comes to reading workplace dynamics, managing emotions, and responding constructively to feedback.

Business etiquette: A lack of exposure to traditional office environments has left some Gen Z professionals unsure of workplace norms such as professional communication, meeting etiquette, and appropriate boundaries.

Teamwork: Some Gen Z employees struggle with teamwork due to limited in-person collaboration experience, making it harder to build trust and contribute effectively in group settings.

Communication : Gen Z workers often prefer digital communication, which can create challenges with clear, direct, and professional verbal communication in the workplace.

Collaboration : While comfortable working independently, many Gen Z professionals need support developing collaboration skills that require compromise, shared accountability, and collective problem-solving.

Decision-making : Limited real-world workplace exposure has left some Gen Z employees hesitant in decision-making, particularly when faced with ambiguity or competing priorities.

Conflict resolution: Many Gen Z employees lack experience navigating workplace conflict, often avoiding difficult conversations rather than addressing issues constructively.

Resilience : Gen Z professionals may struggle with resilience, especially when facing criticism, setbacks, or high-pressure situations early in their careers.

Patience : Accustomed to fast feedback and quick results, some Gen Z employees find it challenging to develop patience in long-term projects and career progression.

How do you teach people skills to Gen Z employees?

How you teach people can be just as important as what you teach. Certain training methods work best. Teaching people skills to Gen Z employees is most effective when learning is hands-on, genuine, and built into everyday work rather than taught as abstract concepts.

Gen Z values clear expectations, frequent feedback, and meaningful purpose, and they are quick to disengage from outdated or overly formal training approaches. Here are the most effective training methods for building people skills with Gen Z:

1. Microlearning : Gen Z responds well to short, focused learning moments rather than half-day seminars.

2. Scenario-Based & Real-World Practice : People skills stick when employees can see themselves in the situation. Use role-playing real workplace conversations (performance feedback, client calls, peer conflict)

3. Coaching & Continuous Feedback : Gen Z expects frequent, specific feedback, especially on interpersonal skills. Annual training is not enough.

4. Clear Expectations & Behavioural Examples : Vague advice like “be more professional” doesn’t land. Give them. Concrete examples of effective communication. Scripts or templates for difficult conversations are also effective.

5. Values-Based Training : People skills training is more effective when it connects to impact and values. Link communication skills to inclusion, career growth, and leadership potential. Explain why soft skills matter to clients, teammates, and business outcomes.

To teach Gen Z employees skills, it's essential to keep the information concise, provide continuous feedback, and clearly outline expectations. Organizations that modernize people-skills training engage Gen Z better and build stronger leaders faster.

What happens if organizations don’t address people skills gaps in Gen Z?

Gen Z workers are the future managers and leaders of your organization. They are the people you want to develop and promote. But when organizations don’t address people skills gaps in Gen Z, they fail to address a gap in their organization.

The consequences of not investing in your Gen Z employees can and will show up quickly. There will be issues with performance, culture, retention, and a shallow leadership pipeline. These gaps won’t correct themselves over time. They will compound.

Here are the main issues that arise when companies don't address the people skill gaps in Gen Z workers:

1. Communication issues Increase : Without strong people skills, teams struggle with misunderstood expectations, feedback and having difficult discussions. This leads to rework, frustration, and slower decision-making.

2. Conflict Goes Unmanaged : Untrained employees often avoid conflict entirely, escalate minor issues unnecessarily, and rely on HR to mediate everyday interactions. Over time, unresolved conflict erodes trust and team cohesion.

3. Engagement and Retention Issue Persist: Gen Z values feedback, inclusion, and psychological safety. When people skills are weak, employees are unsupported, high performers disengage, and turnover increases. Replacing talent costs far more than developing it.

4. Culture and Employer Brand Suffer : Poor interpersonal skills lead to toxic or disengaged team dynamics, inconsistent employee experiences and negative reviews and word-of-mouth. The employer brand weakens. In a competitive talent market, cultural damage is hard to reverse.

A final word about how to teach Gen Z people skills

Developing people skills in Gen Z employees isn’t optional. It’s a critical long-term investment in your organization’s success. By intentionally building communication, collaboration, and emotional intelligence in your Gen Z workers, employers strengthen team performance, improve retention, and protect their culture. This creates a sustainable pipeline of future leaders equipped to thrive in an evolving workplace.

Ready to turn these insights into real results? Register for AugmentHR’s New Manager Training in February to learn proven coaching and communication techniques that will help your leaders build stronger teams, improve retention, and close people-skill gaps in Gen Z employees. Reach out at getstarted@augmenthr.com for more information and to register or to learn more about our training programs.

Author Shelley Brown, CHRE, FHRPA is a HR veteran and lead trainer of many of AugmentHR’s training programs. Shelley was granted the Human Resources Professional Association Fellow Award in recognition of her 30 year career both leading functions in multi-nationals and coaching businesses as a sought-after HR consultant.

When Do I Start a Workplace Harassment Investigation?

Wed, 21 Jan 2026 11:15:00 GMT

When Do I Start a Workplace Harassment Investigation?

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Workplace harassment can happen in any organization. All companies should be prepared to handle a harassment investigation should one occur. How you manage it needs to be well-defined in a Workplace Harassment Policy Guide .

A common question I’ve been asked in my years of experience working in HR outsourcing management is about when to start and how to investigate and manage workplace harassment investigations. We’ll talk about this process here.

In this blog, we’ll answer:

When do I start a harassment investigation? Now or later?
How do you investigate workplace harassment? A 12-step process
What are things not say in a workplace investigation?
What is the standard of proof for a workplace investigation?
What questions are asked to investigate harassment?

When do I start a harassment investigation? Now or later?

A workplace harassment investigation should begin as soon as the employer becomes aware of a complaint or potential incident. Avoid waiting weeks later, and not after seeing if things calm down.

Under Canadian law, particularly provincial occupational health and safety legislation (such as Ontario’s OHSA ), employers have a positive duty to act once they are aware of potential harassment:

“It would be reasonable to complete the investigation as soon as possible within 90 days or less unless there are compelling reasons why a longer investigation is needed (e.g. there are multiple witnesses, a key witness is unavailable due to illness, etc.).”

Delaying can expose the organization to legal, regulatory, and reputational risk. This is even if the complaint later turns out to be unsubstantiated.

How do you investigate workplace harassment? A 12-step process

Receive and acknowledge the complaint: Confirm receipt promptly and explain the investigation process.
Conduct a preliminary assessment: Determine whether the complaint falls under harassment policies and applicable legislation.
Implement interim measures (if needed): Take non-disciplinary steps to protect the parties and prevent further issues.
Appoint an impartial investigator: Select a trained, unbiased internal or external investigator.
Create an investigation plan: Define allegations, witnesses, evidence, scope, and timelines.
Interview the complainant: Gather detailed information, context, witnesses, and supporting evidence.
Interview the respondent: Provide full details of the allegations and allow a fair response.
Interview witnesses: Collect independent, factual accounts from relevant individuals.
Review and assess evidence: Analyze all information using the balance of probabilities standard.
Make findings and conclusions: Determine whether the allegations are substantiated, unsubstantiated, or inconclusive.
Prepare the investigation report: Document the process, evidence, findings, and rationale.
Communicate the outcome and take corrective action: Inform the parties of results while maintaining confidentiality. Apply appropriate measures, prevent retaliation, and address workplace issues.

What are things NOT to say in a workplace investigation?

What you say matters as much as what you do. Inappropriate comments can undermine fairness, expose the organization to legal risk, and damage trust in the process. Below are key things not to say at any stage of a workplace investigation.

Don’t make any pre-judgements or assumptions: “I don’t think this was harassment,” “I believe you,” or “I believe them.”

Don’t minimize or dismiss the complaint: “Are you sure you’re not overreacting?”

Don’t threaten or discourage participation : “This could hurt your career,” or “Are you sure you want to proceed?”

Don’t offer legal opinions: “This isn’t illegal,” or “You don’t have a strong case.”

Do not promise specific outcomes or discipline : “We’ll make sure this never happens again,” or “You’ll get an apology.”

Do not blame the complainant: “Why didn’t you report this sooner?” or “What did you do to provoke it?”

What is the standard of proof for a workplace investigation?

In Canada, the standard of proof is based on the principle of balance of probabilities.

The balance of probabilities means determining whether it is more likely than not that the alleged conduct occurred. In practical terms, this is often described as greater than a 50% likelihood.

The investigator must decide which version of events is more probable after reviewing all available evidence. This means employers do not need to prove harassment beyond a reasonable doubt to take workplace action.

What questions are asked to investigate harassment?

The questions you ask during the investigation will play a key role in determining the outcome. The type of questions you ask is dependent on who you are speaking with: the complainant, the accused, or the witnesses.

A checklist of questions to ask the complainant

Can you describe what happened in your own words?
When did the incident(s) occur? Were there multiple occurrences?
Where did the behaviour take place?
Who was involved?
What specifically was said or done?
Did you tell the person the behaviour was unwelcome?
Were there any witnesses? If so, who?
Do you have any documents, messages, emails, or other evidence?
Have you reported this before? If yes, to whom and when?
What outcome are you hoping for from this process?

A checklist of questions to ask the accused

Are you aware of the concerns that have been raised?
What is your recollection of the events?
Were there any interactions between you and the complainant around this time?
Did you say or do what is alleged? If not, what differs in your account?
Were there any witnesses present?
Is there any relevant background or context we should be aware of?
Have there been prior conflicts or misunderstandings with the complainant?
Is there anything else you believe is important for the investigation?

A checklist of questions to ask witnesses

What is your role and relationship to the parties involved?
What did you personally see or hear?
When and where did this occur?
How did the individuals involved behave?
Did you observe any reactions or responses?
Have you observed similar behaviour before?
Did anyone speak to you about the incident afterward?

A final word about workplace harassment investigations

Workplace harassment investigations are never easy, but they are a critical responsibility for every Canadian employer. When handled promptly, fairly, and in accordance with a well-defined Workplace Harassment Policy, investigations protect employees, reinforce trust, and significantly reduce legal and reputational risk.

By acting quickly, following a structured investigation process, applying the correct standard of proof, and asking neutral, fact-based questions, employers demonstrate their commitment to a safe and respectful workplace.

AugmentHR has extensive experience working with client companies that face the difficult and sensitive issue of a formal harassment complaint. Learn about our Investigation Services .

More HR Best Practices for Handling Conflict in the Workplace

> How to Handle Internal Conflict Resolution in the Workplace?

> Good Employee Relations Meaning & Examples

> What Are The Guidelines Around Workplace Relationships?

Vacation Accrual & Carryover Rules in Canada: A Province-by-Province Guide

Wed, 14 Jan 2026 13:15:00 GMT

Vacation Accrual & Carryover Rules in Canada: A Province-by-Province Guide

By Ashley Thiel

Senior HR Consultant

A change in calendar year means that a lot of things reset. One thing many employees get excited about is a fresh set of vacation days for the year.

But what if you didn’t use all your vacation time in the precious year? Do you get to carry it over to the next year? Do you lose those days? Is your employer required to pay you out?

The quick answer is it depends. Vacation carryover in Canada is set at the provincial level. This means that vacation laws in Ontario can be different from those in Alberta, Quebec or other provinces.

Below, we’ll provide clarity about vacation accrual and carryover rules in Canada.

In this blog:

How does vacation carryover work in Canada?
What is vacation accrual carryover?
Is unlimited vacation legal in Canada?
Can you have a use it or lose it vacation policy in Ontario, Canada?
Vacation rules by province in Canada

How does vacation time work in Canada?

All employees are legally entitled to vacation time. Vacation rules in Canada differ by province. So, how much vacation time you are entitled to could change simply by where you live and work.

For example, two workers with exactly the same experience and job title could have different vacation entitlements. One of the workers could get 10 vacation days while the other gets 15.

The difference between provinces is not significant. In general, employees start at 4% vacation pay (2 weeks' worth) after one year, increasing to 6% (3 weeks' worth) after 5 years.

What is vacation accrual carryover?

Vacation accrual carryover allows employees to transfer unused vacation time from one calendar year to the next. This type of policy provides employees with greater flexibility, enabling them to save vacation days for extended time off, major life events, or future travel plans.

In Canada, vacation carryover policies are determined by employers but must align with provincial and federal employment standards legislation.

While employers can place reasonable limits on how much vacation can be carried over, they generally cannot require employees to forfeit their statutory minimum vacation entitlement.

As a result, unused statutory vacation time often must be carried forward or paid out, particularly when an employee leaves the organization.

How vacation accrual carryover works:

Accrual of vacation time

Some organizations have a pre-defined number of vacation days per year per employee based on their role and experience.

In other organizations, employees earn vacation time gradually over the year. This may be calculated as a set number of days per year, a percentage of gross wages, or an hourly accrual based on the number of hours worked. Accrual rates often increase with length of service, reflecting an employee’s tenure with the organization.

Carrying over vacation time

If an employee does not use all of their earned vacation time by the end of the accrual period, some or all of the unused balance may be carried forward into the next year. This carried-over time is added to the employee’s new annual vacation allotment, creating a larger bank of available days.

Limits and caps

Most employers set clear limits on how much vacation time can be carried over. For example, a policy may allow employees to carry over up to one week (or a specific number of hours), with any excess either paid out or required to be used by a certain date.

Deadlines for using carried-over vacation are also common to prevent excessive accrual. For example, employers may require you to use carried-over vacation time in the first 3 months of the year.

Carrying over vacation time often requires manager or HR approval. This helps prevent situations where multiple employees request extended time off at the same time. Employers may also encourage employees to take their vacation regularly to support employee well-being and reduce burnout.

Is unlimited vacation legal in Canada?

Yes, unlimited vacation is legal in Canada. No law sets a maximum amount of vacation time an employer can grant employees. While it's not common, there are some employers who offer unlimited vacation time. How this works can vary by the employer.

Can you have a use it or lose it vacation policy in Ontario, Canada?

Ontario does not allow employers to have a strict "use it or lose it" policy for the minimum statutory vacation time. Unused minimum vacation time must be paid out or carried forward. It is the employer's responsibility to ensure it's taken.

However, for any extra vacation time beyond the legal minimum, a "use it or lose it" policy might apply if clearly stated in an employment agreement.

Here are the rules for statutory vacation entitlement in Ontario as set out under the Employment Standards Act (ESA) :

No forfeiture : Employees cannot lose their minimum 2 weeks (or 3 weeks after 5 years) of vacation time or pay.

Employer's duty : The employer must ensure the minimum vacation is taken within 10 months of the entitlement year's end.

Payout or Carry-Over : If not used, the employer must either pay it out or carry it forward.

Vacation accrual and carryover rules by province

Your amount of vacation time, how quickly you accrue it, and if you can carry over vacation days vary based on where you work within Canada. Each province has its own rules, but they are similar across the country.

Here’s an overview of the vacation accrual and carryover rules by province:

Alberta, BC, Manitoba, NWT, Nunavut, Ontario, PEI, Yukon : 2 weeks (4%) after 1 year; 3 weeks (6%) after 5 years (NWT/Nunavut 6+ yrs).

New Brunswick, Nova Scotia : 2 weeks (4%) after 1 year; 3 weeks (6%) after 8 years (NS) or 8 years (NB).

Newfoundland & Labrador : 2 weeks (4%) for up to 15 years; 3 weeks (6%) after 15 years.

Quebec : 1 day/month (max 2 weeks) for under 1 year; 2 weeks (4%) after 1 year; 3 weeks after 3 years (6%).

Saskatchewan : 3 weeks (5.77%) after 1 year; 4 weeks (7.69%) after 10 years.

Additional carryover rules in Canada

All provinces require unused earned vacation pay to be paid out when employment ends.
Saskatchewan mandates payout of unused vacation within 11 months of the entitlement date.
Ontario and Quebec allow for agreements to carry over time, but often with limits.
Federally regulated vacation rules: Standard rules (2 weeks after 1 year of service, 3 weeks after 5 years, and 4 weeks after 10 years). Agreements possible for splitting/carrying over.

A final word about vacation accrual & carryover rules in Canada

Vacation accrual and carryover rules in Canada vary by province and depend on both legislation and employer policy. While all employees are entitled to minimum statutory vacation time, how that time is earned, carried over, or paid out is shaped by where you work and the terms of your employment agreement.

Employers cannot require employees to forfeit their minimum legal vacation entitlement, but they can place reasonable limits on additional vacation time.

If you are an employer setting policies, understanding your provincial requirements can help ensure compliance, prevent misunderstandings, and support a healthier work–life balance for everyone.

Want to simplify vacation tracking and stay compliant across Canada? Reach out to our team of HR experts that can help you manage vacation accrual, carryover, and payouts.

Ashley Thiel is a seasoned Human Resources professional and educator with over 17 years of experience in HR management, employee relations, and organizational development.

Discover More HR Compliance Resources

> What Are the Things I Should Consider Before Firing?: The 2025 Guide to Avoiding Legal Pitfalls for Terminations in Canada

> January Pay Equity Deadline: HR’s Checklist for Canadian Organizations

> How Much Severance Do I Have to Pay?

Burned-out Workers? Top 10 Signs & 10 Remedies

Wed, 17 Dec 2025 13:00:11 GMT

Employee Burnout: Top 10 Signs & 10 Remedies for Employers

By Athina Iliadis

Sr. HR Consultant

Everyone can feel burned out from time to time. It's normal. But what’s not normal is when your employees are feeling burned out, stressed, and overworked on a consistent basis.

If you suspect your team may be feeling a little (or a lot) burned out, there are things you can do as an employer to remedy the situation. First, you need to understand what burnout is and what causes it. We have you covered. We’ll list the top signs and remedies to help your team overcome burnout.

Below, we’ll discuss:

What is job burnout?
What causes job burnout?
What are the top signs your workers are burned out?
How can employers help remedy employee burnout?

What is job burnout?

Job burnout is challenging to describe for many. It can be a physical or emotional sign that something is not right. It's certainly not something that is easy for employers to pinpoint. But there are signs.

According to the Canadian Centre for Occupational Health and Safety (CCOHS):

“While job burnout is not a condition that is formally defined as a medical diagnosis, job burnout is often described as:

Physical, emotional, and cognitive exhaustion - feeling frustrated, tired of going to work, finding it hard to deal with others at work
Negativity or cynicism – being less empathetic with others, detached from work or responsibilities, seeing work or elements of work as a source of frustration
Ineffectiveness or low personal achievement – a lower sense of accomplishment and self-worth, self-doubt, experiencing work as unrewarding, feelings of “going through the motions” or being incompetent, feeling unappreciated
Depersonalization – thoughts and feelings seem unreal or not belonging to oneself”

What causes job burnout?

Feeling burned out can slowly happen over time, or it could happen all of a sudden. Why it happens can be a result of many situations; personal, professional, or environmental factors.

Some causes of burnout could impact some people and others not at all. Generally, here are the top causes of job burnout:

Work expectations that are either overwhelming or not challenging enough
Little say in decisions that impact your role, such as scheduling, workload, or access to resources
Vague responsibilities and a lack of clear performance expectations
A toxic or unhealthy work setting, including conflict, harassment, or poor leadership
Extremes in workload, ranging from repetitive, tedious tasks to constant high-pressure demands
A poor alignment between your personal values, skills, and the role itself
Not having adequate emotional or professional support at work or in your personal life
Ongoing difficulty maintaining healthy boundaries between work and personal time

What are the top 10 signs your workers are burned out?

As an employer, it's important to be aware of the signs your team is burning out. If you notice some or all of these signs, it's time to take action to support your team and help them get back on track:

Tiredness : Constant fatigue or low energy, even after time off.
Performance : Declining performance or productivity.
More time off : Increased absenteeism or frequent late arrivals.
Change in motivation : Loss of motivation or enthusiasm for work they once enjoyed.
Distance : Emotional detachment, cynicism, or a negative attitude toward work.
Emotionally fragile : Heightened irritability, frustration, or mood swings.
Withdrawn: Withdrawal from coworkers or reduced participation in team activities.
Illness: Physical symptoms such as headaches, insomnia, or frequent illnesses.
Unhappiness: Decreased job satisfaction and growing disengagement.
Considering quitting : Talking frequently about quitting or expressing hopelessness about their role.

How can employers help remedy employee burnout?

Employers can help workers overcome burnout in a variety of ways. How you approach it will depend on your team's/individual needs. Here’s a list of ways that you can help your people:

Set boundaries: Encourage healthy boundaries by promoting unplugging after work hours and supporting employees’ lives outside of work.
Employee input : Build a culture of trust where employees feel safe speaking openly about stress, workload, and burnout concerns.
Work-life balance: Ensure leaders model balance by taking time off, setting boundaries, and demonstrating sustainable work habits. Promote the importance of taking breaks and using vacation time to allow for proper rest and recovery. Encourage physical movement and healthy habits throughout the workday.
Show appreciation: Actively recognize and appreciate employee contributions to strengthen morale and engagement.
Adjust expectations as necessary: Regularly assess workloads to ensure expectations are realistic and aligned with employee capacity.
Be flexible : Offer flexible work arrangements such as remote work, adjustable schedules, or compressed workweeks. Give employees greater ownership and control over how they complete their work whenever possible.
Empower manager : Train managers to recognize burnout early and respond with empathy and practical support.
Offer support: Provide access to wellness programs, mental health benefits, and employee assistance resources. Create policies that normalize and support mental health without stigma or fear of consequences. Offer supportive benefits, such as meal programs or stipends, that help reduce everyday stressors.
Offer training : Equip employees with the right training and tools to help them feel confident and capable in their roles.
Reduce unnecessary tasks : Reduce unnecessary meetings to protect focus time and minimize cognitive overload.

A final word about employee burnout and how to prevent it

Job burnout is a serious workplace issue that can quietly undermine employee well-being, morale, and performance if left unaddressed. By understanding what burnout is, recognizing its warning signs, and taking proactive steps to support your team, employers can create a healthier, more sustainable work environment.

Explore More Blogs on Improving Your Workplace Environment

> What Constitutes a ‘Toxic Work Environment’?

> Everything You Need To Know About Leadership Training Programs

> What Are The Guidelines Around Workplace Relationships?

HR Compliance Checklist and Pay Equity Steps

Mon, 08 Dec 2025 13:58:11 GMT

January Pay Equity Deadline: HR’s Checklist for Canadian Organizations

By Cheryl Petruk

Senior HR Consultant

Some important changes about pay equity are coming for businesses starting January 1, 2026. Organizations should take action now to be prepared.

In a previous blog, we talked about Ontario employment standards in 2025 . Now, some of the upcoming changes to pay equity are coming into effect. Is your organization ready?

Canadian pay equity compliance is something all organizations must follow, or they could face fines and other repercussions. Our team has put together this guide to help you understand what is changing and the steps you need to take to ensure you’re compliant.

What we’ll cover:

What’s changing? Upcoming changes to ESA rules that employers should prepare for
Why are these pay equity changes happening?
Pay equity checklist to ensure your organization is in compliance
What are the consequences of non-compliance?

What’s changing? Upcoming changes to ESA rules that employers should prepare for

With the passage of Bill 149 ( Working for Workers Four Act, 2024 ), Ontario is moving forward with a new pay transparency framework that will significantly change how organizations advertise job opportunities.

Beginning January 1, 2026, employers will be required to include specific compensation details and hiring disclosures in all public job postings. The goal is to improve transparency, reduce bias in recruitment, and support fair pay practices across the province.

Below is a summary of what employers need to know:

Key Requirements for Job Postings

Rules apply to employers with 25 or more employees .
Compensation or salary ranges must be posted in all public job ads.
Employers cannot request “Canadian experience” in job postings.
Ads must specify whether the role is a new position or a replacement .
Employers must disclose any use of AI or automated tools in screening applicants.
Employers must notify all interviewed candidates of the outcome within 45 days of their interview.
Employers must retain copies of job postings, applications, and interview communications for three years .

Additional Pay Transparency Measures Introduced Under Bill 149

Salary range disclosure: Compensation is required to be included for every public job ad.

Ban on asking for pay history: Employers are no longer allowed to ask about pay history from applicants.

Protection for employees who discuss compensation : Employers cannot penalize staff for sharing pay information.

Reporting obligations for larger organizations: This will help reduce gender-based pay gaps.

Not sure where to start? Let us guide you through the new requirements. Reach out to our HR team today at (416) 593-7999 or getstarted@augmenthr.com .

What are these pay equity changes happening?

For some time, there has been a need to change the rules to make pay equity more transparent.

The goal of the changes is to help standardize pay practices across all industries and create greater transparency. In turn, this will help reduce gender and race-based wage gaps by removing salary negotiation imbalances. This will empower job seekers with upfront compensation information.

Pay equity checklist to ensure your organization is in compliance

Use the following steps to update your HR practices to ensure your company complies with the new pay equity rules:

1. Determine Eligibility

Confirm whether your organization meets the threshold for compliance (e.g., 25+ employees).

2. Assign Ownership

Appoint a project lead or compliance owner to manage implementation.

3. Review and Update Job Postings

Audit all job posting templates for compliance.
Add salary ranges or pay bands to each job ad.
Disclose if AI or automated tools are used in the hiring process.
Indicate whether the role is a new position or a replacement.
Remove any requirements for “Canadian experience.”

4. Audit Pay Practices

Review current compensation data for gaps or inconsistencies.
Develop or update clear salary bands for all roles.
Ensure salary bands align with internal equity and market competitiveness.
Analyze whether public salary ranges will expose internal pay gaps and prepare an action plan.

5. Review Interview Processes

Audit interview applications and screening questions for compliance and fairness.
Update interview question lists to align with transparency and bias-reduction standards.

6. Establish Candidate Communication Standards

Implement a process to notify all interviewed applicants of outcomes within required timelines.
Standardize follow-up messaging to ensure consistency and documentation.

7. Train Internal Teams

Train HR, recruiters, and hiring managers on new legal requirements.
Ensure teams understand disclosure rules, follow-up obligations, AI transparency requirements and record retention rules
Provide managers with talking points for employee questions about salary ranges and pay equity.

8. Strengthen Pay Equity Foundations

Clarify your organization’s compensation philosophy and how pay decisions are made.
Audit job architecture to ensure roles, titles, and levels are consistent and defensible.
Conduct a formal pay equity assessment to identify disparities.

9. Develop a Communication & Change Strategy

Build clear messaging explaining salary ranges, pay practices, and the organization’s commitment to equity.
Align messaging with your employee value proposition.
Prepare proactive internal communications before new rules take effect.

10. Engage Employees

Create channels for employees to ask questions and provide feedback.
Hold ongoing conversations about pay transparency and equity.
Measure sentiment and adjust your strategy over time.

What are the consequences of non-compliance?

Organizations that fail to meet the new transparency rules may face legal, operational, and reputational risks as enforcement measures develop.

Potential consequences include:

Reviews or investigations by the Ministry of Labour.
Employee concerns or complaints about perceived pay inequities within the organization.
Damage to the employer's reputation if posted salary information does not match actual internal compensation practices.
Increased scrutiny of recruitment processes where inconsistencies or gaps are identified.

A final word about the new pay transparency rules

As Ontario moves toward greater pay transparency and equity, employers must be proactive in preparing for the January 1, 2026, changes. By taking steps now, businesses can avoid compliance risks and build a more transparent and trustworthy workplace. If your organization needs support navigating these updates, our team is ready to help.

Get pay-equity ready—book a consultation with our HR experts today.

Cheryl Petruk has over 25 years of progressive experience in human resources and organizational leadership. Cheryl provides strategic guidance to clients across various industries, offering tailored solutions in HR policy development, recruitment and retention strategies, employee relations, organizational design, and leadership development.

Expanding North: The HR Essentials for U.S. Companies Employing Canadians

Wed, 03 Dec 2025 13:45:00 GMT

Expanding North: The HR Essentials for U.S. Companies Employing Canadians

By Jeff Mignault

Director of Customer Experience, AugmentHR

Cross-border employment between Canada and the U.S. is common, with many organizations operating on both sides of the border.

Employing Canadians from the U.S. can be a great way to access remote talent—but it must be done correctly. Hiring employees in Canada as a U.S. company comes with specific rules, requirements, and obligations.

U.S. companies hiring in Canada must comply with all applicable employment, tax, and payroll laws. Failing to meet these requirements can lead to serious compliance, regulatory, and legal consequences.

In this blog, we’ll talk about Canadian HR compliance for U.S. companies. Here’s what we’ll discuss:

Top 10 things U.S. employers need to know about Canadian employment laws
Do U.S. companies need a Canadian entity to hire employees?
How to handle payroll taxes for Canadian employees as a U.S. employer
What are the employment contracts and labour standards in Canada?
What are the benefit requirements under Canadian law?
What are the vacation requirements in Canada?

Top 10 things U.S. employers need to know about Canadian employment laws

Employment laws are different from they are in the U.S. Some rules have subtle differences, and others are very different. Here is a list of key considerations for the U.S. when hiring Canadian workers:

Legal Entity / Employer Structure: Decide whether to incorporate a Canadian subsidiary or register your U.S. company as an “extra-provincial” corporation in the province where the Canadian employee works. You can also utilize an Employer of Record (EOR) in Canada to manage payroll, benefits, and compliance without establishing a full legal entity.
Applicable Jurisdiction: Most employment laws are set at the provincial level. Certain industries (e.g., banks, railways) are federally regulated.
Minimum Wage: Minimum wages vary by province. For federally regulated employees, there is a federal minimum wage. U.S. companies cannot hire employees for less than the minimum.
Hours of Work & Overtime: The rules around maximum hours, overtime pay, and rest periods vary by province.
Termination, Notice & Severance: Canadian law generally requires minimum notice or pay in lieu of notice for termination without just cause. Learn more about severance pay .
Leaves & Statutory Time Off: Employment standards legislation in Canadian jurisdictions mandates job-protected leaves , such as maternity/paternity leave, sick leave, and bereavement. Statutory holidays and vacation entitlements are also regulated at the provincial level.
Payroll Deductions & Employer Contributions: U.S. companies are required to register for the Canada Revenue Agency (CRA) for payroll accounts. They must withhold and remit Canadian income tax, Canada Pension Plan (CPP) contributions, and Employment Insurance (EI) premiums.
Employment Contracts: All written employment agreements must adhere to Canadian legal requirements.
Human Rights & Pay Equity: Canadian human rights laws prohibit discrimination in employment.
Data Privacy: U.S. companies are required to comply with Canadian data protection standards such as PIPEDA .

Note: Canadian pay equity changes take effect January 1, 2026. AugmentHR can help U.S. employers stay compliant. Let us guide you through the new requirements. Reach out to our HR team today at (416) 593-7999 or getstarted@augmenthr.com .

Do U.S. companies need a Canadian entity to hire employees?

U.S. companies do not necessarily need to establish a Canadian legal entity to hire Canadian employees, but they must navigate certain trade-offs and compliance requirements. Instead of incorporating, a U.S. employer can register as a non-resident employer with the Canada Revenue Agency (CRA) and set up a payroll, or “source deductions,” account to properly withhold and remit Canadian income tax, CPP, and EI contributions.

Not sure what strategy is best for your company? Reach out to our HR services professionals for assistance.

How to handle payroll taxes for Canadian employees as a U.S. employer

U.S. companies must comply with Canadian payroll tax law, even if they don’t have a Canadian entity. Here are your payroll options:

Option 1: Run payroll directly through the CRA

You handle registration, tax withholding, remittances, benefits and compliance.

Option 2: Use a Canadian payroll provider

They calculate and remit payroll taxes, but you remain the employer and must still have a CRA payroll account.

Option 3: Use an Employer of Record (EOR)

The EOR becomes the legal employer in Canada and handles payroll taxes, contracts, compliance, and workers' compensation.

This eliminates the need for a BN or payroll account and is the easiest option if you only have a few Canadian hires.

Note: You do not withhold U.S. taxes from Canadian employees, do not issue U.S. tax forms or put Canadian employees on your U.S. payroll. Canadian employees must always be paid under Canadian payroll law.

What are the employment contracts and labour standards in Canada?

Canada is not an “at-will” employment system. Employment contracts are highly recommended. They play a role in protecting both employers and employees. Without a contract in place, termination becomes more expensive and riskier.

Each province has its own Employment Standards Act that outlines the minimum standards and information that should be included in all employment contracts.

Job title and responsibilities
Work hours and overtime eligibility
Compensation and bonus terms
Vacation and statutory holiday entitlements
Benefits (if provided)
Confidentiality and data protection
Termination provisions

What are the benefit requirements under Canadian law?

Canada does not require employers to offer private health insurance, but many companies offer these benefits as part of their compensation package.

Companies are required to participate in several government-mandated programs:

1. Canada Pension Plan (CPP) : A government program providing retirement benefits to workers.

2. Employment Insurance (EI) : Covers unemployment benefits, parental and caregiving leave, and sickness benefits.

3. Workers’ Compensation Insurance : Provides wage-loss and injury benefits for workplace injuries.

4. Public (Statutory) Holidays: 5–13 paid public holidays per year, depending on the province. Employees must receive statutory holiday pay based on provincial formulas.

What are the vacation requirements in Canada?

Vacation time and pay are mandated by each province, but there are standard vacation minimums followed by most provinces:

After 1 year of service : 2 weeks of vacation and 4% vacation pay

After 5 years of service : 3 weeks of vacation and 6% vacation pay

After 10 years of service (in some provinces) : 4 weeks of vacation and 8% vacation pay.

Vacation pay is mandatory and must be paid either in a lump sum when vacation is taken or paid out as a percentage with each paycheque. Vacation requirements and standards vary by province.

A final word about U.S. companies hiring Canadians

Hiring Canadian employees as a U.S. company requires a clear understanding of Canadian employment laws and compliance obligations. Many elements have specific Canadian requirements that differ from U.S. practices. By partnering with experts who work in the Canadian system, you can confidently expand your talent pool across the border while minimizing legal, tax, and regulatory risks.

Reach out to our HR services professionals to ensure your U.S. company hires Canadians in compliance with existing laws and regulations.

How to Handle Internal Conflict Resolution in the Workplace?

Wed, 26 Nov 2025 13:00:24 GMT

How to Handle Internal Conflict Resolution in the Workplace?

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Conflict resolution in the workplace is a must. However, given that 72% of organizations don't have a formal conflict resolution policy, most employees don't have the structure to manage issues when they arise. This situation can create a lot of potential problems for employers. Workers need to have a clear process for what to do if conflict arises (and it will). Here, we’ll talk about how organizations should handle internal conflict resolution in the workplace.

In this blog:

Why is conflict resolution in the workplace important?
What is a manager’s role in internal conflict?
When should a manager intervene in a conflict among employees?
What are some conflict resolution strategies?

Why is conflict resolution in the workplace important?

Solving conflicts as soon as possible is essential. It can not only re-establish positive morale but also boost productivity, improve retention, promote fairness, and minimize financial costs. Here are 10 reasons conflict resolution plans are vital to your success:

1. A conflict resolution plan can save your company money

Solving problems quickly will save you money. One survey found that workers spend approximately two hours per week resolving conflicts. It estimates that employers are losing $3,216.63 per employee per year in productivity.

2. Improve collaboration and teamwork
When conflicts are addressed constructively, employees are more likely to work together effectively and trust one another. You can get back to business as usual.

3. Reduced stress
Unresolved issues can lead to frustration, burnout, and eventually people leaving their jobs. Tackling conflicts early helps retain talent and maintain morale. 53% of employees said they feel stressed due to workplace conflict. 45% reported sickness or absence from work.

4. Boosts productivity
Disputes and tension can be distracting and slow down progress. 18% of people witnessed project failures as a direct result. A healthy resolution keeps teams focused on goals rather than problems.

5. Strengthens communication
Conflict resolution encourages open dialogue and helps employees develop better communication skills, which can prevent issues in the future.

6. Encourages innovation and problem-solving
Differences in opinions can lead to creative ideas, as long as they’re handled respectfully.

7. Promotes fairness and a positive culture
A workplace where conflicts are addressed fairly makes employees feel valued and heard, contributing to a stronger organizational culture.

8. Reduces legal and HR risks
Ignoring conflicts can turn minor situations into harassment claims, grievances, or legal issues. Proactive conflict resolution helps prevent these risks.

9. It hurts morale

Conflict can take a toll on those affected. 88% have witnessed poor morale among employees affected by conflict.

10. It helps boost retention

People are more likely to leave if they work in a combative atmosphere. Workplace conflict led to 23% of employees choosing to leave their jobs.

What is a manager’s role in internal conflict?

Management plays a critical role in addressing and handling internal conflict in the workplace. Their approach will have a direct impact on how others deal with challenging situations. Generally, a manager's main responsibility is to help ensure disputes are handled fairly, quickly, and constructively. Here’s what their role typically includes:

1. Identifying conflicts early: Stay aware of team dynamics and recognize tension or issues before they escalate.

2. Creating a safe environment for communication: Encourage open dialogue where employees feel comfortable voicing concerns.

3. Facilitating conflict resolution: Be a mediator. Guide discussions, clarify misunderstandings, and help employees find common ground.

4. Providing guidance and support: Help team members develop conflict resolution skills, offering coaching, feedback, or training as needed.

5. Making decisions when necessary: If employees cannot resolve the issue independently, managers may need to make the final call to keep work moving forward.

6. Enforce HR policies: Enforce HR policies related to conduct, communication, and dispute resolution to prevent issues from escalating into larger problems.

When should a manager intervene in a conflict among employees?

A manager should intervene in internal conflict when the issue starts to affect people, productivity, or the overall workplace environment. Not every disagreement requires management involvement.

Certain warning signs indicate it’s time to step in. Intervention becomes necessary when the conflict becomes disruptive. For example, if work quality, communication, or collaboration is suffering, it’s a clear signal to address the issue.

Managers should also act when team morale is affected, as visible tension, stress, or negativity among employees can quickly spread and damage the workplace culture.

When disagreements turn personal or result in disrespectful behaviour, immediate action is required to maintain professionalism and respect.

Any conflict that involves violations of workplace policies, such as harassment, discrimination, aggression, or bullying, requires immediate attention to protect all parties involved. This includes safety or legal concerns, including any risk to employee well-being or potential liability.

What are some conflict resolution strategies?

Engage early to prevent escalation

Addressing conflict promptly keeps small disagreements from turning into larger disputes. Early intervention allows managers and employees to clarify misunderstandings, correct assumptions, and work through issues before they negatively affect morale or productivity.

Develop awareness to navigate different situations effectively

Everyone approaches conflict differently. Some may avoid it, while others address it head-on. Understanding your own conflict style, as well as the styles of others, helps adjust your approach to each situation.

Have emotional and cultural awareness

Successful conflict resolution requires strong emotional intelligence. Cultural awareness also plays a key role, as diverse backgrounds can influence communication styles and expectations. Leaders who develop these competencies can better bridge differences and foster inclusive, respectful dialogue.

Use compassionate communication

Active listening, open-ended questions, and validating feelings help individuals feel fully understood. By creating a safe space for open conversation, misunderstandings can be cleared up and solutions reached more collaboratively. Compassionate communication reduces defensiveness and encourages everyone to participate in the resolution process.

Focusing on the problem, not the person

Keeping the conversation solution-oriented ensures that issues are addressed without placing blame. When the focus remains on shared goals, teams can move forward together rather than dwelling on past mistakes. This mindset supports healthier relationships and long-term solutions.

A final word about workplace conflict resolution

Conflict resolution is an essential part of a healthy and productive workplace. Without a clear policy or process in place, unresolved issues can quickly escalate, leading to stress, low morale, decreased productivity, and even turnover.

Managers play a vital role in recognizing conflicts early, facilitating open communication, and ensuring that all employees feel heard and respected.

By engaging in proactive strategies, organizations can create an environment where challenges are resolved constructively. Check out our management and leadership training programs to get more conflict resolution strategies.

Author Shelley Brown, CHRE, FHRPA is a HR veteran and lead trainer of AugmentHR’s soft skills training program. Shelley was granted the Human Resources Professional Association Fellow Award in recognition of her 30 year career both leading functions in multi-nationals and coaching businesses as a sought-after HR consultant.

More on How to Handle Conflict in the Workplace

> What Constitutes a ‘Toxic Work Environment’?

> Good Employee Relations Meaning & Examples

> What Are The Guidelines Around Workplace Relationships?

What Constitutes a ‘Toxic Work Environment’?

Wed, 12 Nov 2025 13:00:12 GMT

What Constitutes a ‘Toxic Work Environment’?

By Ashley Thiel

Senior HR Consultant

We’ve all heard the term ‘toxic work environment’ before. It's often used in the context of a poor place to work. However, depending on who you talk to, it could mean different things. It could mean you have a bad boss, poor conditions, low morale, or a variety of other things. In this blog, we’ll define what a toxic work environment means and answer common questions people have about it.

Here’s what we’ll cover:

What is a toxic workplace environment?
Is a toxic workplace environment the same as a hostile work environment?
What’s the difference between a ‘toxic workplace’ and harassment?
How do you identify whether you have a toxic work environment?
What behaviours are considered criteria for a toxic workplace environment?
Can you sue someone for creating a toxic workplace environment?
How to fix a toxic workplace environment
How to detox a toxic work environment.

What is a toxic workplace environment?

A toxic workplace environment is a workplace setting that is not ideal for employees. Brace of a combination of negative behaviours, poor leadership, and unhealthy dynamics can make employees feel stressed, unsafe, or undervalued. Rather than being supportive and productive, the environment can be draining and harm both mental and physical health.

In a toxic environment, problems are commonly ignored or normalized. Leaders let things go, play favourites, and overlook certain behaviours. In turn, this leads to higher turnover and poor performance.

Is a toxic workplace environment the same as a hostile work environment?

There are similarities between toxic and hostile work environments. Holistic environments are more severe versions of a toxic work environment. Every hostile work environment is toxic. But not every toxic workplace meets the legal threshold to be considered hostile.

In order for there to be a hostile work environment, there needs to be proof of specific unlawful harassment or discrimination (race, gender, age, disability, religion, or sexual orientation). It needs to be severe enough to interfere with an employee’s ability to work. This type of environment can lead to legal action under human rights or employment laws.

What’s the difference between a ‘toxic workplace’ and harassment?

Harassment can create a toxic work environment. It is a specific type of misconduct directed at an individual or group, and it involves unwelcome behaviour that is offensive, humiliating, or abusive. Harassment can become hostile if it is severe, repeated or discriminatory. Examples include bullying, intimidating, sexual advances, slurs or derogatory comments.

How do you identify whether you have a toxic work environment?

There are a series of telltale signs that a workplace has become toxic:

Ongoing and normalized: Inappropriate behaviours are accepted and considered part of the culture.

Accepted or ignored by leadership: Leaders overlook or outright ignore the poor behaviour of employees.

Causing emotional distress, turnover, or health issues : Employees are uncomfortable, and work is causing them to take time off or even quit.

Low productivity and growth : Workplace performance is suffering, and growth has become stagnant.

What behaviours are considered criteria for a toxic workplace environment? The top 10:

Many types of behaviours could be considered criteria for a toxic work environment. Some you may not equate with toxicity, but when persistent, they can certainly create issues. Here are the top behaviours to watch for:

Poor communication : unclear expectations, selective communication, dishonesty, or withholding important information
Bullying or harassment : disrespect, intimidation, or discrimination from coworkers or leaders
Lack of trust : micromanagement, unfair treatment, or constant criticism
High stress and burnout : excessive workloads, unrealistic deadlines, and no support
Gossip and negativity : frequent conflict, blaming, or divisiveness
Absence of work-life balance : pressure to always be available or work long hours
Fear-based culture : employees feel unsafe to speak up, give feedback, or make mistakes
Disrespect: rudeness, gossip, exclusion, or favouritism
Unfair or Unethical Practices: inconsistent treatment of employees, blurred boundaries or conflicts of interest, or the punishing of whistleblowers.
Toxic Leadership: Authoritarian or absentee management, leading through fear, blame, or manipulation, and taking credit for others’ work

Can you sue someone for creating a toxic workplace environment?

Generally, you cannot take legal action against someone for creating a toxic work environment. A toxic culture, because of poor management or stressful conditions, is not typically recognized as a legal claim.

However, if a toxic environment is a result of harassment, discrimination, constructive dismissal, abuse, retaliation or because of a breach in employment standards, then you may have a legal claim.

If you have a complaint, speak with your HR representative. Alternatively, you can contact human rights tribunals, health and safety boards or consult with a lawyer to discuss your experience.

How to detox (fix) a toxic work environment

As an employer, a toxic work environment can cripple growth and quickly make your company an undesirable place to work. If you notice toxic traits (no matter how new), you need to take action immediately. Here are the steps to detox your toxic work environment:

Acknowledge the problem: Leadership needs to first acknowledge that a problem exists. Conduct anonymous surveys or feedback sessions and listen to what employees have to say. Admit where the organization has gone wrong and then start to take action.
Take corrective action at the leadership level : Change will happen from the top down. Train managers in emotional intelligence and conflict resolution. Set clear expectations for respectful behaviour. Most importantly, hold leaders accountable for their culture and conduct
Be transparent: Clear communication ensures everyone is on the same page. It can help reduce confusion, gossip, and mistrust. Provide clear updates on new policies, decisions, and goals. Encourage employees to have an open dialogue with managers and ask questions. Address issues promptly
Establish and enforce behaviour standards : Implement a strong code of conduct. But remember, it is only as effective as it is enforced. Create consistent consequences for misconduct and model respectful behaviour at all levels to ensure all employees are clear about expectations.
Focus on continuous progress: Changing your culture and removing toxicity will not happen overnight. It takes time and consistency from everyone to make a positive change.

A final word about toxic work environments

A toxic workplace environment can take many forms. What matters most is recognizing the signs early and taking action before the damage becomes widespread. Employers have a responsibility to create a safe, respectful, and supportive atmosphere where people feel valued and able to thrive. By acknowledging concerns, empowering strong leadership, and committing to clear communication and accountability, organizations can rebuild trust, protect employee well-being, and shift toward a healthier and more positive workplace culture.

Looking to provide training for your leaders or employees. AugmentHR offers management and leaders training and employee training programs .

Ashley Thiel is a seasoned Human Resources professional and educator with over 17 years of experience in HR management, employee relations, and organizational development.

More Blogs to Help Improve Employee Relations

> Good Employee Relations Meaning & Examples

> Everything You Need To Know About Leadership Training Programs

> What Are The Guidelines Around Workplace Relationships?

What Are the Things I Should Consider Before Firing?: The 2025 Guide to Avoiding Legal Pitfalls for Terminations in Canada

Wed, 05 Nov 2025 13:00:29 GMT

What Are the Things I Should Consider Before Firing?: The 2025 Guide to Avoiding Legal Pitfalls for Terminations in Canada

By Cheryl Petruk

Senior HR Consultant

Firing an employee is never an easy task. It can be difficult on many levels. But the key to terminating an employee is doing it the right way, ensuring there are no potential issues after the fact.

There are employee termination rules in Canada that employers have to follow. These rules may vary depending on your province, industry, and other factors.

We’ll provide a terminating employee checklist and answer common questions employers have about the process of firing an employee in Canada.

In this blog:

What is the common law for termination in Canada?
What are the things I should consider before firing an employee? A terminating employee checklist
What to say to terminate an employee
What is the notice period for termination?
Is it mandatory to give 2 weeks' notice in Canada?
Does an employer have to tell you why you were fired in Canada?
Can you be fired without warning in Canada?

What is the common law for termination in Canada?

There are laws in place in Canada for how to properly terminate an employee. According to the Canada Labour Code , all employers must abide by these rules for individual termination:

“If you are an employer and choose to terminate the employment of an employee, you must:

Provide the employee with a minimum of 2 weeks’ written notice. For an employee who has completed at least 3 years of service, the minimum notice requirement is equivalent to 1 week per completed year of employment, up to a maximum of 8 weeks of notice, or
Pay the employee their regular wages in lieu of notice

A combination of notice and wages in lieu of notice is permitted.”

