October 6 to October 12th is Mental Illness Awareness Week, with October 10th being World Mental Health Day, a day where mental health awareness, education and advocacy against social stigma is shed light on globally. Mental health affects everyone, all ages, cultures, races and genders directly or indirectly. According to the Canadian Mental Health Association, at least 1 in 5 people in Canada will personally experience and deal with some form of mental health problem or illness. 5% of families will experience some form of anxiety causing mild to severe impairment, 8% of adults will experience major depression and suicide has become a leading cause of death in adolescence to middle age with 24% of deaths among 15-24 year old’s and 15% among 25-44 year old’s. These numbers are on the rise each year with more and more Canadians battling mental health issues caused by several different factors including one’s own personality, genetics, environmental factors and of course stress. Although the signs are often invisible and difficult to spot, mental illness is prevalent in the workplace and can have a significant impact on employee productivity and it can affect other employees and the business on a large scale if not addressed.
President and CEO of River City Recruiting and HR, Allie Knull opens up and shares her own journey with mental health illness as a patient and an employer. She offers her advice on how to manage mental health illnesses personally, and for employers, how to support staff who may be dealing with mental health as well.
It’s not news that the world is changing at such a rapid pace, in almost every area, in such a short time. It wasn’t that long ago that matters like #MeToo movement was just beginning to cause awareness, cannabis was no where near close to becoming legal and artificial intelligence was only real in movies. With all these changes in our world, come changes in who we work with, the way we work, and how we structure our work, and HR is definitely being challenged. Let’s take a quick look at some of the major trends that we’ve seen so far this year, what’s to come, and how to adjust to these changes with more ease and efficiency.
Experts agree that the most connected people are often the most successful. When you invest in your relationships — professional and personal — it can pay you back throughout the course of your career your life. Networking will help you develop and improve your skill set, stay on top of the latest trends in your industry, keep a pulse on the job market, meet prospective mentors, partners, and clients, and gain access to the necessary resources that will foster your career development. Here are some of the reasons why you should get out and start networking!
A strong diversity and inclusion strategy can help your organization attract and retain top talent and drive innovative results. A diverse collection of individuals of different genders, ages, cultural backgrounds, experiences, and sexual orientation has been shown to have a positive impact on three separate, yet interrelated parties: employees, customers, and business partnerships. Here are some tips on how to create and support diversity in the workplace.
While you can train an employee in hard skills, soft skills are more an inherent part of the person's character and are difficult to acquire on the job. If you are looking to hire a new employee, there are some key qualities you can look for when you are interviewing candidates. By carefully wording your questions and by listening for certain types of attitudes and responses, you find out who will fit the position and your company culture on all levels.
Learn Your Career Options
Are you looking for a job?
Whether you’re entering the market or considering a career change, it’s hard to know if you’ll enjoy a new job beforehand.
We’re here to help.
5 HR Tips on Workplace Harassment
What’s the best way to deal with workplace harassment?
As an employer, harassment threatens both your business and your employees.
Therefore, effective human resource management is critical to prevent and manage incidents when they arise.
But, what do I mean by harassment?
Recruitment 101: How to Find the Right Candidate
If you own and operate a small business, I think you’ll agree with me when I say:
Recruiting new employees can be difficult, and especially time consuming!
You’re not alone—