What are the things I should consider before firing an employee? A terminating employee checklist

There is a long list of things to consider before you fire an employee. Making a rash or emotional decision could have legal repercussions. Here is what you should consider before deciding to terminate an employee:

Is firing the employee the best/only course of action considering the situation?
Have a list of reasons prepared for your decision to terminate
Have documented justification if you are firing for cause.
Review the employment contract, termination clause, and company policies to ensure you are within your rights to terminate the individual's employment.
Confirm you are in compliance with provincial employment standards (notice, severance, vacation pay, etc.).
Have a termination letter, final pay details, and benefits information ready before you give the employee the news
Ensure you have a witness present when you communicate termination. This is usually another HR representative or manager
Schedule the meeting in a private setting.
Have a plan to cover the outgoing employee's responsibilities until you can fill the position.
Have the initiation recruiting steps in place to start the hiring process.

What to say to terminate an employee

What you say to an employee during the termination process is important. Choose your words carefully, keep the conversation on point, and clearly communicate your decision and next steps. Here is what to say and how to say it:

Opening the conversation: Get to the point of the meeting right away. Make it clear that the meeting is about the employee's status with the organization.

Clearly state the decision to terminate employment : Tell the employee you’ve decision to terminate their employment. Don’t use vague or misleading language.

Keep your explanation factual and to the point: Explain your reasons for your decision (performance, personal conduct, downsizing, company restructuring, etc.)

Explain next steps, logistics and entitlements : Explain final payments, benefit cut-off date, and other information as required by the employment standards in your provide. Explain how they will receive their Record of Employment (ROE).

Discuss practical details : Explain how they can get their personal belonging, the return of company devices, access cards and when they will receive a computer of the termination package.

What is the notice period for termination?

Employers must provide the employee with at least two weeks’ written notice of termination. For employees who have worked three or more years, the minimum notice increases to one week of notice for each completed year of service, up to a maximum of eight weeks. Alternatively, employers may provide pay in lieu of notice, equal to the employee’s regular wages for the applicable notice period.

Is it mandatory to give 2 weeks' notice in Canada?

“Two weeks’ notice” is a rule of thumb, not a law. It is a professional courtesy that employees extend to employers when they choose to exit an organization. In general, the greater the number of years of service, the longer the notice period you should provide. Giving proper notice is recommended so it doesn't affect employment references. It is also important in case you may want to work for the company again in the future. Giving proper notice and leaving the right way could leave the door open for an employer to get rehired.

Does an employer have to tell you why you were fired in Canada?

No, an employer does not have to tell you why you were fired from your job in Canada if you are fired without cause. This means you were let go because of a business reason or company restructuring.

If an employee is fired with cause, they will need to explain their justification for termination. The employer must show clear, documented evidence of the misconduct. Without a valid reason and supporting proof, the termination could be deemed wrongful dismissal.

Can you be fired without warning in Canada?

Yes, in Canada, an employer can terminate an employee without warning as long as they provide proper notice or pay in lieu of notice, as required by employment standards legislation and the employment contract. This is referred to as termination without cause.

In this instance, employees must receive written notice or severance pay based on the employee’s length of service. The decision cannot be discriminatory or retaliatory.

If you are fired with cause, you can be fired without notice or pay. In these situations, employees are fired for serious misconduct, such as theft, fraud, violence, harassment, insubordination, breach of confidentiality or repeated performance issues.

A final word on considerations before firing an employee

Firing an employee in Canada requires more than just delivering difficult news. It requires understanding and following the proper employee termination laws and procedures. Employers must comply with Canadian employment standards. By handling the process carefully and respectfully, you can reduce the risk of wrongful dismissal claims and ensure compliance with provincial and federal labour laws.

Reach out to AugmentHR if you need assistance with compliance , performance management , and other HR services .

AI Policy Examples for the Workplace with Ethical Guidelines

Wed, 29 Oct 2025 12:15:02 GMT

What’s an Acceptable or Not Acceptable Use of AI for Employees?

By Renza Vissa

Senior HR Consultant

Does your company have an AI policy? Its something most companies have at least considered recently. Considering AI ethics considerations and potential repercussions if your employees use AI erroneously, it could create potential liability issues.

With AI use still in its infancy and most companies still finding their footing in relation to how to use these tools, it’s important to define what is acceptable and not acceptable use of AI for employees.

In this blog:

Can ChatGPT be used for work?
Where’s the limit?
Should companies put an AI policy in place?
What is an AI governance policy?
What should be in an AI policy?
How to put an AI policy in place?

Can ChatGPT be used for work?

It’s generally acceptable to use ChatGPT and other AI tools such as Google Gemini, Perplexity, Co-Pilot, and Claude at work to boost productivity. These tools can be used for many types of tasks such as to draft emails, summarize content, data analysis, research, speed up menial tasks, or to generate ideas.

However, its important to always be conscious about the accuracy of outputs, data privacy, intellectual privacy, and becoming too reliant on these tools. Human oversight is a must.

Check your company’s AI policy before using any AI tools. Treat AI as an assistant to enhance your work and improve efficiency. If you use AI you’re still accountable for the accuracy and quality of anything you submit.

Should companies put an AI policy in place?

Yes. We are now at a point where AI is widely accessible and used by companies across Canada. It’s a best practice for employers to have a well defined internal AI policy that outlined when and how employees are to use AI tools.

Employers should implement an AI use policy to mitigate risk and liabilitiy. It can help manage risks such as:

Data breaches
Legal compliance
Regulatory compliance
Ethical use
Permissions (Who can access what tools)
Innovative uses

What is an AI governance policy?

An AI governance policy is a formal set of guidelines, principles, and procedures that an organization creates to ensure the responsible, ethical, and compliant use of artificial intelligence (AI). It outlines how AI tools are chosen, used, and managed.

The main objective of an AI policy is to protect the organization, its employees, customers, and data. AI policies help to ensure everyone properly uses these tools, prevents misuse, and reduces liability risks.

What should be in an AI policy?

A thorough AI policy should outline all facets of usage for your organization. It should explain the purpose of the guidelines, what is deemed acceptable use, data usage, accuracy and accountability, compliance, ethical use, and tool management.

Here is a list of the key components that should be included in an AI governance policy:

Purpose and Scope : This explains why the policy exists. It can define uses for specific employee groups or types of AI tools.
Acceptable Use Guidelines : Defines how employees can use AI tools (e.g., content creation, automation, decision-making, task management, integration with other tools).
Data Privacy and Security: Outlines what types of data can or cannot be entered into AI systems to protect confidential or personal information.
Accuracy and Accountability : Ensures that human oversight is always applied and that final responsibility for AI-generated work lies with employees.
Ethical Standards : Promotes fairness, transparency, and the avoidance of bias or discrimination in AI-driven decisions.
Compliance and Legal : Aligns AI usage with privacy laws, intellectual property rules, and emerging AI regulations.
Monitoring and Review: Sets procedures for regularly reviewing AI tools, updating the policy, and managing risks.

How to put an AI policy in place?

Most AI policies will cover similar content, but it's important to craft a document that is specific to your organizational needs.

Create a clear framework that guides how artificial intelligence tools are used responsibly and effectively within your organization. Here’s a step-by-step guide to implementing an AI policy:

1. Define the Purpose and Goals

Identify why your organization needs an AI policy. Is it to improve efficiency? To protect sensitive data? To ensure compliance with privacy laws? Or to just set expectations for employees. Clearly outline your objectives so the policy aligns with your company’s overall values and strategy.

2. Form an AI Governance Team

Create a team that includes members from departments across your organization. This team will own the policy, oversee implementation, and make updates as AI use evolves. Be sure to include:

IT and cybersecurity : to assess technical risks and data protection.

Legal : to ensure adherence to laws and regulations.

HR and communications : to manage employee guidance and training.

Leadership : to set accountability and approve the framework.

3. Identify AI Use Cases

Take stock of how AI is currently used (or may be used) across departments. For example, will it be used mainly for writing and communications? Will tools be used for Data analysis or automation? Or will it be used for recruitment, marketing, or customer service AI platforms. This helps you focus the policy to meet real-world needs.

4. Set Clear Usage Guidelines

Outline what is and is not allowed. Be specific with what are considered acceptable uses of AI. Outline what is not allowed and ensure there is a clause about human review before publication of information.

5. Address Data Privacy and Security

Establish strict rules for handling data used in or produced by AI tools. Ensure compliance with data protection laws (e.g., PIPEDA). Restrict the sharing of personal or proprietary information with external AI platforms.

6. Ensure Human Oversight and Accountability

Make it clear that humans remain responsible for all final outputs, decisions, and actions. AI should assist, not replace, critical thinking, ethical judgment, or managerial approval.

7. Provide Employee Training

Educate staff on how to use AI tools effectively and responsibly, risks and limitations, and who to contact with questions or concerns. Training helps ensure consistent and ethical use across the organization.

8. Review and Update Regularly

AI technology evolves quickly. Schedule periodic reviews to update the policy, evaluate risks, and ensure it remains relevant.

A final word on acceptable AI use for employees

AI continues to reshape the workplace, and having a clear and comprehensive AI policy is no longer optional. Establishing formal guidelines helps organizations balance innovation with responsibility, ensuring employees use AI tools safely, ethically, and effectively. A well-crafted AI governance policy not only protects your business from legal and security risks but also promotes trust, transparency, and accountability.

Reach out to AugmentHR if you need assistance creating an AI policy for your organization. Our HR service team can help you create a custom policy specifically designed for how your employees use AI.

Renza Vissa is an experienced Human Resources professional with over 20 years of experience leading HR initiatives to improve organizational structures, elevate talent management and development, implement effective performance management programs, and develop and facilitate training programs (competencies, compliance), career coaching initiatives and harassment investigations.

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Understanding Ontario’s New Employment Standards: What Employers Need to Know in 2025

Wed, 15 Oct 2025 12:15:00 GMT

Understanding Ontario’s New Employment Standards: What Employers Need to Know in 2025

By Ashley Thiel

Senior HR Consultant

Ontario Employment Standards have changed in 2025. Is your business in ESA compliance? All employers need to stay up to date with labour law changes and ensure they are compliant with all employment standards. The Government of Ontario recently passed new rules in 2025, and there are more on the way in 2026. Here, we’ll discuss the Employment Standards Act and outline what has changed.

In this blog, we’ll cover:

What is the Employment Standards Act in Ontario?
Who enforces the ESA?
What does the Employment Standards Act cover?
Is the Employment Standards Act provincial?
What is the 3-hour rule in Ontario?
What are the new ESA laws in Ontario?
Upcoming changes to ESA rules that employers should prepare for

What is the Employment Standards Act in Ontario?

The Employment Standards Act (ESA) is a law in Ontario that protects workers' rights. This law defines the rules for how employers are to treat workers fairly. ESA protects most workers in Ontario to ensure all employers operate at a minimum standard. These are the basic rights and responsibilities that cannot be waived or ignored, even if an employer and employee agree otherwise.

What does the Employment Standards Act cover?

The ESA covers the rules that all employers must adhere to regarding wages, hours, vacation, holidays, and termination. It covers the following:

Minimum wage : The act defines the lowest hourly rate an employee can be paid.

Hours of work and overtime : It outlines rules about daily and weekly limits, breaks, rest periods, and overtime pay.

Public holidays : The document defines which holidays are recognized and how employees should be paid for them.

Vacation time and vacation pay: It sets the minimum entitlements employees must receive for vacation time off and how they are to be paid if they work on holidays.

Leaves of absence : The act outlines the rules for all types of leaves of absence employees might take, such as maternity leave, parental leave, sick leave, family responsibility leave, and others.

Termination notice and pay : The ESA lists the rules about how much notice or pay in lieu of notice is required when ending employment.

Severance pay : It sets the additional pay amounts for certain long-service employees when their jobs end.

Who enforces the ESA?

The Ministry of Labour, Immigration, Training and Skills Development enforces the ESA. Employees can file claims if they believe their rights are being violated.

Is the Employment Standards Act provincial?

Yes, the ESA applies to most employees and employers in Ontario. However, there are some exemptions and special rules for specific industries or job types, such as construction and agriculture. It does not apply to workers in federally-regulated industries, such as banks and transportation.

What is the 3-hour rule in Ontario?

The three-hour rule is a pay rule for employees. It requires employers to pay employees for three hours at their regular rate, even if they work less time or are sent home after reporting for a scheduled shift.

This rule applies when employees are scheduled to work more than a three-hour shift but end up working fewer hours.

For example, an employee shows up to work a 5-hour shift, but they are sent home after 2 hours because it's a slow day. As per the rule, the employee will still be paid for 3 hours even though they only worked 2.

What are the new ESA laws in Ontario?

There are three new ESA laws in Ontario that employers need to know about. Workers now have access to long-term illness leave, there are new rights for digital platform workers, and there are new written requirements for new hires.

Long-Term Illness Leave

The new long-term illness leave rules took effect on June 19, 2025. Here are the main details of the new rules:

Employees can have up to 27 weeks of leave in a 52-week period
To qualify, employees must have at least 13 weeks of continuous employment.
A certificate from a qualified health practitioner is required. It needs to confirm the medical condition and the period the employee is unable to work
The leave does not need to be taken all at once.

Rights for Digital Platform Workers

There are new standards for people who are employed through digital platforms. This includes gig workers and rideshare, and food delivery drivers. The new rules came into effect on July 1, 2025 and are meant to provide additional protection for non-standard workers.

Here’s what employers need to know:

Employers must provide written terms outlining pay, duties, and dispute resolution processes
The minimum wage for “active hours” is aligned with Ontario’s general ESA minimum wage
Employers must provide information about how compensation and assignments are determined
There must be notice of removal from the platform based on the amount of active work performed

Written Information Requirements for New Hires

Employers in Ontario with 25 or more employees must provide new hires with certain information in writing when they are hired. This new rule came into effect on July 1, 2025.

Employers must now provide the following information to new employees:

Legal and business names of the employer
Contact details (address, phone number, key contact person)
Anticipated work location
Starting wage, pay period, and pay day
General description of the initial hours of work
Information must be provided on the first day of work or as soon as possible.
Rules do not apply to employees hired through temporary work agencies.

Upcoming changes to ESA rules that employers should prepare for

There are also new rules coming into effect related to public job postings. Starting on January 1, 2026, employees will be required to include new information in job postings. Here is a summary of the new rules:

It applies to companies with 25 or more employees
Compensation or pay range must be posted
Posts cannot request Canadian experience
The ad needs to confirm whether the posting relates to a current vacancy
Employees must indicate if AI is used to screen or assess applicants
Employers must inform all interviewed applicants of the outcome within 45 days of their interview
Copies of job postings, application forms, and interview-related communications must be kept for three years

Start adjusting your job postings now to get them in compliance with the new rules.

A final word on Ontario’s New Employment Standards

Staying on top of new employment standards is a must for Ontario employers. However, it can be challenging to stay on top of all new requirements. Our HR compliance services can ensure your business is compliant, reducing potential vulnerabilities. Reach out to our team today to learn more about how we can help you stay compliant with Ontario employment laws.

Ashley Thiel is a seasoned Human Resources professional and educator with over 17 years of experience in HR management, employee relations, and organizational development.

How Much Severance Do I Have to Pay?

Wed, 08 Oct 2025 12:15:00 GMT

How Much Severance Do I Have to Pay?

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

Understanding severance pay is an important part of managing employment relationships in Ontario. Many employers and employees alike are uncertain about what a severance package includes, how much must be paid, and when the obligation arises. Ontario has specific severance pay laws under the Employment Standards Act (ESA) that set out who qualifies, how payments are calculated, and the differences between severance pay and termination pay.

In this blog, we’ll discuss:

What is severance pay?
Severance vs termination pay
What are the rules around severance pay?
Do I need to only pay 2 weeks of severance?
How do I calculate severance pay?

What is severance pay?

Severance pay is compensation paid by employers. It is given to some, not all, employees who are entitled to it when their job ends through no fault of their own. It is a recognition of the employee’s long service and is meant to help them transition financially after losing their job.

Think of severance pay as a “thank you” for service to the organization. The amount of severance pay companies offer is based on two factors. They are the length of service and regular weekly wages. Severance caps out at a maximum of 26 weeks’ pay. Not every employee is entitled to severance, and not all employers are required to provide severance.

Many people confuse termination pay (or notice) with severance pay. Severance pay is not the same as termination pay, and there are different rules that apply to each form of payment.

Severance vs. termination pay

Severance and termination pay are two different types of compensation employers give to employees. Termination pay (or notice of termination) is a separate type of payment that may also be required when there is a lack of advance notice when an employee is terminated. An employee could receive both termination pay and severance pay, depending on the circumstances.

Here is a comparison of how severance pay and termination pay work in Ontario:

What are the rules around severance pay?

The Government of Ontario outlines clear severance pay laws in Ontario. Severance pay rules are governed by the Employment Standards Act, 2000 (ESA). These laws outline when severance must be paid, who qualifies, and how it is calculated. Here is how it works:

“A person's employment is 'severed' when their employer:

Dismisses or stops employing the employee, including where an employee is no longer employed due to the bankruptcy or insolvency of their employer;
"Constructively" dismisses (please refer to " constructive dismissal ") the employee, and the employee resigns in response within a reasonable time;
Lays the employee off for 35 or more weeks in a period of 52 consecutive weeks;
Lays the employee off because all of the business at an establishment closes permanently (an "establishment" can, in some circumstances, include more than one location); or
Fives the employee written notice of termination and the employee resigns after giving two weeks' written notice, and the resignation takes effect during the statutory notice period.”

When does severance pay apply?

Three criteria must be present for severance pay to apply. An employee is entitled to severance pay if:

They have worked for the employer for five or more years, and
The employer has a total payroll in Ontario of $2.5 million or more, or
The employer has permanently laid off 50 or more employees within six months due to all or part of the business closing.

Who qualifies for severance pay?

Both full-time and part-time employees can qualify for severance pay if they have been with an employer for more than five years and the employer has a payroll of greater than $2.5 million. Employees dismissed for willful misconduct, disobedience, or neglect of duty are not entitled.

Do I need to only pay 2 weeks of severance?

There is no “2-week rule” for severance pay in Ontario. This is a common misconception. Employers are not limited to paying just 2 weeks. You may need to pay more severance. What you owe depends on the employee’s years of service, your company’s payroll size, and whether the employee qualifies under Ontario’s Employment Standards Act .

How do I calculate severance pay?

There is a specific formula used for employers to calculate severance payouts:

Severance Pay = (Regular Weekly Wages) × (Years of Service + Pro-rated Months)

For example, an employee earns $2,000/week, worked 10 years → Severance pay = 10 × $2,000 = $20,000.

How it works:

Regular weekly wages: Use the employee’s average regular wages (excluding overtime, vacation pay, or bonuses) for a standard workweek.
Years of service : Count the total number of full years of employment with the company.
Pro-rated months: If the employee worked at least five years, include partial years by converting months into a decimal. For example, 6 months equals 0.5 of a year.

A final word about severance pay obligations

Understanding severance pay, the rules surrounding a severance package, and Ontario’s severance pay laws is essential for both employers and employees. By knowing the difference between termination pay and severance pay, recognizing when severance is required, and applying the correct formula, employers can stay compliant while supporting employees through a fair transition.

Unsure about your obligations? Consult our HR services professionals. We can help you with all your Payroll and benefits service needs .

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Remote & Hybrid Work in Canada: Must-Have Policies for 2025

Thu, 25 Sep 2025 12:15:00 GMT

Remote & Hybrid Work in Canada: Must-Have Policies for 2025

By Ashley Thiel

Senior HR Consultant

Having a remote work policy is one of the top hybrid workplace trends for 2025. Even though the number of remote workers is on the decline, employers still require a remote work policy in Canada. Managing remote teams remains an important task for employers. To do this, employers require clear remote and hybrid work policies.

In this blog, we discuss:

What is the current state of remote and hybrid work in Canada?
What is a typical remote work policy? What does it include?
What employment laws apply to remote employees in Canada?
What is the CRA policy for remote workers?

What is the current state of remote and hybrid work in Canada?

The pandemic almost quadrupled the number of remote workers in Canada. According to Statistics Canada , the number of people working at home went from 7.1% in May 2016 to 24.3% in May 2021. However, since that time, the percentage of people working from home has been declining.

As of May 2024, 18.7% of employed people worked mostly from home in a remote or hybrid capacity. That’s still almost 1 in 5 workers and employers in some industries have a significantly higher percentage of people working from home.

To no one's surprise, Ontario has the most remote workers. Saskatchewan has the least. In terms of cities, “Slightly over one-third of employed people in the census metropolitan area (CMA) of Ottawa–Gatineau (34.2%) were mostly working from home in May 2024, the highest rate nationally and well above the rates in Toronto (24.7%), Vancouver (22.4%) and Montréal (20.6%), says Statistics Canada.

Even with the current hybrid workplace trends having employers requesting people come back to the office, it's still essential to have a detailed remote work policy in place.

What is a typical remote work policy? What does it include?

A typical remote work policy has several sections outlining work expectations. It's similar to other workplace policy documents and can include these sections, depending on the employer and provincial employment laws:

Purpose and Scope:

Explains why the policy exists (e.g., flexibility, productivity, employee well-being) and defines who is eligible for remote work (all staff, certain roles, or case-by-case).

Eligibility and Approval Process:

Criteria for determining if a role or employee is suitable for remote work. It will also outline how employees request remote work arrangements and if manager approval and HR involvement are required.

Work Location Requirements:

Guidelines on where employees can work (home, co-working spaces, within Canada, etc.). It can also list restrictions on cross-border remote work due to tax, payroll, or legal implications.

Work Hours and Availability:

Expected core hours, break times, and scheduling flexibility and communications expectations for responsiveness (email, chat, calls). This can also outline manager-employee check-in and team engagement expectations.

Technology and Equipment:

Define if the company will provide equipment
(laptops, monitors, headsets, etc.) and the employee's responsibility for maintaining internet access and a suitable workspace.

IT Security and Confidentiality:

Rules for accessing company systems and data remotely, use of VPNs, password protection, and secure Wi-Fi. The policy will also outline confidentiality and data privacy expectations.

Compensation and Expenses:

Clarification that pay and benefits remain unchanged. It will also outline what expenses are reimbursed, if any (internet, phone, office supplies, etc.), and the tax implications of home office deductions (if applicable).

Training and Support:

A list of available resources for setting up a remote workspace, training on tools, software, and cybersecurity.

Policy Compliance and Review:

Employee acknowledgment that they’ve read and understood the policy and the consequences for violations.

What employment laws apply to remote employees in Canada?

In Canada, remote employees are covered by the same employment laws as standard employees. The specific employment rules can vary depending on the province or territory where the employee performs their work.

Remote workers have the same employment standards as other workers, as outlined in their province. For example, the Employment Standards Act (ESA) in Ontario. Remote and hybrid employees also have protection under:

Occupational Health and Safety (OHS) Laws
Human Rights Legislation
Privacy and Data Protection Laws ( PIPEDA )
Workers’ Compensation Laws (e.g., WSIB in Ontario).

Remote work does not exempt employers from employment laws. The location where the employee physically performs their work usually determines which provincial or federal laws apply. Employers must ensure their remote work arrangements meet the same standards as in-office roles.

What is the CRA policy for remote workers?

The Canada Revenue Agency ( CRA ) does not have a single remote work policy, but it provides tax guidance for employees working from home. This mainly covers home office expense claims and employer payroll obligations.

Under CRA’s updated rules, employees with a full-time remote work agreement are considered “attached” to one of their employer’s establishments. As a result, payroll deductions are based on the province where that establishment is located.

A full-time remote work agreement exists when an employer and employee agree that the employee will perform their duties entirely outside of the employer’s establishment (e.g., from a home office).

A final word on must-have remote work policies in 2025

Remote and hybrid arrangements remain a significant part of the employment landscape in Canada. Even with more employees returning to the office, nearly one in five continue to work from home, making it essential for employers to have clear policies in place. A well-structured remote work policy not only ensures compliance with employment laws and CRA rules but also supports productivity, security, and employee well-being—helping organizations adapt effectively to the future of work.

Check out our HR services if you require assistance writing a remote work policy or other HR documents.

What Are The Guidelines Around Workplace Relationships?

Thu, 18 Sep 2025 12:00:08 GMT

What Are The Guidelines Around Workplace Relationships?

By Cheryl Petruk

Senior HR Consultant

Workplace relationships are common. There are many great examples of people who met on the job and are now happily married. Pam and Jim from The Office are a great example of this. But what about other types of romantic relationships?

The recent viral Coldplay concert incident shed light on workplace relationships, power dynamics, and the need for specific guidelines. Without specific rules in place, awkward, unwanted, and potentially bad situations could arise.

In this blog, we’ll discuss the following:

Are workplace relationships allowed?
What are the common rules on relationships in the workplace?
What is a power dynamic? How should power dynamics be handled?
What guidelines should employers put in place to manage workplace relationships?

Are workplace relationships allowed?

There are no laws in Canada that prohibit consenting adults from being in a relationship. Companies typically create internal policies to restrict or ban certain types of relationships in the workplace.

It's common for companies to allow relationships between employees at the same level or from different departments within a company. It's generally prohibited for managers to have relationships with their direct reports or for senior leaders to have relationships with subordinates due to the power dynamic, conflicts of interest, and possible favouritism.

What are the common rules for relationships in the workplace?

HR policies for relationships in the workplace are different for each organization. However, they usually include some or all of the following rules:

Employees must disclose romantic relationships : Employees are often required to inform HR if they enter into a romantic relationship, especially if one person supervises or manages the other.

No supervisor–subordinate relationships are permitted : Many companies prohibit or restrict relationships where one person has direct authority over the other’s performance reviews, promotions, pay, or job security.

Conflict of interest policies : Relationships that could create favouritism, bias, or unfair treatment are usually restricted to protect fairness in the workplace.

Professional conduct is expected at work : Couples are expected to maintain professionalism, avoiding public displays of affection or behaviour that could disrupt team dynamics.

Anti-harassment and consent : Clear rules emphasize that relationships must be consensual and free from any form of pressure, ensuring compliance with harassment and discrimination laws.

Reassignment or restructuring : If a relationship develops between employees in a reporting line, one person may be transferred to a different team or role to remove the conflict of interest.

The common theme throughout these rules is ensuring power dynamics are balanced, and one employee cannot use their influence over another because of their personal relationship.

What is a power dynamic? How should power dynamics be handled?

Power dynamics in the workplace are how power, authority, and influence are exercised among employees, teams, and leaders. It shapes how decisions are made, how people interact, and how conflicts or collaborations unfold.

Power doesn’t just come from job titles or formal authority. It can also come from expertise, access to resources, personality, or even social connections. For example, a romantic relationship.

Healthy power dynamics encourage fairness, respect, and collaboration, where leaders use their influence to support and empower others. Unhealthy power dynamics, on the other hand, can lead to favouritism, micromanagement, intimidation, or employees feeling silenced or undervalued.

When a manager enters a relationship with a direct report, a shift in power dynamics could potentially happen. For example, a manager could give their partner more favourable assignments or assist them with additional authority. Or if a relationship were to end, the manager could use their power to make a former partner feel uneasy or put undue pressure on them.

This is why employers should have clear guidelines to manage these dynamics as they relate to workplace relationships - to prevent people from unjustly using their power to influence others.

What guidelines should employers put in place to manage workplace relationships?

All employers should have a workplace relationship policy in place, whether you approve or disapprove of them. There needs to be a clear policy to ensure everyone knows the rules and expectations:

Create a clear policy: Develop a comprehensive workplace relationship policy that defines expectations, outlines disclosure requirements, and sets boundaries, particularly for relationships involving reporting lines.
Address power imbalances: Prohibit or restrict romantic relationships where one person has authority over the other’s employment decisions, such as hiring, promotions, or compensation, to prevent favouritism or abuse of power.
Require disclosure: Ask employees to disclose personal relationships so that HR or management can manage potential conflicts of interest and ensure fairness across the workplace.
Prioritize a safe environment: Ensure that all policies support a respectful, inclusive, and safe workplace culture, protecting employees from harassment, discrimination, or uncomfortable situations.

A final word on workplace relationships and power dynamics

Workplace relationships can be positive and meaningful, but they also bring unique challenges that employers and employees must carefully manage. Set clear expectations and guidelines that protect professionalism, fairness, and workplace safety.

Want to set up a workplace relationship policy? Reach out to AugmentHR, and we can help you with all your HR service needs.

Cheryl Petruk is a senior HR Consultant with AugmentHR, an HR consulting firm centered in Toronto serving North American clients. Cheryl provides strategic guidance to clients across various industries, offering tailored solutions in HR policy development, recruitment and retention strategies, employee relations, organizational design, and leadership development.

How To Handle The Minimum Wage Increase Coming To Ontario In October?

Wed, 03 Sep 2025 14:59:10 GMT

How To Handle The Minimum Wage Increase Coming To Ontario In October?

By Athina Iliadis

Sr. HR Consultant

The minimum wage is going up in Ontario. While the change may seem small, it carries important implications for employers across the province. HR teams and business leaders must act now to ensure payroll systems, employment contracts, and communication plans are updated in time.

Below, our HR experts will answer common questions business owners have about the minimum wage increase and provide you with a checklist for how to manage the changes.

What will the Ontario minimum wage be in 2025?

Starting October 1, 2025, the Ontario government is increasing the minimum wage from $17.20 to $17.60. This is a 40-cent per hour increase. Rates are in effect from October 1, 2025, to September 30, 2026. The wage increase is mandatory, and all employers must comply with these updates to avoid legal risks.

Why is the minimum wage going up in Ontario?

Aligned with the Ontario Consumer Price Index (CPI), this adjustment reflects the province’s established framework for annual minimum wage increases. The 2.4% CPI-based adjustment will raise Ontario’s minimum wage to the second-highest provincial rate in Canada.

A checklist for handling the minimum wage increase

Here is a list of steps all Ontario businesses some work through to ensure they are compliant with the new minimum wage rates.

Confirm the New Minimum Wage Effective Date: Verify the date it takes effect (pay period). Share updates with leadership and HR teams so everyone is aligned.
Review Employee Pay Rates: Identify all employees currently earning below or near the new minimum wage. Adjust pay to meet or exceed the new legal minimum. Ensure wage changes are entered into payroll systems on time.
Assess Pay Compression Risks: Review employees just above the new minimum wage to see if adjustments are needed to maintain fair pay differentials. Consider impacts on supervisors, senior staff, or experienced employees who may now earn close to entry-level wages.
Update Payroll Systems & Schedules: Program the new rates into payroll software. Double-check effective dates to avoid errors. Review overtime, holiday pay, and premium pay calculations, as they may be affected.
Review Employment Contracts & Policies: Update offer letters, job postings, and employment contracts where wage information is included. Ensure employee handbooks, policies, and onboarding materials reflect the changes.
Communicate with Employees: Prepare clear communications (emails, team meetings, pay stub notes) explaining the wage increase. Emphasize compliance and your commitment to fair pay. Train managers on how to address questions from staff.
Evaluate Budget Impact: Forecast the financial impact of higher wages across departments. Explore efficiency improvements to help offset costs if needed.
Check for Ripple Effects on Benefits & Perks: Review whether wage increases affect eligibility for bonuses, benefits, or retirement contributions (if tied to earnings). Update benefit calculations as necessary.
Plan for Future Adjustments: Ontario's minimum wage is reviewed annually. Set a reminder to monitor changes each year. Build regular wage reviews into HR processes to stay proactive.

Does the minimum wage increase apply to all employees?

The minimum wage increase applies to most workers in the province. This includes:

Full-time employees
Part-time employees
Casual workers
Commission-based workers
Piece-rate workers
Flat-rate or salaried employees

There are a few types of workers for whom the minimum wage rate is different. This includes students ($16.60), homeworkers and wilderness guides.

How much will the minimum wage increase affect your payroll?

According to the Government of Ontario, “A worker making the general minimum wage and working 40 hours per week will see an annual pay increase of up to $835.00 as a result of these changes.”

For companies, this will be relatively straightforward to determine. Simply multiply $835 by the number of employees currently making minimum wage. For example, if you had 10 employees making minimum wage, your increased payroll costs would be $8,350 annually.

However, more complex considerations and calculations will need to be made to accommodate other employees who may be in line for a raise.

What industries will be impacted most by the minimum wage increase in Ontario?

The Government of Ontario estimates that about 36% of workers at or below the wage of $17.60 per hour are in retail trade, and 24% are in accommodation and food services. Companies that operate in these industries are expected to be the most impacted by the wage increase. These industries alone account for about 60% of employees who will see an increase in October.

A final word on the 2025 Ontario minimum wage increase

The upcoming minimum wage increase in Ontario is a significant change that will affect many employers and industries across the province. By preparing now, employers can stay compliant while supporting fair and competitive wages. With annual adjustments tied to the Consumer Price Index, building proactive wage review processes into your HR practices will help ensure your organization remains prepared for future changes.

Reach out to AugmentHR if you require payroll and benefits services or if you want to ensure you are in compliance with new wage rates in Ontario.

More HR Compliance Tips

> Don’t Take Risks. A Guide to HR Compliance Peace of Mind for Business Owners

> A Workplace Harassment Policy Guide to Create A Safer Environment for Employees

> Do You Need HR For Your Small Business?

How to Tell if You Have Poor Employee Relations

Wed, 20 Aug 2025 13:00:05 GMT

How Can You Tell If You Have Strong - Vs Poor - Employee Relations? 8 Ways To Check

By Kimberly Blake

Senior HR Consultant

Maintaining strong employee relations is a crucial component of a robust organizational culture. In the past, we’ve written about strategies to improve employee relations . In this blog, we’re going to take a more in-depth exploration to find out if you have a problem with employee relations.

In this blog, we’ll discuss the following:

What is the meaning of employee relations?
What are some examples of good employee relations?
How to tell if you have strong employee relations
How to tell if you have poor employee relations
Employee pulse surveys

What is the meaning of employee relations?

Employee relations is a fundamental aspect of human resources focused on managing and maintaining a positive, productive, and respectful relationship between an employer and its employees. It goes beyond the terms of a legal contract, encompassing the day-to-day practices, policies, and strategies that foster a healthy work environment.

The primary goal of employee relations is to prevent and resolve workplace issues, build a culture of trust and open communication, and ensure fair and consistent treatment for all staff.

This involves a variety of activities, such as mediating disputes between colleagues or between employees and managers, developing and enforcing equitable policies and guiding and supporting employees to improve their performance.

Employee relations also includes implementing initiatives that make employees feel valued, such as recognition programs, professional development opportunities, and avenues for feedback.

What are some examples of good employee relations?

In my 20 years experience as an HR consultant for a diverse group of companies , solid employee relations aren't about having zero issues or complaints. Healthy conflict, when managed constructively, can improve communication, build stronger relationships, and enhance problem-solving. It can foster creativity, lead to better decisions, and promote personal and professional growth.

Managing employee relations effectively requires trust, consistency, and accountability when issues arise. Want to know if you're in a good place? Look for:

1. Low drama, high trust

2. Consistent policy enforcement

3. Feedback that actually changes things

4. Leaders who walk the talk

Strong employee relations are rarely accidental. They reflect intentional, consistent effort across every layer of the organization. If these four areas are humming, you’re likely in a good place. If not, they’re also a great place to start.

How to tell if you have strong employee relations

Strong employee relations can be identified through several key indicators that point to a healthy, productive, and engaged workplace. Here are 5 ways you can tell if your organization is succeeding in this area:

1. High employee engagement

When employee relations are strong, people are generally happier and more invested in their work. High employee engagement scores from regular surveys often show that staff are enthusiastic, committed, and motivated. Low absenteeism is another indicator, as employees are more likely to come to work when they feel respected and connected to their job and team. Positive feedback is also a telling sign, when employees speak with optimism and pride about their work, their team, and the company, it reflects a healthy workplace culture.

2. Low turnover and high employee retention

A low turnover rate suggests that employees are not actively looking for new jobs and are willing to stay with the company for longer periods. High retention of top performers is equally important—when the most valuable employees feel supported and see a future within the company, they are far less likely to leave.

3. Open and effective channels of communication

Trust and psychological safety ensure employees feel comfortable speaking up, sharing ideas, and voicing concerns without fear of negative consequences. Clear policies and expectations eliminate confusion around job responsibilities, company rules, and performance metrics. Two-way feedback systems, such as regular check-ins, surveys, and open-door policies, allow communication to flow freely between management and staff.

4. A constructive conflict resolution process

While conflict is inevitable in any workplace, the way it is handled speaks volumes about employee relations. In a strong environment, disputes are resolved fairly, promptly, and without favouritism. The focus is not on placing blame, but on identifying the root cause of issues and finding solutions that work for everyone involved.

5. A collaborative and respectful work environment

Collaboration across teams and individuals happens naturally, with everyone working toward shared goals. Respect for diversity is also a core element, as the company values and appreciates different backgrounds, perspectives, and working styles. Additionally, maintaining a healthy work-life balance shows that employees are valued as people, not just workers.

How to tell if you have poor employee relations

Poor employee relations can slowly poison a workplace, but the signs are often clear if you know what to look for. Rather than a single issue, poor relations manifest and can affect everything from daily work to long-term business health. Here are the 3 main signs of employee relations issues:

1. A negative and unproductive environment

When employee relations are poor, the workplace atmosphere often turns negative. Low morale and disengagement become common, with employees appearing apathetic, unenthusiastic, and disconnected from their work.

High absenteeism and turnover are also clear warning signs. Employees may frequently call in sick, arrive late, or leave the company altogether when they feel undervalued, disrespected, or trapped in a toxic environment. Over time, this negativity impacts performance. Declining productivity shows up in missed deadlines, lower-quality work, and a lack of initiative as motivation fades.

2. Communication and trust issues

Trust is the foundation of a healthy workplace. When it’s missing, problems arise. Employees may hesitate to speak up, share honest feedback, or voice concerns due to fear of retaliation, allowing small issues to grow unchecked.

An “us vs. them” mentality can also develop. This divide between management and employees, or even between departments, undermines teamwork and encourages finger-pointing instead of collaboration.

Without transparent communication, gossip and rumours fill the gap. Speculation about decisions, roles, and colleagues damages trust further and fuels a toxic atmosphere.

3. Unresolved conflict and unfair treatment

Poor employee relations often stem from mishandled or ignored workplace conflicts. When disputes between employees or with management remain unresolved, resentment builds, and employees feel the company doesn’t care about them.

Perceived unfairness can be equally damaging. If promotions, raises, or disciplinary actions appear based on favouritism rather than merit, morale suffers. A lack of clear and consistently applied policies often causes this perception.

Micro-management is another red flag. When employees feel monitored rather than trusted, engagement drops. These problems often feed into each other, poor communication can lead to rumours, which fuel conflict and further erode trust. Recognizing these patterns is the first step toward a healthier, more productive workplace.

Conduct an Employee Pulse survey to assess your employee relations

There are many tools you can use to assess whether you have good employee relations, such as engagement surveys, stay/exit interviews, teambuilding exercises, conflict styles training, and manager bootcamps.

As an experienced HR services company, AugmentHR uses an EES or a Pulse Survey to assess the pulse of your employee relations. The Pulse Survey differs from the standard EES in that it is a short survey that will give you the temperature of each department. Since it does not take long to complete, the participation rate is 75-85% on average.

It's a tailored web-based questionnaire providing a comprehensive analysis of the gathered data, including a report with actionable recommendations. Contact us today to learn more about assessing the state of your employee relations.

Click here to download more about Measuring Employee Engagement

A final word on strong employee relations

Strong employee relations are essential to building a thriving workplace and sustaining long-term business success. By recognizing the signs of both healthy and unhealthy relationships between employees and leadership, organizations can take targeted action to build trust, engagement, and collaboration. Tools like pulse surveys provide valuable insight into the current state of employee relations, enabling leaders to address challenges early and build on strengths. The result is a workplace where people feel valued, supported, and motivated to contribute their best every day.

Only need HR Services 10% of the time? Then why pay 100% of the time? Get help with Employee Relations Surveys or any portion of our 14 other HR Services .

Welcome to the office!: Soft Skills Training for Formerly-Remote Gen Alpha Workers

Wed, 23 Jul 2025 19:44:55 GMT

Welcome to the office!: Helping formerly-remote Gen Alpha employees succeed with Soft Skills Training

By Shelley Brown, CHRE, FHRPA

Senior HR Consultant

The demand for soft skills training and business etiquette training has increased significantly over the past two years. Companies have implemented policies requiring employees to return to the office. However, many employees have fallen out of the habit of being in the office. There is a lack of office etiquette. Then, newer generations like Gen Alpha are coming into the office for the first time with a lack of soft skills. Many of this cohort's first job experiences were remote.

This has created situations in the office where coworkers speak too loudly on phone calls, employees leave clutter around the office, and uncomfortable situations arise, such as inappropriate conversations, awkward greetings, or overly long emails. Companies also face challenges with employees who are unsure about whether proper office attire is suitable to wear during virtual meetings.

In this blog, as an experienced HR consultant, I will discuss the importance of soft skills training, what is included in a typical session, and how it can help your employees acquire the necessary soft skills they are lacking. We’ll discuss:

What are soft skills in business?
10 examples of soft business skills
5 reason why soft skills are important in business
What are hard skills vs soft skills? What’s the difference?
Can soft skills really be taught?
What is soft skills training?
Why Gen Alpha needs soft skill training
What is included in soft skills training workshops?

What are soft skills in business?

Soft skills in business are personal attributes and interpersonal abilities that influence how effectively people interact, communicate, and work with others. These skills are not technical or job-specific but are essential for effective communication, collaboration, and problem-solving in any workplace. Soft skills are transferable across roles and sectors.

What are some examples of soft business skills?

Here’s a list of 10 of the most commonly sought-after soft skills by employers:

Communication: The ability to clearly express ideas, listen actively, write effectively, and tailor messages to different audiences.
Teamwork: Collaborating with others, respecting diverse opinions, and contributing to group success.
Leadership: Inspiring and guiding teams, making decisions, and taking responsibility for outcomes, even without being in a leadership position.
Adaptability: Adjusting to changes in priorities, technology, or environments with a flexible and open mindset.
Emotional intelligence: Understanding your own emotions and those of others to build strong relationships and manage conflict effectively.
Problem-solving: Thinking critically and creatively to analyze situations and find practical, effective solutions.
Time management: Prioritizing tasks, meeting deadlines, and managing workload efficiently.
Conflict resolution: Addressing disagreements constructively, staying calm under pressure, and helping others reach common ground.
Work ethic: Being dependable, self-motivated, and committed to quality and consistency.
Creativity: Bringing new ideas, innovation, and fresh approaches to business challenges and opportunities.

Why are soft skills important in business?

Soft skills are important in business because they directly impact how individuals work with others, solve problems, and contribute to a productive and positive workplace. While technical skills help you do the job, soft skills help you do it well, with others, under pressure, and in ever-changing environments.

Soft skills can be the glue that brings everything together and helps employees work effectively together. It can lead to:

Better communication: Strong communication skills help team members share ideas, avoid misunderstandings, and build trust with colleagues and clients.
Stronger teamwork and collaboration: Businesses rely on teams. Soft skills like empathy, cooperation, and active listening ensure teams function smoothly and productively.
Increased customer satisfaction: Interpersonal skills improve how employees interact with clients and customers, leading to better service, stronger relationships, and repeat business.
More creative problem-solving and adaptability: In a rapidly changing business environment, the ability to think critically, adapt, and stay calm under pressure is essential for success.
A positive workplace culture: Employees with strong soft skills contribute to a respectful, inclusive, and supportive work environment, which boosts morale and reduces turnover.

What are hard skills vs soft skills? What’s the difference?

Hard skills and soft skills are both essential for success in the workplace, but they serve different purposes. Hard skills are technical, teachable abilities that are specific to a job or industry. These include things like coding, copywriting, video editing, accounting, or using specialized tools. Hard skills are typically acquired through education or certifications and can be clearly measured.

In contrast, soft skills are personal attributes and social abilities that influence how someone interacts with others and manages their work. Unlike hard skills, soft skills are more difficult to quantify and are typically developed through life experience and interpersonal interactions.

Can soft skills really be taught?

Even though they are harder to quantify, soft skills can be taught, although the process is different from learning technical or hard skills. Unlike memorizing facts or mastering software, developing soft skills involves self-awareness, practice, feedback, and time.

For example, skills like communication, leadership, or emotional intelligence can be improved through training programs, coaching, role-playing exercises, mentorship, and real-world experience. People can learn how to give and receive constructive feedback, manage conflict, lead teams, or adapt to change more effectively.

Businesses invest in soft skills courses and development because these skills play a major role in collaboration, customer satisfaction, and leadership potential. In short, soft skills are learnable and essential for long-term success in the workplace.

What is soft skills training?

Soft skills training is a type of professional development focused on improving personal and interpersonal skills that affect how individuals interact, communicate, and work with others. Unlike technical training, which teaches job-specific tasks, soft skills training helps people build abilities like communication, teamwork, leadership, problem-solving, adaptability, and emotional intelligence.

This training can take many forms, including workshops, seminars, online courses, coaching sessions, or role-playing exercises. It often involves real-world scenarios, self-assessments, and feedback to help individuals recognize their strengths and areas for growth. Soft skills training is valuable in nearly every workplace, as it enhances collaboration, improves customer service, supports leadership development, and creates a more positive and productive work environment.

Why Gen Z and Gen Alpha need soft skill training

Gen Z and Gen Alpha are entering the work environment with less in-person experience than previous generations. They grew up using tech, and many started their careers online.

New employees, like students and entry-level employees, have lower compensation, but they’re greener than ever in areas such as working with people and even email etiquette, resulting in miscommunication and overall lower productivity, which can have a negative impact on the culture.

Soft skills training is exceptionally important for new employees entering their first jobs after school in order to bridge the gap between academia and the workplace.

Many new graduates lack practical experience in applying these skills in a professional setting. The workplace demands strong interpersonal and professional (soft) skills.

The AugmentHR soft skills training modules help new employees learn how to navigate the workplace

dynamics, understand professional communication, and build effective relationships.

What is included in soft skills training workshops?

Soft skills training courses can be delivered in many formats and customized to meet an organization's specific requirements. Workshops can be personalized to address specific issues through micro learning. Training can also be catered to specific groups such as management, specific departments or all employees.

Soft training programs can have different focal points. Here’s an example of some of the teambuilding programs we offer:

Helping Hands: This is a philanthropic employee engagement and team-building program. Participants will build a prosthetic hand that will be sent to one of 60 countries and given to an amputee in need. This is ideal for those who want to support corporate social responsibility.

Big Picture : This is a creative team-building program. Teams collaborate and communicate to create an interconnected multi-tile piece of art reflecting your team’s vision and values. This is ideal for reinforcing communication, teamwork, alignment, and process management.

Solar Buddy : Participant will build a renewable energy-powered light that will be gifted to a child living in energy poverty.

Get more information about AugmentHR Training & Development Services .

H2: A Final Word on Soft Skills & Business Etiquette Training for Gen Alpha

As employees return to physical offices and younger generations like Gen Alpha enter the workforce with limited in-person experience, the demand for structured soft skills and business etiquette training continues to rise. A lack of these skills can lead to communication breakdowns, poor collaboration, and diminished workplace culture. By investing in comprehensive soft skills training, organizations can bridge generational gaps, improve day-to-day interactions, and build stronger, more cohesive teams. Soft skills training prepares employees at all levels to succeed and thrive in a modern business environment.

3 More HR Tips on Improving Productivity

What is Fractional HR? 3 reasons why it’s hot, 8 benefits & what it costs.

Mon, 23 Jun 2025 12:00:38 GMT

What is Fractional HR? 3 reasons why it’s hot, 8 benefits & what it costs.

By Margaret Bailey - AugmentHR HR Services

Senior HR Consultant

In today’s ever-changing business environment, companies are looking for more flexible, cost-effective ways to manage their human resources needs. Fractional HR addresses this need directly. In this article, I’ll share my insights from 25 years in HR helping a wide range of companies to explore what fractional HR is, why it’s gaining popularity - searches for it are up 60% on Google - , the benefits of hiring fractional HR employees, what services they provide, and how much it typically costs.

Below, we’ll discuss the following:

What is fractional HR?
Why is fractional HR so popular right now?
What are the benefits of fractional HR employees?
How much does fractional HR cost?
What does fractional HR do? What are fractional HR services?

What is Fractional HR?

Fractional HR refers to outsourcing HR services to an external professional or firm on a part-time, contract, or as-needed basis, rather than hiring a full-time, in-house HR employee or team. These professionals are often referred to as fractional HR consultants or fractional HR leaders. This is an alternative to having a full-time HR department or person.

What is fractional HR leadership?

A version of fractional HR, fractional HR leadership is a service for a company to hire a senior-level human resources professional, such as an HR Director, VP of HR, or Chief People Officer. This professional is hired on a part-time basis to manage the needs of small businesses.

What is fractional recruiting?

Fractional recruiting is a hiring model where a company brings in an experienced recruiter or recruiting team on a part-time, contract, or project basis instead of employing a full-time internal recruiter. It’s common for many types and sizes of companies to use fractional recruiting because it’s a flexible and cost-effective way to access professional recruiting services only when you need them.

Why is fractional HR so popular right now?

Fractional HR has become an extremely popular tactic for businesses because of its flexibility, ease of access to expertise, and cost effectiveness:

Flexibility : This model offers businesses, especially small to medium-sized organizations, the ability to engage an experienced HR leader without the need to hire someone full-time. Many of these businesses do not require a full-time HR leader, but having a fractional leader two or three days a week is a practical and effective solution. These leaders serve as the Head of HR, working closely with the leadership team to drive HR strategies and solutions.
Access to HR executive expertise : By working with a fractional HR leader, businesses gain access to highly qualified and experienced professionals. This works well for projects aimed at upskilling the organization or during periods of executive leave, such as maternity or sick leave. As a result of their background and seniority, fractional leaders can step into these roles seamlessly, working alongside the leadership team.
Cost efficiency: In these uncertain economic times, companies are always looking for ways to reduce HR department costs . Hiring a fractional HR leader on a part-time or project basis allows organizations to benefit from executive-level support without incurring the costs associated with a full-time hire, such as bonuses, benefits, and long-term compensation packages. Businesses can determine the length of time they want the Fractional leader in place, whether that is for a specific project or ongoing.

8 benefits of fractional HR employees

Using a fractional HR employee rather than a traditional full-time person is beneficial for companies for many reasons, including:

Cost-Effective: There is no full-time salary or benefits required.
Access to Senior-Level Expertise: Work with experienced HR professionals without hiring a full-time executive. There is no need to offer detailed training.
Scalable and Flexible Support: You can easily increase or reduce support as your business needs change.
Faster Implementation: Fractional HR professionals can quickly assess your needs and start delivering results.
Strategic Guidance: Get help with long-term workforce planning, culture development, and HR strategy.
Support for Internal Teams: They can act as a mentor or resource for existing HR staff and managers.
Objective Perspective: Gain a fresh, unbiased view of your organization’s HR challenges and opportunities.
Ideal for Transitional Periods: Perfect during times of growth, restructuring, leadership changes, or temporary HR gaps.

How much does fractional HR cost?

Now to the big question. How much does it cost? Fractional HR fees vary based on the level and experience of the individual you hire. Companies can expect to pay between $150 and $250 per hour. Depending on your needs, you may be able to hire on a project fee or a monthly retainer.

What does fractional HR do? What are fractional HR services?

Fractional HR service providers offer the same human resources functions that are performed by internal HR departments.

They offer a wide range of services that help companies manage their people effectively and stay compliant with employment laws. They create and implement HR policies and procedures, such as employee handbooks and workplace guidelines, ensuring the organization operates smoothly and within legal requirements.

Recruitment and hiring support is another key area, where fractional HR experts assist with writing job descriptions, posting roles, screening candidates, and coordinating interviews. They also manage onboarding and offboarding processes to ensure employees enter and exit the company in a structured and professional manner.

Performance management is a common focus as well. They can design review systems, goal-setting frameworks, and feedback loops that improve employee engagement and productivity.

Fractional HR professionals can also handle employee relations by addressing workplace issues, mediating conflicts, and coaching managers on effective people management. They provide guidance on compensation and benefits, helping companies remain competitive in the job market.

A final word on fractional HR

Amongst the companies I help as an HR consultant, Fractional HR has become a popular way for companies to manage the human resources function of their company. The beauty of fractional HR is that it can be whatever you need it to be, and when you need it. Fractional HR professionals deliver comprehensive HR services—just on a flexible, part-time basis—making them an ideal solution for startups, small businesses, or organizations in transition.

If you’re interested in learning more about fractional HR and whether it might be the right model for your company, contact us and we’d be happy to share some case studies and cost details.

In 25 years in HR, Margaret Bailey has done it all. From running a department of over 30 HR professionals to hiring over 2000 high-tech employees to securing ‘Best Employer’ status for her company, she is an accomplished and knowledgeable HR planning resource for a wide range of companies large and small, public sector and private, in Canada or internationally. She is a senior HR consultant with AugmentHR, an HR services company in Toronto offering a variety of outsourced services via senior, dedicated HR experts.

Do You Need HR For Your Small Business?

Thu, 22 May 2025 18:24:01 GMT

Do you need HR for your small business?

By Athina Iliadis, AugmentHR

Senior HR Consultant

HR for small businesses is as essential as any other company. You need it in some form as part of operations. But, the question many business owners go back and forth on is how to do HR. Should you do it yourself, outsource HR to an agency, or create an in-house HR department?

Most small business owners think good HR looks like:

Admin paperwork and document filing
Ticking the compliance box
Creating a "fun" work environment to keep people happy
Stepping in to fire employees

In my opinion, these are outdated, tick-the-box HR strategies. True strategic HR that drives business growth looks more like this:

Knowing each leader's unique strengths and weaknesses
Creating a deliberate, inclusive culture
Helping the business thrive
Streamlining and automating business operations
Implementing strong hiring practices to get the right people (and keep them)
Pushing boundaries and sometimes disrupting the status quo

In the following post, I’ll use my 25+ years helping business owners with their HR to explore this in more detail and dive into the common questions to answer if you need HR for your small business:

Do you need HR for a small business?
Is an HR department necessary?
What are the risks of not having an HR department?
Is it legal to run a company without HR?
What does HR do for a small business?
At what size does a company need HR?
How is HR in small businesses different from large companies?
How much does HR cost for a small business?

Do you need HR for a small business?

No matter how big or small your team is, you need HR support. Because your people are the engine that drives your business forward. If you don’t have people, then you don’t have a business.

So you need HR even if it's on a smaller scale. And, you need it for much more than just recruiting and hiring. HR plays an important role in ensuring legal compliance and making sure your company follows all industry rules and regulations. You also need it to administer payroll and benefits, to manage employee records, and to manage employee performance.

For very small teams, HR functions might be handled by the owner or outsourced to an HR consultant or service. As the business grows, a dedicated HR role becomes more important.

Is an HR department necessary?

An HR department is not strictly necessary for every business, especially small ones, but HR functions are always necessary. Here’s the difference between an HR department and HR services for your small business:

HR Department : A formal team dedicated to human resources. This becomes more essential as a business grows.

HR Services Functions : Tasks like hiring, payroll, employee relations, legal compliance, and performance management. These must be handled, regardless of company size. These can be managed by the company owner or manager, outsourced to an HR consultant or through HR software.

You don't need a formal HR department at first, but you do need to manage HR responsibilities effectively.

What are the risks of not having HR support?

Not having an HR support whether through a dedicated department or HR outsourcing can expose a business to several risks, even if it's small. Here are the key risks:

Legal Non-Compliance : Without HR expertise, it's easy to violate labour laws, such as those related to wages, overtime, discrimination, or termination. This can lead to lawsuits, fines, or government penalties.
Poor Hiring Practices: Without structured hiring, businesses may face inconsistent screening, unqualified candidates, or even discriminatory practices, risking legal trouble and poor performance.
Inadequate Employee Documentation : Failing to keep proper records (like contracts, time sheets, and disciplinary actions) can hurt the company in disputes or audits.
Payroll Errors: Mistakes in payroll or tax withholdings can result in financial penalties and unhappy employees.
Workplace Conflicts : Without HR, there may be no clear process for handling grievances, leading to unresolved conflicts, low morale, or even legal complaints.
Low Retention and Engagement : A lack of employee support, benefits management, and performance tracking can lead to higher turnover and reduced productivity.
Lack of Structure and Policies : Without formal policies (e.g., attendance, leave, conduct), you may face inconsistent treatment of employees, which can cause confusion or claims of favouritism or discrimination.

Is it legal to run a company without HR?

Yes, it is legal in Canada to run a company without a formal HR department. There is no legal requirement that a business must have an HR team or manager.

However, HR responsibilities must still be fulfilled, even if handled by the owner, a manager, or an external provider. All Canadian businesses must comply with employment laws, including:

Employment Standards Act (provincial or federal)
Human Rights Codes
Occupational Health and Safety regulations
Pay equity laws
Privacy and record-keeping laws

What does HR do for a small business?

HR plays a key role in keeping a small business organized, compliant, and productive. It manages hiring by creating job descriptions, posting ads, screening candidates, and overseeing onboarding. HR also maintains employee records, tracks time off and performance, and ensures legal documentation is in order. Payroll and benefits are handled by HR, including accurate pay, tax deductions, bonuses, and managing benefits like health insurance.

Ensuring legal compliance is another major function, helping the business follow labour laws and avoid issues like discrimination or wrongful dismissal. HR also develops company policies, supports fair staff treatment, and coordinates training, performance reviews, and career development. It handles conflict resolution, advises on discipline, and fosters a positive work culture through engagement and team-building efforts.

At what size does a company need HR?

Once you reach about 10–15 employees, managing payroll, policies, and performance informally becomes more challenging and time-consuming. Around this size, many businesses either hire an HR person or outsource HR tasks.

You might need a dedicated HR department if:

You're growing fast and hiring frequently.
You're dealing with complex employment laws.
You want to create a strong, compliant workplace culture.
You need to reduce risk and liability related to employee issues.

How is HR in small businesses different from large companies?

HR requirements in small businesses differ from HR in large companies in several key ways:

1. Scope of Responsibilities: In a small business, HR usually handles everything. In large companies, HR is often divided into specialized roles (e.g., recruiters, benefits managers, compliance officers).

2. Resources and Budget: Small businesses have a limited budget, so HR may rely on basic tools or wear multiple hats. More funding in bigger organizations allows for advanced HR systems, professional development programs, and larger teams.

3. Formality and Processes: Small Business: HR practices tend to be more informal and flexible in startups, especially early on. Large companies have formalized policies, procedures, and documentation that are standard and legally necessary at scale.

4. HR Staffing : One person might manage all HR tasks in a small business, or the owner might handle HR without formal training. Bigger companies have dedicated HR departments with multiple professionals specializing in different areas.

5. Strategic Involvement : HR is often reactive in smaller firms. They are focused on solving immediate issues like hiring or compliance. HR is more strategic in big businesses. It’s involved in workforce planning, diversity initiatives, and organizational development.

6. Technology Use: Small businesses may use simple spreadsheets or affordable HR software, while large companies invest in enterprise-level HR systems (like SAP, Workday, or Oracle).

HR in small businesses is more hands-on, generalist, and resource-conscious, while in large companies it’s more structured, specialized, and strategic.

If you only need HR some of the time, why pay for it 100% of the time? With AugmentHR there are no retainers or subscription fees. You’ll get HR services on demand with flexible hourly fee packages and no commitment.

How much does HR cost for a small business?

In a previous blog, we wrote about how much HR should cost . Like most things, the answer is it depends. Considerations like the size of your company, industry, and location all factor in. Generally, the cost of HR for a small business is about $2,000 to $3,000 per employee per year. Costs per employee go down as you add more employees.

A final word on HR for small businesses

HR is not just about ticking compliance boxes or policing process & procedure. It’s about helping create a workplace where people feel respected, where they’re paid what they’re worth, and where they’re trusted to do the job you hired them to do. It’s that simple.

And here’s the thing: it’s ok to bring in expert help when something falls outside your realm of expertise. HR doesn’t have to feel overwhelming or complicated. Let a professional handle the people stuff, so you can focus on what you do best.

Our HR consultants have decades of experience combined across a wide range of businesses & situations. Call us to get your free HR compliance checkup of 8 key areas to see what you’re missing.

_________________________

Need More Small Business HR Tips? Check out these popular posts:

8 Actions That Can Lead To Constructive Dismissal Claims Against An Employer

Tue, 29 Apr 2025 14:19:29 GMT

8 Actions That Can Lead To Constructive Dismissal Claims Against An Employer

By Ashley Thiel, Senior HR Consultant , AugmentHR

Employers fire employees all the time. It's part of running a business. However, the way you let an employee go needs to comply with Canadian labour and employment laws. Failure to follow the rules could result in employers facing constructive dismissal claims, which could result in legal repercussions.

As a Senior HR Consultant with extensive experience in Ontario’s employment landscape, constructive dismissal remains, in my opinion, one of the more complex and often misunderstood aspects of employment law. So this blog, I’ll share my 17 years of HR consulting & outsourcing for clients big & small to use to provide you, the employer, with an overview of constructive dismissals and what you need to know about it.

Below, we’ll discuss the following:

What is the meaning of constructive dismissal?
What is the difference between wrongful dismissal and constructive dismissal?
What is constructive dismissal in Canada?
Is constructive dismissal illegal in Canada?
What is the test for constructive dismissal?
What are some examples of constructive dismissal? (We provide 8)
What are the five fair reasons for dismissal?
What are the consequences of constructive dismissal claims?
Actions employers can take to avoid constructive dismissal issues

What is the meaning of constructive dismissal?

In essence, constructive dismissal occurs when an employer makes substantial changes to the terms of an employee’s contract without consent, such as reducing compensation, demoting the employee, or creating a toxic work environment, effectively forcing the employee to resign.

In other words, it’s when an employee resigns from their job because their employer has made their working conditions so difficult or intolerable that the employee feels they have no choice but to leave. In legal terms, it's treated as if the employee was forced out or dismissed, even though they technically resigned.

What is the difference between wrongful dismissal and constructive dismissal?

Wrongful dismissal and constructive dismissal both refer to the firing of an employee, but they are different actions by employers. The difference between wrongful dismissal and constructive dismissal is how the employment ends and who is responsible for the breach of contract.

Wrongful dismissal happens when an employer ends the employee's contract without giving proper notice or without following the terms of the employment contract. The issue is usually about the process, not the reason (e.g., no notice, no pay instead of notice).

Constructive dismissal happens when the employee resigns because the employer breached the terms of the contract. It is a forced resignation due to unacceptable changes or treatment. The employer doesn’t directly fire the employee, but their actions make staying in the job impossible.

What is constructive dismissal in Canada?

The Government of Canada defines constructive dismissal in the following way:

The phrase "constructive dismissal" describes situations where the employer has not directly fired the employee. Rather the employer has:

failed to comply with the contract of employment in a major respect
unilaterally changed the terms of employment, or
expressed a settled intention to do either thus forcing the employee to quit

Constructive dismissal is sometimes called "disguised dismissal" or "quitting with cause". This is because it often occurs in situations where the employer offers the employee the alternative of:

leaving, or
submitting to a unilateral and substantial alteration of a fundamental term or condition of their employment

Is constructive dismissal illegal in Canada?

Yes. Constructive dismissal is not a lawful or acceptable practice. Employers are not allowed to deliberately create intolerable working conditions to force an employee to quit. Doing so can violate employment laws in Canada. Employers have a legal duty to maintain a safe, respectful workplace and to honour the terms of employment contracts.

What is the test for constructive dismissal?

As HR consultants, we’re often asked to advise clients if they’re at risk. You can ask yourself these questions. The Supreme Court of Canada established a test for constructive dismissal as part of its decision in Potter v. New Brunswick Legal Aid Services Commission, 2015 SCC 10 . They found that an employee is constructively dismissed (aka Illegally) if one of these two tests is applicable:

1. Single Unilateral Change:

This occurs when:

(a) The employer makes a change on their own , without the employee’s agreement, that breaks a specific or implied term of the employment contract, and

(b) That change significantly affects a fundamental part of the employee’s job.

To assess part (b), the question is whether a reasonable person in the employee’s position would view the change as a serious alteration of an essential term of employment.

2. Series of Acts:

Instead of one major change, the employer engages in a pattern of behaviour that, taken together, shows they no longer intend to follow the terms of the employment contract.

What are examples of constructive dismissal? Here’s 8.

Constructive dismissal can take on many forms. The following actions by employers can be considered an attempt to get an employee to quit :

A significant cut in pay or hours without agreement
Being demoted without a valid reason
Being bullied, harassed, or treated unfairly by managers or coworkers
Sudden and unreasonable changes to job duties or location
Unsafe or hostile work environment
A significant increase in work duties or responsibilities
Refusal to make reasonable accommodations for an employee
Unwarranted and unjustified suspensions

In my experience, many employers inadvertently cross the constructive dismissal line when trying to make operational changes, unaware that even well-intentioned decisions, like modifying job duties or reducing hours during a restructure, can legally equate to a dismissal if not handled correctly.

What are the five fair reasons for dismissal?

In Canada, there are five potentially fair reasons for dismissal:

Conduct: An employee's actions and behaviour at work.
Capability: An employee's ability to perform the job duties.
Redundancy: The employer no longer requires the employee's job due to restructuring or a reduction in workforce.
Statutory Illegality: It becomes illegal for an employee to continue working due to a statutory restriction or illegality.
Other substantial reason: A broad category that encompasses other justifiable reasons for dismissal.

What are the consequences of constructive dismissal claims?

There are four main potential consequences if an employer faces a constructive dismissal claim:

Legal Liability: The employer may have to pay compensation for lost wages, benefits, or damages. In some cases, they may also be ordered to reinstate the employee.

Reputational Damage: A constructive dismissal case can harm the company's reputation, especially if it becomes public. This could hurt their ability to recruit new employees.

Cost of Legal Proceedings: Defending against a claim can be time-consuming and expensive , even if the employer wins.

Workplace Disruption: Claims may lead to lower morale among remaining staff or prompt internal reviews and policy changes.

What actions can employers take to avoid constructive dismissal claims?

In dealing with constructive dismissal cases, one of the key considerations I stress to clients is communication. Transparent dialogue and documented agreements are essential. I’ve advised employers to consult HR early in the process when even contemplating significant employment changes. It’s also crucial to give employees time to consider changes and offer alternatives where possible.

From a risk management perspective, employers should conduct a thorough impact assessment to evaluate how proposed changes align (or not!) with the original employment agreement to fully understand if the changes may be interpreted as constructive dismissal.

A final word about constructive dismissal

Ultimately, avoiding constructive dismissal is about preserving the employment relationship through fairness, clarity, and mutual respect. Taking care to ensure that you are making decisions that are essential for your business longevity and growth, but also ones that are made thoughtfully and with a clear understanding of employment obligations.

Need help lowering your HR risk? The experienced HR consultants at AugmentHR provide a number of HR Compliance services , including creating anti-harassment policies and iron-clad employee notices, plus team training and outplacement services .

_________________________

Ashley Thiel is an accomplished senior HR professional with 17 years of experience as an HR manager and educator. In addition to being a senior HR manager for brands like Foot Locker & Ralph Lauren, Ashley has served as an adjunct professor specializing in Human Resources & Organizational Behaviour at one of Ontario’s leading colleges. She is a senior HR consultant at AugmentHR, an HR services company, providing veteran advice on HR and organizational needs for a variety of clients, large and small.

Need More HR Tips on Lowering Your Risks & Outplacement. Check out these posts:

Don’t Take Risks. A Guide to HR Compliance Peace of Mind for Business Owners
A Workplace Harassment Policy Guide to Create A Safer Environment for Employees
An Employer’s Guide To Outplacement Services

Considering Hiring An Executive Coach? Here’s Your Primer.

Thu, 13 Mar 2025 17:08:23 GMT

Considering Hiring An Executive Coach? Here’s Your Primer.

By Jeff Mignault , Director of Customer Experience, AugmentHR

On April 1, we’re convening 3 of Canada’s leading executive coaches in a fireside chat on Turning Leadership Potential Into Performance through Executive Coaching .

Sandra Oliver, Founder of Impact Coaches, the home of over 30 accredited coaches
AugmentHR’s Shelley Brown, winner of the Human Resources Professional Association Fellow Award and,
Bart Egnal, CEO of The Humphrey Group, 35 years training leaders in communication in Canada and 20 other countries.

Your invite to this free session is at the end of this article. But for those new to hiring executive coaches we’ve put together this primer with everything you need to know if you’re considering effective leadership coaching. With the wisdom of these executive coach leaders sprinkled throughout, we’ll cover all the common questions organizations wrestle with when considering hiring executive leadership coaching services :

Why do people hire executive coaches?
What’s the goal of executive coaching?
What does an executive coach help with?
Executive training vs coaching vs mentorship - what’s the difference?
How to pick an executive coach?

Why do people hire executive coaches?

Consider that 77% of businesses report a lack of leadership yet only 49% of those companies that do are investing in leadership development. As an HR services company, what troubles us is that only 33% of employees of those companies feel engaged in the business, harming retention.

Executive coaches are crucial in helping leaders refine their skills, enhance their decision-making, and improve their ability to manage teams effectively. This is particularly true when navigating through uncertain environments like these . Leadership is a continuous learning process, and even experienced executives benefit from personalized guidance to strengthen their leadership style.

Companies also use executive coaches to do deep and thorough assessments. Not only of the exec but the context they operate in. Through clear development and coaching plans, leaders learn to make more informed and strategic decisions by analyzing situations from multiple perspectives and managing risks effectively. Coaches also help executives improve their ability to delegate responsibilities, empower their teams, and foster a positive work culture that drives productivity and engagement.

What is the goal of executive coaching?

The goal of executive coaching is to enhance leadership effectiveness, improve performance, and communication skills and drive both personal and organizational success. Through coaching, leaders gain deeper self-awareness, allowing them to recognize their strengths, address weaknesses, and refine their leadership style.

Executive coaching also plays a crucial role in helping leaders manage change and uncertainty such as the times we are currently living in. As businesses evolve, executives must adapt quickly and guide their organizations through transitions. Coaching provides them with the tools and mindset to embrace challenges and drive innovation.

The outcome should be a clear development plan for your leaders with meetings between the coach, exec and boss to review feedback and plans.

What does an executive coach help with?

An executive coach can help leaders improve many things, and you can customize your coaching sessions based on your needs. Here’s a list of areas coaching sessions can focus on:

Leadership Development : Helps leaders refine their skills, enhance decision-making, and improve their ability to manage teams effectively.
Personality Assessments: Antoine Laganiere of Impact Coaches wrote a great piece on how the goal of a good personality assessment is to help leaders push out of their comfort zones to become better leaders .
Performance Improvement : Executives identify weaknesses, build on strengths, and develop strategies to enhance performance.
Increased Self-Awareness : Coaches provide honest feedback, helping executives understand their behaviours, leadership styles, and areas for improvement.
Succession Planning: Executive coaches can help ensure you’re investing in the right people by external assessment of potential leaders that avoids cliques and politics. As Sandra Oliver says “Succession Planning isn’t just about identifying the right skills - it’s about recognizing the unique humanity of the leaders we invest in.”
Strategic Thinking: Helps leaders sharpen their strategic thinking, enabling them to make better business decisions.
Change Management : In a fast-changing business environment, executives must navigate uncertainty, manage change, and lead organizations through transformation.
Work-Life Balance: Helps executives manage stress, avoid burnout, and maintain a healthy balance between work and personal life.
Accountability: A coach holds executives accountable for their goals, ensuring they stay on track and take action toward improvement.

How effective is executive coaching?

As HR consultants to a wide range of companies over 20 years, we’ve learned that executive coaching is only highly effective when tailored to the specific needs of the leader and organization. Studies show that it leads to significant improvements in leadership skills, decision-making, and overall business performance. One study found that executive coaching has a 788% return on investment (ROI) because of enhancements to productivity and employee retention.

According to the International Coaching Federation (ICF) , common benefits of executive coaching include:

70% increase in individual performance
50% increase in team performance
48% increase in organizational performance

Executive training vs coaching vs mentorship - what’s the difference?

Executive coaching, training, and mentorship are all similar tools to help leaders improve their leadership skills. Below are the nuances between the three terms:

What is the difference between leadership training and an executive coach?

Leadership training and executive coaching both aim to develop leadership skills, but they differ in their approach, structure, and outcomes. Leadership training is typically a structured program designed for a group of leaders at various levels within an organization. It follows a standardized curriculum covering topics such as communication, decision-making, conflict resolution, and strategic thinking. Training sessions are often conducted through workshops, seminars, or online courses.

Executive coaching, on the other hand, is a highly personalized, one-on-one development process tailored to an individual leader’s specific strengths, challenges, and goals. A coach works closely with an executive to identify areas for growth, provide direct feedback, and develop customized strategies for improvement. Coaching sessions are flexible and evolve based on the executive’s needs, offering real-time support for handling leadership challenges. Unlike training, executive coaching is about transformation, self-awareness, and behavioural change.

What is the difference between an executive coach and a mentor?

An executive coach and a mentor both support professional growth. An executive coach is a trained professional accredited in many assessment tools who works with leaders to enhance their skills, performance, and effectiveness. Coaching is a structured, goal-oriented process that focuses on personal and professional development.

As Sandra Oliver, founder of Impact Coaches and a leader of 35 accredited coaches, pointed out good executive coaches are different. They tend to have a broader background than mentors and have greater experience with a wide range of CEOs, boards and shareholders. Impact, for example, coached over 100 different C-suites last year. This allows them to be a good confidential sounding board and an advisor. Important when things are complex and CEOs need to be at their such as the uncertainty we’re currently navigating.

A mentor is a professional who shares knowledge, advice, and insights based on their own career experience. Mentorship is often informal and long-term, focusing on career growth, networking, and professional guidance. A mentor acts as a role model, offering wisdom and encouragement rather than structured coaching sessions. Unlike an executive coach, a mentor typically has industry experience and provides guidance based on their own journey.

What are some examples of executive coaching?

The executive coaching program a company embarks upon depends very much on that company’s goals and needs but here are some examples of different programs:

Photo by Dylan Gillis on Unsplash

Team Coaching : working with team members individually and as a group to help them build trust and reach their potential faster.
Individual coaching: One-on-one plans and sessions to help identify their journey, identify new tools and evolve as a leader.
Leadership Communication Training: Creating leaders that inspire through storytelling, presentation skills and the exchange of feedback.
High-Potential Coaching: working with your high-potential candidates one-on-one or in groups across 6 to 12 months.
New Partner Coaching: Great for mergers and acquisitions, coaches work with large cohorts of new partners in groups and one-on-one.
Assessments: A wide variety of assessment tools to help you identify the strengths of your team for succession purposes and for individuals to gain greater self-awareness as leaders.

Regardless of the program, the goal is to work with the CEO and team to create a plan to help the company’s leaders and entire team increase their effectiveness, individually and collectively.

How often should you meet with an executive coach?

How often you meet with your executive coach can range from bi-weekly to monthly, depending on your goals, availability, and preferences. Some coaches may request weekly meetings when you first start coaching to learn more about you and address pressing needs.

How to pick an executive coach?

Choosing the right executive coach is essential for achieving your company’s goals. Here are key factors to consider when selecting an executive coach:

Know Your Goals : Are you looking to improve leadership skills, communication, strategic thinking, or work-life balance? A clear goal will help you find a coach with the right expertise.
Check Credentials and Experience : There’s a big difference between coaches and executive coaches. Executive coaches have broader and more senior business backgrounds with greater experience with CEOS and shareholders that can lend gravitas to challenging executives and holding them more accountable. Look for coaches that are accredited in multiple assessment tools. Is industry experience important in choosing an executive coach? It helps but broad experience and coach capability matters more. Try to get both.
Assess Coaching Style : Different coaches use various methods, such as goal-setting frameworks, behavioural assessments, or mindfulness techniques. Choose someone whose coaching style aligns with your personality and learning preferences.
Ask for References and Success Stories : A good coach should be able to provide testimonials or case studies from past clients. Hearing about their impact on other leaders can help you gauge their effectiveness.
Consider Chemistry and Compatibility : Coaching is a personal journey, so it’s important to choose someone you feel comfortable with. A strong connection fosters honest discussions and deeper self-reflection.
Evaluate Accountability Measures : An effective coach will hold you accountable for your growth and actions. Make sure they provide structured follow-ups and help track your progress over time.
Discuss Logistics and Costs : Clarify details such as session frequency, duration, location (in-person or virtual), and fees. Executive coaching is an investment, so ensure that the coach’s pricing aligns with your budget and expected return on investment.

A final word about executive coaching

To enjoy effective executive coaching that doesn’t get pushed aside, the person being coached needs to be ready to be coached. Impact Coaches wrote a piece outlining the 4 Essentials YOU need to have for successful coaching:

Know Your Goals: Be able to articulate it, with a strong personal reason why it’s important.
Commit To Taking Action: Be willing to push outside your comfort zone because that’s where growth happens.
Understand Your ‘Coachability’: Are you open to new ideas, perspectives and ways of thinking?
Have A Support System: Whether it’s your team, your peers or even your family and friends, you need to have some folks around you that will support your coaching journey.

Done right, executive coaching is a powerful investment for leaders who want to enhance their performance, develop key leadership skills, and drive organizational success. By providing tailored, one-on-one guidance, coaches help leaders navigate challenges, improve decision-making, and foster stronger team dynamics. With the right coach, executives can unlock their full potential and make a lasting impact on their organizations. Contact AugmentHR to learn about our executive coaching services .

Want To Learn More About Executive Coaching?

Join 3 acclaimed leaders in Executive Coaching - Shelley Brown of AugmentHR, Sandra Oliver, Founder of Impact Coaches and, late addition, Bart Egnal, CEO of The Humphrey Group - in this free webinar session as they talk about:

Leading through chaotic times like these
Trends in Leadership Development/Training & Executive Coaching
How have companies evolved their approach?
What are best practices around Succession Planning?
What role do Assessments/Personality Profiles/360’s play in supporting leadership development?

To get the benefit of a combined 60 years of experience in coaching leadership teams here and around the world, click below:

AugmentHR is an HR consulting firm based out of Toronto that offers a variety of HR services for companies looking to outsource all or part of their HR needs. AugmentHR and Impact Coaches are both part of the Humanis Group of Companies, a dynamic network of Canada's top talent management firms. With offices nationwide and over 150 talent advisory professionals, leadership development coaches and recruiters the Humanis team provides growing companies with Total Talent Solutions.

HR Priorities for Startups: On-Demand HR Services | AugmentHR

Wed, 26 Feb 2025 18:28:33 GMT

Growing Quickly? The 4 HR things startups & growth companies need to worry about.

By Jamie Danziger

Partner, COO at IQ PARTNERS , parent company of AugmentHR

As someone who has been in and around start-ups and growth companies for most of my career as both a lawyer and recruitment business operator, it’s been a recurring theme that these companies underestimate the need and importance of HR matters and requirements.

For startups and growth companies, building a strong HR function while launching a new company, product or service can be a significant challenge. Most new or rapidly expanding businesses are focused on opening their doors, acquiring customers and getting day-to-day operations underway. Most new or quickly growing businesses put HR on the back burner. Many don't even think about HR plans or hiring an HR professional until they have over 20 employees. However, an HR plan for a growth or startup company can help you thrive now and avoid potential hiccups as your company grows.

Below, we’ll discuss common HR questions growing companies need to worry about now :

Do startups and growth companies need HR?
What is the role of HR in a growth company or startup?
4 things HR needs to prioritize
How to create an HR plan for startups and growth companies

1. Do startups and growth companies need HR?

Yes, all companies do! Typically, early-stage startups often focus on product development and growth. However, having a strong HR function is essential for hiring the right talent, building a positive company culture, ensuring compliance with labour laws, and setting up policies that support long-term success. Even if a startup doesn't have a dedicated HR professional or team initially, implementing basic HR practices or outsourcing HR can help prevent issues and create a strong foundation for future growth.

Is it legal to have a company without HR?

It’s perfectly legal to operate a company in Canada without a human resources department . Many smaller companies operate without one but they do need one or more people responsible for HR. They often achieve this by outsourcing HR to an HR consulting firm to ensure they operate in compliance with all labour laws and regulations and reduce their legal risks.

When should a startup or growth company hire HR?

The sooner the better. The earlier you can hire a human resources professional the quicker you can get your HR functions organized. While there isn't a specific time or number of employees, many companies establish an HR department when they have about 20-30 employees. That doesn’t mean adding a full-time HR headcount. Many startups and growth companies outsource their HR to gain the benefits of seasoned HR consultants first. Check out Christine Fowler’s post on 5 Scenarios Leaders When Outsourcing HR Makes Sense .

2. What’s the role of HR in a startup or growth company?

All startups and growth companies require some degree of flexibility to match their growth curves. However, too much flexibility and not enough oversight or development of internal processes could do more harm than good. The role of HR in a startup or growth company is to build a strong foundation for the company’s workforce and culture. Even in the early stages, a well-structured HR function helps startups and growth companies attract top talent, reduce risks, and create a scalable organization for long-term success.

What are the core HR activities?

HR provides startups and growth companies with a vast array of supporting activities. They include:

Talent Acquisition, hiring, retention : Recruiting the right employees to support business growth.
Onboarding : Training and ramping up new employees to ensure they have the support they need to thrive.
Employee relations and culture : Creating a positive work environment, fostering teamwork, and promoting company values.
Compliance : Ensuring adherence to labour laws, workplace regulations, and company policies.
Compensation and benefits : Establishing fair and competitive salaries, benefits, and performance incentives.
Training and development : Supporting employee growth through training, mentorship, and career development programs.
HR Policies and Processes: Implementing guidelines for workplace conduct, leave management, and performance reviews.
Organization development : Create new roles, and organizational charts, and evolve the company hierarchy.

3. How should I prioritize HR initiatives? What are the 6 things I should worry about?

Prioritizing HR initiatives starts by aligning with your company’s overall objectives. You’ll need to conduct a needs assessment to understand employee, management and organizational concerns. Then you can key into the main HR needs of your business whether starting up or heading into a rapid growth phase. Consider both the potential impact on business goals and the feasibility of implementation.

Here are the steps follow these steps:

Align HR with business goals : Ensure HR initiatives support the company’s strategic objectives and address key business challenges.
Conduct a needs assessment : Gather employee feedback, analyze workplace trends, and identify critical areas for improvement.
Rank tasks based on urgency : Focus on initiatives that will have the most significant and immediate impact on employee engagement, productivity, and compliance.
Assess feasibility : Consider available resources, budget, and timeline to determine which initiatives are realistic to implement.
Perform a cost-benefit analysis : Compare the costs of each initiative against its potential benefits and return on investment (ROI).
Scalability: Choose initiatives that create long-term value and can grow with the company.

4. How do I start an HR plan for a startup or growth company? What are the steps involved in the HR planning process?

Creating an HR plan for either a growth company or a startup is essential to build a strong foundation for growth and success. Follow these steps:

Define HR goals : Align HR objectives with your startup’s business goals, such as hiring top talent, fostering a positive work culture, and ensuring legal compliance.
Create HR policies & procedures : Outline policies for workplace conduct, leave management, performance expectations, and conflict resolution.
Ensure legal compliance : Familiarize yourself with labour laws, employee rights, contracts, and payroll regulations to avoid legal risks.
Develop compensation & benefits plans : Set competitive salary structures and consider benefits like health insurance, stock options, and flexible work arrangements.
Implement performance management : Establish a system for employee feedback, goal-setting, and professional development.
Develop a recruitment strategy : Create a hiring process, and interview process, and establish onboarding and training plans.
Plan for Future Growth – Design scalable HR processes that can evolve as the company expands.

A well-structured HR plan helps startups and growth companies attract and retain talent , maintain compliance, and build a thriving organizational culture.

However, that’s easier said than done. For that reason, many startups and companies planning for growth outsource the development of HR plans to firms with expertise in offering HR startup services vs creating an HR department.

Whether you're starting a new business, growing quickly or expanding your international company into Canada, AugmentHR has a proven track record of helping organizations succeed with our expert HR startup services.

Where can I find a sample HR plan for a startup or growth company?

There are a lot of places you can find an HR plan for startups online or growth companies. But, it's important to use reputable sources. Use sites like SHRM or the Business Development Centre (BDC) to find HR planning tools. At AugmentHR, we have a 90-day, 6 / 12 / 24-month start-up checklist to help guide and set priorities for companies starting up in Canada and planning for growth. Reach out today to learn how our HR startup services can help you.

A final word about HR plans for startups & growth companies…

While startups and growth companies often prioritize product development and customer acquisition, establishing a solid HR foundation before growing is crucial for long-term success. A well-structured HR function ensures compliance with labour laws, fosters a positive workplace culture, and supports talent acquisition and retention. By proactively implementing HR strategies—whether through in-house efforts or outsourcing—startups and growth companies can minimize risks, enhance employee engagement, and scale effectively. Investing in HR from the start not only helps companies avoid future challenges but also sets the stage for sustainable growth and a thriving business.

Jamie Danziger is a Partner & Chief Operating Officer at IQ PARTNERS, the parent company of AugmentHR. Jamie left the private practice of law to become instrumental in the growth of a Canadian software company in a senior operations management position. He built on that to specialize in providing management consulting to growth-mode organizations. He joined IQ PARTNERS in 2009 and has been instrumental in its year-over-year growth as attested by the company’s six PROFIT 500 awards recognizing Canada’s fastest-growing companies.

AugmentHR is a Toronto-based HR outsourcing company providing seasoned HR consultants on an as-needed basis to companies across Canada and companies expanding to Canada. AugmentHR and IQ PARTNERS are both part of the Humanis Network, providing talent advisory, recruitment and other HR services coast-to-coast.

More HR Planning Tips For Startups

HR Compliance Guide for Business Owners | AugmentHR

Wed, 22 Jan 2025 15:50:35 GMT

Don’t Take Risks. A Guide to HR Compliance Peace of Mind for Business Owners

By Margaret Bailey

Senior HR Consultant , AugmentHR Consulting

While HR compliance may not be the most interesting subject, organizations must ensure they are up to speed. Your company must follow all labour laws, rules, and regulations or you could face serious repercussions.

Are you in compliance with all your industry regulations? If not you could face fines and even legal action. Luckily an HR compliance audit from an HR consulting firm can help you identify any issues and help you quickly get back on track.

Below, I’ve summarized my 25 years of experience as an HR leader helping companies small and large avoid HR risk into an overview of HR compliance and what you need to know about including

7 reasons why HR compliance is important
Examples of what not being compliant looks like
HR policies required by law
How to tell if you’re compliant with HR regulations
7 Steps to take to ensure you’re compliant
7 tips to explain compliance to your employees
6 Ways to measure HR compliance

Why is HR compliance so important? 7 reasons

To put things bluntly, if you’re not compliant, you’re going to have serious issues to deal with. HR compliance is important because it ensures that an organization adheres to laws, regulations, and ethical standards related to its workforce. This compliance is crucial for several reasons:

It’s the law: ensuring the company follows provincial and federal laws protects the organization from legal disputes, lawsuits, and penalties.
You could face significant financial penalties : Non-compliance can lead to significant monetary fines.
It helps protect your employees : HR compliance ensures that proper safeguards are in place to protect employees against discrimination or harassment and that employees are treated fairly, receive their entitled benefits, and work in a safe environment. This fosters trust and respect between the organization and its workforce.
Protect your reputation as an employer : An organization known for ethical, fair, consistent HR practices builds trust and credibility with employees reducing turnover while becoming more likely to attract top talent, customers, and partners.
Reduces the likelihood of legal issues : Compliance helps identify and mitigate potential risks related to discrimination, harassment, wage disputes, and other workplace issues. This reduces the likelihood of conflicts or crises.
It creates operational efficiency : Structured HR policies and adherence to regulations create a well-organized workplace, improving productivity and reducing misunderstandings or conflicts.
Adaptability : Staying compliant requires staying updated on changing laws and regulations. This ensures the organization remains competitive and responsive in a dynamic business environment.

What’s an example of NOT being compliant?

Being non-compliant means your company is not acting in a way that is required by law. This could be because you do not have up-to-date documentation or it could mean you are taking certain actions that are not in alignment with regulations. Regardless, this puts you at HR risk.

Here are some examples of being non-compliant:

Asking employees to perform tasks that do not adhere to workplace safety standards
Failure to keep proper documentation up to date
Discriminating hiring practices
Not properly compensating employees for overtime hours
Failure to securely store employee information or follow privacy laws
Unfair or unethical workplace practices

What HR policies are required by law in Canada?

There are five HR policies that employers must have:

Workplace Health and Safety Policy : Canada Labour Code , RSC 1985, c L-2.
Anti-Discrimination, Harassment and Violence Prevention Policy : Canada Labour Code , RSC 1985, c L-2.
Privacy & Confidentiality Policy : Personal Information Protection and Electronic Documents Act , SC 2000, c 5.
Pay Equity Plan : required in workplaces that employ 10 or more employees, by the Pay Equity Act , SC 2018, c 27, s 416.
Accommodation Policy

In addition, employers may also be required to adhere to provincial laws and regulations. Federally regulated industries may be subject to additional employment laws related to industry operations.

How do I tell if I am compliant?

To assess your compliance, review your policies and procedures and compare them with applicable regulations and industry standards. Even with your best efforts, knowing if you are fully compliant with all laws and regulations can be a challenge. This is particularly the case for companies that don't have full human resources departments or the owner-operator also handles all HR functions.

So, how do you know if we are following all the Canadian rules?

You get an HR compliance audit. This is the most common type of HR audit and it is completed to ensure you comply with all laws and regulations.

We can help. As one of Canada’s most experienced HR outsourcing companies , AugmentHR compliance services include expert guidance to help your organization effectively navigate, monitor, and maintain compliance with federal, provincial, and local employment regulations. Our HR compliance services include:

What do I need to do to ensure I am compliant? 7 steps to follow

Staying on top of compliance regulations can be challenging. Here’s a checklist of steps you can take to ensure you are compliant with all Canadian employment laws:

1 . Understand relevant laws and regulations: Research federal, provincial, and local labour laws that apply to your industry and workforce. Things change, so, stay up to date about regulations covering wages, benefits, workplace safety, discrimination, harassment, and termination. Subscribe to relevant newsletters, attend HR compliance workshops, or consult legal professionals.

2 . Develop clear policies: Create an employee handbook outlining company policies, procedures, and expectations. Ensure policies comply with legal requirements and are clear, consistent, and easily accessible.

3. Maintain accurate records: Keep detailed and organized records of employee contracts, payroll, benefits, and performance evaluations. Store records securely and retain them for the legally required period.

4. Conduct regular HR audits : Periodically review HR processes, employee classifications, payroll practices, and benefits administration to ensure compliance. Address gaps or inconsistencies immediately. You can outsource HR compliance to an HR consulting firm to stay on top of things.

5. Train your people : Train managers and employees on workplace laws, harassment prevention, diversity, and safety protocols. Update training regularly to reflect changes in laws and company policies.

6. Have a thorough complaint resolution plan : Create a system for employees to report complaints or concerns confidentially. Investigate issues promptly and take corrective action where necessary.

7. Work with legal and HR experts : Consult with HR professionals or legal advisors to ensure policies and practices are legally sound. Consider hiring an HR compliance officer or outsourcing compliance tasks if needed.

7 tips to explain compliance to employees

Photo by Pavel Danilyuk

At its core, HR compliance ensures that labour laws are followed and that employees are treated fairly and consistently. In my 25 years helping companies transform their HR from simply minimizing risk to becoming an employer of choice I’ve learned how crucial it is for employees to grasp their role in this process—specifically, understanding the workplace policies and reporting any issues. Employees should feel empowered to ask questions and raise issues, knowing that compliance is in place not only to protect the organization but also to protect them. Here’s how to go about it:

1 . Explain why compliance is important : Help employees understand the benefits of compliance for both them and the organization: For employees , it protects their rights, ensures fair treatment, and creates a safe work environment. Address why it's important for the company - for example, it avoids legal issues.

2. Connect compliance to everyday work : Provide specific examples of how compliance relates to their roles, such as reporting workplace safety concerns or adhering to anti-discrimination and harassment policies.

3. Discuss key compliance policies: Highlight the company’s most important compliance policies and how they affect operations.

4 . Use real-life examples : Share relatable examples to illustrate compliance in action. For example "If you notice a safety hazard, reporting it ensures the issue gets fixed and helps prevent accidents."

5. Emphasize employee responsibility : Explain that every employee plays a role in maintaining compliance. Encourage questions and feedback. Create an open environment where employees feel comfortable asking questions or raising concerns about compliance.

6. Provide training and resources: Offer regular training sessions and provide access to resources like the employee handbook, compliance helplines, or HR contacts.

7. Highlight the consequences of non-compliance : This is an important one to address. Explain the potential risks of non-compliance, such as legal issues, workplace conflicts, or reputational damage.

How to measure HR compliance? 6 ways to track your progress

There are many ways you can approach measuring and monitoring your level of compliance.

When you measure compliance efforts, it enables you to see how well an organization adheres to legal, regulatory, and internal policies. It ensures that the company is meeting its obligations and identifying areas for improvement. Here are the best ways to track compliance key performance indicators (KPIs):

1. Conduct compliance audits : This is number one on the list. A systematic review of policies, procedures, and practices is needed to check if they align with legal and regulatory requirements. Use checklists to evaluate specific compliance areas, such as payroll, workplace safety, or employee classifications. As a cost-efficient provider of outsourced HR services , we conduct compliance audits regularly for companies ranging from smaller, entrepreneurial growers to more established larger companies that need to re-check their policies.

2. Define and track key compliance KPI’s : Determine and monitor measurable indicators that are relevant to your business. This can include things such as the percentage of employees completing mandatory training, the number of incidents reported and resolved and the timeliness of policy updates in response to regulatory changes.

3. Review reporting systems : Evaluate the effectiveness of systems used for reporting issues, such as hotlines or online platforms. Look at the volume of reports, time to resolution, and employee satisfaction with the process.

4. Review training effectiveness : Track participation rates in compliance training programs. Assess employee understanding through quizzes, tests, or scenario-based evaluations.

5. Benchmark against industry standards : Compare your compliance practices to industry standards or peer organizations to identify gaps or areas for improvement.

6. Hire external HR auditors : Periodically involve third-party auditors to conduct an unbiased review of your compliance practices.

A final word on HR compliance

Ensuring your company is compliant with HR regulations is not just a legal obligation but a cornerstone of responsible and ethical business practices. By following labour laws and implementing fair policies, organizations protect themselves from financial penalties, legal disputes, and reputational damage. HR compliance promotes trust, efficiency, and adaptability, positioning businesses for long-term success. While navigating compliance requirements can be challenging, HR audits, training programs, and expert consulting services from HR firms make the process manageable.

Connect with us today to find out what you’re missing and achieve greater peace of mind for you and your business.

Margaret Bailey is a seasoned HR Consultant with AugmentHR, a Toronto-based HR outsourcing company advising North American clients. With a 25-year track record in human resources, Margaret has successfully spearheaded HR transformations across diverse industries including high-tech, scientific services, and manufacturing. As Vice President of HR in her previous role, she led a team of 30+ HR professionals across North America and the UK doubling its size by hiring over 2,000 high-tech employees. Her leadership was instrumental in establishing the company as a "Best Employer."

Workplace Harassment Policy Guide: HR Compliance Checklist

Tue, 17 Dec 2024 18:40:52 GMT

By Jeff Mignault - AugmentHR Consulting

Director, Customer Experience

Workplace harassment is a serious issue. The holidays are considered a dangerous time for harassment to happen because of the heightened stress of this time of year and the increased number of social gatherings and interactions between co-workers.

Two things I’ve learned about workplace harassment in my 15 years working in HR outsourcing management:

One, all organizations - big or small - should have a well-defined and robust workplace harassment policy that clearly outlines employee expectations.

Two, even with good policies in place, incidents still happen and managing harassment complaints is stressful for all parties involved. It could lead to legal issues and negatively affect company culture. Employers are legally obligated to take steps to prevent workplace harassment from happening.

So, with that in mind, we’ll cover on what you need to make sure you’re covered on Workplace Harassment in the least stressful way possible including:

A definition of workplace harassment
Examples of workplace harassment - the 4 main types of harassment
Situations where harassment can happen
The problem with workplace harassment - many people don’t report it
What employers are required to do to prevent and deal with harassment
7 things employers can do today to minimize harassment
How to conduct a workplace harassment policy review

What is Workplace Harassment?

Harassment is against the law. Workplace harassment comes in many forms. It is unwanted or inappropriate actions, comments, or gestures that offend others. It can be a single occurrence of ongoing behaviour.

Harassment refers to experiencing unwelcome verbal or physical behaviour that is connected to grounds of discrimination prohibited by law under the Charter of Human Rights and Freedoms.

According to Part II of the Canada Labour Code:

“any action, conduct or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation or other physical or psychological injury or illness to an employee, including any prescribed action, conduct or comment.”

What Are Examples Of Workplace Harassment? 4 Types Of Workplace Harassment

Workplace harassment takes on many forms. The four most common are sexual, racial, psychological and physical harassment. Below are examples of these different types of harassment:

Sexual Harassment

Sexual harassment is any unwelcome behaviour of a sexual nature, including comments, actions, or gestures. Examples include:

Verbal abuse or threats.
Unwelcome remarks, jokes, innuendoes or taunting.
Displaying of pornographic or other offensive or derogatory pictures.
Practical jokes which cause awkwardness or embarrassment.
Unwelcome invitations or requests, whether indirect or explicit, or intimidation.
Leering or other gestures.
Unnecessary physical contact such as touching, patting, pinching, punching.
Physical assault.

Racial/Ethnic Harassment

Racial harassment is conduct or comment which causes humiliation to an employee because of their racial or ethnic background. Examples include:

Unwelcome remarks, jokes, or innuendos about a person’s racial or ethnic origin.
Colour, place of birth, citizenship, or ancestry.
Displaying racist or derogatory pictures or other offensive material.
Insulting gestures or practical jokes based on racial or ethnic grounds
Treating someone differently because of their ethnic or racial background.

Psychological Harassment

Psychological harassment is repeated and unwelcome conduct, words, actions, or gestures that harm a person's dignity or psychological well-being. Examples include:

Denial of personal contact (the harasser no longer speaks or looks at the person).
Denial of working abilities (impossible tasks).
Punitive techniques.
Abusive or derogatory name-calling or language.
Hostile work environment.

Physical Harassment/Workplace Violence

Workplace violence is the exercise, statement, or behaviour of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker. Examples include:

Physical acts (e.g., hitting, shoving, pushing, kicking, sexual assault, throwing an object at a worker).
Any threat, behaviour, or action interpreted to carry the potential to harm or endanger the safety of others, result in an act of aggression, or destroy or damage property.
Disruptive behaviour that is not appropriate to the work environment (e.g., yelling or swearing).

Where Can Workplace Harassment Occur?

Workplace harassment can happen in many locations. It doesn't have to happen physically at your place of work to qualify. Here are common areas where workplace harassment occurs:

At the workplace (anywhere on company property).
At employment-related social functions (holiday parties, employee appreciation events).
Work assignments outside the workplace (client's office/location).
During work-related travel (conferences and training sessions).
Over the telephone, if the conversation is work-related.
During online meetings, conferences or chats (including social media and email).
Any location where a person is present for work-related responsibilities or a work-related relationship.

The Problem With Workplace Harassment - People Don’t Always Report It

One of the biggest challenges with workplace harassment is many people choose not to speak up when it happens. It's a sensitive subject and many worry about the outcome of reporting it. The graphic here shows too many reasons people choose not to report it:

What Are Employers Required To Do If They See Harassment?

Everyone has a responsibility to help stop harassment at work. Expectations for what you are expected to do depend on your role in the organization:

Employers : Ensure the company and employees comply with all anti-harassment policies and laws.

Manager : Help to protect workers from experiencing harassment from other employees, leaders and anyone causing harassment.

Employer : It’s an employee's duty to report harassment if they are a victim. Employees are also encouraged to report harassment if they witness it in the workplace.

When each person does their duty, organizations can reduce and/or eliminate harassment.

7 Things Employers Can Do Today To Minimize Harassment

Whether an issue or not, there is a lot employers can do to minimize harassment in their workplace. Remember, a lot of harassment goes unreported. Here are things you can to reduce harassment issues:
Stress there is zero tolerance for harassment.
Encourage people to report harassment if they are a victim or see others being harassed.
Develop written policies (if you don't already have one). Include harassment policies in your handbook.
Include harassment training in all new employee training materials.
Have a clear process for people to report harassment. It's particularly important to have procedures for workers to report incidents to someone other than their supervisor or employer if those persons are the alleged harasser.
Review your anti-harassment program annually. Assess the risk of workplace harassment and communicate the results of the assessment to the joint health and safety committee.
Ensure all harassment investigations are appropriate to the circumstances; communicate, in writing, the results of a harassment investigation to the worker and alleged harasser (if they’re an employee).

Is Your Harassment Policy Up To Date? Is It Thorough?

When was the last time you did an internal review of your harassment policy? It's important to perform a review annually to ensure all documentation is up to date with current laws.

Review your workplace violence and harassment policies to make sure that they address the following points:

The definition of workplace harassment; and
How an employee can make a complaint to a person other than a supervisor or employer where the alleged harasser is the supervisor or employer?

Also, look at the workplace investigations. Update written procedures to assist the individual(s) and make the procedure available in the harassment policy:

That the employer will investigate incidents or complaints of workplace harassment;
The context and process of the investigation will be determined by the employer;
The employer will inform the employee and the alleged harasser of the results of the investigation, including any corrective action.

Finally, consider how to balance the privacy rights of employees – how information is to be obtained and disclosed and how the employee and the alleged harasser are to be informed of the results of the investigation.

Consider having a third party audit your harassment policy. AugmentHR HR consulting experts can provide the expert guidance your organization needs to successfully implement a robust harassment policy that meets all federal, provincial, and local employment regulations.

AugmentHR has extensive experience working with client companies that face the difficult and sensitive issue of a formal harassment complaint. Learn about our Investigation Services .

H2: More HR Solutions For Growing Companies

How Much Should HR Cost? Benchmarks & Examples

5 Strategies T o Improving Employee Relations

11 Ways To Cut HR Department Costs

HOW CAN AN HR DEPARTMENT REDUCE COSTS? 11 Paths To HR Cost Optimization

Wed, 04 Dec 2024 20:09:06 GMT

By Shelley Brown, CHRE, FHRPA

HR Consultant, Executive Coach

Looking for ideas to reduce HR department costs? You’ve come to the right place.

In our blog post last month, we provided a collection of HR Cost Benchmarks both by Employee and a % of Revenue. Naturally, most companies probably want to find a way to reduce their HR costs and improve budget efficiency. In fact, 61% of HR professionals cited reducing costs and improving efficiency as a priority.

So, in this post, we’ll use our 20+ years of experience as HR consultants and leaders to share 11 ways HR departments can reduce costs . Here we go…

1. Implement HR Technology and Automation

Implementing HR software: for tasks like payroll, benefits management, attendance tracking, and leave management can save time and reduce errors, minimizing the need for manual work. This leads to fewer administrative costs and improved efficiency.

Self-Service Portals: Allow employees to manage their own information, benefits, and time-off requests, reducing HR's administrative burden.

Recruitment Automation: Use AI-driven platforms to handle initial candidate screenings, saving time and resources in the hiring process. Are you wondering about the pitfalls of implementing HR AI?: check out our post on 6 Challenges HR Professionals Will Face With AI

2. Improve Employee Retention

Reduce Turnover Costs: High turnover can be costly due to recruitment, training, and onboarding expenses. By improving employee engagement and satisfaction, HR can lower turnover rates, saving the company significant costs.

Career Development Programs: Invest in internal mobility by creating clear career paths and promoting from within. Development programs can reduce the need for external hires, which are generally more expensive.

Recognition Programs: Acknowledging and rewarding employees for their contributions can enhance retention. Recognition programs don’t need to be costly—simple gestures of appreciation can go a long way.

For the causes of Low Employee Retention & ways to fix them, click on the image below:

3. Review & Optimize Benefits Programs:

Periodically reviewing the benefits package can identify opportunities to cut costs such as:

Review Benefits Providers and Plans: Negotiate with benefits providers to secure better rates. Grouping plans, increasing deductibles, or introducing flexible options like health spending accounts can lower costs without sacrificing coverage.

Wellness Programs: Promote preventative health and wellness programs that encourage employees to maintain a healthy lifestyle. This can lead to fewer health-related absences and potentially reduce claims, impacting future premiums positively.

Modifying Retirement Plan Contributions: without compromising employee satisfaction.

Flexible Work Options: Offer remote or hybrid work options if applicable, which can reduce costs associated with office space, utilities, and commuter benefits.

4. Leverage Remote Work

Encouraging or adopting a remote work model can reduce the need for office space and associated costs, such as utilities and maintenance. HR can support this transition by creating flexible work policies.

5. Refine Recruitment Strategies

Hire Internally When Possible: Internal candidates are already familiar with company culture and operations, saving on training and onboarding costs.

Use Data for Targeted Hiring: Leverage data analytics to identify the most successful recruitment sources and channels. Focus recruitment efforts on channels that yield high-quality candidates at a lower cost.

Referral Programs: Employee referral programs often result in better hires and have lower costs than external recruiting. They also lead to faster hires and employees who stay longer.

6. Optimize Your Training and Development

Cross-Training: Cross-train employees to cover multiple roles, allowing the company to be more flexible in staffing and potentially reduce the need for additional hires or temporary workers.

Use E-Learning Options: E-learning platforms are cost-effective compared to in-person training and allow employees to learn at their own pace, reducing productivity loss.

Leadership Development Programs: Building leadership skills within the organization can help develop future managers internally, which reduces the cost of external hires for key roles.

7. Introduce Flexible Compensation Models

Performance-Based Pay: Implement variable compensation structures that align employee pay with performance. This model encourages productivity while giving the business greater control over fixed salary expenses.

Flexible Working Hours: Instead of hiring full-time employees for roles that may not require 40 hours per week, offer part-time, contract, or project-based roles as needed.

Review Pay Structures Annually: Benchmark salaries to ensure the company is not overpaying relative to the market. Ensure that benefits and perks are competitive but cost-efficient.

8. Encourage Employee Self-Service:

Implementing self-service portals for tasks like updating personal information, applying for time off, and viewing payroll reduces the administrative burden on HR staff.

9. Reduce Absenteeism and Improve Productivity

Employee Assistance Programs (EAPs): EAPs provide support services for employees dealing with personal challenges, which can reduce absenteeism and boost productivity.

Mental Health Support: Mental health programs can improve employee well-being and reduce absences related to mental health issues. This may include counselling services or online mental health resources.

Flexible Sick Leave Policies: For companies able to offer remote work, flexibility in sick leave can help employees work from home when they are under the weather, reducing the need for extended absences.

10. Leverage Government Grants and Subsidies

Training Grants: Look into available federal and provincial grants for employee training, like the Canada Job Grant, which can help cover costs for skills development. If you missed our Leadership Training Programs for Less Webinar with grant advisor Sarah Hipson you can still catch a replay on our webinars page.

Employment Subsidies: Some Canadian provinces offer hiring subsidies for specific groups, like youth and recent graduates. Leveraging these programs can reduce overall hiring costs.

11. Outsource Where It Makes Sense

Ok, as an HR Outsourcing Company, we are admittedly a little favourable to outsourcing as an HR cost optimization strategy but it remains one of the most effective ways for HR departments to reduce costs. Options include but are not limited to:

Outsource Non-Core HR Functions: Functions like payroll, compliance, and benefits administration can be outsourced, saving on the cost of specialized HR staff.

Seasonal Hiring Outsourcing: Outsource temporary hiring or use staffing agencies to manage seasonal or project-based workforce needs without the long-term costs associated with full-time employees.

When Does Outsourcing HR Make Financial Sense?

The decision to outsource HR comes down to improved operational effectiveness and finances. Many companies question whether outsourcing HR makes sense and in what situations. In a past article, When should your company outsource HR? we addressed the question of when it's cheaper to outsource HR.

When evaluating whether outsourcing HR is beneficial for your organization, two primary considerations come into play:

1. The Cost of In-House HR : Employing an in-house HR manager typically involves a significant investment. The average salary for an HR manager ranges from $75,000 to $105,000 annually. Beyond base salary, the cost of hiring includes mandatory expenses such as employment taxes and benefits, which usually add an extra 18-26% to the total compensation. In addition to salary and benefits, there are often other indirect expenses, such as recruitment costs, ongoing training, and overhead for the HR department.

2. The Cost and Flexibility of Outsourced HR Services : Outsourcing HR can provide flexibility and potentially lower costs. Many HR outsourcing firms offer scalable solutions tailored to your company’s size and specific needs, allowing you to pay only for the services you need, whether that’s payroll processing, benefits administration, compliance management, or employee relations. If you can access these essential HR functions through outsourcing at a lower cost than maintaining a full-time, in-house HR team, it may be a more practical solution, especially for smaller or growing companies.

In essence, if outsourcing allows you to manage your HR needs effectively at a lower cost than employing full-time HR staff, it can be a smart move.

Whether outsourcing or using any of the other 10 approaches we outline here, the HR department can play a strategically valuable role in reducing costs while maintaining or even enhancing employee engagement and productivity.

Ready to lower your HR costs per employee? AugmentHR is a Toronto HR consulting firm that delivers expert guidance and hands-on HR. Reach out today to explore your custom HR solution options.

Shelley Brown is a senior HR Consultant who has been granted the Human Resources Professional Association’s Fellow Award. She’s a sought-after speaker for her experience as an HR leader and Executive Coach. In her last executive role as HR leader at a global healthcare organization, she used her knowledge and leadership to help them become a top employer of choice in Canada.

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How HR Can Help to Address the Digital and AI Skills Gap in Pharma and Biotech

Thu, 21 Nov 2024 21:01:38 GMT

How HR Can Help to Address the Digital and AI Skills Gap in Pharma and Biotech

By Shelley Brown, CHRE, FHRPA

HR Consultant, Executive Coach

With assistance from Orchid Jahanshahi, founder of ThinkrBelle , Pharma & Tech Advisors

Seismic changes have come to the Pharma industry with the digital revolution and, more recently, AI. Yet most of the industry uses traditional talent management models to address the skills gap. Either:

Using digital jobs as a stepping stone opportunity for someone from a non-digital background, or,
Hiring someone from outside the organization from a different sector.

This strategy is fraught with problems. In the first scenario, the incumbent lacks knowledge of digital/tech, while in the latter scenario, the person lacks knowledge of the pharma landscape and the main pain points that need to be addressed with a tech solution.

Further, the battle for tech talent that Pharma employers now face demands a different and more nuanced approach than in the past. In this article, and in greater detail in a December 4 webinar, we will use our experience as Pharma HR veteran leaders to outline how current Pharma leaders and BioTech startups can find the tech talent they need to succeed inside and outside of their organizations.

We’ll cover:

How to identify the future-ready talent you want to retain and train
How to find the outside digital talent you want to bring to Pharma
How to set your employer brand apart in the war for BioTech talent
The role of HR in creating a future-ready talent pool
Your invite to our December 4 webinar

Learn more at a December 4th webinar

Our parent company, IQ PARTNERS, is hosting a webinar on December 4 with AugmentHR’s Shelley Brown and Orchid Jahanshahi, from ThinkrBelle, a strategic advisor to Pharma leaders and Biotech startups.

How to identify the internal future-friendly Pharma talent you want to retain and train

There’s less risk in identifying and training great employees who have the capacity to become digitally skilled future-ready workers: they’re a known quantity and they know your organization. But you can experience a serious fail if you try to shoehorn the wrong person into the role no matter how well they are regarded internally. As experienced HR leaders in Healthcare and Pharma, we created this short list of 5 tips:

Create a system for spotting and recognizing talent:

Walk the talk by becoming adept at using analytics to map skills to identify those with the greatest potential to train for a digital role. There are many tools available today to bring technology and AI to this task.

LOok for the softer skills that characterize digital brains:

For example, a willingness to learn, critical thinking and problem-solving.

Tweak your performance reviews system:

To spot emerging digital skills and/or interest.

Look for adjacent skills:

These may not be exactly the same as the job requirements but indicate proficiency for related subjects such as database proficiency, empathy for the customer/user experience, and understanding of information structure.

Think laterally across the organization:

Look at skills, not just roles. You may find data-focused talent within your finance and accounting departments vs just the lab.

Once identified, feed your new pipeline of future-ready talent with:

Upskills training:

Creating partnerships with digital and AI training providers

Mentorship with digital leaders and thinkers; internally or externally
Clear career paths

How to find the outside digital talent you want to bring into Pharma

A shortage of healthcare professionals with the new digital and AI skills to compete and increased competition for digital talent, in general, means that Pharma employers need to sharpen their digital talent recruitment skills. We’ll cover more in the webinar but here are 7 things you can start on now (8 if you’re a startup):

If you’ve relied on a ‘post & pray’ strategy, change and go after the ‘passive candidate:
In the hot Biotech market, chances are the talent you want is already employed and valued so it’s unlikely they’re looking on traditional job sites.
Use the advent of remote work:
... to tap into a larger talent pool, in Canada or beyond. Create a remote-friendly employer brand that allows for a work/life balance attractive to certain candidates (and helps them avoid the cost of large cities).
Create a relationship with recruiters:
...who specialize in Digital Recruitment and Pharma.
Build your social media presence:
...of your employer brand, stressing your digital credentials.
Introduce a referral program:
...amongst your existing digital talent.
Be more diverse & target new immigrants:
...20% of the bio-economy worldwide is made up of underrepresented talent and new immigrants represent a talent pool you may be overlooking.
Tap into Canada’s rich tech ecosystem which ranks third in the world to engage with talent, arrange reverse mentorship opportunities and develop brand leadership.

If you’re a startup: As HR consultants, we’ve been seeing a growing preference within Pharma to work for new brands vs established companies so if you’re a startup you should leverage the natural assets of your brand to lure candidates away from big pharma including:

A more relaxed and creative culture
More control and autonomy over projects
The ability to affect change
Greater exposure to all aspects of the business

How to set your employer brand apart in the war for Pharma & BioTech talent

If you can create an employer brand that appeals to the type of future-ready candidates you seek you will not only dramatically increase the conversion of candidates to employees but you will also put a ‘passive’ recruitment’ tool into the market that attracts digital candidates to you. As strategists who have helped healthcare brands become employers of choice in Canada, we offer the following steps and best practices:

Define your employer brand: both the strengths of it today from a digital candidate’s perspective and how you envision it in the future on its ‘best day’.
Then make sure your website and LinkedIn company page reflect your brand. And amortize your investment in your content by sharing it across other key platforms such as TikTok and Instagram.
Invest in your employer brand with a strong presence on the top online platforms via both organic and paid promotion.
Showcase employment opportunities that reflect growth and achievement.
Share posts reflecting a future-ready organizational culture.
Pay attention to your online reviews: promote the ones that showcase your tech-friendly environment.
Showcase digital and AI success stories and demonstrate investment in these technologies.
The pandemic provided a boost to Pharma and Biotech employer brands. Ride the wave by showcasing your innovative responses to problems that affect us all.

The role of HR in creating a future-ready talent pool

Here are the top ways HR can take both a leadership and supporting role in creating a future-ready talent pool that fuels their company forward.

Identifying Digital Talent Needs: HR teams should collaborate with business leaders to understand the organization's future digital needs and develop a plan to acquire the specific skills and expertise required.

Creating a Plan and a Budget: Prepare management to invest and work with them to build digital recruitment right into the company's business plan.

Upskilling and Reskilling: Lead in the investment in training and development programs to equip existing employees with the necessary digital skills to adapt to evolving technologies.

Modernize Recruitment: Leverage digital tools and platforms to reach a wider pool of potential digital talent, including social media, online job boards, and specialized tech communities.

Become Skilled at Recruiting Talent Virtually: Create or adopt digital platforms for recruitment and assessment from anywhere in the world. Develop onboarding programs for remote workers.

Lead the Development of A Digital-Friendly Employer Brand : Work with internal or external marketing talent and management to create a compelling brand.

Digital Talent Retention: Implements strategies to keep digital talent engaged and motivated, such as flexible work arrangements, challenging projects, and opportunities for innovation.

Join us for our fireside chat / webinar on December 4th for more tips and a great discussion.

Shelley Brown is a senior HR Consultant who has been granted the Human Resources Professional Association’s Fellow Award. She’s a sought-after speaker for her experience as an HR leader and Executive Coach. In her last executive role as HR leader at a global healthcare organization, she used her knowledge and leadership to help them become a top employer of choice in Canada.

Orchid Jahanshahi has deep experience in marketing management, sales management and global brand strategy at six Fortune 500 pharma companies. Orchid is an Advisor and Investor in early-stage companies that use AI and tech to advance healthcare solutions to reduce patients’ time to therapy. She is the founder of ThinkrBelle, seasoned Pharma experts who provide a strategic resource for commercial leaders and startups.

How Much Should HR Cost? Benchmarks by Employee & as a % of Revenue

Thu, 14 Nov 2024 06:30:00 GMT

How Much Should HR Cost? Benchmarks by Employee & as a % of Revenue

By Shelley Brown, CHRE, FHRPA

HR Consultant, Executive Coach

Is your organization concerned about increasing HR costs? Funding your human resources department takes up a big portion of your operations budget. Are you over-spending? Under-spending? HR costs can be much higher or lower depending on your business type, industry, location, and other considerations. In this post, we’ll share real numbers and tips to guide you on:

How much should HR cost per employee?
What are HR costs as a percentage of revenue?
And by size of business & industry (even geography)
HR Outsourcing cost per employee

(Looking for ways to cut HR costs? Check out part 2 of this series: HOW CAN AN HR DEPARTMENT REDUCE COSTS: 11 Paths To HR Cost Optimization )

How much should HR cost per employee?

For in-house full-time employees, you could spend well into the thousands of dollars per year, per employee. In Canada, HR costs per employee vary widely based on factors like company size, industry, and geographic location, but HR expenses generally range from $1,200 to $2,500 CAD per employee per year. Here’s a breakdown of HR cost per employee by company size :

Small Companies
(1–50 employees): Higher costs per employee, often in the range of $2,000 to $3,000 CAD annually, as HR is less scalable and many administrative functions are outsourced.
Medium-Sized Companies
(51–200 employees): Range from $1,500 to $2,500 CAD per employee, benefiting from some in-house HR and economies of scale.
Large Companies
(200+ employees): Generally see lower costs per employee due to efficiencies, with HR costs typically $1,200 to $1,800 CAD per employee.

HR costs per employee by industry

How much HR can cost per employee can be a big range. The HR cost per employee is affected greatly by industry. SHRM offers this breakdown of average HR costs for employees by industry.

Banking and financial services: $4,195.
Energy and utilities: $3,237.
Professional services: $2,778.
Technology and telecom: $2,750.
Consumer goods: $2,519.
Health care providers, pharmaceuticals, life sciences and medical products: $2,245.
Manufacturing: $2,022.
Retail: $1,900.

Employee HR Costs: Geographic Variations

Higher HR costs are seen in larger urban centers like Toronto or Vancouver.

Lower costs may be found in smaller cities or rural areas due to lower wages and operating expenses.

What are HR Costs as a Percentage of Revenue?

Research by the Society for Human Resource Management (SHRM) finds that the average HR functional spend is 0.74% of revenue. While this number may not jump out at you, it's actually a lot more money than most realize and it can vary widely based on industry, company size and HR demands. Here’s a closer look at how this breaks down:

Lower Range (0.5% to 1% of Revenue)

Seen in industries with fewer HR-intensive needs, such as manufacturing, logistics, and wholesale.

Organizations with automated HR processes, low turnover, and limited benefits might fall in this range.

These businesses often prioritize cost-efficiency in HR by outsourcing or limiting HR functions to essential compliance and payroll.

Mid Range (1% to 2% of Revenue)

Typical for medium-sized companies or companies in industries like retail, financial services, and professional services.

This range accommodates more extensive HR support, including recruitment, training, and benefits management.

Companies in this category often have a dedicated HR team and may invest in employee development and engagement programs to reduce turnover.

Higher Range (2% to 2.5% or More of Revenue)

Common in industries with high employee engagement needs, such as healthcare, IT, and consulting.

These industries often require specialized talent, higher investment in training, and comprehensive benefits, all of which increase HR costs.

Organizations with a large number of employees, high turnover rates, or complex regulatory requirements may also see costs in this range.

HR Costs as a Percentage of Revenue by Company Size

Small
Companies (1–50 employees): Typically on the higher end of the spectrum, as HR is less scalable, ranging from 1.5% to 3%.
Medium-Sized
Companies (51–200 employees): Average between 1% and 2%, benefiting from some economies of scale.
Large
Companies (200+ employees): Can often keep HR costs to 0.5% to 1.5% due to efficient internal processes and larger budgets for HR technology.

What are the Components of Your HR Costs?

Here’s a breakdown of factors influencing HR costs and benchmarks for typical Canadian organizations:

Salaries and Benefits for HR Staff: For companies with internal HR teams.
HR Software and Systems: Payroll, employee management, recruitment, and performance management tools can account for 10%–20% of HR budgets.
Training and Development: Employee training and development costs can vary widely, depending on the company’s investment in employee growth.
Recruitment and Onboarding: High turnover or frequent recruitment needs can significantly increase per-employee HR costs. For a great read on this check out “How Much Does Employee Turnover ACTUALLY Cost?” a popular post by our friends at IQ PARTNERS Recruitment.

The top areas by spending are recruiting ($425 per employee), total rewards ($213 per employee) and learning and development ($188 per employee),” finds SHRM.

How much does HR outsourcing cost per employee?

With these high costs, many companies are looking at HR cost optimization strategies to reduce their budget. One way to do this is through HR outsourcing. For smaller companies or those without a dedicated HR department, outsourcing HR functions can help contain costs. You can get the same HR functionality when needed and for a fraction of the price. Canadian HR outsourcing fees vary:

Similar to HR costs per employee, HR outsourcing costs depend on a variety of factors:

Your industry
Types of HR services required
Number of employees
Pricing models: These break down into two types:

Per Employee, Per Month Model: Commonly $50–$100 CAD per employee per month for payroll and basic HR support, leading to $600–$1,200 CAD annually per employee.

As-Needed Basis: For companies needing occasional recruitment or legal advice, fees may be on an hourly or per-project basis, ranging from $150–$250 CAD per hour for specialized consulting.

With that said, the cost of HR outsourcing per employee can range from $50 to $1000 or more, which is significantly less than typical employee HR costs.

For more about HR Outsourcing including when, how and how much, read our post on When Should Your Company Outsource Its HR? 5 Scenarios To Look For .

How can an HR department reduce costs? Stay tuned to AugmentHR’s blog as we’ll share 13 tips to reduce HR costs next month.

One way to get a more cost-effective HR model is AugmentHR’s customizable, no-commitment HR packages. We offer flexible hourly HR bundles allowing you to select only the HR services you need only when you need them.

6 Challenges HR Professionals Will Face With AI

Mon, 21 Oct 2024 10:00:01 GMT

6 Challenges HR Professionals Will Face With AI

By Athina Iliadis, Senior HR Consultant

Is AI going to replace HR?

AI is everywhere these days.

You see it on social media, in all sorts of software and apps, and it's becoming a big part of every workplace including the HR function. But despite its usefulness, many people are nervous about using AI (As an HR consultant, I was too)!

They worry they might lose their jobs because of it. Why is that?

Well, it's like this:

In my 25 years of consulting with many companies at all levels as an HR professional, I’ve seen whenever something new comes along, people tend to fear it. They're used to doing things a certain way, and they don't like change. Ever read "Who Moved My Cheese?" by Dr. Spencer Johnson ? It's a great book about this.

But here's the thing:

Technology keeps evolving, and workplaces change with it. Remember when we used to get paper paychecks? Now we have direct deposit. Or when we had to go to a bank teller? Now we use ATMs. What about laptops, email, mobile phones, and online applications? It's the same with AI in HR – it's just the next step in this evolution.

Sure, there were job losses when these changes happened, but there were also new opportunities. People who learned new skills and adapted to the changes found new jobs or even created their own. In my opinion, AI will not necessarily replace your HR job, but a human using AI will!

This picture was created using Chat-GPT’s DALL-E image tool under the direction of a person who re-trained themselves to use AI.

So, as an HR professional if you're worried about AI, don't be. Instead, see it as a chance to learn and grow. Embrace the new technology and be open to learning new skills. That way, you'll stay ahead of the game and make yourself indispensable in the workplace. It's all about staying ahead of the curve and being ready for whatever comes next. In fact, using generative HR AI tools will give you a 20% head-start in your work and can help you be 50% faster. Productivity AND Efficiency!

What are the downsides of AI in HR? 6 challenges HR professionals will face with AI.

Is AI going to be the next big thing in HR? Very likely one of the next big things but however some challenges to using AI that HR professionals need to be aware of. Here’s 6:

1. Ethical Concerns:

Gen AI raises significant ethical questions, especially around issues of bias, privacy and transparency. HR leaders must ensure that AI systems are fair, unbiased, and respectful of employee privacy. This includes careful consideration of the data used to train these systems and regular audits for potential biases. ALWAYS check data.

2. Data Quality and Availability:

The performance of gen AI models heavily depends on the quality and quantity of training data. Ensuring access to high-quality, diverse, and representative data sets can be challenging. HR must also navigate data privacy regulations and ethical considerations when collecting and using employee data for AI training.

3. Integrating AI with Existing HR Systems:

Implementing gen AI often requires the integration of existing HR systems and workflows. This can be technically challenging and may require significant changes to current processes. HR leaders will need to work closely with IT to make sure there is a smooth integration and minimize any disruption to daily operations.

4. Skills Gap and Training:

As gen AI becomes more prevalent, there’s a growing need for employees who can work effectively with these systems. HR professionals must identify AI skills gaps within their organization and develop training programs to upskill their employees. This includes not just technical AI skills but also critical thinking and ethical decision-making abilities.

5. Manage Employee Concerns:

Introducing AI can create anxiety among employees who may fear job displacement (and change – as described in the ‘Is AI Going To Replace Me’ intro). HR leaders need to manage these concerns through clear communication, emphasizing how AI will elevate rather than replace human roles, and provide support for employees transitioning to the new ways of working. (For more on improving Emotional Fitness in the workplace, see Executive Coach Cathy Coleman’s post on 4 Tips For Improving Mental Health in the Workplace .)

6. Ensure Human Oversight:

While gen AI can produce impressive results, it’s important to maintain human oversight and judgement. HR leaders must establish clear processes for reviewing and validating all AI-generated outputs, especially for critical decisions that affect employees. This will ensure that the human element of empathy and contextual understanding is not lost in an AI-driven process.

How is AI being used in R? What AI tools are used in HR?

I’m choosing to embrace this new technology and am using as many of the AI tools as I can (my favourites are Claude & ChatGPT) to help me learn new skills, stay relevant in my industry, and serve my clients better. Here’s just a few of the areas AI is being used in HR along with a few specific tools:

Applicant Tracking Systems:
Automating the screening of resumes and tools like Metaview for interview note-taking.
Chatbots:
Obviously internal communication tools like Slack but also using chatbots to answer candidates questions, scheduling interviews etc.
Predictive Analytics:
For both Retention and to identify future talent needs.
Performance Reviews:
Tools like Effy can automate 360 degree reviews.
Benefits Management:
Tools like Jellybean allow you to manage benefits within Slack.

To conclude, while AI presents exciting opportunities for HR, it's essential to implement it with caution and responsibility. Striking the right balance between technological advancement and human judgment is vital to leveraging AI's potential while maintaining compliance and ethical standards in HR practices.

So, are you ready to join the wave?

Athina Iliadis is an HR consultant with 25 years experience and training in the use of AI in Human Resources. She consults with companies on areas such as performance management , compliance and executive coaching . She is part of the team of HR experts on demand at AugmentHR, an HR outsourcing firm in Toronto and servicing Canada.

H2: More Tips To Augment Your HR Knowledge

Everything You Need To Know About Leadership Training Programs (including getting them for less)

Tue, 03 Sep 2024 18:14:13 GMT

Everything You Need To Know About Leadership Training Programs (including getting them for less)

By Shelley Brown, CHRE, FHRPA, HR Consultant, Executive Coach

I’ve spent over 30 years helping multinational organizations get the most out of their people and one thing I’ve learned is that as great as you might be as a company leader, you can only do so much as one person:

The single, greatest way you can impact your organization is through the leadership development of others.

Strategic Funding Advisor Sara Hipson and I are hosting AugmentHR’s next webinar: Leadership Training Programs For Less. (See below for your invite.) It’s the latest in a series of webinars from the consultants at AugmentHR, a Toronto-based HR consulting firm.

In this blog post I’ll share some excerpts from that webinar including:

What is leadership training and why is it important?
What different training programs are available?
What methods are the best to develop leaders?
Are leadership training programs worth it? (How you can reduce costs up to 83%)
What can you expect in a leadership training program?

What is leadership training? Why is leadership training important?

Workforce Leadership training is a more specialized program designed to develop & enhance leadership abilities throughout your organization. Don’t just confuse it with workplace training (more on-the-job skill training including productivity and health & safety). Or management training (more exclusively reserved for individuals in managerial roles).

Rather, leadership training is the process of developing individuals to become effective leaders at every stage of your organization to create future leaders & enhance organizational performance.

Done right, investing in leadership training is a strategic move that yields significant benefits for both the individual and the organization.

Benefits of Leadership Training for the Employee

Skill Enhancement:

Training helps employees acquire new skills or improve existing ones, making them more valuable assets.

Career Growth:

Opportunities for advancement and promotion often require additional qualifications.

Increased Job Satisfaction:

Feeling valued and supported through training boosts morale and engagement.

Personal Development:

Learning new things can be personally fulfilling and contribute to overall Well-being.

Benefits for the Employer

Improved Performance:

A skilled workforce is more efficient and productive. Studies have indicated a 20% increase in overall job performance by leadership training participants.

Increased Innovation:

Training fosters a culture of learning and creativity , leading to new ideas and solutions.

Reduced Turnover:

Employees who feel valued and have opportunities to grow are more likely to stay with the company.

Enhanced Reputation:

A commitment to employee development can improve the company's image as an employer of choice.

Adaptability:

A trained workforce is better equipped to adapt to changes in technology, industry trends, and market conditions.

Overall, research has shown organizations that invest in leadership training can benefit from a 25% increase in the organizational outcomes they desire.

What different training programs are available?
What methods are the best to develop leaders?

What leadership training programs are available?

There’s thousands of types of workforce training programs available

However, leadership training programs break down into four basic types:

1.Manager Foundations: Multi-day programs designed to give employees the essential skills to transition from an individual contributor to a respected manager capable of fostering team synergy and driving bottom-line results. Components might include:

Understanding Yourself: e.g. Myer-Briggs Personality Type Indicators
Understanding Others: e.g. Conflict Mode Instrument
Performance Management: e.g. Objective Setting

2. Leadership Foundations: The multi-day follow-up training program to the Manager training program, focuses on the skills needed to move from a great manager to a great leader within the organization. Components often include:

Leadership begins with you: e.g. Leadership theory vs reality
Team Leadership: e.g. Effective one one-on-one and team meetings

3. Programs Designed To Improve Specific Leadership Skills: Shorter one to two-hour sessions or half-day workshops focused on fixing specific weaknesses within an organization. Examples might include:

Performance Appraisals
Goal Setting for Employees
Time & Priority Management
Presentation Skills

4. Team-Building: One to 3 hour programs like Helping Hands or The Big Picture are effective ways to both enhance team morale and improve communication and desired outcomes.

For more detail on what happens in leadership training programs see our list of some of our leadership and workforce training programs.

What training method is the best for leaders?

As you might have guessed from the above, the leadership training programs that are the most effective for your employees and give you the greatest return on investment are customized to your organization’s goals, weaknesses and the diverse needs of the attendees.

Be wary of ‘cookie cutter’ leadership program companies that spend more time selling you on their ‘proven’ yet inflexible programs and less time on listening to what you’re trying to achieve as an organization.

Are leadership training programs worth it? How much do they cost?

Leadership training programs can be expensive - figure $2000-$4500 days and more - but here’s the tip you need to know: you can receive government funding for up to 83% of your cost if you qualify and you know how to apply. We cover this in our upcoming Leadership Training Programs For Less: co-hosted by Grant expert, Sarah Hipson.

Are they worth it? They are if your desired outcome is clearly identified and the training is customized to your needs and conducted by seasoned professionals.

HR Consultant Shelley Brown has worked for many years as a senior executive in charge of HR in a variety of multinational companies in Toronto and Montreal. In her 30 years helping companies get the most out of their people, she gained valuable experience in coaching, learning & development. She then launched her own HR outsourcing company, growing it to over 25 HR consultants. She has been awarded the Human Resources Professional Association Fellow Award and was named one of Canada’s Distinctive Women .

She is a certified facilitator of the Myers-Briggs Personality Type Indicator for Individuals and Teams, the Thomas Killman Conflict Mode Indicator and the Hay/Korn Ferry 360 Leadership Assessment Tool

H2: More HR Solutions For Growing Companies

How to Write Job Posts That Attract The Best Candidates

Wed, 21 Aug 2024 14:39:12 GMT

How to Write Job Posts That Attract The Best Candidates

By Kimberly Blake, Senior HR Consultant

First impressions matter. Effective job ads are professional and engaging elevator pitches on your employer brand as a great place to work. As an HR consultant for over 20 years, I’ve learned that when job postings are great they are candidate-centric, user-friendly and authentically showcase why productive, successful hires join and stay with your organization.

Research suggests more than half of candidates assess the quality of a job posting as the main thing that influences their decision to apply for a job. In this blog, I’ll help guide you through the process of writing a great job ad based on my experience.

Below, we’ll discuss the following:

What should I include in a job ad?
What is the best format for writing a job posting?
How to write a job posting template
What are the best words and phrases to include in job postings?
How to write a job posting on LinkedIn

What should I include in a job ad?

There are essential things every job ad needs to include. And it's not just important to include them, you need to highlight the most important elements. What are they? They are the elements that candidates find most important to them. According to a LinkedIn study , 61% of job seekers find compensation information to be most important. This is followed by qualifications (49%), job details (49%), and performance goals (33%).

Research from Samantha McLaren

So, it's important to lead with the information candidates are looking for. Job seekers spend an average of only 14 seconds deciding if they should apply. If you don't have the most important information upfront, it's less likely they will submit their candidacy.

What’s the difference between a job posting and a job description?

A job description provides an in-depth overview of a job role's responsibilities and requirements, a job posting is a more concise and externally-focused advertisement aimed at attracting qualified candidates to apply for the position.

Both documents are essential components of the recruitment process and serve different purposes in communicating job details to potential candidates.

What is the best format for writing a job posting? Here are 4 tips to create a great template

The best format for writing a job post can vary by industry or the type of job. But there are some key elements that all job ads should follow to attract the most people to apply:

Have a clear job title : No need for creative titles, make the ad clear and concise.
Make it easy to read and scan : Use headers and bullet lists to make the ad easy to scan. Highlight the most important information.
Put the most important information first : Lead with the information that candidates are looking for - compensation, qualifications, and job details.
Keep it short and to the point : Short job ads perform better. Candidates apply 8.4% higher than average to posts in the 300-word range.

If you follow these points you’ll be able to create a customized template that works best for your company and industry. Do some research to identify industry-specific formats and tips for writing job ads. For example, what may be preferred in marketing could be frowned upon when recruiting engineering or healthcare talent. So, be industry-specific with your job ad.

Sample job post template - How to write a job posting template

A sample job post template can look something like this:

Header

Job Title: Clear and concise, using relevant keywords.
Company Name and Logo: Strong visual branding.

Job Summary

Concise Overview: A brief description of the role and its responsibilities.
Key Responsibilities: Bulleted list of primary duties and tasks.
Required Qualifications: Essential skills and experience.
Preferred Qualifications: Desirable skills and experience.

Compensation and Benefits

Salary:

Be transparent about potential compensation and how it works. Be aware that Pay transparency legislation on the table in Ontario . It would require employers to state the exact page or a range. Not a bad practice to adopt if you can.

Benefits:

Highlight competitive perks, benefits, and employee assistance programs.\

Company Culture and Information

Brief Company Overview:

A concise summary of the company's mission and values.

Company Culture:

Describe the work environment and values.

Location and Conditions:

Describe where the job is based (e.g., office, remote, hybrid) and any relevant working conditions (e.g., travel requirements, physical demands).

Additional Information:

Include any other information you think would entice a candidate to apply - perks, professional development programs, industry awards, etc.

How to Apply

Clear Instructions:

Specify the application process (resume, cover letter, online form).

Call to Action: Encourage applicants to apply immediately.

Equal Opportunity Statement

Inclusivity:

Include a statement that your company is an equal opportunity employer and encourages candidates from all backgrounds to apply. The Accessibility Act for Ontario - AODA - requires the following statement in all job postings:

(Company Name) welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.
For more about AODA, check our blog post: Is Your Company Compliant With AODA

Contact Information

Follow-Up:

Provide contact details for any inquiries related to the job posting.

What are the best words and phrases to include in job postings?

What you say and the words you use in your job posting play a key role in attracting the right candidates for the position. Think about job ads and recruiting in this way:

Job postings can be a lot like fishing. When you cast your reel (the job post) you need to use the right bait (words) if you want to catch the fish (great talent). Here are some things to consider:

Word selection is important

The words you use matter. You can’t just use the same ad repeatedly. Recycling old job posts can become an issue. Each time you post a job ad, it’s an opportunity for your company to get better and hire the best talent available. If you don’t put in the effort or don’t use the right words or phrases, you could be missing out on great talent in the market.

Optimize job ads with keywords

Millions of job searches are performed each month online by candidates who are looking for the positions you are trying to fill. Your ability to include the keywords or phrases that people are searching in your job ads to create a match will impact your ability to generate interest.

Ask yourself:

Which words or phrases are candidates searching to find jobs?
Which keywords are relevant to your job description?
Which words would a candidate use to find a job ad like yours?
Are you using key phrases in the job ad title and section headings?

Optimizing your job ad for search is only one of the many ways to improve your job postings. The words you use within the text are another opportunity.

Which words should I include in job ads?

Being clear and concise is the key to a great job ad. Use these tips to improve your ads:

Be jargon-free: Your job ad is not the time to use industry jargon or insider terms.
Use words that have meaning: You have a limited amount of words and time to get a candidate’s attention. Use words that have meaning. Try to avoid words or phrases that are overused and have lost their meaning. People become desensitized to overused terminology.
Use simple words: Keeping it simple is most effective. Avoid using a technical word when a more simple word will do.

Get your tone right

The tone you use in your job ad language needs to give candidates the right impression. It should be aligned with your company's culture. LinkedIn research found that “job posts that are overly casual in tone tend to perform worse than more generic or formal posts. Candidates are 2-4x less likely to apply, and 4x more likely to view the company negatively.”

How to write a job posting on LinkedIn

LinkedIn is one of the first places candidates look for jobs online. So, it needs to be part of your recruiting strategy. Crafting an effective LinkedIn job posting is crucial for attracting top talent. It will include a lot of the essential elements of traditional job postings. You’ll want a strong title and job description. But some optimization elements are unique to LinkedIn. Here's a step-by-step guide for how to write a job post on LinkedIn:

1. Write a Compelling Job Title

Clear and concise: Accurately reflect the role.
Keyword-rich: Use relevant industry keywords and terms.

2. Create a Strong Job Description

Company overview: Briefly introduce your company and its mission.
Job summary: Clearly outline the role's purpose and responsibilities.
Requirements: Specify essential qualifications and skills.
Preferred qualifications: Highlight desirable but not mandatory attributes.
Benefits and perks: Showcase what makes your company attractive.
Company culture: Reflect your company's values and work environment.
Keep it concise: Focus on essential information.
Highlight growth opportunities: Show career paths within the company.

3. Optimize for Search

Keyword research: Identify relevant industry terms.
Strategic placement: Incorporate keywords naturally throughout the post.
LinkedIn's job search function: Understand how it works and leverage it.

4. Visual Appeal

Eye-catching image: Use a high-quality image that represents the role or company.
Visual elements: Consider using bullet points or numbered lists for better readability.

5. Call to Action

Clear instructions: Tell candidates how to apply.
Strong CTA: Encourage immediate action.

6. Proofread Carefully

Error-free: Ensure your job posting is professional and polished.

7. Leverage LinkedIn Features

LinkedIn's platform offers various customization options, such as adding questions for applicants or specifying preferred application methods. Take advantage of these features to streamline your hiring process.

Leverage LinkedIn features: Use sponsored jobs, job boosts, and applicant tracking.
Encourage employee sharing: Ask current employees to share the posting.
Track and analyze: Monitor job performance to refine your strategy.

Looking for a job posting template?

AugmentHR has a large database of over 350 sample job ads and descriptions that can be customized, or we can work with the client to create a job description.

Photo by Chris Montgomery on Unsplash

Connect with us today to create a job ad that will attract the best candidates.

A final word on writing effective job ads

You need to write effective job postings to attract the best talent. Great ads help you in the hiring process by clearly communicating the goals of the job to prospective employees. A clear job description helps prospective employees understand their responsibilities, duties, and core values expected of the organization. Don't leave things to chance, we can help you craft a compelling job ad.

Kimberly Blake is a senior HR Consultant with AugmentHR, an HR consulting firm centred in Toronto serving North American clients. Kimberly has helped a wide range of companies with their HR needs including Philips, Hershey’s and GSK. She’s helped companies manage periods of rapid growth while maintaining company culture with projects ranging from organizational design down to, yes, effective job postings.

H2: More HR Solutions For Growing Companies

A Practical HR Compliance Audit Checklist for Employers

Wed, 17 Jul 2024 15:40:43 GMT

Answering The Most Common Questions About HR Audits (Including Are They Worth It?)

By Jeff Mignault

Director, Customer Experience, AugmentHR Consulting

Do you know what you’re missing when it comes to your HR practices? I suggest you don’t wait for the next compliance emergency to occur. As an HR consulting company that has done audits for dozens of companies, we know it's way easier to deal with issues sooner than later. Being proactive with audits can help you see potential issues before they become real problems for your business.

Regularly assessing your HR practices helps ensure a thriving team environment, reduces legal risks , and keeps your organization compliant. While you could do an internal audit, it's often more effective to have one done by an external consulting firm to examine your HR policies and procedures to identify efficiencies.

Below, we’ll discuss these 7 topics:

What is an HR audit?
What are the objectives of an HR audit?
Different types of HR audits
What HR audits include
HR audit costs
How often you should get an audit
HR audit benefits

What is an HR audit?

An HR audit comprehensively evaluates a company's human resources policies, practices, procedures, and systems. An HR audit aims to identify improvement areas, ensure compliance with legal and regulatory requirements, and align HR practices with the organization's strategic goals. HR audits are a necessary process to identify potential issues and take proactive measures to mitigate threats to the organization.

What are the objectives of an HR audit? Why do one?

An audit is an essential HR service that serves an important purpose. The objectives of an HR audit are multifaceted, aiming to enhance the efficiency, compliance, and overall effectiveness of the HR function within an organization.

The outcome of an HR audit typically includes a report detailing the findings, identifying strengths and weaknesses, and providing recommendations for improvement. By conducting regular HR audits, organizations can proactively address potential issues, improve their HR practices, and create a more efficient and compliant work environment.

What are the different types of HR audits?

There are a lot of different ways you can audit your human resources practices. Generally, HR audits fall into one of five categories:

Compliance audits : This is the most common. This involves ensuring you comply with all laws and regulations.
Policy audits : This is a review of internal policies to look for ways to improve them.
Functional audits : This is about analyzing HR systems and tools to identify if upgrades or changes are needed.
Culture audits : This is an assessment of company culture to identify areas for improvement.
Strategic audits : This involves reviewing the impact of potential business strategies and how they could affect the organization.

What does an HR audit include? Core elements to look for:

An HR audit is a comprehensive review of an organization's human resources policies, procedures, documentation, systems, and practices. Here are the key components typically included in an HR audit:

Compensation and Benefits : Analyzing the company's compensation and benefits programs to ensure they are competitive, equitable, and compliant with legal requirements.
Coaching and Development : Assessing the effectiveness of training and development programs in enhancing employee skills and career growth.
Performance Management : Review the performance management system to ensure it is objective, consistent, and linked to the organization's goals.
Recruitment, Hiring & Succession Practices : Evaluating the effectiveness and fairness of recruitment and hiring processes, including job postings, interviews, and selection criteria. And ensuring there is a clear succession plan in place for positions throughout the organization.
Compliance Check : Ensuring that the organization is following all relevant labour laws and regulations, including those related to employment, health and safety, benefits, and payroll.
Onboarding & Team Building : Assessing the effectiveness of onboarding, training and development programs in enhancing employee skills and career growth. And ensuring there is a program to build team spirit & company culture.
Health & Safety : Ensuring that the workplace meets health and safety standards and that employees are trained on safety procedures.
Anti-Harassment: Assessing the company's HR policies and procedures to ensure they are up-to-date, compliant with current laws, and effectively communicated to employees.

How much does an HR audit cost?

The cost of an HR audit can vary greatly depending on the size and scope of the analysis and your organization. Extensive audits can cost thousands of dollars. There is not a fixed price per audit.

There is no charge for the AugmentHR audit . It’s been put together by HR veterans and will help you evaluate where your organization stands in the eight key areas listed above. Once the audit questionnaire is completed, our team will have a call with you to review the current HR state.

How often should an organization conduct an HR audit?

HR audits should be conducted regularly. It is recommended to perform an audit once per year. It is also common for organizations to conduct smaller audits throughout the year to ensure compliance. A developing trend or emergence of an issue within your company could also trigger the need for an audit. Here are 9 signs you need to perform an audit:

Employee complaints
A significant change to operations or the workforce
A significant change in your workforce
An increase in employee turnover
Add a significant number of employees
A change in leadership
Repeated mistakes
Identification of inefficiencies
Considering layoffs or downsizing (you could also benefit from outplacement services

Any of these situations could require you to revisit your HR policies and to ensure they are still current, effective, and legally compliant.

What are the benefits of an HR audit? Here are 12 reasons to get one!

An HR audit provides several benefits to an organization, contributing to improved efficiency, compliance, and overall effectiveness of HR functions. Here are some key benefits:

Compliance Assurance : Ensures the organization adheres to labour laws and regulations, reducing the risk of legal penalties, fines, and lawsuits.
Identifying Gaps and Risks : Helps uncover weaknesses, gaps, and potential risks in HR policies, procedures, and practices, allowing for proactive resolution.
Enhanced Efficiency : Streamlines HR processes by identifying redundant or outdated practices and recommending improvements for better efficiency.
Improved Employee Relations : Enhances the handling of employee grievances and disciplinary actions, fostering a fair and positive work environment.
Strategic Alignment : Aligns HR practices with the organization's strategic goals, ensuring that HR contributes effectively to overall business objectives.
Better Recruitment and Retention : Evaluate recruitment and retention strategies to ensure the organization attracts and retains top talent.
Performance Management : Improves performance management systems, ensuring they are objective, consistent, and linked to organizational goals, thus enhancing employee productivity.
Competitive Compensation and Benefits : Ensures compensation and benefits packages are competitive and equitable, helping to attract and retain employees while maintaining compliance with legal standards.
Training and Development : Assesses the effectiveness of training programs, leading to better employee development and career growth opportunities.
Data Accuracy : Ensures that employee records and HR data are accurate, complete, and up-to-date, supporting better decision-making.
Workplace Safety : Confirms that the workplace meets health and safety standards, reducing the risk of workplace accidents and promoting employee well-being.
HR Technology Optimization : Reviews and optimizes HR information systems and technology, ensuring they effectively support HR functions and improve data management.

A final word about HR audits

HR audits should be an integral part of your HR strategy. By conducting regular HR audits, organizations can maintain a high standard of HR practices, foster a compliant and positive work environment, and strategically support overall business goals while minimizing the very real risk of lawsuits and fines.

Jeff Mignault is the Director, Customer Experience of AugmentHR, a Toronto HR consulting firm providing HR outsourcing to services to a wide range of clients from startups to blue chips. Jeff has 15 years experience in the HR outsourcing world and oversees a full team of veteran HR consultants providing a range of HR services on-demand from compliance to compensation.

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An Employer’s Guide To Outplacement Services

Tue, 25 Jun 2024 12:45:00 GMT

An Employer’s Guide To Outplacement Services

By Athina Iliadis , Senior HR Consultant

Photo by Andrea Piacquadio

Offering outplacement services has become standard today. It’s estimated that 52% of Canadian employers offer departing employees outplacement services. This is up from 31% in 2018.

Does your company offer it?

In my 25 years of experience in HR outsourcing, I’ve stressed to employers that how you treat your people extends beyond hiring, onboarding, and engaging existing employees. It also matters how you treat them as they exit the organization. It may have been years since terminated or laid-off employees have been in the market for a new job. So let them leave with dignity and respect.

Laid-off employees face a changed job market and may require entirely new skills to stay competitive. However, you can facilitate their transition by including outplacement services in their severance package. Offering outplacement can do wonders for your employer brand.

Below, we’ll discuss 7 topics:

What are Outplacement Services?
How the expectations of outplacement services have changed over time
What’s the process of outplacement?
How do you choose an outplacement firm?
What is included in outplacement HR services?
Outplacement services cost
Are outplacement services worth it?

What are outplacement services?

Terminations, career transitions, and layoffs happen. When these situations happen, exiting employees can benefit from assistance in taking the next step in their careers.

Outplacement assistance services are career programs designed for terminated and laid-off employees. These services help with résumé writing, interview preparation, networking, job board navigation, and other essential job search strategies. Outplacement can also help build up their confidence as they move back into the workforce. Think of it as the opposite of onboarding .

Outplacement services can be referred to by several other names:

job transition
career outplacement
career redirection
career repositioning
employment transition

What does outplacement mean today? How it's changed over time.

The expectations of HR services have changed quite a bit over the past few years. Traditional outplacement services are no longer as effective as in the past. People are no longer just looking to find the same job they had. They are taking a job loss as an opportunity to switch industries, change roles and find the kind of work they want to do, increasing the importance of transferable skills. Career transitions are more common nowadays as people are looking to reinvent themselves and follow a new career path.

In the past, outplacement focused on softer skills and was more about résumé writing. Services were typically geared only toward executives.

Today, successful outplacement is about offering a complete assistance package that addresses the existing realities of work. It helps people create a bridge to their ideal next step. You receive emotional support, get access to mock interviews and other resources - and you can do it remotely.

What's the process of outplacement?

Outplacement is a service offered by employers to help employees who are being laid off or otherwise leaving the company find new jobs. Here's a typical 9-step outplacement process:

Introduction: The employer introduces the HR consulting firm to the affected employees and explains the services offered
Meetings: Employees meet with outplacement specialists to discuss their career goals, skills, and experience
Evaluation: This may involve assessments to identify strengths, weaknesses, and interests
Resume and Cover Letter Help: Specialists will help craft or edit résumés and cover letters to target specific positions
Job Search Strategies: Guidance on finding job openings, networking, and navigating online job boards.
Mock Interviews: Employees can practice interviewing skills through role-playing with outplacement specialists
Interview Coaching: Specialists offer feedback and advice on interview techniques and answering common questions.
Salary Negotiation Advice: Receive advice on salary negotiation and benefits.
Career Counseling: Some programs provide ongoing career counseling and support throughout the job search.

Keep in mind that the specific HR services offered may vary depending on the outplacement firm, employees' needs and the employer's contract.

How do I choose an outplacement firm? 4 key things to look for (& 3 others)

The success of your outplacement program is only as good as the HR outsourcing firm you hire to execute it for you. Careful consideration should go into selecting a firm that fits with your company. Here are the main considerations for choosing an outplacement firm:

Expertise. Look for an HR outsourcing firm with experience in your industry and with roles similar to yours. Their knowledge of the specific hiring landscape will be valuable. While not a guarantee, inquire about the firm's success rates in placing individuals in new jobs. Also check to see whether it’s actually experienced HR people doing it, not simply management consultants or a call centre. This is a very crucial and unforgettable moment in the laid off or terminated employee’s life and it’s important that outplacement is done right. Our AugmentHR consultants are fully trained in outplacement services and specialize in the transition process including helping a terminated employee find alternate employment.
Services Offered. Does the HR consulting firm offer a thorough needs assessment to understand your career goals and tailor their support? Ensure the firm provides guidance on crafting résumés and cover letters and offers mock interviews for interview practice. Mock interviews are super important for those who haven’t been on an interview for years. See if they offer salary negotiation advice, career counseling, or access to online resources like job boards or skills assessments.
Cost and Value. Some firms charge a flat fee, while others have a tiered structure based on services offered. Consider the value proposition of your needs.
Reputation and Reviews. Research the firm's reputation within the outplacement industry and any relevant certifications they hold. Look for online reviews or testimonials from past clients to gauge their experience with the firm.

3 Additional Considerations

Account Management:
Make sure a dedicated HR outsourcing specialist will be assigned to work with you throughout the process. Be wary of call centre-style support - it doesn’t work for this type of service Building rapport with one specific person is key.
Technology and Resources:
Does the firm offer online resources or tools like interview guides or job search platforms?
Communication Style:
Choose an HR consulting firm with a communication style that suits you, whether it's frequent check-ins or progress reports at specific intervals.

What's included in outplacement services?

Most outplacement services offer a variety of processes, tools, resources, and materials to help outgoing employees. For instance, as an HR consulting firm with years of experience in outplacement we offer the following outplacement services :

Career counseling.
Résumé preparation.
Networking skills.
Search firm connections.
Job search skills.
Interview training.
Coach employees on particular professional topics of interest.
Employment contract assistance.
Integration – Setting up for Success.

Note: You may not need all these services. As a firm that prides itself in cost-effective, flexible services we tailor the outplacement package to your needs.

How much do outplacement services cost?

Outplacement services can vary significantly in cost, depending on several factors. Rates can start at as low as $1,000 per employee and up to $10,000 or more for executive outplacement. Here are the top factors affecting the cost of outplacement services:

Are They HR Professionals?:
The lower end of the cost range may simply be consultants and not trained HR professionals with experience in the hiring process.
Number of Employees:
Firms often offer volume discounts for employers laying off a large number of employees.
Scope of Services:
Basic packages with résumé and cover letter help will be cheaper than comprehensive programs with interview coaching, salary negotiation advice, and career counseling.
Delivery Method:
Online or group programs are generally less expensive than personalized one-on-one coaching.
Executive Outplacement:
Specialized HR services for executives transitioning careers come at a premium due to the extended program length and tailored support.

Are outplacement services worth it?

Many companies weigh the merits of offering outplacement assistance to employees, and for good reason. Outplacement services offer several advantages for employers beyond simply helping laid-off employees. Here's 6 reasons why high-performing companies find them worthwhile:

Reputation Management: Offering outplacement demonstrates that a company cares about its employees, even during difficult times like layoffs. This can help maintain a positive employer brand and attract top talent in the future.
Reduced Risk of Lawsuits: Disgruntled employees following a layoff might be more likely to sue for wrongful termination if they feel unsupported. Outplacement can help mitigate this risk by providing resources for a smooth transition. Hiring an outplacement firm can ensure legal compliance during the termination process.
Improved Employee Morale: Layoffs can be stressful for remaining employees. Knowing the company is taking care of departing colleagues can boost morale and productivity among those who stay.
Lower Unemployment Costs: When former employees find new jobs faster, they collect unemployment benefits for a shorter period, potentially saving the company money.
Stronger Employer-Employee Relationships: Even during layoffs, outplacement fosters a sense of goodwill and maintains a positive relationship with departing employees. This can be valuable for potential future collaborations or recommendations.
Outplacement can streamline the layoff process: It provides a structured program for affected employees.

A final word on outplacement services

Outplacement services can be a strategic investment for employers. By prioritizing the well-being of departing employees, companies can protect their reputations, manage legal risks, and maintain a positive work environment. Being an employer of choice is all about how you treat your people - whether they’re coming in or leaving your organization.

Athina Iliadis is a senior HR consultant with Augment HR, a Toronto-based HR consulting firm. Athina has over 25 years of experience as an HR professional and through her career has amassed a wealth of HR best practices in areas as diverse as legal compliance, employee retention, performance management and more. Her empathy and work ethic (along with her experience) make her a much appreciated addition to her client’s organizations.

Do you know what you’re missing when it comes to HR? Get a FREE HR AUDIT by the HR Experts at AugmentHR of 8 key areas of HR management & compliance when you complete this 5 minute assessment.

More Helpful Ways To Augment Your HR Knowledge

4 Tips For Improving Mental Health in the Workplace in 2024

Tue, 07 May 2024 18:19:11 GMT

4 Tips For Improving Mental Health in the Workplace in 2024

By Cathy Coleman, Executive Coach

One of the most challenging things to deal with as an employer is Mental Health in the workplace. The reason for this is the stigma attached to those words. Yet Mental Health - or Emotional Fitness as we call it - is key to unlocking your company’s peak performance and increasingly so. In this blog post I’ll share some excerpts from my upcoming AugmentHR webinar: ‘Emotional Fitness: Ignite Your Team’s Potential: Discover the Key to Productivity with Emotional Fitness’ (see below for your invite). In this post we’ll answer some common questions;

Why is mental health in the workplace important?
What is mental health in the workplace? Vs Mental Illness Vs Emotional Fitness
What affects mental health in the workplace?
And most importantly, how do you deal with mental health in the workplace? What is the employer’s role?

Why is mental health in the workplace important?

Why should an employer worry about mental health in their workplace?

1 in 5 people in Canada will experience challenges with their mental health at some time throughout the year and out of that, 1 in 3 will take time off from work.
In the last five years, 38% have taken time off because of mental health.
The average length of absence is 12 days.
Annually the Canadian economy loses $50 billion on absenteeism and disability while employers lose $17 billion on the cost to business of lost productivity and,
Younger workers experience it to an even greater degree.

And, beyond absenteeism, companies who have low emotional fitness in the workplace experience the following:

Decreased Productivity:
Poor mental health within a company leads to a lack of focus, procrastination, no energy, tasks take longer to complete.
Poor Decision-Making:
Exhausted and emotionally drained, those suffering from low emotional fitness can’t think clearly, leading to errors and set-back of deliverables.
Increased conflict:
Friction and tension will always increase the more challenged someone is.
High turnover:
Burnout and emotional upheaval lead to a loss of talent and a disruption to the team resulting in increased employee costs.

On the other hand, companies that work to strengthen their employee’s emotional fitness:

Contribute to a positive work culture,
Foster employee engagement & loyalty,
Build teams that have increased resilience, improved communication, are more creative and embrace change and,
Improve company productivity and employee satisfaction.

What is mental health in the workplace?

Mental Illness often gets confused with Mental Wellness so let’s start with a few definitions:

Mental Health refers to the general state of one’s psychological and emotional well-being.

Mental Illness is a condition diagnosed by a qualified healthcare professional. The two get intertwined causing confusion and escalating the feelings of isolation when people are feeling challenged.

Emotional Fitness is our term for what we work on for companies as HR consultants. When we think of physical fitness we’re all clear on what it means and what it takes (e.g. healthy diet, regular exercise, good sleep habits etc.). As a society, we’re not as comfortable on what it means to be Emotionally Fit. Like physical fitness, it speaks to the ability to get strong, to improve. For a company that’s Emotionally Fit it’s about:

Having healthy emotions, beliefs and feelings
Effective ways of managing stress, anxiety, worry, fear and other everyday negative emotions and,
Being able to manage and work through problems, challenges and conflict together.

What affects mental health in the workplace?

Canadian HR Reporter recently shared the results of a Canadian study that reported on the main causes of mental health that impact employers. The top results are:

Finances (48%) and workplace challenges (30%) were the top 2 causes in those ages 18 - 24
Procrastination – leading to feeling overwhelmed and unmanageable workload
Mismanaged expectations and disappointments, lack of clarity in role
Personal issues and life events
Problems at work with co-workers, leaders and workload

How do you deal with mental health in the workplace? What is your role as an employer?

In the webinar, I share two case studies from my 25 years of experience coaching companies and studying emotional fitness. One is a high-performing marketing team at a tech startup under immense pressure to meet aggressive deadlines. The other is a global logistics company facing a crisis when a key supplier unexpectedly goes out of business.

Some of the lessons learned for improving Emotional Fitness I share include these 4 factors to having an emotionally fit workplace:

Be proactive in the workplace with support and programs to develop Emotional Fitness strategies and support to deal with stress and build resilience.
Encourage work/life balance and a culture of leadership that knows how to support their people
Foster a culture of adaptability and collaboration , where employees feel empowered to innovate and problem-solve in times of crisis.
Prioritize open and honest communication to build trust and resilience among teams, enabling them to face adversity with confidence and determination.

In the webinar, I teach how being Emotionally Fit can improve the mental health in your workplace to ignite your team's potential. I dive deep into the case studies and share more strategies for employers and some simple everyday tactics you can use. Grab your spot now .

Cathy Coleman is a senior HR consultant at AugmentHR with 25 years of experience helping companies boost the performance of their people. She is an accomplished Master Facilitator with experience across 4 continents from Switzerland to Singapore. Her mission is to empower companies and individuals with the tools & strategies to achieve success.

When Should Your Company Outsource Its HR? 5 Scenarios Leaders & HR Pros Can Look For

Thu, 25 Apr 2024 18:14:51 GMT

When Should Your Company Outsource Its HR? 5 Scenarios Leaders & HR Pros Can Look For

By Christine Fowler, Senior HR Consultant

HR is one of the most critical aspects to successfully growing a company. Reliable studies say that companies that are very good at key HR services (recruiting, onboarding, development, retention…) enjoy 3-4 times the revenue growth of those who are average or poor.

So for company leaders or an HR manager, it's difficult to know when it’s a good idea to outsource your HR functions. And which ones to outsource. And how to go about it. As someone who’s been both an HR leader in companies and an HR consultant to companies, it’s something I’ve been asked a lot. So I’ve put together some tips to guide company leaders & HR professionals. Let’s start with a definition.

What's the difference between HR consulting and HR outsourcing?

HR consulting provides strategic advice and expertise to improve overall HR performance and effectiveness. HR outsourcing involves delegating specific HR functions to external service providers for operational efficiency and cost savings. The choice between the two depends on the company's goals, resources, and the specific HR challenges it faces.

When should a company outsource its HR? 5 Scenarios

The decision to outsource HR should be carefully evaluated based on the company's unique circumstances, strategic priorities, budget considerations, and desired level of control over HR processes and functions.

Here are 5 situations in which outsourcing HR may be beneficial:

Need To Maximize Cost Efficiency:
If a company finds it more cost-effective to outsource HR functions rather than maintaining an in-house HR department. Examples of judging cost-effectiveness are provided below.
Lacks In-House Expertise:
When a company lacks in-house expertise in certain HR areas, such as payroll administration, benefits management, or compliance, outsourcing allows access to specialized knowledge and skills provided by experienced HR service providers.
Need To Stay Focused On Core Activities:
Outsourcing HR functions allows company leadership to focus on core business activities and strategic initiatives without getting bogged down in administrative tasks or HR-related complexities.
Temporary Need:
In cases where a company has a temporary need for additional HR support, such as during a merger or acquisition, outsourcing can provide flexible, short-term solutions without the long-term commitment of hiring additional staff.
Limit Compliance & Litigation Risk:
To assist companies with organizational compliance and mitigation of legal risk by providing HR professionals who have a deep knowledge of local, province/state, and federal employment laws and regulations, helping companies ensure compliance and mitigate legal risks.

Is it cheaper to outsource HR?

When analyzing the cost/benefit of outsourcing your HR there are two main factors to consider:

1. The cost of in-house HR: The average annual salary for an HR manager runs between $75K-$105K. Add to that the cost of employment taxes, benefits etc (18-26% typically). If you can outsource your HR functions for less than that, then outsourcing will make sense until your company grows to the point where you can bring it in-house.

2. The cost of under-spending on your HR: Relying too heavily on internal team members who have limited HR experience, can cost your company by failing to comply with ever-changing legislation.

What's the most common HR functions that are outsourced?

In my experience, it often depends on what stage of growth your company is at. For startups who don’t want to incur the cost of a full-time HR manager, it might mean outsourcing every HR function including setting up proper process HR processes and procedures from the ground up.

For more mature companies who need to augment (pun intended) their HR team, these are the 9 most common functions outsourced:

Payroll
Benefits management
Hiring
Onboarding
Employee Relations
Stay & Exit interviews
Compensation
Terminations / Outplacement
HR Strategy

How does outsourced HR work?

After you define the areas you wish to outsource, you can contract a qualified HR outsourcing firm on an hourly or project basis. But there are a few things to watch out for.

Some outsourced HR outsourcing firms structure their services under a monthly retainer fee , much like a legal firm. Our caution there is you can easily get tied down to an expensive commitment and be unsure of the return you’re getting.

Other outsourcing firms charge a more reasonable monthly subscription fee . The downside there is that you get call-centre level support that never really gets to know your business and unique challenges.

At AugmentHR we recommend that companies just starting to outsource their HR, purchase a package of hours they can use as needed. That way you get access to senior HR consultants with no commitment.

Learn more about our Flexible HR Hourly Bundles . Or learn more about how the team at AugmentHR can help you outsource your HR in a customized & flexible manner .

And Join Our Webinar on Improving Your Team’s Emotional Fitness

Check Out More HR Solutions for Outsourcing & Improving Employee Retention

Christine Fowler is a senior HR Consultant with AugmentHR, a Toronto-based HR consulting firm serving Canada and beyond. Christine has a Bachelor’s Degree in Psychology and a strong work ethic. She has over 20 years of experience in HR helping corporate, non-profit and family-owned companies in various sectors. Her career started as an HR leader at one of the most-recognized micro-breweries in Canada where she built a high-performing HR team & function from the ground up. She thrives in helping companies develop compensation and performance management programs that build culture and employee retention.

HOW DO YOU MANAGE REMOTE TEAMS EFFECTIVELY? 10 TIPS FOR BEING AWESOME AT IT!

Wed, 06 Mar 2024 18:22:22 GMT

HOW DO YOU MANAGE REMOTE TEAMS EFFECTIVELY? 10 TIPS FOR BEING AWESOME AT IT!

By Kimberly Blake, Senior HR Consultant

Remote work is here to stay. In a post on Remote Work this week on our parent company - IQ PARTNERS - blog, they shared the latest stats including:

20% of the Canadian workforce worked remotely during the pandemic
98% of employees say they want to work remotely at least part of the time and,
16% of companies are already fully remote

In this blog post, I’ll share the results from our review of the growing body of remote work management research, our compilation of the best practices of dozens of companies and I’ll combine it my own 20 years of experience as an HR consultant helping diverse companies build great teams.

These are some of the topline findings of our upcoming webinar ‘How To Be An Awesome Remote Manager’ . Want an invite to the webinar? Click here .

In all, I’ll cover the 10 challenges that organizations need to address to manage remote teams in the post-COVID era - and your own toolkit to overcome them effectively. We’ll answer questions like;

How do you manage remote teams effectively?
How do you keep remote teams engaged?
How do you manage culture while working remotely?
How do you monitor and manage the performance of remote teams?

How to Manage Remote Teams Effectively: 2 Top Challenges

1. Communication Barriers

Remote work can lead to more communication challenges than in the pre-Zoom era. As a manager, you simply don’t have the face-to-face interactions you once did. Misunderstandings, lack of clarity and just decreased informal hallway conversation can hinder team collaboration. A few of the strategies we detail in the webinar include:

Use of collaboration tools like Slack and Microsoft Teams,
Regular video meetings including team meets, one-on-ones and virtual town halls,
Clear communication guidelines including response times,
Virtual team-building activities,
Remote communication training and,
Virtual watercool moments to recreate the spontaneous interactions of an office.

2. Work-Life Balance

Remote work can blur the boundaries between work and personal life making it challenging for employees to disconnect. A recent survey of remote workers found that 40% felt work responsibilities impeded other areas of their lives . Remote team managers need to help workers maintain a healthy work-life balance to avoid burnout, increase retention and maintain productivity. Strategies companies are using include:

Flexible work hours,
Clearly defined work hours that set boundaries between work and personal time,
Encouraging breaks: short ones, lunch to help workers recharge,
“No Meeting” Time Blocks,
Encouraging Time Off including vacation days and mental health days.

How Do You Keep Remote Teams Engaged?

Whether you’re across the country or just the city, remote work can lead to feelings of isolation and reduced engagement. Keeping employees motivated and connected to the company’s mission becomes more essential in remote work . How do you do that? Here’s a sample of some of the strategies:

Virtual Team-building Activities,
Investing in the necessary tools & technology workers need to be efficient (outdated tech can seriously hamper employee retention),
Flexible work policies that foster trust prioritize work-life balance, and perhaps most importantly,
Employee survey & feedback mechanisms:

Regularly soliciting feedback is key when your workers are no longer down the hall. Asking for feedback and acting on it demonstrates that the organization values employee input. One of the outsourced HR Services we provide is both Employee Engagement Surveys as well as more frequent, quicker ‘Pulse Check’ Surveys.

Click here to download more about our Employee Engagement Surveys . They’re based on 14 proven drivers of engagement & retention.

How Do You Manage Team Culture While Working Remotely?

One of the things that’s become more challenging in a remote setting is maintaining a strong team culture & cohesion. Building relationships and trust amongst employees is tougher when physical interactions are limited. Here’s a sample of the strategies that are proving effective at maintaining culture:

Photo by Chris Montgomery on Unsplash

Virtual Town Halls & All-Hands Meetings provide opportunities for remote team leaders to foster transparency, align employees with the company’s mission & create a shared sense of purpose
Online recognition uses online platforms to publicly acknowledge achievements and milestones,
Remote onboarding programs like virtual welcome or mentoring sessions and,
Employee Resource Groups including book clubs, sports pools, happy hours…,

How Do You Monitor and Maintain the Performance of Remote Teams?

One of the biggest fears managers have about remote work is how to monitor and maintain performance. While 90% of workers report higher productivity when remote vs in-office, managers have concerns about accountability and how to track it. Here are 4 retention-friendly strategies companies are using:

Set expectations upfront and more clearly than in the past in areas such as hours and communication. Capture it in a work-from-home policy (we can help you there).
Establish tighter Key Performance Indicators (KPIs)
Work harder at communicating the company’s values & vision. Use the culture tactics above to clearly define what success looks like in your organization. Connect their remote work to a higher purpose.

Schedule more frequent 1-on-1s. When the hallway conversations are gone, the annual performance review won’t cut it. Give feedback constantly, frequently and clearly.

Photo by Los Muertos Crew

5 More Best Practices for Managing Remote Teams Effectively

The above are just some of the strategies and tactics top-performing companies are using to maintain employee performance and retention in the Remote Work era. In our upcoming seminar, we cover 5 more including:

The importance of adapting policies, procedures & organizational structure in the rapidly changing remote work environment,
The greater importance of training and development in remote environments,
Inclusivity & Diversity: Being mindful of the disparities in access among remote team members,
Managing the increased technical challenges remote work puts on an organization and,
The greater cybersecurity risk that comes along with it.

Grab your spot now :

Missed it or can’t make it? We’d be happy to share the findings with you. Prospective clients can reach out and talk to our Experts about HR outsourcing here.

Maybe you have managers who need help managing people? Or would you like to up your skills? Learn more about our Manager Foundation HR Service here . This 2-day training program takes managers through in-depth skills practice using various leadership models including:

Understanding Yourself (Day 1)
Understanding Others (Day 2)
Understanding Performance (Day 2)

Kimberly Blake is a senior HR Consultant with over 20 years of experience in diversified HR coaching and consulting. The seminar leverages her proven ability to help SMEs and Global 500 organizations reach their growth goals by maximizing employee performance.

New Accessibility Requirements in Ontario - Are You Compliant?

Fri, 23 Feb 2024 15:47:14 GMT

IS YOUR COMPANY COMPLIANT WITH AODA: ONTARIO’S ACCESSIBILITY REQUIREMENTS?

B y Jeff Mignault, Director of Operations, AugmentHR

Ensuring that your organization is fully accessible and accommodates the needs of people with disabilities is not only the right thing to do – it’s the law! As of January 1st, 2017, businesses and non-profits in Ontario with less than 50 employees must make sure they meet Ontario’s Accessible Employment Standard.

We know how challenging it can be for companies to stay on top of ever-changing employment laws and regulations like AODA and over the years we’ve helped many companies avoid getting sued or fined through training and creating disciplined written policies. When it comes to AODA compliance, here’s what you need to know and do:

What is AODA compliance in Ontario?

The law establishes the specific requirements for organizations and businesses to follow to improve accessibility for people with disabilities. It means allowing people of all abilities the exact same opportunities to participate fully in everyday life including their work life. Its goal is to make Ontario fully accessible to people with disabilities by 2025.

The 4 principles behind AODA are:

Independence
Dignity
Integration and,
Equality of Opportunity

What are the 5 accessibility standards of AODA?

Customer Service Standard : Requirements for organizations to provide accessible customer service to people with disabilities.
Information and Communications Standard: Information and communications made accessible to people with disabilities.
Employment Standard : The removal of barriers to employment for people with disabilities related to recruitment, hiring, accommodation, and employee training.
Transportation Standard: Services to be made easier for people with disabilities to travel, including public transit, taxis, and other transportation providers.
Design of Public Spaces Standard: Making public spaces accessible to everyone. It includes requirements for elements such as sidewalks, outdoor public eating areas, recreational trails and beaches, and accessible parking.

ARE YOU COMPLIANT? NOT SURE?

To meet the new standard, small businesses with fewer than 50 employees are required to meet the following 4 requirements:

Hiring: You must notify employees and the general public that you will accommodate the needs of people with disabilities as part of your hiring process. This can be posted on your website or job ad.
Workplace information: You are required to provide workplace information in an accessible format if requested by an employee.
Talent and performance management: You are required to consider the needs of persons with disabilities during performance management or career development process.
Communicate accessibility policies: You are required to inform your employees about your policy to support people with disabilities. This can be communicated through email, on your website, and other channels.

AODA Compliance Checklist for Ontarians

Failure to meet AODA requirements can result in hefty government fines and/or lawsuits. That’s why the discipline of a checklist is so important in HR.

An AODA checklist should be tailored to the specific needs and circumstances of each organization, ensuring that all relevant aspects that cover the five standards in the law, are addressed. It's important to regularly review and update the checklist as laws, standards, and best practices evolve.

WHAT ABOUT BUSINESSES WITH 50+ EMPLOYEES?

Companies with more than 50+ employees were required to meet the above 4 requirements in addition to 2 additional requirements as of January 1st, 2016.

The two additional requirements for compliance are:

Accommodation plans : You must have a written process for accommodating people with disabilities – including meeting the criteria as set out by the Accessible Employment Standard.
Return to work process : You must have a written process to support employees who have missed work due to a disability.

Learn more about AODA requirements by number of employees on the Government of Ontario website .

NOT SURE IF YOUR COMPANY IS MEETING ACCESSIBILITY REQUIREMENTS? WE CAN HELP WITH AODA TRAINING!

At AugmentHR, we understand that ensuring you meet Ontario’s Accessible Employment Standard can be confusing and challenging. Rather than worry about whether you followed the proper protocol and have the correct paperwork, allow us to do it for you! AugmentHR offers both:

Compliance services in AODA, Anti-harassment policies, Health & Safety & more
An AODA Training Workshop covering all aspects and what your company needs to do to be compliant

Learn about our AODA Training and other compliance services here .

Want More HR Solutions? Check out these popular posts:

Author Profile:

Jeff Mignault is the Director of Sales & Operations of AugmentHR, an HR consulting firm based in Toronto. Jeff has 15 years of experience in HR outsourcing and has helped many clients across many industries become compliant and stay compliant with a range of disability, safety, harassment and diversity compliance training and outsourced services.

LOW EMPLOYEE RETENTION?: 4 CAUSES & 9 SOLUTIONS

Tue, 09 Jan 2024 18:08:04 GMT

LOW EMPLOYEE RETENTION?: 4 CAUSES & 9 SOLUTIONS

By Athina Iliadis, Senior HR Consultant

In a highly competitive job market, businesses need to understand the factors behind employee retention now more than ever. Minimizing turnover is not only crucial for the bottom line but also to build a culture that fuels future growth. In this blog, veteran HR consultant Athina Iliadis shares tips from our upcoming Employee Retention webinar including:

Why employee retention is so important
4 top causes of high employee turnover
9 steps to reduce it: 5 proven & 4 non-traditional

Want an invite to the webinar? Click here.

Why is employee retention so important?

Besides financial implications, high turnover adversely affects the remaining staff and the business's clientele. As coworkers witness their peers departing, their workloads frequently surge, initiating a cycle of increased departures and heightened stress.

Feeling frustrated and overburdened, employees are less inclined to deliver optimal performance, resulting in a decline in the company's product or service quality. On the other hand, elevated employee retention typically signifies a positive workplace culture and plays a direct role in the overall success and effectiveness of the business.

What are the causes of staff turnover?

We’ve looked at countless studies and compared to our 25 years in HR for all types of companies. Here’s are the top causes of turnover:

Manager conflict: 44% of employees feel that managers don’t differentiate recognition accurately.
Inadequate compensation: A study from Paychex revealed that 70% of respondents would leave a job because of low pay.
Personal circumstances change: There are several reasons for leaving a job that has nothing to do with the employer, such as relocating for a spouse, family issues, a career change or health reasons.
Lack of opportunity: Employees who see a lack of workplace development, career path or opportunity to gain new experiences may leave for a business with better mobility.
Incompatibility: Incompatibilities between employer and employee, which can often be traced back to poor hiring processes and decisions, are a common and largely avoidable reason for turnover.

How do you fix low employee retention?

Companies often prioritize compensation to retain key talent, but research emphasizes the importance of tailored strategies that integrate development and communication. Here are 4 traditional but proven ways:

1. Key training (internal/external)

According to LinkedIn , 94% of employees would stay longer if their company invested in career development. The lack of such opportunities is linked to increased intentions of voluntary turnover, highlighting the importance of clear career paths and employee development investment to retain staff.

2. Above-market pay increases

35% of workers plan to seek new employment if they don't receive a raise. Ensure you are providing fair or better wages, competitive salaries, and benefits. Otherwise, can you really fault them for considering other opportunities?

(Need help benchmarking your compensation vs the market or creating a full employee rewards ‘statement’? AugmentHR’s compensation experts can help. Learn more about our compensation services .)

3. Promotion

To minimize employee turnover, it's crucial to demonstrate appreciation and value. This can be achieved through genuine, real-time recognition of employees' accomplishments and hard work.

4. Behavioural assessments

These tools, including the Myers-Briggs Type Indicator (MBTI), DiSC, Hogan360 Leadership Assessment, Upward Assessment, and Individual Satisfaction, uncover the "why" behind employee actions. This helps companies make informed decisions on recruitment, team building, leadership development and other growth-drivers.

5. Take the pulse of your employee’s engagement

An employee engagement pulse check quickly assesses how satisfied employees are and their likelihood of staying with the company. It includes measuring signs of happy employees like:

I understand what is expected of me at work.
There is someone at work who supports my development.
In the past year, I've had opportunities at work to learn and grow.

Need help measuring engagement? Click here to download more about our Employee Engagement Surveys . Our ‘Pulse’ surveys are based on the 14 proven drives of engagement & retention.

…And 4 examples of non-traditional benefits you can offer your employees to reduce employee retention:

Mental health perks. Show your employees you care about mental health by offering therapy sessions and mental health days.
Family planning and childcare. Facilitate employees having a family by offering family planning assistance and a childcare stipend.
Individual Training Budget. Each employee is allocated a lump sum (for example $1,000) to spend on training of their choosing.
Company Cottage. A property that is shared amongst the employees throughout the year.

These are just some of the strategies to reduce employee turnover. Join our upcoming Employee Retention webinar for an in-depth look at additional strategies and insights into pulse questions. Don't miss out – reserve your spot now!

Athina Iliadis, an HR consultant at AugmentHR, brings extensive expertise in employee retention, performance management, coaching, talent acquisition, policy development, and HR best practices. As an AugmentHR consultant, Athina collaborates with clients to provide coaching and support for managers and employees on various HR issues. Her commitment, passion for assisting people, effective communication skills, and HR experience underscore her contributions to the field.

I HATE PERFORMANCE APPRAISALS!: TIPS ON HOW TO PREPARE FOR EMPLOYERS & EMPLOYEES

Thu, 14 Dec 2023 19:04:19 GMT

I HATE PERFORMANCE APPRAISALS!: TIPS ON HOW TO PREPARE FOR EMPLOYERS & EMPLOYEES

Everyone hates performance appraisals. Also known as performance reviews, these are the periodic assessments of an employee's job performance and overall contributions within a company and, while valuable, nobody really looks forward to them.

In this blog, veteran Toronto HR consultant Christine Fowler in Toronto provides the following tips:

Why performance appraisals are important
The 2 performance appraisal fears
How to prepare for the meeting as an employee
How to prepare the meeting as an employer
How do you appraise an employee?
What to do if emotions run high

Why Performance Management Is Important In HR

“Poor feedback practices are a major driver of high employee attrition rates”.

That was the conclusion of a recent report published in Forbes 500 analyzed 2 cycles of performance reviews of 13,000 workers. And it’s not just doing performance appraisals, it’s doing them well. People who received “unactionable feedback” during their performance reviews were significantly less likely to be in the organization a year later.

In other words: If you don’t invest in growing your people, they leave.

3 Reasons Why Employees Fear Performance Appraisals

Fear of the Unknown: What’s the true purpose? The process? The evaluation criteria? A process that is clear, warm & fuzzy will get better results.
Fear of Failure: This stems from concerns about whether the emphasis will be on what isn't working rather than acknowledging and highlighting what is working.
Fear of Feedback: For many employees, appraisal time feels like being in the hot seat – where you and your performance are the topic of discussion. Feedback, good or bad, can be as uncomfortable to receive as it is to give.

4 Ways Prepare For a Performance Review as an Employee

Review your Job Description: Reflect on your achievements and how they relate to your responsibilities in your job description. Have you taken on additional responsibilities throughout the year? Has the scope of your job changed?
Review the past year: Do your accomplishments align with the company's goals and values, complemented by positive feedback from colleagues and customers?
Revisit: Look back at the past and outline your overall performance highlights, challenges and milestones you incurred.
Write your Self-Assessment: Be honest when considering your overall performance. It’s much more effective in a performance review to bring constructive feedback and ideas to the table than it is to pretend failures didn’t happen.

3 Steps to Prepare for Performance Review Meetings as an Employer

Assemble the Data:
Document employee accomplishments, timelines, challenges, objectives, and multi-rater feedback.
Follow this by reviewing the self-assessment and composing the manager's evaluation.
Finally, select the time and venue for the performance appraisal meeting. (Leave an hour.)
Check Your Biases and Errors: Be aware of biases and errors that can give employees an unfair advantage or disadvantage over others:
Personal Bias: The manager rates the employee based on the Manager’s feelings towards the employee – good or bad!
Similar to Me Bias: Inclination to give a higher rating to people with similar interests, skills, and backgrounds as the person doing the rating.
Recency Error: The employee's most recent behaviour becomes the primary focus of the review- good or bad!
Horn Effect: When a single negative attribute causes a manager to rate everything on the low end of a scale.

How Do You Appraise an Employee?

We tend to avoid tough conversations and critical feedback and as a result, not all team members receive the feedback and review they deserve creating missed opportunities for growth, improvement and identifying rising performance issues.

Even worse, when you shy away from giving direct feedback the employee is more likely to quit. Individuals who received low-quality feedback were 63% more inclined to leave their organization, a trend consistent across high, middle, and low performers. Here’s 4 tips to giving good feedback:

Initiate the performance discussion by allowing the employee to speak first, encouraging them to provide a self-assessment of their work. Request specific examples to gain a comprehensive understanding.
Recognize and discuss notable accomplishments, emphasizing strengths. Delve into areas where challenges were encountered, openly addressing instances that didn't go as planned.
Support your feedback with relevant examples and, throughout the conversation, reinforce performance expectations to foster a constructive and forward-looking dialogue.
Treat every demographic equally: Studies have found women of all races and people of color of all genders received lower-quality feedback, and less feedback overall, than everyone else.

What To Do if Emotions Run High?

In navigating challenging conversations, it's crucial to acknowledge that defensive behaviour is a normal response.

Maintain focus on the specific issue at hand rather than attributing it to the person involved.
Strive for objectivity, and employ active listening techniques such as paraphrasing, clarification, and checking for understanding to foster effective communication.
If tensions escalate, consider taking a break to allow emotions to settle. If needed, revisit the discussion at a later time, ensuring a more conducive environment for constructive dialogue.

Christine Fowler is a human resources leader with over 20 years experience. She started her career at one of Canada’s most famous micro-breweries building an HR team from the ground up. Now she is just one of the HR Consultants at Toronto based AugmentHR.

Are you struggling with your performance appraisal plan? Or need help with an overall talent management strategy? Augment your team with one of our experienced HR Consultants like Christine. Get a quote now!

WHY EFFECTIVE TALENT ACQUISITION IS VITAL FOR YOUR BUSINESS

Tue, 14 Nov 2023 06:48:11 GMT

WHY EFFECTIVE TALENT ACQUISITION IS VITAL FOR YOUR BUSINESS

Those outside of the human resources department might dismiss talent acquisition; many people are apt to simply write it off as recruiting. Recruitment is not the same as acquiring talent, however, and many businesses are discovering just how important the process of acquiring talent actually is. In fact, effective talent acquisition is vital for just about any business—and here’s why.

In this post, our HR consultants will share:

How it’s different from recruiting and,
4 benefits to developing a talent acquisition strategy

Is talent acquisition the same as recruiting?

Our parent company, IQ PARTNERS, is one of Canada’s top recruiters so we know the difference between recruiting and talent acquisition. In short, while recruiting delivers on a company’s short-term hiring needs, talent acquisition is centred on the organization’s long-term goal of attracting the best talent to grow the company .

Recruiting fills a more current, immediate need for a specific set of skills. If an employee leaves, people often call a recruiter looking to hire people with a specific skill set whether it’s a new chief financial officer or a skilled labourer to work on the line. As such, recruiting has a distinct beginning and end.

Talent Acquisition goes a step further in that it is not only a means of filling positions but also works long-term on improving the company’s ability to attract the kind of talent who may be able to fill other positions within the company in the future.

For more on the differences, see our post Understanding the Differences Between Recruiting and Talent Acquisition.

What do talent acquisition specialists do?

The role is focused on finding and acquiring talented employees that meet your organizational needs both short and long-term. As such while it will include recruitment and the shorter-term activities needed to bring in talent - sourcing, interviewing, hiring & onboarding - it also includes working longer-term to improve the company’s employer brand. This includes promoting the company culture and prospects through marketing initiatives and recruitment events.

Smaller companies or companies experiencing growth will often hire part-time HR consultants like ours to tap into their longer-term view and broader industry experience to create a talent acquisition strategy.

4 Benefits Of Talent Acquisition For Your Businesses

1. Attracting Long-Term Talent

Talent acquisition takes a long-term view. Those engaged in acquiring talent are much more interested in finding the best candidate for the company than just the job . This means that everything—from skills to future development to cultural fit—is considered when a candidate is “acquired” rather than recruited. These employees are not just stop-gap measures; they’re in for the long haul.

2. Talent As A Competitive Advantage

You probably know that your single biggest asset as a company is your employees. While some organizations tend to gloss over that fact, the truth is that your people make the difference. When you don’t have the right people in place, your business may struggle;

You may find productivity dips or poor decisions being made.
Unmotivated staff may call in sick more frequently.

That can seriously harm your ability to maneuver in a competitive market.

By contrast, when you have the right people in place, your business will gain an edge in the market:

The right people will have the skills to ensure that work is being completed properly and on time and that your business decisions are sound.
They’ll also be more motivated and more productive in the workplace.

All of this translates to an advantage in the market. With the best people filling positions in your firm, you’ll be able to do what you do to the very best of your ability.

3. Invest In The Future

The most crucial thing about talent acquisition is that it is forward-looking. Your senior management may not be with you forever —some of them may be looking toward retirement, while others may move on to opportunities with other firms. What are you going to do when the day comes that your CFO resigns? Other employees are equally indispensable, and replacing them with an external candidate may be a lengthy and costly proposition—and there’s no guarantee that the person you eventually hire will fit with your corporate culture.

Talent acquisition looks to ensure you’re hiring people who have the skills and disposition to develop into managers and senior managers. Rather than simply getting someone into a position to do a job, you’re looking to hire the future managers of your firm . Since candidates are already screened so rigorously when you hire them, you know that they’re the right fit for their current positions—and that they have the potential to take on new roles in the future.

4. Save Time And Money

One last reason effective talent acquisition is so important is that it ultimately saves time and money. Most employers see recruiting as quick and easy—it gets someone into a position quickly, without too much effort. Acquiring talent, on the other hand, can be a much more involved process. But going through that involved process in the first place can save you from expending resources—such as training—on a person who ultimately will not work out, will leave, and send you back to the drawing board.

Studies show the cost of a mis-hire is anywhere between 3-6 times base salary.

Talent acquisition helps you avoid that process—which means that you’ll save both time and money over the long haul.

More Insights On Talent Acquisition From Our HR Consultants

4 ADVANTAGES OF OUTSOURCING TALENT ACQUISITION FOR YOUR BUSINESS

TOP RECRUITMENT TOOLS FOR TALENT ACQUISITION

TALENT ACQUISITION: 5 QUALITIES TO LOOK FOR WHEN RECRUITING TOP TALENT

For more on saving money recruiting through better talent management, check out IQ PARTNERS’ whitepaper: Recruiter-Proof Your Business: 7 Strategies To Retain Your Top Employees

Need help creating a talent management strategy? Augment your team with our team of experienced HR consultants. Get a quote now!

Jeff Mignault

4 Common HR Outsourcing Challenges and Their Solutions

Wed, 18 Oct 2023 13:24:57 GMT

HR outsourcing is becoming an increasingly popular way for growing companies to manage costs. But in our decade of experience as an HR Outsourcing company, we know that problems happen, particularly when an organization first engages in outsourcing practices.

n this post, we’ll share what our HR consultants say are the 4 top benefits to outsourcing your HR and the 4 keys to a successful outcome:

What Is HR Outsourcing?

Businesses now, more than ever, need to focus on their core competencies and look to outsource those functions that don’t make up that core. Market factors like the pace of technology, product parity and resource constraints, mean companies have to make the most of their available resources and avoid spreading themselves too thin.

This is where outsourcing to outside firms comes into play.

HR outsourcing relates to contracting a third party to handle the Human Resource activities necessary to run a company.

What areas of HR are outsourced?

For startups that can’t afford a full-time HR person that might mean handling every HR function including setting up HR processes from the ground up.

For medium or large companies experiencing growth that can mean augmenting their team (hence our name) with seasoned, HR professionals. It can be any HR activity but often includes areas such as:

Hiring
Onboarding
Compensation
Terminations
HR Strategy and many more HR Services

What Are The Pros Of HR Outsourcing?

Whether you are a small, medium or large company, there is always a need for some type of HR support. The benefits of outsourcing to a credible outsourced HR firm include:

Reduced Costs: Why pay a headcount for HR 100% of the time when you only need them 10% of the time? Most companies don’t have the need for a full-time HR person until they hit 50-100 employees. For example, with about 25 employees did the Scranton Branch of Dunder Mifflin really need a full-time HR person?
More Experienced HR Talent: As companies grow, their needs change and evolve. While initially, they may have someone in an admin role handling standard HR functions such as payroll, over time they likely need the guidance of a fully experienced HR professional to manage all HR activities, without having to invest in the headcount.
More Flexible: Do you need a payroll manager, a compliance expert or someone to recruit talent? As a company changes so do their HR needs. By outsourcing HR you can pick & choose the expertise you need.
Greater Focus: Do you really want to spend your or your company’s energies on keeping up with the latest employee legislation? Outsourcing HR lets your company put more energy and focus into what makes them great.

There can be an adjustment phase when entering an agreement with any new outsourcing service provider. It’s a new way of doing business, a new approach and it’s the same when outsourcing HR. While HR outsourcing problems do occur, there are ways to overcome them. Based on their decades of experience, here’s what our HR consultants have to say are the 4 keys to successfully outsourcing HR:

1. Expectations

Many companies have certain expectations of how things will work in theory. Often, they do not work out as smoothly in practice. Adding an HR outsourcing company or HR solutions provider is meant to help your company improve a function, but this doesn’t always happen right away. Time is needed for both parties to adjust to each other and identify the best ways to work together.

To overcome this hiccup, expect a learning curve and a few rough patches. Build this into your timeline and consider it when setting business objectives.

2. Organizational culture

Outsourcing your HR will undoubtedly have an impact on your organizational culture. What many companies overlook is potential clashes between the HR consulting company culture and their own.

You can overcome this issue by spending the time to understand the HR outsourcing company’s culture and approach to doing business. This will help you identify policies or values that could interfere with your working relationship. And the HR consultant has to spend time to get to know your culture. Both sides will have to give a little to find the right flow.

3. Process adjustments

Once you agree to terms with an HR service provider, many companies are not prepared to actually start working together right away. This causes workflows to stop, services are not initiated right away, and objectives are not met. To avoid this issue, it’s important to start putting new processes, people, and workflows in place as soon as possible to minimize the ramp-up period.

4. Decision rights and authority

Who makes the decisions is a common source of contention. Internal employees often assume they have the authority and decision rights when, frequently, some authority is transferred to the HR solutions provider as part of the HR outsourcing agreement.

To overcome this issue, companies and HR outsourcers need to come to a clear understanding of who has the authority and decision-making power for the affected business functions. Write this into the service contract and make everyone involved aware of the terms.

For more insights from our Toronto HR Consultants, check these out.

Interested in a quote on outsourcing your HR? AugmentHR is one of Toronto’s top HR consulting firms. HR veteran and Director of Client Experience, Jeff Mignault, can be reached at 416-593-7999.

Bruce Powell

5 WAYS TO IMPROVE EMPLOYEE RELATIONS

Tue, 26 Sep 2023 15:28:15 GMT

5 Ways to Improve Employee Relations

As an HR consulting firm in Toronto we know having a strong relationship with your employees is vital for creating a strong organizational culture. In fact, 52% of employees have left a job or strongly considered leaving a job because they did not have a strong sense of belonging. The better the relationship employees have with management, the better the overall work environment for all. The great news is that even if your employee relations are lacking, there are many great ways to improve employee relations and work on building a stronger bond.

Improve Employee Relations with These 5 Examples

In a previous blog post, we discussed 6 Signs You Need to Improve Employee Relations . Here we will continue this conversation and discuss some ways to improve employee relations:

1. ASK FOR INPUT :

Having good employee relations requires you to have a strong dialogue with your team. Including them in strategic decisions and getting their input will not only increase relations, it also provide you with new insights and help you look at things from a different perspective.

2. COMMUNICATE THE COMPANY MISSION AND VISION :

Employees want to know what they are working toward. They also want to understand how their specific role fits in with the company’s strategic direction. Make sure to communicate the company mission and vision, and be transparent about company direction.

3. RECOGNIZE A JOB WELL DONE :

Any HR solutions company will tell you that a simple “thank you” and a handshake for a job well done can go a long way. Taking the time to recognize your employees’ efforts on a regular basis will help keep them engaged, and they will be more open to working with and communicating with management, not working against them.

4. PROMOTE WORK-LIFE BALANCE :

Work-life balance matters, and it is becoming an increasing concern for your employees. Creating a work environment that promotes work-life balance and gives your employees the flexibility to balance both aspects of their lives will improve relations and ultimately create a strong team.

5. OFFER CAREER DEVELOPMENT OPPORTUNITIES :

Your employees don’t want to be stuck in the same role forever. They want to work for companies that provide them with a clear career path and career development opportunities.

3 More Ways To Create Stronger Employee Relations

The pandemic has changed so much about employer/employee relationships, so we asked our HR consultants for new ways employers can create stronger bonds:

6. Diversity. DEI isn’t simply being politically correct. Employees nowadays prefer a company that embraces diversity and inclusion. A workplace of different backgrounds and experiences the innovative culture that keeps top talent engaged.

7. Giving back. Employees appreciate working for a company that shares their philanthropic values. Research shows that this has risen in importance in the post-pandemic era and that new employees who participate in company-sponsored philanthropic activities are more likely to stay. And giving time off to volunteer builds the company’s brand.

8. Fl exible work arrangements. Remote work, flexible scheduling, compressed workweeks: to keep top talent post-COVID employers need to offer more flexible options. Check out these 12 tips on managing a remote workforce by removing proximity basis from the recruiters at our partner company, IQ PARTNERS.

Having an effective employee relations plan in place will help you in numerous ways. You can minimize conflict, avoid pay disputes, promote safety in the workplace and give team members a platform to communicate, which is an excellent way to ensure you promote an efficient and engaging work environment for your employees.

If you would like help in establishing your employee relations plan or learn more about our HR team building services then click here .

More Insights From Our Toronto HR consulting firm

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4 CREATIVE WAYS TO BOOST EMPLOYEE ENGAGEMENT & RELATIONS

Fri, 13 Oct 2017 08:21:48 GMT

Every company wants to boost employee engagement. They want to have strong employee relations and get the most out of their team. But most companies don’t do much to encourage engagement.

Being creative is key. Motivational speeches and performance bonuses are not the only ways to engage your team. Our HR consultants put together a number of ways you can boost employee engagement:

1. Advocate wellness

The health of your employees is important. Work can be stressful, and too much stress can have many negative effects, including less productivity and engagement. The good news is there are many ways you can promote wellness:

Sponsor active team events – walks and runs for charity

Offer healthy food and snacks at work

Start a walking group at lunchtime

Offer a wellness package

Offer gym memberships

Speak with your team, get them involved, and ask them how you can help them improve wellness.

2. Encourage innovation to boost employee engagement

Your employees have great ideas. Often they have ideas that management doesn’t. They approach things from a unique perspective, so why not take advantage of this great resource? Experimenting and creating a space where it is okay to make mistakes is what will help your company grow and be innovative in how you do business.

3. Promote collaboration

A collaborative environment is one that thrives. It helps employees build relationships and create a more cohesive and productive group. This approach promotes engagement, brings people together, and puts the focus on the group rather than individual accolades.

4. Ask employees to speak up

If you want your team to be more engaged, you need to communicate to them that it is okay for them to speak up. If fact, you should encourage it.

“There’s so much fear that exists in most company cultures. Employees need to feel like they have a voice and are able to express what’s on their minds. There are a few ways to do this, but again, the trick here is to remove the fear,” says Jacob Shriar from Office Vibes .

He adds, “Let employees know that it’s okay to express themselves, and that they won’t get into trouble if they do.”

Additional Tips from HR Consultants to Boost Employee Engagement & Relations

Check out these blog posts for more tips to boost employee engagement and improve your work environment:

4 Simple Ways to Improve Employee Engagement

6 Signs You Need to Improve Employee Relations

4 Ways to Tell If You Have Poor Company Morale

Bruce Powell

THE WORST INTERVIEW QUESTION… AND HOW TO ANSWER IT

Fri, 06 Oct 2017 11:49:42 GMT

One can argue that the worst interview question to be asked is the one you didn’t prepare to answer. Obviously, the perception of what is a bad question varies from candidate to candidate. Some people are experts at answering situational questions. Others are great at answering questions that help them sell themselves. And some people are just not great at interviews.

The truth is some job interview questions are better to ask than others. As HR consultants, we’ve noticed there is one question that most people will agree is the worst interview question:

“What is your greatest weakness?”

1. Why is this the worst interview question?

This is a terrible interview question for a number of reasons:

You are not going to learn much about the candidate.

Most candidates make up answers to this question.

Candidates prepare specifically for the question. Many people used canned responses they find online.

The question doesn’t give you a sense of the person’s credentials or skills other than how they answer the question.

Most interviewers don’t have a specific objective or answer they are looking for.

2. How to Answer “What Is Your Greatest Weakness?”

One of the difficulties about this question is there are so many approaches you can take. In general, here are some things to consider when formulating an answer:

Answer honestly. Avoid lying or using a response you found online.

Show self-awareness that you realize you have weaknesses.

Never say you don’t have any weaknesses.

Make the answer specific to you – avoid an overly generic response.

Include details about the steps you are taking or the steps you plan to take to overcome the weakness(es) you stated.

There is really no perfect answer to this question or way to approach it. The key is to be honest and be yourself. With that being said, it’s also important not to take yourself out of contention for the job. You don’t want to mention a weakness or flaw that could cause the interviewer to question your candidacy.

3. Other Worst Interview Questions

Here are a few other bad interview questions that you will likely encounter:

Tell me about yourself

Why should I hire you?

If I talked to your last boss, what would they say about you?

Where do you see yourself in 10 years?

More Job Interview Tips from HR Consultants:

How To Spot A Bad Company Culture Straight From Your Interview

10 Top HR Manager Interview Questions

Bruce Powell

5 RED FLAGS TO SPOT A TOXIC EMPLOYEE FROM THE INTERVIEW

Thu, 05 Oct 2017 12:10:39 GMT

Worried about hiring a toxic employee? You should be. Recent research outlined on Harvard Business Review explains just how impactful a toxic employee can be to an organization:

“One toxic employee wipes out the gains for more than two superstars. In fact, a superstar, defined as the top 1% of workers in terms of productivity, adds about $5,000 per year to the company’s profit, while a toxic worker costs about $12,000 per year. The real difference could even be greater if you factor in other potential costs, such as the spread of the toxicity, litigation fees, lower employee morale, and upset customers.”

As HR consultants, we hear people talk about the importance of hiring the right people all the time. This starts with the interview process. Weeding out potentially toxic employees is vital.

Here are some of the red flags to look for:

1. A toxic employee focuses on drama over insights

Ask candidates about some of the difficult decisions they had to face in their previous job. Their response to how they handled toxic situations will say a lot. Did they focus on strategic differences, or did they focus their efforts on a personal attack or blaming others?

2. They complain

A job interview is not the place to air your grievances. If a candidate complains about a current or former employer, it’s a sign they would do the same at your company.

3. They are a know-it-all

Everyone has room for improvement. Ask them about what they would like to improve or if there is a skill, they would like to learn. If the candidate has a “know-it-all” aura about them, be careful. It may be a sign they are not motivated to grow professionally, and they may only be interested in doing the bare minimum.

4. They lack career direction

Asking candidates about where they see themselves in the future is common. It’s a sign that they know what they want to accomplish and provides you a vision of where you could best utilize their talents. If they lack a future plan, it could be a sign they are only committed for the short term.

5. Their references are questionable

You can learn a lot from a candidate’s references. What they say, and what they don’t say but allude to, can be a sign of potential issues.

More Candidate Job Interview Tips

Tips From HR: Reading Between The Lines Of Employee References

Job Interview Red Flags – Part 1

Job Interview Red Flags – Part 2

Bruce Powell

4 WAYS TO TALK ABOUT A BAD FORMER BOSS DURING AN INTERVIEW

Thu, 21 Sep 2017 12:56:41 GMT

Just about anyone you talk to has a story about a bad former boss. You are bound to have at least one from your past. It’s also common for the topic of former bosses to come up during a job interview.

But, before you let loose and let the interviewer know how much of a piece of work your previous manager was, take a deep breath.

Follow these tips from HR consultants to talk about bad former managers during a job interview:

1. Honesty is the best policy

Interviewers know that you are bound to have had a difficult boss in the past. This is especially the case if you have worked for a number of different companies. So, be honest about the fact that you have worked for a manager who was not so easy to deal with, but don’t be too candid with your responses. You can discuss that you didn’t agree, but do so using an optimistic tone.

2. Choose your words carefully

Rather than say unflattering things about your former boss or having a negative tone, focus on the lack of fit. For example, rather than saying your reason for leaving your previous position is because you hated your boss, communicate how the company culture or management approach was not ideal for you.

3. Be brief when discussing a bad former boss

If the topic comes up during your interview, try to answer questions about your previous boss in as few words as possible. Don’t offer up irrelevant information, and avoid ranting about reasons why you had issues. Get to the point and only discuss it in greater detail if asked to do so by the interviewer.

4. Mix in the good with the bad

An effective way to address the topic of bad former bosses is to mix in the good with the bad, so you are not speaking only negative about them. You can talk briefly about some of the issues, but follow this up with the good aspects or what you learned from the situation.

At the end of the day, it’s not the fact that you had a bad boss that will hurt you; it’s how you speak of them. People understand bad bosses exist, but if you completely trash them, it says a lot about how you deal with difficult situations.

Get More Job Interview Tips from HR Consultants:

Have a job interview coming up? Here are some more useful blog posts from our HR recruiters that can help you prepare:

How to Spot a Bad Company Culture Straight from Your Interview

3 Things to Look For in Job Postings That Can Help You Get an Interview

10 Top HR Manager Interview Questions

Bruce Powell

4 TOP RECRUITMENT TOOLS WORTH TRYING

Thu, 14 Sep 2017 13:12:08 GMT

Recruitment tools are more widely used than ever. Everyone wants to make the best hiring decision possible. After all, a hiring mistake can be costly and hurt your company from a financial, talent, and efficiency perspective.

In a previous blog post, we discussed Top Recruitment Tools for Talent Acquisition . Here we will discuss some additional recruiting tools you can use to improve your hiring process.

Give these top recruiting tools a try:

1. Applicant Screening Software Recruitment Tools

It’s not uncommon for companies to have hundreds or even thousands of applicants for a high profile position. Finding the few candidates who stand above the rest is a challenge. Applicant screening software can help you eliminate the unqualified. It can also assist your hiring manager in narrowing the candidate list. It will save you time. Additional, it will help you focus on candidates who have the skills, experience, and qualifications you are looking for.

2. Google Hire

Google recently entered the recruiting industry with the launch of the “Google Hire” app. It is in line with LinkedIn and other online recruiting platforms. Hire was designed to help medium sized businesses better manage their hiring process. It can help you identify candidates and build relationships, in addition to tracking candidates as they work through the hiring process.

The big plus is Hire is integrated with other Google tools such as Gmail and Google Calendar. This allows you to manage candidates from your Google account.

3. Jobs on Facebook

Jobs on Facebook allows your company to quickly publish job ads that will be accessible to your targeted candidate pool. Your job ad will appear on the Jobs on Facebook page as well as on your company business page. Candidates can search for jobs by industry, location, and type of position, providing your job ad with maximum visibility.

4. Recruiting Agencies

Working with a recruitment agency is perhaps the most effective recruitment tool. Agencies can provide you with the expert support you need to fill your organization with the best talent possible. They can help you improve hiring practices, your approach to interviews, and job ads. They also have access to the top talent you are looking for.

More Recruitment Advice

Learn more tricks and tips to improve your recruiting process. Check out these insightful blog posts:

4 Job Posting Strategies to Attract Top Candidates

Tips from HR: 4 Ways to Find Suitable Candidates Through LinkedIn

Talent Acquisition: 5 Qualities to Look for When Recruiting Top Talent

Bruce Powell

4 MOST COMMON EMPLOYEE RELATIONS ISSUES & HOW TO HANDLE THEM

Fri, 08 Sep 2017 13:33:27 GMT

Employee relations issues are part of work in human resources. All companies have to deal with their fair share of employee relations issues. Some are a product of the work environment and company. Others are a result of the type of work or industry. Some are also more common than others.

We’ve put together a list of 4 of the most common worker relations problems and outline some ways to handle them and come to a peaceful resolution:

1. Hours worked and attendance

It’s common for employees to question the number of hours they work. They may overestimate hours worked, and when late, have other people vouch for them. One of the most effective ways to remedy this situation is to invest in a time clock or timekeeping software. Employees can clock in and out, and the HR team can check the logs to ensure accuracy. If there is a discrepancy, you can always check the security camera to ensure the employee clocked in or out when they stated.

2. Pay raises

It’s also common for employees to complain about their rate of pay, especially if someone else recently received a raise in pay. Having a standard procedure for giving out raises ensures everyone is on the same playing field and knows what it takes to qualify for a pay raise.

3. Workplace safety

Maintaining a safe work environment is a must for all businesses. No one wants an employee to get injured or for an accident to happen. Therefore, it’s important to promote workplace safety, have safety rules and regulations, and have a workplace safety team that takes their job seriously. Staying on top of things allows you to have a proactive approach to safety.

4. General conflict management in employee relations issues

Conflict can arise in any work environment. You should expect it will happen. Disputes between employees, management, and workers happen frequently. How you manage conflict is a key for the overall wellbeing of your company.

Have a process in place to deal with conflict. Don’t wait for it to arise and then try to work through it. When you have a policy in place, you will have a clear process to follow and your employees will feel the issue was addressed appropriately.

Get more advice for effective employee relations and management by reading these blog posts:

5 Ways to Improve Employee Relations

6 Signs You Need to Improve Employee Relations

Bruce Powell

5 INGENIOUS WAYS TO BOOST COMPANY MORALE

Tue, 29 Aug 2017 13:45:03 GMT

Keeping up company morale is vital to have a strong, efficient and thriving workplace. Leaders who are engaged in the workplace understand just how much of an impact morale can play in overall company success.

“If you’re tuned into your workplace, you can tell when employees exhibit the subtle and not-so-subtle symptoms of low morale: eye rolls, high turnover rates, fewer employee conversations, decreased collaboration, and diluted performances,” says Sujan Patel on inc.com .

“The best approach to tackling low morale is to embrace positive changes before it takes hold, offsetting boredom and frustration with meaningful benefits, individual acknowledgements, and opportunities to grow,” he adds.

Here are some great ways to boost company morale:

1. Ask your employees

Most companies let HR handle the planning, events, and meetings to help boost morale and engage employees. Rather than create an experience for your employees, why not ask them what they would like to do. This gets them more involved in the process and increases engagement.

2. Recognize milestones

Recognizing personal and professional milestones of your employees is a great way to make them feel like a valued part of the team. Recognize promotions, years of service, and when people go above and beyond to obtain great achievements in their field.

3. Theme days

It’s easy for every day to feel like the previous one. Spice things up by having theme days. Encourage employees to dress a certain way, play theme-based games, and have fun with it.

4. Encourage personal and professional growth

Give your employees the chance to better themselves. Offer training courses and offer to pay for education, seminars, and conventions. This adds another dimension to their job and allows them to add skills and evolve as a professional. This benefits the employee and the organization.

5. Promote company morale during recruiting

If you want people to have high morale, make it clear which type of people you are looking to add to your company when hiring. Promote your company values and the organizational culture you want to achieve. Look for people who fit this mold.

More about company morale and organizational culture

Check out these blog posts to learn more about how to manage morale and improve culture:

6 Signs You Have Poor Company Culture and How to Improve It

3 Struggles with Keeping Company Culture Alive and How to Overcome Them

4 Reasons Healthy Employee Relations Will Improve Company Morale

Bruce Powell

5 MARKETING TACTICS TO IMPROVE YOUR EMPLOYER BRAND IMAGE

Fri, 18 Aug 2017 06:14:45 GMT

Your employer brand image is very important. If you want to attract the best candidates in your industry, having a strong employer brand can go a long way. Top candidates want to work for reputable companies – the ones that provide great employee benefits, have a strong organizational culture, and offer career growth opportunities.

If you offer these perks, you need to make them known to candidates by marketing your company’s brand image.

Here are some effective marketing tactics to promote your employer brand image:

1. Know who you want to be

Before you start to market your company’s employer brand, you need to understand what it is and what you have to offer. Your employer brand is very different than your company brand. You need to distinguish the two. Your brand image is your reputation as an employer, and having a strong brand image can make you a desirable place for people to work.

2. Share employee success stories

One of the most effective marketing tactics to sell your company brand image is to share the success stories of your employees. Use examples of how your employees have worked their way up through the company. Talk about the career development opportunities you provide. Talk about the importance of work-life balance and other principles you hold.

3. Promote company culture using social media

One of the first places job candidates will go when researching your company is to social media. They will check out your Facebook, LinkedIn, and Twitter pages to learn about your company. Use these platforms to provide images, videos, and other materials that show your company culture in action. Does your company engage in local community events? Share it. Does your company offer educational programs for employees? Share it.

4. Create content for candidates

Your website is one of the most valuable marketing tools you have. Use it to promote your company brand and engage job candidates. You can do this by creating blog posts, brochures, company fact sheets, and even videos that are directed to candidates. These can be used during recruiting to help attract talent.

5. Get your employees involved

Employee referrals and testimonials are powerful. When your employees willingly promote your company as a great place to work, others will follow. Consider offering an employee referral program. Reward your employees who assist in recruiting new talent.

More employer brand image and recruiting advice

4 Job Posting Strategies to Attract Top Candidates

Top Recruitment Tools for Talent Acquisition

Bruce Powell

JOB INTERVIEW RED FLAGS – PART 2

Tue, 15 Aug 2017 06:31:33 GMT

The goal of a job interview is to find the best candidate possible. However, amid our best efforts, finding a great candidate who checks off all the boxes is challenging. The recruiting and hiring process is not perfect. There are many variables in play that can impact your hiring decisions.

There are also some obvious red flags you should be looking for when interviewing candidates. In a previous blog post, Job Interview Red Flags – Part 1 , we outlined 5. Here are 5 more job interview red flags to watch for:

1. Poor communication

Being a strong and effective communicator is applicable to almost every job. Your employees need be able to communicate clearly, using a variety of mediums. Candidates who use inappropriate language, use words such as “like” too much, or interrupt are seen as unprofessional. They can also appear less credible and may have difficulty communicating in a professional setting.

2. Lack of eye contact

A lack of eye contact is a sure-fire sign they lack confidence, are lying, or have something to hide. It also gives a poor impression. If they don’t make strong eye contact with you during the interview, how will they react when working with employees or business clients? They may lack the drive and assertiveness to get things done.

Another similar red flag is when candidates display poor body language. Slouching and being fidgety are signs of nervousness and lack of confidence.

3. Lack of specific work examples

When asking questions during the interview, you want specific work examples to support the answers provided by candidates. If candidates provide general examples and cannot provide specifics, it may be a sign they lied on their resume or do not have as much experience as they claim. It is also a sign they are ill-prepared for the interview.

4. What they say seems too good to be true

As they say, if it seems too good to be true, then it probably is. All candidates have their flaws, but if an individual is focused on telling you everything you want to hear, they may be putting it on. Make sure you follow up and check references to verify the information.

5. Rambling during the job interview

Providing well thought out and succinct answers are important. If candidates ramble on and show a lack of cohesiveness in their answers, they may be trying to make up for shortcomings. It could also be a sign they are not good at organizing their thoughts and lack solid communication skills.

More Job Interview Red Flags

Missed the first post about interview red flags? Want to read more about things to look out for when interviewing job candidates? Check out Job Interview Red Flags – Part 1 .

Bruce Powell

4 JOB POSTING STRATEGIES TO ATTRACT TOP CANDIDATES

Thu, 10 Aug 2017 06:43:24 GMT

If you want to attract top candidates in your industry, then you need to write a top notch job posting. Most of the time, what you put into the job post is what you will get out of it. Short and vague job posts that say little about the company or position will provide you with little benefit.

In addition to including the required information about roles and responsibilities, the following job posting strategies can help you attract the right candidates for the roles you want to fill:

1. Focus on the applicant

Most companies focus on what they are looking for rather than the opportunities they can offer applicants. Focusing on the applicant, the career opportunities you can offer, discussing the great company culture, what they can accomplish, who they can work with, and how they will be rewarded for their hard work are all important factors in getting top candidates to apply.

2. Leave them wanting more

The goal of a job posting is to make people want to apply for the job. Therefore, it’s important to make sure you do a good job of selling the role to them. You can always fill in the details of the role during the hiring process when you call them for an interview.

3. Get to the point

Long winded job posts with large paragraphs and mountains of information will cause people to stop reading your job post and move on. People have short attention spans, and they want you to get to the point. Use subheadings and bullet points to break up the job post to make it easy to scan. Highlight important information and key selling points of the role.

4. Include multiple calls to action

Not all top candidates will be immediately interested or will want to take action and apply. Sometimes, they need a little encouragement in the form of a call to action. Ask them to apply, and if they are not interested, ask them to share the post with others or to refer other professionals they think would be a good fit for the job.

While job posts are important, they are only a part of your larger recruiting strategies. Used in conjunction with referrals, effective job interviews, and working with recruitment firms, you can find and retain the talent you need to run your company successfully.

Bruce Powell

JOB INTERVIEW RED FLAGS – PART 1

Tue, 08 Aug 2017 06:53:29 GMT

No one wants to make a hiring mistake, but it happens. Perhaps you misread a candidate, the candidate is not as advertised once they are in the job, or they simply are not the right culture fit for your company. There are many reasons why you could hire the wrong person in job interviews.

“From lies to lack of preparation, poor attitude, and insincerity, you can pick up on signs and collect evidence during an interview that the potential employee is not for you. If you know what you are looking for, employers can successfully spot these job interview red flags—before making a job offer to a prospective employee,” says Susan M. Heathfield on the balance .

Being able to identify common red flags during interviews is a key factor in hiring the best candidate possible. Here are some of the most common red flags to be on the lookout for when doing job interviews:

1.They are late

Being late for a job interview is unacceptable, and if a candidate really wants the job, they will do everything in their power to arrive on time, if not early. Barring unforeseen circumstances, this is an obvious red flag.

2. They know nothing about your company

Researching the company you are interviewing with is something all serious candidates know they need to do. First, they need to learn more about the job and role. Second, serious candidates will want to assess the company and determine if you have a company culture that matches their core values. If they send a generic resume that is not customized to the position, it’s a red flag and sign they may only be willing to do the minimum.

3. Negativity

Whether it is talking negatively in general or talking poorly about past employers, this is a red flag that this person could become a problem if hired. No one wants to work with someone who has a poor attitude.

4. Not asking questions

If a candidate is truly interested in working for your company, they will have questions about the organization. Not asking questions shows a lack of interest and lack of preparation.

5. Not dressing the part for job interviews

First impressions matter. Top candidates understand the importance of making a good first impression and dressing appropriately for the role. It shows they did their homework. Failure to dress for the role shows a lack of awareness.

However, these are only 5 red flags to watch out for when interviewing. Stay tuned for 5 more red flags in an upcoming post.

More Job Interview Tips Here:

5 Ways Employers Screen out the best Candidate

How to spot a bad Company Culture Straight from Your Interview

Bruce Powell

4 WAYS TO TELL IF YOU HAVE POOR COMPANY MORALE

Tue, 18 Jul 2017 08:37:11 GMT

Every company wants to create a great company culture. They want morale to be high, and they want to create a destination where the best people in their industry want to work. Unfortunately, this doesn’t always happen, and morale won’t always be high.

Even if you invest significant time and effort into building a great company culture, there will be times when company morale is poor. Market factors, company performance, staffing shake ups and many other events can all influence how people are feeling in your company.

The key is to identify when morale takes a dive, so you can do something about it and get things back on track as quickly as possible.

WAYS TO TELL IF YOU HAVE POOR COMPANY MORALE

Here are 4 common signs that your company has a morale problem on its hands:New Paragraph

1. DIP IN PERFORMANCE:

Poor morale within a specific department or the company as a whole can lead to a dip in overall performance. If you notice the quality of work starting to take a dive, key metrics are not being met, deadlines are being missed and other performance issues are occurring, it could be a sign that morale is low.

2. CHANGE IN ATTITUDE:

A change in attitude, especially over a very short period of time, can signal that an event or action has negatively impacted company morale. A lack of employee engagement, changes in mood, changes in communication patterns, an increase in sick days, and a general feeling of unhappiness are all signs that morale is an issue that needs to be addressed.

3. INCREASE IN EMPLOYEES LEAVING:

Employees are more willing to look for work elsewhere and exit the organization if morale is low. If you have noticed an increase in the number of employees leaving the company, there is a good chance that you have a morale problem and it needs to be addressed.

4. LACK OF MOTIVATION:

Has your employees’ motivation and sense of urgency seem to have disappeared? Have they simply resorted to doing the bare minimum? Then morale may be impacting your team’s motivation level, something that could have repercussions for many areas of the company.

When these signs are present, it’s vital that you take action. Understand the issues that are causing the poor morale and create a solution that will help your employees get back on track.

MORE EMPLOYEE ENGAGEMENT STRATEGIES

4 Simple Ways to Improve Employee Engagement

4 Reasons Healthy Employee Relations Will Improve Company Morale

A Simple Solution to Employee Disengagement

Bruce Powell

3 THINGS TO LOOK FOR IN JOB POSTINGS THAT CAN HELP YOU GET AN INTERVIEW

Tue, 11 Jul 2017 08:52:58 GMT

How much time do you spend reading a job post before making the decision to apply for the job? If you are like most candidates, it’s not that long. Since it is so easy to apply for jobs online today, candidates are not taking as much time as they should be reviewing job posts – causing them to miss important details about the job, role, company and other factors.

What happens when you apply without reviewing a job carefully? Many of the jobs you apply for either don’t turn out to be what you thought they were, or you are either over- or under-qualified for the job – and you don’t get a call back.

VITAL INFORMATION TO LOOK FOR IN JOB POSTINGS THAT MOST PEOPLE MISS

A job post not only tells you about the position, it can also provide you with some very valuable information about how to apply that will increase your odds of getting a call for a job interview. Here is some of the information that is commonly overlooked by job applicants:

1. THE RECRUITER/HIRING MANAGER

Rather than addressing your application “to whom it may concern,” many job posts include the name or at least the email of the recruiter or hiring manager. Use this information to learn more about the person to whom you are applying and customize your job application accordingly. You can learn a lot of information about the person who is hiring by researching them on Google and social media. Use it to your advantage to get an edge over other applicants.

2. SPECIFIC APPLICATION INSTRUCTIONS

Always read the fine details of a job application. Application instructions are commonly overlooked by applicants in their excitement for finding a potential job and the rush to apply for it. However, overlooking application instructions, in most cases, will immediately disqualify you from contention.

3. KEYWORDS

It’s no secret that many companies use technology to scan resume and job applications for relevancy and to identify top candidates. They do this using specific keywords, many of which are found in the job application itself. Identify the top keywords by reading the post carefully and include them in your resume and application. This is why HR recruiters tell you to customize your resume, cover letter, and application to each job you apply for.

MORE JOB SEARCH ADVICE FROM HR RECRUITERS

5 Ways Employers Screen Out the Best Candidate

Bruce Powell

5 WAYS EMPLOYERS SCREEN OUT THE BEST CANDIDATE

Tue, 27 Jun 2017 09:20:15 GMT

We all want to hire the best candidate. However, separating the best candidate from the crowd is challenging. With so many applicants, and some very similar, it is tough to distinguish between them.

EFFECTIVE WAYS TO SCREEN FOR THE BEST CANDIDATE

Here are some strategies to use to identify and separate the best candidates from the pool of applicants:

1. REFRESH SCREENING CRITERIA:

If your organization has been having difficulty finding the best candidates, then perhaps it’s time to refresh your approach in how you attempt to identify the best candidates. This could mean refreshing job descriptions, interview questions and how you check references.

2. JOB ADS:

If you have poor job ads, then you will attract a poor pool of candidates. Finding the best candidates starts with writing an engaging and specific job description that explains exactly what you are seeking and what the role entails. Be direct and to the point.

3. ASK THE RIGHT QUESTIONS:

A canned selection of generic interview questions will not do most candidates any justice. If you want to find the best candidate, then you need to ask challenging questions. “The only thing that limits a company from finding the right fit is having a management team that is afraid to ask candidates to validate their own experiences. People can say anything; however, it’s the people who execute who rise above. Whether the interview is in person, via email or on a video call, ask people to demonstrate their accomplishments and make objective decisions based on their results,” says Tom Gimbel on Entrepreneur .

4. USE A COMBINATION OF STRATEGIES:

There is no one perfect screening strategy that will help you identify the best candidate. Every job and hiring process is unique. While using keyword algorithms to screen resumes can provide you with some good information, it’s not a replacement for reviewing resumes, or having a phone or video interview. Use all the resources you have to make the most informed and educated decision possible.

5. WORK WITH AN HR RECRUITER:

Sometimes you need to go outside of the organization if you want to improve your recruiting efforts. Working with an HR recruiter can provide you with some key insights into hiring best practices and help you improve your approach to hiring. Plus, a fresh set of eyes can help identify potential issues preventing you from finding the best candidates.

MORE HR RECRUITING TIPS

7 Tips on Writing Clear and Meaningful Job Postings

Top Recruitment Tools for Talent Acquisition

Bruce Powell

6 COSTLY MISTAKES MOST PEOPLE MAKE WHEN RECRUITING

Thu, 22 Jun 2017 09:36:50 GMT

Recruiting is your opportunity to find the best talent available and improve your company. However, if you don’t take it seriously or have a poor recruiting process, you could find yourself recruiting again in the short term because of a bad hire.

6 COSTLY MISTAKES MOST PEOPLE MAKE WHEN RECRUITING

1. NOT KNOWING WHO YOU ARE LOOKING FOR:

Successful recruiters know what they are looking for. Therefore, it’s essential that you have an ideal candidate profile. You can use this as the basis to qualify candidates and use it as a checklist to compare candidates.

2. MAKING ASSUMPTIONS:

Never make assumptions about candidates or how they will act/react during the hiring process. Don’t assume you have found the perfect candidate; or once interviews are complete, don’t assume a candidate is going to accept your job offer. Nothing is certain until a candidate signs the employment contract.

3. WRITING POOR JOB ADS:

If you write poor job ads, then you will likely attract a poor pool of candidates. Too many companies simply recycle old job ads and don’t invest the time or effort into writing detailed and enticing job ads. If you want to attract good talent, you need to write great ads.

4. NOT OPERATING WITH A SENSE OF URGENCY:

People don’t like to wait, and candidates won’t wait around forever to hear back from you. In fact, if you don’t act right away when you identify a top talent, you risk losing them to a competitor. If you’ve identified a candidate as a great talent, so have other companies. If you wait too long, candidates will move on and you’ll miss out.

5. NOT INVESTING IN THE PROCESS:

Recruiting is one of the most important processes for your organization. Failure to invest in the process will put your company at a disadvantage when it comes time to hire. Talent is a core resource, and if you can’t attract top talent, your company will suffer.

6. NOT DOING A BACKGROUND CHECK:

Always check references and look into a candidate more thoroughly post-interview. Hiring is an important decision. You are investing in a person, and you need to perform your due diligence to make sure you are making the correct decision.

MORE RECRUITING TIPS

Check out these insightful recruitment tips to improve your hiring success:

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Bruce Powell

HOW TO SPOT A BAD COMPANY CULTURE STRAIGHT FROM YOUR INTERVIEW

Tue, 13 Jun 2017 10:05:35 GMT

Working for a company with a poor organizational culture is not something you want, but it happens.

A job interview is as much an opportunity for you to assess the company as they are assessing you as a fit for their organization. One thing you should be looking out for are signs of a poor culture and other things that may cause you to question your desire to work for the company.

“You have to pay close attention on a job interview, because if you get into the wrong company you’ll be stuck. You don’t want to take a new job and then realize within a few weeks that you have to start job-hunting again,” says Liz Ryan on Forbes .

“That’s incredibly stressful, and you’ll have another problem in that case as well because you’ll have to explain to employers why you just took a new job and you’re already job-hunting,” she adds.

SIGNS A COMPANY HAS A BAD COMPANY CULTURE DURING YOUR JOB INTERVIEW

Your job interview is likely your first real interaction with a hiring company. It is your chance to assess what a company is really like, not just what they tell you in the job ad, over the phone or what you can learn from their website.

Here are some red flags to look for when assessing a company’s organizational culture:

1. NO ONE IS EXPECTING YOU:

The company schedules an interview with you, but when you arrive, no one seems to know about it.

2. THERE SEEMS TO BE HIGH TURNOVER:

If the company is always hiring, and the person interviewing you is relatively new to the company, it is a sign that the work environment is poor.

3. YOU HEAR NOTHING AFTER THE INTERVIEW:

You have what you would rate as a good interview, but then you hear nothing for a few weeks. Then the company calls and wants to interview you again.

4. LACK OF ENERGY:

You can learn a lot about company culture by simply walking into a room. Do the people in the company seem happy and energetic? Or do they seem lethargic? If you get a poor vibe, it is likely for a good reason.

5. THEY ARE TOO EAGER TO HIRE YOU:

While we all want to be swept off our feet, if a company is too eager to hire you and the interview is extremely brief, it could be a sign they have trouble finding and keeping good people.

These are some of the signs that you should look more into company culture before you accept a job offer.

Bruce Powell

4 EFFECTIVE WAYS TO GET NOTICED BY HR ON LINKEDIN

Tue, 06 Jun 2017 10:32:38 GMT

LinkedIn is one of the most effective sites online to network with like-minded professionals, explore job opportunities and get noticed by HR recruiters.

Creating a basic profile is not enough to garner the attention of recruiters and hiring managers. You need to have a complete and detailed profile and be an active user within the LinkedIn community. Just like with anything else related to your career, you get out of it what you put in.

4 EFFECTIVE WAYS TO GET NOTICED BY HR ON LINKEDIN

Getting noticed on LinkedIn is not as difficult as you may suspect. Here are 4 ways to get noticed by HR recruiters on LinkedIn:

1. HAVE A PROFESSIONAL HEADSHOT:

Seems obvious, but there are plenty of people on LinkedIn who use selfies, or photos and images that are less than formal. Others don’t have photos at all. Why are photos so important? Profiles with a photo get 14 times more views! While the goal is a professional headshot, a quality photo in a well-lit room from your smartphone can do the trick.

2. BE THOROUGH:

A complete profile is one thing, but having a thorough list of your skills, previous jobs, and experience is highly enticing for recruiters. In fact, your profile is 12 times more likely to be viewed if you have more than 1 job listed. So, list all your relevant job history. Having a thorough profile also communicates to recruiters that you are serious, and it says something about you as a potential candidate – you care!

As we’ve previously stated in 4 Best Ways to Get Noticed and Recruited by HR :

“A great LinkedIn profile is almost as important, if not as important, as having a strong resume. One of the first places HR companies look when recruiting is LinkedIn. If you don’t have a profile, or your profile is weak and hasn’t been updated recently, they’ll pass over you. If you apply for a job, and if they like your resume, they’ll also check out your LinkedIn profile to learn more about you and what you have to offer.”

3. GET RECOMMENDATIONS:

Filling your profile with recommendations from other high profile LinkedIn users adds validation and legitimacy to you as a professional and job candidate. Recruiters take notice of this. Ask former managers, supervisors, and other people in HR who can speak to your skills and abilities.

4. GET SOCIAL:

Posting and sharing content on LinkedIn is a great way to get noticed. It’s a simple way to put yourself in front of potentially thousands of people, including recruiters. “Those who share at least once a week are nearly 10 times more likely to be contacted by a recruiter than those who don’t,” says Donna Serdula, author of LinkedIn Makeover: Professional Secrets to a Powerful LinkedIn Profile on Mentalfloss .

Bruce Powell

TOP RECRUITMENT TOOLS FOR TALENT ACQUISITION

Thu, 25 May 2017 10:57:50 GMT

Finding top talent is an ongoing process. Sometimes you will hit and other times you will miss. The key is to have more successful hires than mis-hires. A lot of your recruiting success not only has to do with your hiring process, but also with the recruitment tools you use for talent acquisition.

The difficulty with recruitment tools is that there are so many of them. It’s also important to keep in mind that no matter how good a tool you are using, if it doesn’t work for your recruiting purposes, then you are better off using something else. Yes, technology is providing you with more features and ways to manage talent acquisition, but there is no replacement for a tool that gets the job done.

TOP RECRUITMENT TOOLS FOR TALENT ACQUISITION

Here are some of the best tools to use to improve talent acquisition in your organization:

1. LINKEDIN:

LinkedIn remains one of the best recruitment tools today. There are millions of users, and there are countless features that you can use to request resumes and applications, post jobs, and connect with potential candidates. However, other social media platforms, specifically the Jobs on Facebook feature, as well as Twitter are making it easier to connect with talent online via social media.

2. EMPLOYEE REFERRAL PROGRAMS:

This is perhaps one of the most overlooked, but effective recruitment tools. Who knows better what a great candidate looks like than your own employees? If you have a spot to fill, ask your employees to refer anyone they know would be good for the role.

3. ICIMS RECRUIT:

Applicant tracking is a very important part of the recruiting process. Trying to manage hundreds of applications is challenging. What is even more challenging is trying to work through all the applications to find the best of the best. iCIMS provides you with the resources you need to recruit and track applicants effectively.

4. JOBVITE:

Another type of applicant tracking system, Jobvite provides you with a hiring workflow, provides you with email-based management of applications, and comes with a searchable candidate database and sharing jobs via social media.

The key to talent acquisition is to have a process that helps you hire the best people. These tools can help simplify the recruiting process for your company.

MORE TALENT ACQUISITION ADVICE

Tips from HR: 10 Steps to Perform a Proper Background Check

4 Advantages of Outsourcing Talent Acquisition for Your Business

How a Talent Acquisition Strategy Can Improve Employee Morale

Bruce Powell

5 SIGNS YOUR BUSINESS NEEDS AN ERGONOMIC ASSESSMENT

Tue, 23 May 2017 11:14:50 GMT

Ergonomics is important. Having a healthy workforce has a significant impact on organizational culture, performance, productivity and the overall health and wellbeing of your employees. However, ergonomics can be tricky because it is unique to each organization, its industry, work environment, work stations and workers. For example, an ergonomic assessment of an office would be very different from a warehouse, making it difficult for companies to know if they need an ergonomic assessment.

SIGNS IT’S TIME FOR AN ERGONOMIC ASSESSMENT

There are a number of telltale signs that it’s time for your business to invest in an ergonomic assessment:

1. YOU’VE NEVER DONE ONE BEFORE:

If your business has never performed an ergonomic assessment, then now is always a great time to conduct one. Even if there are no complaints or issues, poor ergonomics will become an issue in time. Why not address it now before it becomes a bigger and more widespread issue?

2. NO ONE INTERNALLY HAS EXPERIENCE WITH ERGONOMICS:

If you plan to invest in an ergonomic assessment, having a competent person with experience performing the assessment is essential. Most companies do not have someone in house, so hiring an ergonomics consultant is your best option to improve your work environment.

3. THERE IS AN INCREASE IN EMPLOYEE INJURIES:

If you have noticed that an increasing number of your employees are taking time off work due to musculoskeletal issues, then it’s time to make a change before the issue becomes worse. Be on the lookout for issues such as carpal tunnel syndrome, degenerative disc disease and other issues.

4. A STRESSFUL WORK ENVIRONMENT:

All types of stressors impact your employees’ ability to maintain a high performance standard, especially physical stress. If you notice an increase in overall workplace stress, it’s time for an ergonomics assessment.

5. YOU WANT TO CREATE A HEALTHY WORK ENVIRONMENT:

Taking a proactive approach to workplace health and wellness is important. Healthier employees perform better, morale is improved, and you will have a better overall work environment.

Ergonomic assessments are becoming more commonplace in today’s work environment. Keeping your employees healthy and creating a positive organizational culture that is based on health and wellness will improve your organization.

GET MORE INFORMATION ABOUT ERGONOMICS

What Is Ergonomic Assessment and How Would It Benefit Your Business?

6 Health & Safety Tips from an HR Consultant

Bruce Powell

TALENT ACQUISITION: 5 QUALITIES TO LOOK FOR WHEN RECRUITING TOP TALENT

Thu, 11 May 2017 12:40:07 GMT

Talent acquisition and recruiting is an important opportunity for your organization to not only find and hire the best talent available, but to also improve your organization. Getting it right can pay huge dividends for your company. Therefore, it’s important to invest in your hiring practices, know the qualities to look for when recruiting top talent, and have the right approach to hiring.

HIRING FOR CHARACTER OVER COMPETENCE

As they say, you can’t teach character, but you can teach skills, a reason why many companies are now placing a greater emphasis on soft skills and looking for a strong organizational culture fit when hiring.

“Your organization is only as good as the talent you recruit. It is the people who define and shape the organizational culture — so identifying people with the right character, attitudes, and behavior must be the highest priority when hiring or promoting within,” says leadership expert Bill Hogg in Focus on Character Not Competence: 3 Ways to Build a Strong Organizational Culture .

5 QUALITIES TO LOOK FOR WHEN RECRUITING TOP TALENT

Here are some of the top qualities to look for when recruiting talent:

1. LEADERSHIP:

You can never have too many people with leadership abilities. Looking for candidates with leadership skills can help you now and potentially in the future when looking to fill other roles within your organization.

2. RESILIENCE:

Finding people who can thrive under any circumstance is vital. “ Most organizations are now experiencing increased instability and uncertainty, and thus, using shorter planning horizons. Teams in all functional areas are seeing more tumultuous work streams with changing goals and deadlines. Some people have a strong tendency to mentally lock-up under those conditions,” says Technori .

3. COACHABILITY:

The ability to be coached, learn new skills, and take constructive criticism is very important. Those who possess this, seek out mentorship, and are open to expanding their skills and abilities will grow professionally and help your company evolve, as well.

4. VERSATILITY:

There is less and less room for one-dimensional talent today. Organizations need people who have diverse skill sets and can work on multiple projects, and in a variety of settings. Versatility gives your company more flexibility.

5. LOYALTY:

This is perhaps one of the most difficult qualities to find today. Modern professionals are becoming accustomed to moving around, and finding someone who is willing to grow with your company and be loyal is highly desirable. But you need to offer an environment and culture that will make them want to stay and be dedicated to your company.

MORE RECRUITING TIPS AND ADVICE

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Bruce Powell

10 Benefits of Executive Coaching: Strategic Leadership Training

Tue, 02 May 2017 05:23:48 GMT

Executive coaching has become commonplace in many organizations. Just like any other employee, executives require a certain amount of coaching, mentoring, and training to continue to develop their skills, see things from new perspectives, and become the best professionals they can be.

THE BENEFITS OF INVESTING IN EXECUTIVE COACHING

Executive coaching can benefit leaders at all career levels and industries. Here are some of the main benefits of investing in executive coaching for your organizational leaders:

1. YOU LEARN HOW TO GET THE HARD RESULTS:

You will gain insights into how to achieve greater productivity, achieve bigger profits, and improve professionally.

2 YOU GAIN DEEPER INSIGHTS:

You will learn about yourself, how you’re perceived by others, and where you can improve personally and professionally.

3. YOU LEARN HOW TO BE MORE DECISIVE:

You will learn strategies to achieve things faster and with greater precision.

4. AN OPPORTUNITY TO VENT:

Executive coaching provides you with the space to hear your own voice. You can talk something through and gain perspective about issues and situations.

5. YOU GAIN AWARENESS:

You can learn a lot about yourself when you are open to it. Coaching helps you gain awareness of perspectives, beliefs, and attitudes that may be holding you back from achieving more.

6. PROFESSIONAL SUPPORT:

Making difficult decisions is part of your job. Coaches provide you with third party support to help you make tough decisions.

7. YOU FIND YOU:

Executives coaches can help you find clarity and identify which values mean the most to you.

8. INSIGHT:

Having someone provide you with an outside perspective will open the door for new ideas on ways to improve that you are not able to see.

9. EMOTIONAL SUPPORT:

It can be lonely at the top. A coach can provide you with empathy and the emotional support you need to make important decisions or to handle difficult situations.

10. YOU CAN FIND THE TRUTH:

Most people won’t be completely honest. Coaches will tell you the truth others won’t tell you.

If you haven’t yet tried executive coaching, it’s worth the investment. It will help you become a more well-rounded professional and give you the opportunity to work through work-related issues, see new perspectives, and get the support you need to be the best you!

GET MORE INFORMATION ABOUT EXECUTIVE COACHING

4 Ways to Know Your Company Needs Executive Coaching

8 Ways to Know You Need Executive Coaching

Bruce Powell

HOW TO READ BETWEEN THE LINES WHEN SEARCHING JOB POSTINGS

Fri, 21 Apr 2017 05:43:34 GMT

There is often more to a job post than what is written. When searching for a job, many job seekers become frustrated, not only because it can be a stressful process and finding the right position is challenging, but also because of what is written in job posts.

A job post is a job post, right? Not so fast. They can take many forms, and they can be much more than a company description, list of skill requirements and qualifications. This is the core of it, but they also offer insights and clues about the opportunity and whether or not it is a good fit for you. This is why you need to read between the lines when comparing job posts.

READ BETWEEN THE LINES

1. MOST JOB POSTS ARE INTANGIBLE:

Nothing is 100% written in stone. There are must-haves, but there are also many skills and qualifications that can be learned once you get the position. The key is to ensure you have a large portion of the requirements.

2. JOB TITLES CAN BE ARBITRARY:

Don’t be too concerned about job title. Companies create new ones all the time. Focus on the role, responsibilities and what you will be doing on a day-to-day basis.

3. HOW MUCH EXPERIENCE DO YOU REALLY NEED?

It’s okay for your years of experience to vary from what is listed in a job ad. If a company says they want someone with 5 years of experience and you have 3+, you are good to go. They use experience as a means to ensure you have a certain level of experience.

4. KEY IN ON THE MAIN RESPONSIBILITIES:

Companies often provide a huge list of responsibilities when describing the role. This is done to give candidates a good overview of the position. Focus on the core responsibilities at the top of the list – these are the most important and most indicative of what you can expect.

5. SKILLS CAN BE TAUGHT:

If you have most of the skill requirements, you can pick up the rest on the job. Companies don’t expect you to have every skill they list.

JOB POSTING CATEGORIES

Much of the information that is listed in a job posting can be lumped into one of three categories:

The must-haves: The first few things listed in each category are the must-haves. If you have the vast majority of these requirements, then it is a worthwhile position to apply for.
The preferred-to-haves : These are skills and qualifications that companies would like you to have, but they are not deal breakers. If you have these skills, make sure to note them in your application.
The good-to-haves : These are skills that can typically be added through the onboarding process and through training once you are hired. If you have them, great! If not, you can learn them.

Don’t let the wording or content of a job ad deter you from applying. If you feel as though it is a job you would like and feel as though you can do it, apply. Then, show the company what you can do in the job interview.

Bruce Powell

4 BEST WAYS TO GET NOTICED AND RECRUITED BY HR

Tue, 11 Apr 2017 06:40:01 GMT

Human resources is a great career path. The one issue, as with many other career choices, is the high level of competition. With so many people competing for a select number of HR positions, it’s extremely important that you take the extra steps to get noticed. When you get noticed, you’ll increase your chances of being recruited by HR and getting a call for a job interview.

4 BEST WAYS TO GET NOTICED AND RECRUITED BY HR

To assist you with your HR career aspirations, we’ve outlined 4 of the best ways to get noticed in the HR industry.

1. GET YOUR RESUME PROFESSIONALLY DONE

If you want to get noticed by HR, you need to make your resume stand out in the pile of thousands of other applicants. One of the most effective ways to do this is have your resume written by a professional resume writer. They will be able to help you craft your resume to not only present the best “you” possible, but you will also have a resume that is targeted to the jobs you want.

2. HAVE A KILLER LINKEDIN PROFILE

A great LinkedIn profile is almost as important, if not as important, as having a strong resume. One of the first places HR companies look when recruiting is LinkedIn. If you don’t have a profile, or your profile is weak and hasn’t been updated recently, they’ll pass over you. If you apply for a job, and if they like your resume, they’ll also check out your LinkedIn profile to learn more about you and what you have to offer.

3. JOIN PROFESSIONAL ASSOCIATIONS

Joining a professional association, such as the Chartered Professionals In Human Resources Canada, and other HR associations, will not only provide you with access to opportunities and resources, it also creates an additional touch point for HR companies to find you. Being able to say you are a member of an HR association also shows you are serious about your career – something that is appealing to hiring companies.

4. NETWORK

Getting to know people who work in HR can open a door or two. It’s important to make it known that you are looking for new opportunities and use your network to spread the word. You never know who is looking to hire.

MORE HR CAREER TIPS

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Bruce Powell

How to Streamline Employee Benefits in 3 Steps by HR Solutions?

Tue, 04 Apr 2017 06:59:06 GMT

Offering health benefits as part of your employee compensation package is a competitive advantage, and it is a great way to ensure you have a healthy workforce. However, offering benefits can place a lot of strain on your HR department because of the work involved. Managing employee benefits can be time consuming, and it can become complicated depending on the type of benefit packages you offer.

There are ways you can simplify how you offer benefits in a way that’s beneficial for both parties – the company administering the health benefits and the employees receiving the benefits.

3 TIPS TO SIMPLIFY YOUR COMPANY’S BENEFITS

Here are 3 tips worth considering if you want to simplify how you offer and manage employee benefits within your organization:

1. GO DIGITAL:

There is a lot of paperwork, files, and tracking required to offer employee benefits. The most effective and efficient way to offer company benefits is to go digital. Provide your employees with an online portal where they can get information about their health spending account, file claims, and submit paperwork.

2. USE A THIRD PARTY BENEFITS COMPANY:

Some companies are just not big enough to manage their employee benefits program through their human resources department, and others don’t have an HR department, they have an HR person. For small businesses in this situation, a third party benefits company may be the best solution to simplify things. You’ll be able to create a solution that works for your business and employee needs, plus they will manage and administer the benefits. Your employees will be provided access to the company website and can get assistance and file benefits claims there directly.

3. OUTSOURCE BENEFITS TO AN HR CONSULTANT:

One of the many services offered by HR consultants is offering benefits management services. Many consultants offer it as part of payroll and compensation services, allowing a single company to manage all the interworkings, which also frees up time and resources for your HR department to focus on other tasks. HR consultants will also be able to assist you with setting up a benefits program if you don’t have one or making your current plan more efficient.

MORE TIPS TO SIMPLIFY BUSINESS OPERATIONS

Want to learn more about ways you can simplify human resources related functions in your company? Check out these blog posts for more information:

5 Tips to Simplify Your Company’s Payroll

5 Tips to Improve Your Organizational Design

Bruce Powell

5 VITAL QUESTIONS TO ASK EMPLOYEES IN AN EXIT INTERVIEW

Tue, 28 Mar 2017 07:16:01 GMT

Your employees are going to quit. It’s just part of running a business. If you are lucky, this won’t be a regular occurrence. But, if it is, then it’s important for you to get the most out of an employee exit interview.

Exit interviews should not be a formality or just something that you do when an employee decides to leave your company.

“Make your exit interviews into something more than a chance to communicate information about benefits and other off-boarding matters. Simply going through the motions is a lost opportunity to get feedback about your organization and find out why you’re losing employees (especially valuable ones). Getting the perspective of departing employees can help you develop retention strategies for the future,” says Patrick Bell on care.com .

The key to getting the most out of exit interviews and learn about the reasons why your employees are departing is by asking the right questions.

QUESTIONS TO ASK EMPLOYEES IN AN EXIT INTERVIEW

1. WHY ARE YOU LEAVING?

While the most obvious, it is a question that you need to ask to get some insights into an employee’s reason for leaving. If a number of employees cite the same reason, then you know you have an issue that needs attention.

2. WHY DID YOU START LOOKING FOR A NEW JOB?

There may be non-company related reasons why an employee chooses to exit, and asking this question will help you understand their reasons for seeking employment elsewhere.

3. HOW WOULD YOU DESCRIBE OUR COMPANY CULTURE?

This will help you understand how people internally view organizational culture and see if there are trends with people exiting the company. They may also be more candid knowing they are leaving, giving you real insights.

4. IF YOU COULD CHANGE ANYTHING ABOUT YOUR TIME WITH OUR COMPANY, WHAT WOULD IT BE?

This will provide you with some insights into things current employees may want to see change and identify opportunities for improvement

5. HOW COULD YOUR ROLE BE IMPROVED?

How could we have provided better support? People often leave because they are not happy in their role. Perhaps it was not as advertised or there were issues with who oversaw the role. Answers here can help you make adjustments to the position before you fill it.

MORE EMPLOYEE RELATIONS ADVICE

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Bruce Powell

4 REASONS HEALTHY EMPLOYEE RELATIONS WILL IMPROVE COMPANY MORALE

Thu, 16 Mar 2017 07:31:34 GMT

As a company leader or manager, a big part of your role is to help keep company morale high and manage employee relations. The two are very much connected, and when there is an issue with one, there is usually an issue with the other.

Why are healthy employee relations so important? Kathie Kelly from Leaders in Heels explains the important role employee relations plays in your organization:

“Employee relations encompasses the overall management and wellbeing of your organisation’s employees including, but not limited to, their behaviour and morale. It is the common denominator when creating successful engagement initiatives, whether it be around performance management through to workplace health and safety.”

WHY HEALTHY EMPLOYEE RELATIONS WILL IMPROVE COMPANY MORALE

Investing in employee relations is a worthwhile endeavor that will benefit your company. Here are some reasons why it will help boost morale:

1. BETTER COMMUNICATION:

Focusing on your relationship with your employees will improve communication in all areas of your company. Having an open channel of communication and feeling like their concerns are being heard is reassuring for employees.

2. INCREASED MOTIVATION:

When employees have a good relationship with company leaders, they will be more motivated to not only achieve desired results, but to go above and beyond when the time calls for it.

3. GREATER BUY IN:

Getting your team to buy in and be engaged with company initiatives is extremely important. Without buy in, you’ll have a difficult time achieving company objectives. A strong relationship with your employees can go a long way to getting them to engage and help the company move forward.

4. EMPLOYEES FEEL LIKE PART OF SOMETHING BIGGER:

People want to know what is going on with their company and how their role impacts company success. When employees know the company vision and mission, and how their role plays a part in it, they feel like part of something bigger than just their job title or role.

“Essentially employee relations are all about your investment in your people. Your people are also the key to your business success, so don’t take them for granted, otherwise your productivity and in term your profit will diminish,” adds Kelly.

More HR Advice

Get more tips for how to improve company morale by reading these blog posts by our human resource professionals:

Why Does Workplace Wellness Matter?

A Simple Solution to Employee Disengagement

Tips From HR: 6 Ways to Keep Your Company Culture Alive

Bruce Powell

4 WAYS TO KNOW YOUR COMPANY NEEDS EXECUTIVE COACHING

Fri, 10 Mar 2017 09:02:46 GMT

Executive coaching is a key success factor. You don’t need an executive coach only because you are having issues. It’s actually the opposite – getting an executive coach will help you avoid issues and strengthen your leadership and organizational culture, not to mention the many other benefits executive coaching can offer management.

“According to an ICF and HCI study, 60% of respondents from organizations with strong coaching cultures report their revenue to be above average, compared to their peer group,” says William Arruda on Forbes .

“When it comes to building your personal brand, a coach can be a powerful resource who can help you get out of your own way, stand out, and take action to achieve the things that are truly important to you,” he adds.

4 KEY SIGNS IT’S TIME TO HIRE AN EXECUTIVE COACH

While it stands to reason that all companies need some form of executive coaching from time to time, there are number of warning signs that suggest it may be time to enlist the help of an executive coach:

A lack of engagement

Your people are the backbone of your organization, and if they are not engaged, you will not get the results you want. Disengaged employees are less productive, more disruptive, and more likely to leave your organization, creating gaps in your company.

Employee retention issues

You are only as good as your top talent, and if you are having issues keeping top industry talent in your company, then it may be time to get an executive coach to assess the situation.

“You might have a great company but if you can’t retain your top talent that’s a sure-fire warning sign that something’s not right. Not only do you lose the time and training you invested in those employees but you lose the income potential they were capable of bringing in. An executive business coach can teach you how to keep your top talent employees by helping you identify why they’re leaving in the first place,” says Joel Garfinkle .

Inefficient processes

Clarity and focus are vital for companies. You need to know where you are headed and you need to have efficient processes that are clearly defined to help you achieve your objectives. An executive coach can help you analyze your processes to see what is and is not working.

There is division internally

Strong organizations are on the same page from the top down. If you notice that leadership is growing increasingly disconnected from middle management and employees, and people are increasingly becoming divided strategically and culturally, then an executive coach can help you get to the root of these issues.

Bruce Powell

4 WAYS TO TELL IF YOU HAVE STRONG EMPLOYEE RELATIONS

Fri, 03 Mar 2017 10:25:39 GMT

Your employees are the backbone of your organization, making it essential to have strong employee relations. However, amid the stress and speed of day-to-day operations, it can be easy to lose focus on the importance of having an engaged workforce, including strong employee relations.

“Building a strong employee relations strategy involves creating an environment that delivers what people want now (or in the near future). Your employees want to feel good about who they are, what they do and where they work. And you want to feel good about productivity, overall performance and the emerging leaders in your organization,” says Debbie Muller on HR Acuity .

Strong employee relations will not only keep your employees happy, it’s a key success factor. Companies with strong employee relations have motivated employees who produce at a high level, their employees are loyal and less likely to leave, and there is less conflict. But how can you tell if your company has a good employee relations strategy? We’ve put together 4 telltale signs.

4 WAYS TO TELL IF YOU HAVE STRONG EMPLOYEE RELATIONS

Having a good relationship with your employees is important. It’s also an ongoing process. Here are some signs that you currently have a strong relationship with your people:

1. Low turnover:

One of the main ways to tell if your company has strong employee relations is low turnover. If you treat your people right, they won’t be looking elsewhere. They will be more willing to stay with your company long term and grow professionally within your company.

2. Collaborative environment:

When you have strong employee relations, the management versus employees dichotomy is eliminated and replaced with a collaborative environment where all parties are on the same page and are working toward a common goal.

3. You have a company culture your employees want to be part of:

A strong organizational culture is another sign that you have good rapport with your people. Good relations will make your employees more engaged, and have them wanting to be part of and promoting organizational culture.

4. Reputation:

Developing a reputation as a good company to work for is a sure fire sign that you are doing a good job with employee relations. A good reputation will benefit your brand, make your company a more desirable company to work for, and will help you attract more top talent in your industry.

Bruce Powell

TIPS FROM HR: 5 PROPER STEPS TO TAKE WHEN LAYING OFF AN EMPLOYEE

Fri, 03 Mar 2017 09:34:41 GMT

Laying off an employee is something that no one wants to do, but unfortunately, it’s part of the job for many HR professionals. It is a sensitive and emotional situation for all parties involved, and it’s vital that you take the proper steps and do things the right way to lessen the blow and make the best of a poor situation.

“Dismissing an employee is one of the most unpleasant tasks of management. It’s likely to evoke a lot of mixed feelings: sympathy, sadness, and anxiety. Even if letting go of the employee (or employees) is in the best interest of the company, you still may feel guilty,” says Rebecca Knight on Harvard Business Review .

5 PROPER STEPS TO TAKE WHEN LAYING OFF AN EMPLOYEE

As we are sure you are well aware, there is a right and a wrong way to handle layoffs and having to fire employees. Here are the steps to take when laying off an employee:

1. Get professional training :

Before you are faced with the difficult task of having to lay off an employee, it’s important to have the skills and knowledge to do it the right way. Having an efficient and standardized process for layoffs is essential. It is also a good idea to practice what you plan to say, and think about how the employee may react to the news.

2. Be prepared :

Expect the employee to ask questions. They will want to know things like why they are being laid off, when they will receive their last paycheck, their last day, severance pay (if applicable), when their health insurance runs out and other related information.

3. Inform employees individually :

The last thing an employee wants is to be let go as part of a group. It’s impersonal and could make things worse. Always have a confidential meeting to tell them the news.

4. Be direct :

Be direct, honest, and get to the point. This is not a time for small talk. Say what you need to say, and then allow the employee some time to take in the news and answer any questions they may have.

5. Address your other employees :

A layoff will also have an impact on your other employees. Make sure to address the situation, be honest about the current situation with the company, share the pain of the layoff with your team and give them the opportunity to ask questions to boost morale and move on.

“Layoffs are painful and stressful for everyone, employers and employees alike. If your company has decided that layoffs are necessary, you can make the best of a bad situation by taking steps to conduct the layoffs respectfully, address your company’s concerns about security when workers leave, and boost the morale of the remaining workers,” says Lisa Guerin on Nolo.com.

Bruce Powell

TIPS FROM HR: 6 WAYS TO KEEP YOUR COMPANY CULTURE ALIVE

Tue, 14 Feb 2017 12:54:12 GMT

A strong company culture is something that many organizations strive for, but many fail to achieve. It is an important consideration for the top talent in your industry. Investing in your culture and working diligently to keep it alive is a key factor to attracting the right people to your company.

HOW TO KEEP YOUR COMPANY CULTURE ALIVE

1. Clearly define your culture :

A strong organizational culture is a well-defined one. If you fail to clearly define your company’s mission, vision, and core values, it will be difficult to get people to follow.

2. Make leadership a priority :

If you want your employees to take company culture seriously, leadership needs to lead by example.

3. Hire for cultural fit :

Keeping your company culture alive starts with the people who are part of the culture. While your current employees may embrace what your organizational culture is all about, each time you add a new person to this culture, it could change it. Therefore, it’s important to consider cultural fit as part of your criteria for hiring. Remember, you can teach new skills and knowledge, but you can’t teach the right cultural fit.

4. Build accountability into your culture :

Holding people accountable for their actions is an important part of company culture. But you also need to hold them accountable for upholding company culture, including core values and your company leader’s vision.

5. Reward culture champions :

While most people are required to buy in to keep company culture alive, you need new people internally to champion a strong organizational culture and continue to promote your core values. Reward these people and incentivize them to keep up the great work. Recognize them in company communications and events; assign them a special role or responsibility.

6. Reinforce culture regularly :

Every time you communicate with your employees is an opportunity to reinforce your company culture. Internal emails, training, coaching, team building, and company events are all great times to talk about culture, reinforce core values and make sure your employees understand their role in helping your company thrive. Making culture part of everything you do is the best way to ensure everyone is on the same page.

Bruce Powell

OUTPLACEMENT – THE JIG IS UP!

Tue, 17 Jan 2017 05:23:42 GMT

If you get the impression that I am just a tad frustrated over this topic… well, you’d be right!

I’ve been a Talent Acquisition Professional for almost 18 years and like the majority of “people” professionals reading this, we’ve all spent countless hours offering resume advice for friends and family or taking that first call from your executive client that just got canned.

I receive a majority of calls and requests from recently “exited-employees” that have been offered traditional outplacement services by their former employer. After literally hundreds of hours of listening and providing advice, I’ve come to a conclusion; traditional outplacement isn’t meaningful, it’s not pragmatic, it’s ridiculously expensive and the majority of time it simply doesn’t work.

TRADITIONAL OUTPLACEMENT IS A RACKET

It all starts out well and good. The outplacement counsellor is more than happy to book your initial session in a VERY timely manner. Ever wonder why they’re so initially enthusiastic? Because whether you take one phone call or 6 months’ worth of sessions, the client is getting billed the entire fee as of the moment you engage.

Unfortunately, I’ve been told far too many times that the enthusiasm of your counsellor doesn’t last long at all. On average, an exiting-employee is offered 3-6 months of outplacement support, but the format and parameters for engagement are less than desirable. Yes, they will meet with you, but only at a certain time and location. Often the location is their office and the format is a classroom packed with other recently exited-employees. I was once told it felt more like grief counselling or a 12-Step Program.

The result; you quickly become frustrated and disillusioned. You drop out of the program early and the profit margins skyrocket for the outplacement provider. It’s a scheme designed around attrition, not getting to the finish line.

For the counsellors that do provide one-to-one service, they are held to strict guidelines around the use of their time. An in-depth Wall Street Journal report found that counsellors were terminated for speaking to clients too long, or providing additional support on their own time .

While there are some great counsellors out there doing their very best, the vast majority of them haven’t screened a resume or conducted a real job interview in the last 10 years. They’re teachers, not doers. I have 214 Outplacement professionals in my immediate LinkedIn network and I was on page 5 before I found someone with a recruitment or HR background. An executive once told me that her female outplacement counsellor offered this gem of advice; “You should wear lipstick to interviews.” Yep, that happened.

THE ONGOING PROBLEM WITH OUTPLACEMENT

By and large, it’s the program, content and approach that do not work. The outplacement industry is 30+ years old and came to prominence in the 80’s. I recently got my hands on the employee pamphlet for the leading Canadian provider and I would like to suggest that they haven’t changed a thing since the 80’s! There are 10 pages of black text and dribble that vaguely addresses how to deal with your concerns and feelings…“How do I tell my family?”

I’ve been fired twice and I am all about empathy, but here is a news flash for you; THERE IS NO PLACE FOR SYMPATHY IN YOUR JOB SEARCH! It’s almost cliché to say that; no one cares about your feelings in business. It’s not 100% true, but its damn close. Bottom line, your job search is about getting on with it! Getting the right advice, tools and getting you to the finish line ASAP!

ACQUPACEMENT: COMBINING OUTPLACEMENT WITH TALENT ACQUISITION

After too many years of hearing, “I didn’t get anything out of Outplacement”, I decided to put my money where my mouth was.

In October 2016 after cries and demand from several clients, AugmentHR launched AcquPlacement – where Outplacement and Talent Acquisition collide. Who better to coach and mentor you on your journey, than the same professionals that will facilitate your next employment opportunity…The Recruiter.

That’s right, no Outplacement, Executive Coaches or Career Counsellors. Only senior consultants with significant corporate recruitment experience support our clients. With AcquPlacement – We fight fire with fire!

AcquPlacement is a meaningful, affordable and pragmatic approach to supporting your exiting employees on the journey towards their next role over six sessions/hours.

In the first 15 minutes of the first conversation our clients are shocked to learn that HR and Recruitment professionals look for reasons to exclude candidate’s from the hiring process rather than include them! Cover letters don’t get read (in most cases), and less than 30 seconds is devoted to your resume pass/fail.

The AcquPlacement consultant knows what resume screeners are attracted to and what content persuades them to read a little further. Our “insider” approach promises to catch eyes and ensure that the resume is actually read and not sent to the recycling bin.

And that’s just the beginning!

I look forward to hearing opinion, perspective and some great stories from industry professionals and past and present outplacement clients alike!

Bruce Powell

3 SIGNS YOU SHOULD OUTSOURCE RECRUITING

Fri, 30 Dec 2016 06:20:03 GMT

It’s not always easy to ask for help. You may feel embarrassed or defeated when you’re struggling, and this can make it difficult to reach out to the people that can help you the most. This is a common sensation in many situations, but hiring managers may feel it most urgently when they think about their recruiting practices.

Filling positions can be a nightmare at the best of times, but they escalate into full-fledged emergencies when you factor in constraints on time and money. If hiring managers panic, they may hire an underqualified employee, which usually leads to further training and replacement expenditures. So how do you avoid these pitfalls and find the most suitable candidates on the job market?

One option is to outsource recruiting . External recruiting firms offer a range of benefits that will help you find professionals who match your needs. Why go through an arduous hiring process when you can get expert service at reasonable prices? Read on to find out how outsourcing can take the stress out of your recruiting process.

1. YOU DON’T HAVE THE TIME OR MONEY TO TOLERATE A LONG HIRING PROCESS

A long hiring process sucks up revenue like a sponge. The procedure itself requires a substantial investment, but your operations will also suffer while you seek a replacement worker. This can affect your operations and reduce your productivity, which will eventually impact your profits.

That’s why many companies will settle for a less qualified candidate if they can’t find the right fit immediately. Unfortunately, hiring a sub-par worker isn’t desirable for anyone and can have a drastic effect on your workplace. Unless you maintain a proven strategy or seek a candidate for an in-demand position, your recruitment efforts may be an uphill battle.

If you outsource recruiting operations, though, you can often shorten your search time. External agencies maintain a range of best practices that help them hire faster than ordinary companies. Since their reputations are based on finding the right people quickly, it’s in their best interest to recruit the right people and to do it easily.

2. YOU DON’T MAINTAIN CONSISTENT SOURCING OR TALENT ACQUISITION

Consistent sourcing and talent acquisition are a lot like flossing to many human resources departments. They know they should do it, but they can never quite follow through. Scouting potential employees may not pay off right away, but it reduces the strain of the hiring process when someone leaves suddenly or receives a promotion. Managers also tend to prioritize experience over growth potential, so they stay away from universities and other hotspots for young talent.

External recruiting agencies know that talent acquisition doesn’t stop once you’ve filled every available position. As a result, they take a proactive approach to sourcing, establishing connections with professionals as often as possible. This allows them to maintain long lists of workers who work in many different industries. When you outsource recruiting to them , they can put you in touch with these diligent professionals.

3. YOU NEED SOMEONE WHO FITS IN WITH YOUR OFFICE CULTURE

Never underestimate the importance of your office’s culture . Skilled candidates may work perfectly at one company and struggle at another, and an organization’s values and goals play a large part in that difference. Unfortunately, it’s hard to gauge whether someone will fit in after a few short meetings.

The professionals at dedicated recruitment agencies hire a large volume of workers, so they know how to tell if a worker will assimilate well into your work environment. You won’t have to worry about alienated, dysfunctional employees when you work with these firms.

Bruce Powell

WHY DO COMPANIES OUTSOURCE RECRUITING?

Fri, 23 Dec 2016 06:28:21 GMT

Evaluating applications and hiring new members to join a company’s existing team takes a lot of careful deliberation from HR managers. Hiring can also be quite the extensive process, with the posting and maintenance of the job post, scrolling through a slew of resumes, calling candidates…the list goes on. With the functions of an HR department being as diverse as it is, managers or other members of the team may not have the time to be as thorough with the process as they are required to be.

Companies often outsource recruiting to get the help of specialists to assist an in-house team with hiring; this has several advantages. Amid a variety of them, it aids a company with time management, helps add efficiency when scanning applications, and saves the company money. These specialists are also trained specifically to perform such duties. They are therefore able to provide a high level of expertise when recruiting that would further advance the in-house team and increase the performance of the hiring process as a whole.

Why do companies outsource recruiting? Let’s get into it.

AN ARRAY OF APPLICANTS

How’s that for alliteration, right?

When companies outsource recruiting, they gain the expertise and resources required to browse through a larger collection of potentially suitable applicants. They gain the help of experts who are equipped with distinct tactics to go through these applications quickly and much more efficiently.

Outsourcing recruitment also allows for the hiring process to be sped up in the event that a position needs to be filled as soon as possible. When there are more pressing deadlines for the in-house team to meet,there may not be time to go through applications thoroughly. It is consequently time efficient for a company to outsource recruiting.

IT SAVES TIME

On the subject of time, when companies decide to outsource recruitment, it gives the in-house team the opportunity to focus and spend more time on other important duties. This would maintain the high-quality performance by employeesin order to keep the business successful.

As mentioned earlier, the hiring process can be tedious. It requires more than merely looking through resumes. Hiring constitutes several stages of interviews , background checks, calling references, etc. With the expert knowledge and recruitment strategies HR specialists are able to provide, it is in a company’s best interest to outsource . It will also benefit the in-house team greatly.

AN AWARENESS OF ORGANIZATIONAL CULTURE

Outsourcing recruitment does not mean that the in-house team is completely devoid of any tasks pertaining to the recruitment process. The outsourced recruitment specialists will consult with the HR managers for details on what they seek in potential employees.

Skills and core competencies in potential candidates are obviously relevant, but many skills can be learned. However, if candidatesvastly differ from the type of personality desired in theworkplace, they would clash considerably with the culture of that particular company. This would present unwanted friction going forward.

Therefore, based on the information provided, the recruiters will examine the applicants. They would make sure topay close attentionto find the appropriate candidates who would suit the company’s organizational culture .

HIGHER-LEVEL TALENT

Leadership and obtaining first-rate employees is always the top priority for companies. To keep a business successful, it is important to look for talented candidates who would ultimately benefit the company.

It is for this reason that outsourcing recruitment may be considered. Especially with positions of a senior level, HR managers may not have the skills needed to interview certain candidates. With the acquisition of higher-level talent, outsourced HR recruiters are able to contribute expertise with recruiting that HR managers may not acquire.

Bruce Powell

5 REASONS TO OUTSOURCE RECRUITING AND TALENT ACQUISITION

Wed, 14 Dec 2016 06:37:07 GMT

It takes balance to run your business properly. You make decisions every day that affect your company’s short- and long-term well-being. If you prioritize your company’s immediate needs, it will never grow, but if you only focus on the future, your organization may fail to serve the customers it already has. You’ll only succeed if you find the happy medium between these two options.

The same principle applies to your hiring process. When key staff members leave your organization, you may feel pressured to fill these vacancies quickly so everyday operations don’t suffer. But if you don’t consider a new hire’s ability to grow with your company, you may end up paying a fortune in additional training and replacement costs.

Many hiring managers find it difficult to achieve this balance, so they outsource recruiting and talent acquisition to a qualified firm. These agencies offer a slew of benefits that should entice any organization with hiring needs. Read on to find out if outsourcing is right for your business.

TALENT ACQUISITION FIRMS FIND BETTER CANDIDATES

Companies don’t have unlimited hiring options. When a hiring manager posts on a job board, he or she is inundated with applications. A few qualified candidates may submit resumes this way, but the best workers tend to look elsewhere .

You won’t face this problem if you outsource recruiting to a talent acquisition agency . These organizations use effective sourcing practices to locate the best employee for your needs. You’ll never have to settle for an employee who’s merely “good enough” when you use an outside recruiter.

THEY ALLOW YOU TO DRAW FROM WIDER TALENT POOLS

You should never hire in a hurry. It’s easier to make a mistake when you’re desperate to fill a hole in your roster. If you always have candidates in mind, you’ll never have to settle for a half-measure or a short-term solution.

Talent acquisition firms understand this concept. That’s why they map out an entire hiring strategy for your company. This allows you to form talent pools that you can draw from whenever you need to replace an employee. You’ll hire better workers, but you’ll also save time and resources by skipping sourcing steps.

THEY CAN ADAPT TO YOUR NEEDS

It’s important for enterprises to anticipate growth or contraction. If an organization has too many employees and needs to shrink, it can have a devastating effect on employees’ lives. Alternatively, a company will falter if it’s on the cusp of growing but doesn’t have enough workers to handle the increased workload.

External hiring agencies often accommodate these changes better than internal human resources departments. They hire faster and can find employees who are more flexible, which makes scaling easier for you. You shouldn’t have to worry about your staffing needs when your business is in flux, and you won’t have to if you outsource recruiting.

THEY UNDERSTAND NECESSARY REGULATIONS

Hiring and labour regulations are difficult to understand at the best of times. They also change regularly, so your organization can break rules without even realizing it. External acquisition firms have to keep up with these shifts to maintain their reputations, which gives them expertise that many businesses lack. You can take advantage of this knowledge by working with them to find the best workers on the market, while ensuring compliance.

THEY SAVE YOU MONEY

Hiring can be an expensive process. You lose money every day when you keep a position open, and it can cost a bundle to replace a bad hire. Acquisition firms minimize these problems so businesses can find the right people as smoothly as possible.

Bruce Powell

HOW AN EFFECTIVE TALENT ACQUISITION STRATEGY CAN TRANSFORM YOUR BUSINESS

Mon, 12 Dec 2016 06:45:07 GMT

Though “Be Prepared” is the motto for the Boy Scouts, companies should also adopt the mindset as their own. Today’s business environment is littered with obstacles that must be overcome. If employees aren’t adaptable and motivated, they’ll falter at the first sign of danger. Unfortunately, you can’t instill these traits in workers with training alone. They need to bring this determination to your organization at the hiring stage.

That’s why it’s important for every company to adopt a talent acquisition strategy . This multidimensional approach allows you to find the most qualified, eager candidates on the market. Instead of simply looking for workers when you encounter a shortage, this method extends the hiring process into a constant cycle, allowing you to determine how a prospective employee will fit into your organization in both the short and long terms.

You can’t ask your employees to be prepared if you take a passive approach to your recruitment and hiring. Read on to find out how an acquisition strategy can improve your company’s talent pool.

YOU’LL RECRUIT WITH THE FUTURE IN MIND

Workers hate the idea of a dead-end job, but this concept should also repulse employers. Companies waste resources when they don’t challenge employees to adopt new roles and responsibilities. They end up spending money to hire and train new staff members while workers with more seniority flounder. Why flush money down the drain when you could hire new employees who will go on to lead the company in the future?

A successful talent acquisition strategy doesn’t just fill a company’s current vacancies. It also anticipates the skills and qualifications a business will require as it grows. Human resources managers maintain a pool of desirable prospects at all times. When a position opens up, they’re able to fill it with a qualified candidate who is enthusiastic about the company’s work.

YOUR EMPLOYEES WILL HAVE MORE DIVERSE SKILLS

You don’t get as much freedom to choose your candidates when you hire based on necessity. Candidates might not appeal to you after an initial round of interviews, but if you need to fill a position right away, you may have to settle for a lackluster candidate. Unfortunately, a bad hire can also lower your office’s productivity, take up valuable budgetary resources, and lead to many other significant consequences .

When you maintain a proactive talent acquisition strategy, you’ll never have to settle for another underachiever. They won’t just possess the skills you require, but they’ll also have abilities that will help them grow into new responsibilities. This will result in a more productive, well-rounded workforce.

MORALE WILL IMPROVE

Employees rarely want to leave a company. When they do quit, it’s usually because their jobs offer no room for advancement. A dynamic talent acquisition strategy understands that people do their best work when they receive positive reinforcement . That’s why modern hiring managers continue to meet with employees after they’ve been onboarded. These discussions allow employers and employees alike to recognize and accommodate each other’s needs, resulting in a more harmonious working relationship.

YOU CAN INCORPORATE YOUR EMPLOYEES INTO YOUR BRAND

It’s always best to hire employees who fit your office’s unique culture, but did you know that you can also leverage that environment to attract better talent? When your workplace stimulates employees and surrounds them with like-minded employees, it will look more appealing to others. You can use this in your company’s branding to build your reputation, which will make recruiting easier the next time you need to fill a position. The best talent acquisition strategies affect the entire office as much as they impact the human resources department.

Bruce Powell

3 COMMON REASONS WHY COMPANIES OUTSOURCE RECRUITING

Wed, 07 Dec 2016 06:36:44 GMT

3 Common Reasons Why Companies Outsource Recruiting

Hiring managers have hundreds of applications dropped onto their desks, and are faced with the overwhelming task of sifting through an endless pile of resumes and cover letters. How can you alleviate the pressures of completing these tasks? This is when the decision to outsource recruiting makes sense.

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WHAT DOES IT MEAN TO OUTSOURCE RECRUITING?

When companies consider outsourcing recruitment, they look at external sources to take care of some or all of the responsibilities on behalf of the HR team. These external sources are HR specialists. Companies might choose to outsource recruiting to save time, to allow for a more diverse panel of hiring experts, and to reduce bias with the screening of potential candidates. Let’s explore these three reasons a little further.

1. TIME-EFFICIENCY

Consider a hypothetical Ronda in sales who just retired and needs her pension package organized, and Randy in manufacturing who requires a report to be filed for a serious injury he sustained while at work. Now include Bob who requires an intern for a new project he is overseeing. All of this is directed toward HR. Although separately, they may appear minimal, the accumulation of tasks can be a daunting undertaking for any individual or team. It can result in delays with the completion of tasks, potential errors with report submissions, financial deficits for the company, and a lack of thorough applicant screening for new hires.

Outsourcing recruitment allows for additional support for any HR team. Getting outside help would mean allowing for HR professionals to take on the bulk of the hiring process to make things a little easier for the hiring managers. HR services could include, but are not limited to, talent acquisitions, calling references, examining background checks, and conducting interviews.

2. A DIVERSE RANGE OF EXPERTISE

Screening candidates for roles of a higher rank might pose a few challenges to some HR managers, as it may require a different skill set from them. Managers may not have the experience or skills in all facets of HR to accurately interview candidates for higher-level leadership positions. Outsourcing recruitment will help the company, as the specialists are trained and have the knowledge and experience needed to carry out interviews with these potential candidates.

Further, as more millennials scope out the job market, the war for talent is becoming more prominent among hiring managers. They’re starting to think outside the box in an effort to broaden their appeal to higher-quality candidates. Instead of solely looking at expertise, they also consider a candidate’s talent and personality .

All companies have their own distinct organizational culture . Always a team effort, hiring managers discuss their preferences for new employees with the recruiters they hire. The managers give the HR specialists detailed accounts on what they look for in potential new employees. An example would be seeking like-minded individuals who could mirror the positive attributes of current employees.

3. A LESS BIASED PANEL

It’s important to avoid bias when considering candidates for a position in yourcompany. Recruiters will screen applicants based on qualities and experiences that would fit the organizational culture. Therefore, seeking help from HR specialists can reduce conflicts of interests, biases, and one-stream thinking when examining applicants for a position.

Bruce Powell

UNDERSTANDING THE DIFFERENCE BETWEEN TALENT ACQUISITION & RECRUITMENT

Wed, 23 Nov 2016 06:29:46 GMT

Talent acquisition and recruitment may seem like the same thing to a layman. But to human resources professionals, the gulf between these two approaches is as wide as an ocean. Each method contains unique nuances that make them ideal for specific scenarios. You need to understand which process best suits your needs before you commit wholeheartedly to either one.

Your employees are among the most important investments you’ll make in your company. A bad hire can offer low returns on investments in their salary and training costs. It’s difficult to understand how a person will fit into an organizational structure based on a resume and a few interviews alone. Human resources departments also have to balance immediate needs against their long-term growth. Sure, an employee may offer much needed assistance today, but can he or she adapt to the new role and responsibilities as your organization expands?

This article will help you learn the difference between these strategies so you can optimize your hiring efforts. No matter what your specific needs are, you’ll benefit from this knowledge.

RECRUITMENT FOCUSES MORE ON CURRENT NEEDS

Recruitment is structured a lot like a story. It has a beginning, middle, and end, but if it takes place in the wrong circumstances, that conclusion might not be a happy one.

Unfortunately, recruiting sometimes makes it difficult to avoid negative situations. Recruiters may find themselves pressed for time and money, since they generally seek out prospects only when the company needs them. As a result, an organization’s long-term growth takes a backseat to its immediate needs. This is often a necessary approach, so long as the hiring department recognizes its limitations.

The recruitment process spans several stages , from gathering a pool of prospects to hiring the most desirable option through to training and onboarding processes.When each stage is complete, the recruiter’s interaction with the new employee ceases. Recruiting is often essential for short-term requirements and specific positions.

RECRUITMENT IS JUST ONE PART OF TALENT ACQUISITION

Part of the confusion surrounding recruitment and talent acquisition is that the two processes are rather distinct, yet somewhat related. Talent acquisition specialists often find, interview, and hire candidates with methods that seem similar to those used by recruiters, but these professionals are often responsible for more than simply interviewing and onboarding.As a result, talent acquisition tends to be a more involved, drawn-out process.

TALENT ACQUISITION REQUIRES GREATER FORESIGHT AND PLANNING

Recruiters draw skilled workers to a company through sourcing techniques, and talent acquisition specialists often draw upon similar methods. They must also consider candidates’ prospects for improvement and advancement within the organization, as well as the resources they will require to meet this potential. This can involve evaluating a range of skillsets, since each department within an organization will call for different abilities and specialties, especially as an employee gets promoted through the ranks.

Acquisition as a concept also takes a different view of employees. Workers are seen as part of a company’s brand, which can be leveraged to attract further talent. It stands to reason, after all, that a desirable professional would jump at the chance to work with other intelligent people in an organization that offers the possibility for advancement.

TALENT ACQUISITION SPECIALISTS MAY WORK WITH AN EMPLOYEE AFTER THEY’VE BEEN HIRED

While recruiters generally exit a process after they’ve onboarded candidates, talent acquisition specialists tend to maintain semi-regular contact with employees. This is essential to the branding component of acquisition, but it also allows them to learn about employees’ desires and to create a dialogue around them. If the company meets these needs, acquisition specialists can then use this success to promote the company in the recruiting stage.

Bruce Powell

4 REASONS YOUR COMPANY SHOULD OUTSOURCE TALENT ACQUISITION

Wed, 16 Nov 2016 06:23:42 GMT

You know that having a talent acquisition plan is vital to your organization . You also know that the process of acquiring talent is a costly, time-consuming proposition—one that you and your HR staff may feel unequipped to undertake. You know that outsourcing various HR functions is always an option; no matter if your firm is big or small, you’re likely to need some help with HR, so why wouldn’t you consider outsourcing your talent acquisition as well? Here are a few good reasons you should consider doing just that.

4. GET THE EXPERTS ON BOARD

If your HR staff are required to be generalists, or if your firm is just implementing a strategy for acquiring talent, you may quickly find that you are out of your depth. In order to run smoothly, the process requires the best administrative practice and tools, such as specialized software. While you could invest in extensive training for your staff or upgrade the tools you’ve been using in your recruitment activities to date, that will take both time and money. Why not reach out to those who already have the capacity to perform effective talent acquisition ? The HR professionals you outsource this task to are experts in the area of acquiring talent, and they’ve already invested in the training and the tools. They’re ready to put their knowledge and experience to work for you—all you have to do is say the word.

3. LET HR GET BACK TO HR

One reason that companies outsource talent acquisition is to lighten the load on an already overworked HR department. More and more demands are placed on HR departments, which are also expected to meet requests to be leaner and more efficient. While talent acquisition is important—vital to your firm’s long-term success—it’s also a time-intensive process that requires a lot of resources from your HR department. Are you willing to let things like implementation of a new a wellness program or legal compliance activities fall by the wayside in order to allow HR to devote more resources to acquiring talent? If not, don’t think about hiring another HR staffer—look to outsourcing to meet your needs, and let HR get back to everything else they do to keep your firm running smoothly.

2. SAVE SOME TIME …

As noted, acquiring talent can be a time-intensive process . That’s especially true if your HR team is made up of generalists; they may require extra training or additional time to make a decision. If the tools they’re using aren’t the most effective, or if your staff haven’t been trained to use those tools properly, you could spend more time dealing with technical issues or worse. And if HR is simply too busy, the process may beeither neglected or rushed—resulting in poor hires and the need to go through the process again.

Instead, save some time by outsourcing talent acquisition. As noted, the HR professionals engaged in acquiring talent are experts using the best tools. That means they can get the job done more quickly—which means you get better hires on-board sooner.

1. … AND SOME CASH

Just as seeking out an expert team of HR professionals with the best tools at their fingertips can save you time, it’s a strategy that can save you some serious money too. First and foremost, since these professionals get the task done sooner, with the right tools, they don’t run up ungodly hours on the project—which results in lower billing.

Next, they also don’t need the training your staff might, and they already have the tools—two expenses that could cost your firm a pretty penny. Finally, their expertise all but guarantees you’ll make good hires, which reduces costs associated with employee turnover and the need to start the search all over again.

Bruce Powell

THE QUESTION JOB CANDIDATES SHOULD ASK AT THE END OF EVERY INTERVIEW

Fri, 11 Nov 2016 06:19:23 GMT

Anyone searching for a job right now knows that the market is tough, and competition for open positions is fierce. Worse, many job candidates perform poorly in interviews, as nerves or inexperience get the better of them. Whether you’re fresh out of school and looking for your first job or searching for new employment as the result of corporate changes at the job you’ve had for a number of years, delivering an amazing interview may not be a skill that you’ve practiced a lot. What can you do?

REMEMBER WHY YOU’RE THERE

Job candidates sometimes lose sight of the fact that interviews aren’t just their chance to impress the hiring powers at a given company. While that’s part of the game—especially if you want the position—an interview is also an opportunity for you to interview the company. You may think you want to work for a particular company, but what do you really know about what it’s like to work there? What about the expectations they have of the person in the position they’re hiring for? When job candidates get caught up in the idea that they must impress during their interview in order to secure the position they want, they forget to ask questions. Asking questions allows you to uncover the organization underneath the veneer of its branding : What benefits do they offer? What does that tell you about how they view and treat employees?

IT’S A TWO-WAY STREET

An interview should always be a dialogue . Too many candidates expect a scripted question-answer session, wherein the hiring team asks them questions, and they provide answers based on knowledge, experience, and skill—hopefully with a little flair or personal twist to make themselves really stand out. But candidates must always ask questions; they shouldn’t only provide answers. Remember that you and the staff sitting in that room have the exact same purpose: to determine if you’re a good fit with the corporate culture. Whether or not you have the skills and experience, fit is a predominant factor in any hiring decision. And if all you do is answer questions, not only do you miss out on discovering more about the company, but you also miss an opportunity to show the interviewers your curiosity and your intellect. What kind of questions you ask can give interviewers just as much information about who you are and how you think!

THE QUESTION YOU MUST ALWAYS ASK

While the questions you might ask will vary by industry, position, and even the company itself, experts agree that there is one question you must ask no matter what: “Who succeeds in this role?” Of course, you can phrase it other ways, such as “How do you define success for this position?” but it is imperative that you ask it.

WHY ASK ABOUT SUCCESS?

Remember that the questions you ask can give insight into who you are and how you think; answers are much the same. How someone answers this question can give you deeper insight into the company and the recruiter’s views—it’s a sort of “insider information” you can’t look up on the company website.

What kind of information can you glean from the answer to this question? Specifically, you can get information about how your skills and career ambitions align with the company’s goals. Is this a position where you can move up or develop new skills ?

The answer can also tell you about the company’s ethics and values, as well as their real expectations for the position. The verbal answer will elicit more information than the job posting, and the nuance of speech will yield more than trendy jargon or PR terminology, which will allow you to determine if the position is a good fit for you.

Bruce Powell

ARE TALENT ACQUISITION AND RECRUITMENT THE SAME THING?

Mon, 07 Nov 2016 06:12:56 GMT

Recruitment. Talent acquisition. You’ve probably heard your HR staff tossing these terms around. Or perhaps you’ve heard them from other managers, from senior personnel at other organizations, or even from respected leaders in your industry when they discuss what makes their organizations unique and successful.

If you’ve ever wondered what the difference between recruiting and acquiring talent is , you’re not alone. At first, “talent acquisition” may just seem like a fancy term for “recruitment,” and many people are quite convinced that it’s just new corporate jargon for the same old concept.

AREN’T THEY THE SAME THING?

The answer to this question is a resounding no! Talent acquisition and recruitment, as any good HR professional can tell you, are not the same thing. They definitely have their similarities; for one, they’re both centred on the processes surrounding an organization’s hiring. But just because two things have some similarities doesn’t mean they’re the same. The processes of recruiting and acquiring talent are different. This is not simply a case of creatingnew jargon to give an old process a fresh paint job.

SO WHAT’S THE DIFFERENCE?

The difference between recruiting and acquiring talent is actually a fairly fundamental one, and it has to do where each places its focus. For most HR professionals, “recruitment” means hiring people for the here and now; an organization engaged in recruiting activities is interested in getting bodies to fill positions in the company as soon as possible. The process is thus focused on filling positions quickly.

If that sounds a little too pragmatic, consider talent acquisition. This process is focused not only on the here and now but on the future. Rather than just filling positions, acquiring talent requires that hiring managers take an in-depth look at the human capacity of individual job applicants. That means they must ask questions like:

What are the skills this candidate has now, and what skills could they develop in the future?
What are the career goals and aspirations of this person?
Where does this person fit in our organization? Where will they fit in 5 years?
How well does this person fit with our corporate culture?

If you want to acquire talent, you are not merely looking at someone who will suffice for the moment; you’re hoping to invest in someone who will be with your organization for the long haul !

WHY RECRUIT AT ALL THEN?

Talent acquisition probably sounds like a much more appealing process to many people. After all, organizations always want to hire the best and brightest. The more rigorous process of acquiring talent also helps cut costs associated with turnover among new hires; more in-depth screening weeds out candidates who are likely to “just not work out” before your firm invests resources in hiring and training.

With that in mind, why would anyone keep recruiting? While the process does have some inherent flaws, it is often just as important for organizations. Talent acquisition is a time- and resource-intensive process; sometimes, you just can’t spend that kind of time or money to find the perfect person for a job. That’s especially true if you need to meet a sudden upswing in market demand or if you need to replace some frontline employees immediately, to minimize negative impacts on other staff members. In that case, temporary hiring and recruitment are more useful tools. While it’s important that recruitment is embedded within talent acquisition, both processes include steps such as posting the job, reviewing applications, selecting candidates and interviewing them, and hiring. Recruitment protocol can set up a frame of reference to be used when acquiring talent.

Bruce Powell

4 REASONS YOU NEED STRATEGIC TALENT ACQUISITION

Wed, 02 Nov 2016 06:06:28 GMT

You know that effective and strategic talent acquisition can be vital to a business’s operations. Without it, your firm is unlikely to find, hire, and retain the most talented employees—the people who drive your business and allow you to excel at what you do. And since employees are a business’s biggest asset, it makes perfect sense to spend the time and effort required to find the right people. But there are plenty of other reasons that businesses need strategic talent acquisition; here are just a few of them.

4. GET THE RIGHT PEOPLE

The most obvious reason that companies need strategic talent acquisition is that they need the right people to fill positions in the firm. Recruiting can lead to high turnover, as firms hire people who don’t have the right skills, who just don’t fit the corporate culture, or who aren’t invested in the company and leave as soon as something “better” comes along.

Talent acquisition avoids those pitfalls by taking the time to intensively screen each candidate. Strategic talent acquisition allows you to seek out the ideal candidate—a person who has the skills you require, who really wants to work for your company, and who fits with the corporate culture. When your company has these people onboard as employees, you know you’re going to get the best of what they have to offer.

3. PLAN FOR THE FUTURE

Talent acquisition is not focused on the here and now. While finding the right person to fit the position that’s currently open is important, the process of acquiring talent also allows employers to be more forward-thinking. It asks them to imagine where this person will be in five or ten years. What position will they hold in the company? Will they be mentoring with one of your senior employees to become your next CFO or COO? While what a candidate can do here and now is vital, what they can do in the future is just as important when you engage in talent acquisition.

Strategic talent acquisition plays up this futuristic thinking even more as it asks you to consider the business’s needs both now and in the future, and to plan your workforce accordingly. Where is your business heading? What positions are you likely to need filled as you expand into new markets or new fields of expertise? Asking these questions now will ensure you get the workforce you need to succeed in the future.

2. SAVE SOME MONEY

Many companies avoid talent acquisition because the process can be time-consuming and costly up front. But if you look to the longer term—as talent acquisition asks you to—you’ll notice something quite interesting: Engaging in the process of acquiring talent actually saves you money over the long run.

How? The process of hiring someone and onboarding them is no small investment for most companies; in fact, it can cost quite a bit not only to go through the process of interviewing and hiring, but also training someone. If that person then leaves, the company has lost its investment—and that costs firms hundreds of thousands of dollars per year . Acquiring talent instead of recruiting lowers the risks of candidates “not working out” and protects your investment in your employees.

1. SIMPLIFY HIRING

Another way firms can save time and money using strategic talent acquisition as opposed to simply recruiting is inonboarding the future leaders of your company now; this will simplify the search for your next CFO or COO later. In fact, it can simplify the search for just about any position in the company. Rather than spending time and money looking outside the company, look inside to the people you considered talented enough to hire already! Chances are your next leader is already within your ranks.

Bruce Powell

IS THERE A DIFFERENCE BETWEEN TALENT ACQUISITION AND RECRUITMENT?

Fri, 28 Oct 2016 05:59:24 GMT

Whether you’re inside an HR circle or outside the human resources department altogether, you may have encountered confusion not just about what talent acquisition is but about how it’s different from recruitment. Maybe it’s a point you’re not even 100% clear on yourself!

Some people are quite adamant that, at the heart of things, there really is no difference between recruiting activities and the process of acquiring talent. Others, of course, beg to differ: There really are differences between the two!

WHAT IS RECRUITMENT?

Most people can answer this question with relative ease. Recruitment is the process of hiring people to fill positions in a firm. It consists of activities such as posting a job vacancy, screening applications, interviewing candidates, and, hopefully, hiring someone at the end of the process.

Recruiting is often considered “simple” by those inside HR circles; that is to say that it’s a process that’s concerned about the here and now. The focus is on getting candidates into open positions as efficiently as possible.

WHAT IS TALENT ACQUISITION?

All right, so if recruiting is the process of hiring, what do people mean when they talk about acquiring talent? Some people think that the process is precisely the same as recruiting; after all, when you’re acquiring talent, you’re talking about hiring people. “Talent acquisition” is just a fancy term for “recruitment,” right?

Not so! Most HR professionals will tell you that while the process of acquiring talent necessarily fulfills a lot of the same functions of recruiting—posting open positions, reviewing applications, interviewing candidates, and ultimately hiring people—that’s the nuts and bolts of acquiring talent. There’s more to it than that.

THE FUNDAMENTAL DIVIDE

Talent acquisition does cover some of the same ground as recruitment; they both go through the steps of hiring someone to work for your company. But acquiring talent shifts the focus from the present moment to the future. While recruitment tends to focus on getting people into positions and filling vacancies as quickly as possible, acquiring talent is looking at the bigger picture.

When you’re using a strategy to acquire talent , you’re asking tough questions: Where does this person fit into our company? Will that employee “fit” the corporate culture? What skills does he or she have now that could be of use in future positions, and what skills could be developed? In five years, where will that person be in our company?

Recruiting activities often ignore these important questions—which is why recruiting tends to result in higher turnover. The people you hire through recruiting may be great employees with well-honed sets of skills, but they may not be a good fit for your corporate culture and they may not be invested in your company. In short, they might jump ship if things don’t work out—or if something better comes along.

WHICH IS BETTER?

Most HR professionals have preference for acquiring talent over simply recruiting, because talent acquisition tends to result in long-term hires and more professional development. It can also simplify the search to fill positions higher up in the chain; rather than look outside the company, HR can focus the search on internal candidates who already have incredible insight into your business.

Of course, both acquiring talent and recruiting activities have a place in any company. Acquiring talent is a time-intensive process, and you may not want to engage in it to fill a sales position during a busy selling season. Additionally, you may not be able to “plan” your workforce with as much care during busy times, and so need to shift focus to the present moment. In this sense, you need recruiting services just as much as you need talent acquisition.

Bruce Powell

4 REASONS YOUR COMPANY SHOULD OUTSOURCE RECRUITING

Wed, 26 Oct 2016 05:53:52 GMT

You know that talent acquisition can be a lengthy and costly process, which is maybe why you’ve decided to go the recruitment route. While there are plenty of reasons firms should prioritize talent acquisition over simple recruitment , the fact of the matter is that sometimes, all you really need is recruitment.

You may also think that going with recruitment, rather than talent acquisition, gives you a strong argument for keeping this work in-house, rather than outsourcing. But there are plenty of reasons that firms should outsource recruiting, even if the process does seem simpler. Here are just a few reasons to consider outsourcing as an option.

4. SAVE TIME

One of the reasons you’ve decided to go the recruitment route is likely to save time. Maybe you need these positions filled quickly; perhaps there’s been a real pick-up in production, and you’re afraid you’ll miss the market if you don’t meet demands now. Or perhaps you have an assignment with a clear start and end date; you need someone for a special project or to cover while someone else is on an extended leave. Whatever the reason, you need positions filled and you need them filled now.

While recruitment can speed up the hiring process, moving to outsource recruiting activities can make the process even faster. How? You’re tapping into an established network that reaches further than your own, which means you’ll likely find more qualified candidates in short order.

3. FREE YOUR STAFF

No matter whether you’re engaged in talent acquisition or recruitment, both processes demand time and effort from your in-house HR staff. You’ll still need to do the footwork: posting job openings, reviewing candidates’ applications, selecting candidates, interviewing, and finally, hiring. If you’re already short-staffed, those activities can make a scarcely manageable task list overwhelming.

Instead of burdening your overworked staff with yet more things to do, outsource recruiting to alleviate time pressure in your HR department . With a team of dedicated experts who can help you manage the recruitment process from end to end, you’ll find that you’ll get the right people, sooner, and with less effort and stress on your part.

2. SAVE MONEY

While the decision to outsource recruiting might not seem like a direct path to cost savings, most firms do see cost reductions when they outsource their recruiting activities. Why? Much like outsourcing saves you time, tapping into a network of experts with a wider web of connections will help you find more qualified candidates more quickly. That means you’ll spend less time searching for someone to fill a position—and that you can get back to the day-to-day operations of running your business sooner . The longer you spend looking for someone or trying on various candidates for “fit,” the higher your costs will be overall. Consider the costs of the candidate search and recruitment process itself; the less time you spend on this, the less it will cost you. Onboarding and training are also costly and time-consuming, so you want to make sure you get the right people the first time around. On top of that, you want to fill positions quickly, so that you’re not losing productivity or paying overtime or sick leave to stressed employees, just to keep your company moving.

1. GET THE RIGHT PEOPLE

You can certainly keep your recruitment activities in-house, but moving to outsource recruiting has one more major advantage: You’re more likely to get the right people . Since you have a team of recruitment experts at your fingertips, the screening process is likely to be more rigorous and controlled; they also have more time to review and interview candidates. Finally, these experts also have deep knowledge and a wider net of connections, which means you get more highly qualified candidates to choose from—which gives you a better chance of getting the right people into open jobs on the first try.

Bruce Powell

WHAT`S INVOLVED IN A SUCCESSFUL TALENT ACQUISITION STRATEGY?

Fri, 21 Oct 2016 05:40:35 GMT

You know that an effective talent acquisition strategy is vital to your business’s success, and you’re already thinking about the ways that you can improve the current process in place at your firm. But what’s really involved in a successful strategy for acquiring talent?

GET HR ONBOARD

You can’t have an effective talent acquisition strategy if you don’t communicate the business’s needs and goals to your HR team. After all, whether they’re in-house employees or outsourced experts , they’re going to need to know what you’re looking for in order to successfully acquire talent to fill the business’s needs. First and foremost, you should communicate your firm’s goals, strategies, and needs to the HR team and allow them to fully understand where the business is and where it’s going. From there, they can devise a strategic approach to acquiring talent.

PLAN YOUR WORKFORCE

This step is particularly difficult for businesses that are growing or that have a seasonal aspect; you may have sudden demands for more people or a sudden need to scale back. In some cases, growth may be unforeseen, which can cause problems. Nonetheless, you and your HR team should take a look at the business’s current needs and think about what (or who) you’re likely to need in the future. Since talent acquisition is forward-thinking, this step is crucial to bringing the process away from simply recruiting and truly being engaged in acquiring talent. You may need to fill a position today, but will that same person also be able to fill a middle management position in five years? Do you see the business expanding and adding those middle management positions? How many of them are there likely to be? With these predictions in hand, HR can look toward hiring candidates that fulfill the firm’s needs today—and are likely to fulfill those changing needs in the future as well.

BE FLEXIBLE

As noted, “planning” a workforce is often a difficult process; it’s often guesswork since no business owner has a crystal ball to predict what the future holds. While you may see your business expanding for the next five years, a sudden economic downturn may put the kibosh on the expansion strategy you had. Or perhaps your business takes a left turn into new territory with an experimental new technology or heads into a different field entirely. That means it’s back to the drawing board—and that’s why your acquisition strategy must remain flexible . A rigid strategy will only serve to slow you down.

BRAND YOURSELF TO EMPLOYEES AND CANDIDATES

Talent acquisition is truly about hiring the best, most qualified candidates, with an eye to keeping them onboard with your company for the long-term; it is not hiring as a stop-gap measure. Given that, you’ll find you often need to convince candidates to come work for you, just as much as candidates need to convince you that they’re the right fit for the position. HR teams can have a difficult go convincing those highly qualified people that your company is truly a great place to work—so you need to have a branding strategy in place. Why should a candidate work for you? What do you offer that no other company does?

RECRUITMENT STRATEGY AND PROCESS

This is the nitty-gritty of the talent acquisition strategy. While talent acquisition is different from recruitment, they both involve the recruitment processes of candidate search, review, interviewing, and finally, hiring. What is your process like? How do you strategize the candidate search—do you target particular groups of candidates, or do you use particular social networks? Other strategies, such as on-campus recruitment and job fairs, could also be used. The strategy and processes that you use will ultimately determine how successful your talent acquisition strategy is.

Bruce Powell

HOW CAN COMPANIES BENEFIT FROM TEMPORARY RECRUITMENT SOLUTIONS?

Fri, 14 Oct 2016 05:30:55 GMT

Sometimes, your firm doesn’t need a long-term solution to staffing shortages. You know you’re only going to need help during a short time, or you have a particular project in mind. But hiring—even for someone in a temporary position—can be time consuming and costly. That’s one of the best reasons you should consider leaving the task to a temporary recruitment solution—but there are also many more. Here are a few ways your company could benefit from temporary recruitment solutions.

GET POSITIONS FILLED FAST

As you know, recruiting for even temporary positions can take an inordinate amount of time . Not only do you need to post the job and then wait for applicants, you also need to go through the processes of reviewing and interviewing qualified candidates. And when you’re busy, it can sometimes take longer to get to those applications. That might mean a delay in getting someone into a position you really needed filled last week. Temporary recruitment solutions solve this problem quite neatly: They allow a staff of experts to search for candidates in a widened pool. Those experts will also then review applications and interview candidates before passing them along to you. That means you can get people into positions faster—potentially even to cover someone’s sudden sick leave or a lengthy vacation.

LEGAL KNOW-HOW

If you’re facing a busy period where you need to hire several people at once, chances are at least a few of those positions will be seasonal or temporary—which may mean you’re using contracts. While your in-house HR team can likely handle this task, having the experts at a consulting firm review or draw up contracts along with their recruiting activities means that you can rest easy about your liabilities; you know they’re going to review the terms of the contract to ensure your firm won’t be on the hook .

REDUCE COSTS

One of the biggest advantages of a temporary recruitment solution is the cost savings employers can realize. While you may not realize it, there are some fairly high costs associated with hiring new employees—even the ones who might only stay with your company for a short period of time. There’s the time and resources you put into posting the positions, reviewing candidates, making arrangements for interviews, and finally, the decision to hire and the requisite paperwork that has to be filled out and filed in relation to that decision. That’s a lot of work for your staff!

There are also costs associated with actually onboarding someone. Temporary recruitment solutions tend to help reduce all of the costs associated with new hires—including the costs associated with onboarding and training . That’s because the candidates that are forwarded to you want the job for the right reasons and have been screened more thoroughly. That means that the people you’re hiring are more likely to be a good fit for your firm—and less likely to just “not work out.”

INCREASE EFFICIENCY

As mentioned, the process of recruiting can be a huge drain on your staff’s time. It’s not easy to find great people to fill positions. That’s why a temporary recruitment solution might be a better option. The experts you’ll be working with already have deep connections and they can draw on those networks to find highly qualified candidates quickly . They’ll also do the work of screening and initial interviews, which frees up your staff to focus on their core work. That’s a more efficient solution than simply asking your staff to add another task to their to-do lists. It also means you’ll get your positions filled faster—which means you won’t see a decrease in productivity from prolonged staffing shortages.

Bruce Powell

WHAT IS TALENT ACQUISITION?

Mon, 03 Oct 2016 05:23:52 GMT

As a business owner, you’ve heard a bit about “talent acquisition,” but perhaps you’re curious to learn more. After all, you know you need to fill positions in your firm with talented people—so isn’t talent acquisition just a fancy term for recruiting or conducting a candidate search? While that might be easy to assume, it is actually a bit different.

WHAT IS IT?

The term describes the process of finding and acquiring talented employees that meet your organizational needs. You can acquire talent for any position within the company, whether it’s a new chief financial officer or a skilled labourer to work on the line. However, it also goes a step further in that it is not only a means of filling positions. Instead, acquiring talent looks toward ensuring that candidates’ skills will be utilized in the position—and that you’re hiring candidates that may be able to fill similar positions in the future.

HOW IS IT DIFFERENT FROM RECRUITING?

Recruitment is, in some cases, a subset of talent acquisition. Within HR circles, the term “recruitment” often refers to the activities surrounding hiring candidates: sourcing, screening, interviewing, assessing, and selecting candidates. In that sense, acquiring talent is often more strategic than simple recruitment . Recruiting may have a short-term goal in mind—fill 10 positions now—but talent acquisition is looking at the broader picture, assessing where candidates fit now and where they may fit in the future as well.

WHY USE IT?

The process has several benefits that simple recruitment can’t offer. For example, recruitment has as its primary goal the filling of positions. Talent acquisition is instead looking at longer-term goals, including your business goals, and seeking out the right candidates to help your firm achieve those goals.

Obviously, taking a longer-term approach to your hiring practices has advantages for your firm. When you hire the most talented and skilled candidates, you can be sure that they will fit their roles well. You can also be assured that their skills will be put to good use. You’ll likely also look for candidates who have potential to grow, which means that as your firm grows, your employees can grow with you by learning new skills and moving into new positions.

IT’S WIN-WIN FOR EMPLOYER AND EMPLOYEE

Talent acquisition benefits both employer and employee. Employers are able to hire the best candidates for current positions, with an eye to growth for the future. Employees know that they’ll be entering a position where their skills will be used and appreciated—and that they should have opportunities to grow.

For both employer and employee, this creates stability. Employees may have more job satisfaction and be more motivated at work. Employers reduce the risk of staff turn-over , which can be costly—especially if the position requires another lengthy candidate search. Employers and employees can also be assured that the company culture is a good fit for both.

WHAT ARE THE DRAWBACKS?

The largest issue is the length of time talent acquisition takes. The processes involved in acquiring talented people to work for your firm can be quite intensive and rigorous. If your HR team has limited capacity, then the task may be pushed to the wayside as more important work takes priority. That can ultimately harm your business’s long-term goals.

If this sounds like your firm, don’t worry—there’s a solution for this situation. Instead of foisting the task of acquiring talent onto your HR team, look to outsource the process . You’ll get access to a dedicated team of experts who can help you find the best, most qualified candidates—for both now and in the future.

Bruce Powell

WHAT`S THE DIFFERENCE BETWEEN TALENT ACQUISITION AND RECRUITMENT?

Fri, 30 Sep 2016 05:16:44 GMT

As a business owner, you’ve probably heard plenty abouttalent acquisition. But you may have been lulled into thinking that you’re already engaged in the process of acquiring talent for your firm. After all, acquiring talent and recruiting are the same thing, and you’re already recruiting for positions in your firm.

This is a relatively common assumption that people make when it comes to talking about recruiting and acquiring talent, but the truth is that they are not the same thing. So, what’s the difference between talent acquisition and recruitment anyway?

WHAT IS RECRUITMENT?

Recruitment is something that almost every firm is engaged in. It encompasses the processes of sourcing, screening, interviewing, assessing, and selecting candidates for positions within your firm. In most HR circles, however, it is not considered synonymous with “talent acquisition ”—it’s usually a subset of acquiring talent.

WHAT IS TALENT ACQUISITION?

Acquiring talent , on the other hand, is a longer-term process than recruiting. Whereas recruitment tends to focus on the here and now, talent acquisition thinks more about the future. In that sense, it sees the larger picture when you’re searching for people to fill key positions within your firm. While acquisition can be used to fill just about any position, it focuses on ensuring employees will be using their skills and that those same skills will serve them in other, similar positions they may fill in the future.

WHICH IS BETTER?

Most people in HR would tell you that acquiring talent is “better” than recruiting, although that’s not quite true. While acquiring talent takes a view to the long term, which is almost always better than a short-term focus, recruitment goes hand in hand with talent acquisition. While recruitment is not necessarily talent acquisition, some portion of acquiring talent requires the same recruiting processes: seeking, screening, interviewing, assessing, and, finally, hiring candidates. While acquiring talent may have its advantages for firms, it cannot be fully separated from the work of recruiting.

TO RECRUIT OR ACQUIRE?

The fact that recruiting cannot be fully separated from acquiring talent leads to another question: Why bother acquiring talent if you can just recruit? After all, acquiring talent focuses on the long-term, and that almost necessarily results in a longer candidate search and more rigorous screening and interviewing procedures. That means higher costs and a larger time commitment for your firm . In that case, recruiting seems like the better option—it’s faster and cheaper.

But recruiting has its drawbacks: You’re more likely to hire someone who doesn’t have the skills for the job or to hire a candidate who just isn’t a good fit for the corporate culture. Similarly, you may end up spending more time and money replacing those candidates who just don’t work out. And you may find yourself involved in a revolving door situation where employees leave on a frequent basis to seek opportunity elsewhere, because their skills simply aren’t being utilized in their jobs or because they see no opportunity for advancement with your firm.

Talent acquisition, on the other hand, looks to the future and in doing so helps employers avoid the “revolving door” phenomenon. While you might spend more time upfront seeking the right candidate, at the end of the day you know you have hired a valuable employee whose skills will serve them in their new job. You also know they’re a good fit for the corporate culture, and you’ve hired with an eye to having that same candidate fill other opportunities as they arise. That means you actually spend less time looking for candidates and training new employees over the long term.

Bruce Powell

5 BENEFITS OF OUTSOURCING TALENT ACQUISITION

Fri, 02 Sep 2016 05:09:23 GMT

Talent acquisition is an integral part of any business.You want the best and brightest to fill positions in your company. But finding qualified candidates and the best people for the job can be a complicated and time-consuming task. Fortunately, there’s a way for businesses to manage the process more effectively: outsourcing. While many initially oppose the idea of seeking outside help with acquiring talent, there are many benefits of outsourcing this task.

5. FAST-TRACK THE PROCESS

If you and your HR staff are already contending with full schedules, don’t overload yourselves by asking your personnel to weed through hundreds of applications to find the most qualified candidates. Instead, outsource this tedious task to the specialists who have the time and means to deal with a flood of applications.Their expert knowledge of the best processes and uses of up-to-date tools canfast-track the talent acquisition process. That means you get someone into that crucial position by the date you need it filled, even as you ensure you’re getting the best candidates for the job.Another benefit of outsourcing? It allows you to get back to the core functions of your business.

4. WEAVE A WIDER NET

Another benefit of outsourcing is that it allows you to tap into job-seeker networks you were previously unaware of. Specialists are likely to have better knowledge of where you will find the most highly qualified candidates—and how you can reach those people. This wider net allows you to rest easy knowing that the applicants you’re reviewing are truly the best of who is out there. The experts can also vet each candidate, which means you spend less time interviewing people who look good on paper, but are less appealing in real life.

3. CALL IN THE EXPERTS

When it comes time to acquire new talent, you may find yourself lacking the tools and the expertise to conduct an effect search. That can spell trouble during your search: Maybe you don’t find the right candidates or maybe you aren’t finding enough people to fill all open positions. That’s when you need to call on the experts outside of your organization to augment the HR capabilities you already have. One of the benefits of outsourcing is that experts have specialist knowledge and training , which means you can be sure they’re employing the latest methods and the most effective tools. These specialists can guide your candidate search process with more precision and accuracy than you can in house, which means you can be sure you get the most qualified applicants.

2. GET FLEXIBILITY IN YOUR WORKFORCE

One of the benefits of outsourcing talent acquisition is that it allows you to scale up and down as you need to , which makes this a flexible option to complement your regular staff. Whether it’s adding a number of new employees or a long-term search, specialists can help you when you need them to; there’s no need to overwhelm your in-house HR capabilities by asking your busy staff to do even more.

1. REALIZE COST-SAVINGS

The biggest benefit of outsourcing talent acquisition is the fact that it can save your firm not only time, but money too . Since time is used more effectively, specialists are less likely to rack up an enormous fee. You will also be less likely to pay the cost of an ineffective search: You can get your positions filled on time, thus boosting productivity or minimizing lost sales, and you have a lower risk of hiring someone who just doesn’t work out —which means extra costs in training, potential lost productivity, and the need to engage in yet another labour-intensive candidate search!

Bruce Powell

4 ADVANTAGES OF GETTING OUTSIDE HELP WITH TALENT ACQUISITION

Wed, 31 Aug 2016 13:26:08 GMT

Your HR team is a talented group of individuals with a lot of expertise in what they do. But they’re also busy and when it comes to talent acquisition, they may not have the time or tools to devote to the candidate search. That’s when you should call in the reinforcements to help you find the right candidates for the positions you need to fill. While you might not think you need it, there are definitely benefits to getting a helping hand from outside your company. Here are just a few of the reasons businesses will benefit from seeking assistance for talent acquisition.

4. CALL ON THE EXPERT KNOWLEDGE OF SPECIALISTS

Talent acquisition may not be the area of expertise for most of your HR staff , especially if your business calls on them to develop their skills in other areas. When it comes to conducting a candidate search, then, your HR staff might be capable, but they may not be up-to-date with the latest methods and trends. It’s also possible that they don’t have the best tools available to them either. All of that can lead to big trouble during the candidate search: maybe you don’t find the right candidates or maybe you aren’t finding enough people to fill all your positions. Calling on experts outside of the company can augment your HR staff’s skills, helping them expand the search by employing the latest methods and the most effective tools.

3. MAKE YOUR WORKFORCE FLEXIBLE

Your HR team is already busy, and you suddenly need to fill several positions or engage in a lengthy search for a candidate to fill a position in senior management that suddenly opened. What can you do in a situation like this? If HR devotes their resources to the candidate search, their other work will be neglected—which could spell big trouble. But if you don’t get these positions filled quickly, you know you’ll have a different set of problems. Outside specialists can scale up and down as you need them , which makes them a flexible addition to your regular HR staff. Whether it’s adding a number of new employees or it’s a long-term search, specialists can help you when you need them to—and not a moment too soon.

2. SAVE YOURSELF SOME TIME

Talent acquisition is often a time-intensive undertaking, and chances are your HR staff are already contending with full schedules. That means busy professionals—like you and your HR staff—may not have time to adequately engage in the process, especially during the early stages when you could receive hundreds of applications for a single job. That can mean slow-downs and delays in the search process—a problem that becomes worse when someone leaves your company unexpectedly or when you face a sudden uptick in demand and need to fill positions quickly.

Specialists outside the company are able to devote more time to the candidate search, thus speeding up the process. That’s important when you have deadlines. It also allows you to turn over the task of sorting through applications to experts who are often better equipped to deal with a flood of resumes, while still ensuring you’re getting the best candidates.

1. ENGAGE IN AN EXPANDED SEARCH

Seeking outside help for your talent acquisition needs can also mean you tap into networks you were previously unaware of. Specialists who work in this area have a better knowledge of where you’ll find qualified candidates—and how you can reach those people, which means you’ll find better prospects. Outside experts may even surprise you by expanding your talent search into communities and spaces you would have never dreamed of looking and finding exceptional candidates in those places.

Bruce Powell

SHOULD HIRING MANAGERS GIVE ADVICE TO UNSUCCESSFUL JOB CANDIDATES?

Fri, 26 Aug 2016 13:17:48 GMT

Hiring managers sit through a lot of interviews. For every good interview, there are the bad ones—the awkward ones, the cultural mismatches, and so on. At the end, only one candidate remains standing. Everyone else is thanked for their time and told they weren’t selected.

Rejection raises questions for a candidate: Why were they rejected? What did they do wrong? Could they have done something differently? Candidates, understandably, want feedback on their interview performance. But should hiring managers dole out that advice?

THE CASE FOR GIVING ADVICE

While many companies will opt not to give unsuccessful job candidates feedback, there is a case for doing so. First and foremost may be that your hiring team actually liked the candidate or thought they had some impressive skills, but their interview was less than stellar. Giving them some constructive feedback could help the candidate in their next interview—which might just be for another position at your company. Job seekers also appreciate feedback , since it allows them to prepare themselves for the next interview. If they’re never given any feedback on what they’re doing “wrong,” they can become incredibly frustrated with the job search. After all, doing the same thing over and over and expecting different results is the definition of insanity. Giving advice may be especially useful for internal candidates who are likely to apply for subsequent positions.

In some sectors, such as the civil service, employers may be required to give unsuccessful candidates feedback. Most employers, however, aren’t legally obligated.

THE CASE AGAINST GIVING ADVICE

Giving advice to unsuccessful candidates has its advantages; candidates often appreciate getting more concrete feedback, and it can help prepare them for the next interview, whether it’s with you or another company.

The list of reasons not to give advice is a lengthier one. First, many companies and hiring managers opt not to give feedback because they simply don’t have time . You may be interviewing 10 or more candidates for a position, which means you need to write 9 feedback reports for unsuccessful candidates. Then there’s the issue of “leading on” candidates: Giving feedback sends a mixed message to candidates. It suggests that if they argue with you, or interview with you again and do just a couple of things differently, you’ll hire them. Of course, that can lead to more frustration and upset when you do interview a previously unsuccessful candidate—and reject them again! Feedback isn’t meant to be a tip-sheet on how to get hired, although some candidates may take it that way.

A third reason—and arguably the most important one—is that advice can easily be misconstrued. If a job seeker believes they have been discriminated against, they could use your feedback as evidence that demonstrates discriminatory hiring practices at your firm. That could result in a lawsuit —a situation no employer wants to face.

TO GIVE OR NOT TO GIVE

Whether or not hiring managers should give advice to unsuccessful job candidates remains an open question. On the one hand, job seekers often appreciate the time and effort it takes for a hiring manager to give them some feedback—and it’s more satisfying to hear about what you can work on than to receive a note that there was another candidate who had more experience. On the other hand, it can cause headaches for a company as unsuccessful candidates reapply with the expectation of being hired. And giving out advice can place an unfair burden on hiring managers , who then spend time doling out information to people who don’t even work for them.

All in all then, advice for unsuccessful job candidates must be given with discretion when the hiring manager or company deems it appropriate.

admin-dev

WHY YOU SHOULD CONSIDER OUTSOURCING TALENT ACQUISITION

Wed, 10 Aug 2016 13:07:10 GMT

Talent acquisition is a huge part of any successful business; you want the best and brightest to fill positions in your company. But, like so many human resources functions, finding qualified candidates and the best people for the job can be a complicated and time-consuming task. Fortunately, there’s a way for businesses to manage the process in a more effective way. Here’s why you should consider outsourcing your talent acquisition functions.

SPECIALIST KNOWLEDGE

While your HR staff are well-trained and knowledgeable, talent acquisition may not be their area of expertise. In fact, the demands of your business may ask them to develop expertise in other areas or even be generalists. That means that outsourcing these functions can get you access to specialists with better tools and expert knowledge at their fingertips. These specialists can guide your candidate search process with more precision and accuracy than you can in-house, which means you can be sure you’re getting the best applicants.

TIME IS MONEY

You’re busy and so are your HR staff. But finding talented people to fill positions is an important function that demands a lot of time and attention. The truth is that busy professionals—yourself included—may not have time to adequately engage in the process, especially at the early stages. You may receive hundreds of applications, and it’s no small task for your HR staff to pick through all those resumes to ensure you’re getting the best apples in the bunch. Worse, busy schedules can mean slow-downs and delays in the search process. That could mean it could take you months to fill a position you really need filled by the end of next week. That can take a toll on your business’s productivity—and your bottom line .

By contrast, outsourcing allows you to give the task of sorting through applications over to specialists who have expert knowledge, better tools, and more streamlined processes. They’re also dedicated to the candidate search, which means they can devote more time to it. That can make the process much faster—and you can get that crucial position filled when you need it filled.

FREE YOURSELF

As mentioned, talent acquisition can be a time-intensive undertaking, and chances are you and your HR staff already have full schedules. This problem can be exacerbated when someone leaves your company unexpectedly or when you face a sudden uptick in demand—which means you need to expand your workforce quickly. By outsourcing, you free yourself and your HR staff from this time-consuming process, which means you can get back to the core functions of your business , while still being sure you’re getting the best candidates for the job.

AN EXPANDED SEARCH

Outsourcing your talent acquisition can also mean you tap into networks you were previously unaware of. Since you’re hiring specialists, they have better knowledge of the job seeker market and where you’re more likely to find qualified candidates. They may surprise you by finding exceptional candidates in places you never dreamed of—and would never have looked yourself.

WORKFORCE FLEXIBILITY

Whether you need to add 10 positions by the end of the week to keep up with demands or you need to engage in a longer-term search, outsourcing talent acquisition allows you the flexibility to deal with your workforce needs in an effective manner. If you suddenly needed to devote a lot of time and effort to filling several positions, the HR department’s other work may be neglected. In fact, you might need to add more HR staff just to handle the new demands! Talent acquisition specialists, on the other hand, can scale up and down as you need them .

admin-dev

3 Reasons to Outsource Recruiting for Faster Hiring

Wed, 27 Jul 2016 12:57:22 GMT

Finding a talented employee in today’s massive pool of potential candidates may seem like a relatively easy task. However, the job market is so massive that many HR employees struggle with knowing where to start or what platforms they should use to find the most relevant candidates. Recruiting can happen offline or over the internet, and unless you are specially trained in the task, locating the right candidate is not a simple project to take on. Here are 3 major reasons to outsource recruiting.

1. RECRUITING IN-HOUSE TAKES TIME AND MONEY

Let’s take a look at the cost of in-house recruiting. First, companies have to shell out for

gas and travel expenses and sometimes even have to pay for VIP candidates to come in for preliminary interviews. It gets even more expensive when you include office supplies, ad space, and premium subscriptions to professional sites like LinkedIn . Recruiter subscriptions to networking sites usually cost over $100/month, and the price is rising. Along with all that, companies pay for expensive recruiting software that can be confusing or difficult to use for HR associates who haven’t been properly trained.

Every year, HR departments spend a huge amount of time, energy, and money trying to fill positions with the right employees. Expenses add up over time and even worse, the money put into an in-house recruiting process doesn’t always pay off. In contrast, companies that outsource recruiting might pay a one-time or monthly fee at a competitive rate they can afford.

2. RECRUITING AGENCIES HANDLE JOB POSTINGS AND INTERVIEWS

HR consultants generally employ staff with a higher level of experience, which translates into higher efficiency. With an HR expert solely focused on your recruitment process, everything from advertising the position to hiring a successful candidate is sped up, which saves on expenses. This also saves your staff from being bogged down by the demands of the recruitment process so they can focus on their core responsibilities.

2. HAVE A KILLER LINKEDIN PROFILE

Online recruiting requires job postings to be made, updated and reposted on occasion. This is a lot of labour in and of itself and sifting through the plethora of replies just adds to the heavy workload. Then, depending on the industry, there are offline job postings that have to be made. This requires someone to print off ads, distribute flyers, and reply to inquiries over email, phone, and fax. If HR teams aren’t careful, hiring can become a messy and disorganized task.

Outside recruiting agencies do all this work for you. They take care of job postings and sift through all the unfit candidates to find potential employees who are worth interviewing. They also run the interviews and keep businesses informed about potential candidates who suit their specific needs. When it comes time to make a job offer, these agencies even provide expert help with salary and benefit negotiation.

3. SOME AMAZING CANDIDATES SLIP THROUGH THE CRACKS

Hardworking students and older individuals with fantastic job experience are reachable through different recruiting methods. While a lot of recent grads respond well to newer recruitment methods such as online job postings and Skype interviews, some baby boomers still prefer more traditional methods of hiring. In order to streamline the recruiting process, companies need to have a clear idea of the type of candidate they’re looking for and they need to understand how to reach them.

It takes a team of skilled professionals to find the unique and talented individuals that will bring something entirely new to a company. Many HR professionals use all the means they can to discover fresh talent and speed up the in-house recruiting process, but finding an ideal candidate can be tough if you lack the proper screening systems and research tools. In order to find truly gifted candidates—including individuals who are currently employed—companies need to have the professional technology it takes to locate and connect with them. Usually, this technology is out of reach.

To learn more about how your company can outsource recruiting, contact us today ! In the meantime, check out our awesome testimonials .

Bruce Powell

5 REASONS TO OUTSOURCE TALENT ACQUISITION

Wed, 20 Jul 2016 12:48:59 GMT

Successful companies recognize how important it is to hire the right people at the right time, and just how pricey the alternative can be when a bad hire is brought on. Searching for the proper candidates takes a lot of time. It’s easy for small businesses to be overwhelmed with the recruitment process and in turn start neglecting their core business responsibilities. For many smaller businesses, it’s unrealistic to employ a whole HR department to handle everything that needs to be done throughout the entire hiring process. This is where it may be smart to outsource talent acquisition.

Some companies may be skeptical, but sourcing quality professionals is hard work, and it can take weeks, if not months, to nail down a great candidate. Why not save the grunt work for someone else while you focus on what you’re there for–your business.

FIND BETTER CANDIDATES

Start strategic partnering as HR professionals learn about your company and its needs. They are equipped with various resources for where to find the best of the best and know exactly what to look for in resumes. Since job seekers are also reaching out to them for placements, their talent pool is extensive. These professionals are able to narrow down the applicants or reach out directly to those they see as perfect fits for the role, leaving only the most ideal candidates in line for the interviewing process.

INCREASE EFFICIENCY

2. HAVE A KILLER LINKEDIN PROFILE

CUT COSTS

Hiring is expensive . The cost of advertising positions, screening applications, interviewing and running proper background checks is high. This doesn’t include the amount of time your current staff takes to fulfill these tasks for each open position that comes available, not to mention the responsibilities that are assigned to another employee while the position is left open. When you outsource talent acquisition, your HR professional is able to handle all of these details while the management and staff are able to conduct regular business.

DECREASE RISK

Minimal risk is music to every manager’s ears. Even when you get a great feeling about a potential hire, you never really know whether they will mesh with the company or perform well in their new role until you see them in action. Your HR consultant may be able to organize a temp-to-hire contract between the employee and the business. This way, if they are underperforming, you’re able to get the ball rolling on finding a replacement right away.

FLEXIBLE

As every manager has experienced, life happens. Employees are entitled to vacation, sick days, and parental leave, or, maybe your company hires many temporary positions, contract workers or requires multiple interns each year. This is where choosing to outsource talent acquisition can really save you time. Rather than spending multiple hours on hiring for temporary projects or unexpected absences , your HR consultant is able to feed you a constant list of appropriate candidates for any situation that might arise, while complying with the proper laws and policies for these instances.

Whether your business is looking to cut costs or save time and stress, it may be wise to outsource your talent acquisition. As businesses increasingly use these services, the service providers in place have also increased. Be sure to take a look at all of their services offered , even if you’re just looking to outsource talent acquisition at this time–there’s a good chance you’ll be coming back for more in the future.

Bruce Powell

A SIMPLE SOLUTION TO EMPLOYEE DISENGAGEMENT

Tue, 12 Aug 2014 12:37:26 GMT

They want to be engaged. Yes, there has been a change in what people demand from work – involvement, participation, meaning and engagement. Organizations and individuals search madly for the next engagement trend or the ideal engagement ‘program’ for employees, but perhaps the key is more simple. Perhaps we need to look across a broader set of contexts to find some engagement approaches that are simple to conceptualize, but perhaps difficult to do. We need to look at concepts that come out of an understanding of what all human relationships require.

There are a host of these that I find fascinating and useful to apply – things like asking questions to understand others before we judge, like taking the time to know people as opposed to relying on our leadership positions to bring about buy-in and influence.

One in particular that I find very enlightening is the idea of real, honest recognition – and I don’t mean gift certificates, bonus programs or formal rewards. We need to rethink this idea and start doing things like what I call, catching people doing something good.

Our natural tendency across most human relationships is to notice problems, mistakes and foibles and to intervene accordingly – to ‘catch’ them doing something wrong. We do this not because we are mean or negative, but just because we default to “leave well enough alone” unless something goes wrong. But what would happen if we caught people doing something right?

When asked to provide feedback about work supervision, many employees today feel that they can do one hundred things well and they hear very little from their boss. But when they mess up, they certainly do hear about it. Managers do not seem to focus enough time, effort or attention on what employees do well, largely because people seem to feel that success requires no action on their part, but that mistakes do.

This is the road to non-engagement. We know that one of the things that provides engagement for people at work is meaning. We also know that, among other things, real recognition – high touch, human recognition – can drive the perception of meaningfulness. Of course, this is true across all human relationships – home, family, work, etc.

In story after story, I hear of star employees whose managers consistently postpone any feedback discussions because the employee “knows they’re amazing – after all, no news is good news”. After a while though, employees may begin to feel as if they are taken for granted and not appreciated. On top of that, I typically see that those employees with more issues are given extra training, tons of face time and numerous discussions with the boss to discuss developmental plans and the like. Meanwhile, the star gets ‘rewarded’ with more work.

One thing I also see, especially among younger employees, is a strong need to bring who we are to work. There is a realization among these employees that work is a crucial context for learning, networks and meaning. Paying attention primarily when things go wrong just will not cut it for this generation. Without that humanness, recognition and meaning, we cannot get the contributions we need.

What seems to be the real tragedy in these situations, is that the concept is quite simple and acceptable to those who get it – be just as outwardly happy when things go well as you are outwardly angry, annoyed, and disappointed when things go poorly. In my experience, merely explaining this concept to most managers really helps. As well, some managers find that purposefully setting time for the purpose of noticing contributions, efforts, etc., can be a simple way to manage this as can structuring formal feedback in a way that includes all kinds.

admin-dev

20 Words to Avoid on Your Resume: Job Search Tips

Mon, 24 Mar 2014 12:29:49 GMT

WANT YOUR RESUME TO GET NOTICED?

The words you choose to use count. You most likely already know that you have to include keywords in your resume. Most companies now use some type of applicant tracking software that looks for keywords that match specific job requirements. If your resume lacks the right combination of job-specific keywords, it will end up in the proverbial round file.

As much as you want the right keywords, you also don’t want to have an overabundance of the ‘wrong’ words. What kinds of words would those be? One kind is ‘overused’ words that headhunters and HR managers see so often that the terms have lost any meaning or significance.

According to a recent survey of LinkedIn of the Top 10 Overused LinkedIn Profile Buzzwords of 2013, the most overused buzzword in English-language profiles worldwide was ‘responsible’, followed by ‘strategic’, ‘effective’.

Also, you want to avoid using ‘bloated’ words … self-aggrandizing terms that can’t be quantified. They’re fine if someone else says them about you, but they’re best not coming from you.

Along with your keywords, make sure you’ve included enough ‘power’ words – these action-oriented words talk to your accomplishments and can be connected to specific performance areas in your career. If you can support these statements with facts and figures, so much the better. You will increase your chances of getting through the scanning software and catching the eye of a headhunter or HR manager … and hopefully your resume will end up in the pile marked “follow up” instead of “forget about it”.

GRAB YOUR RESUME AND DUMP THE DUDS!

So here’s a good exercise. Pull out a printed copy of your resume and circle all of the overused and bloated words from this chart. How many did you find? Get rid of them or replace them with more words that speak more to your unique accomplishments. Now move on to the power words. Circle all the ones you currently have (hopefully you’ve got plenty) and look for opportunities to add more of them.

augmenthr

The ROI of Outsourced HR: Real Cost Savings Explained

The ROI of Outsourced HR: Real Cost Savings Explained

1. The Direct Cost Savings

2. Accelerating Growth and Business Resilience

3. Slashing the High Cost of Turnover

4. Maximizing Leadership Performance

5. Mitigating Legal and Compliance Risks

The Bottom Line About The ROI of Outsourcing HR

The 8 Most Common Management Mistakes New Leaders Make (and How to Avoid Them)

The 8 Most Common Management Mistakes New Leaders Make (and How to Avoid Them)

1. Failing to delegate (the DIY trap)

2. Neglecting the onboarding experience

3. Avoiding difficult conversations

4. Being a friend instead of a boss

5. Underestimating the importance of compliance

6. Over-promising and under-delivering

7. Losing sight of team culture

8. Not asking for help

Invest in leadership training to minimize mistakes

A final thought about new manager mistakes

Are You Overpaying or Underpaying Employees?

Are You Overpaying or Underpaying Employees?

What are the signs you’re underpaying employees?

What are the signs you’re overpaying employees?

What are the core considerations when evaluating compensation?

How do you find the right level of compensation?

Why is salary benchmarking so important?

What benchmarking actually does

Build a smarter compensation strategy with us

Ready to get your compensation right?

The Hidden Costs of DIY Human Resources

The Hidden Costs of DIY Human Resources

What are the hidden costs of managing HR yourself?

Is DIY HR more expensive than outsourcing in the long run?

What legal risks do small businesses face without professional HR support?

How does DIY HR impact employee retention and company culture?

When should a small business stop handling HR internally?

Top Payroll Compliance Mistakes Canadian Employers Make

Top Payroll Compliance Mistakes Canadian Employers Make

What are the most common payroll compliance mistakes Canadian employers make?

1. Missing Federal & Provincial Deposit Deadlines

2. Misclassifying Employees vs. Independent Contractors

3. Incorrect Statutory Deductions and Remittances

4. Missing or Incorrect Record of Employment (ROE) Filings

5. Non-Compliance with Provincial Employment Standards

6. Improper Handling of Termination Pay and Severance

7. Failure to Track Taxable Benefits Correctly

8. Inadequate Record-Keeping

What penalties can Canadian employers face for payroll compliance errors?

How can employers avoid CRA payroll penalties?

How often should Canadian employers review payroll compliance processes?

How Often Should You Update Salary Bands? (And What Happens if You Don’t)

How Often Should You Update Salary Bands? (And What Happens if You Don’t)

1. How often should companies update salary bands?

2. What happens if you don’t update salary bands regularly?

3. What factors determine when salary bands should be reviewed?

4. How do outdated salary bands affect employee retention and hiring?

How outdated salary bands affect hiring

How outdated salary bands affect retention

5. What is the best practice for benchmarking salary bands against the market?

Define roles based on responsibility

Define your compensation strategy

Document and review

Top HR Compliance Risks Employers Face and How to Mitigate Them

Top HR Compliance Risks Employers Face and How to Mitigate Them

What are the biggest HR compliance risks for employers?

1. Violating Provincial or Federal Employment Laws

2. Employee Misclassification

3. Improper Dismissal

4. Data Security Breaches

5. Discrimination and Harassment

6. Violating Health and Safety Regulations

7. Missing or Poor HR Documentation and Policies

Top questions employers ask about HR compliance risks

Why is HR compliance considered a risk management issue?

What happens if an employer is not HR compliant?

How can employers reduce HR compliance risk?

What HR policies create the most compliance risk?

How often should HR policies be reviewed for compliance?

How Often Should You Update Salary Bands?
(And What Happens if You Don’t)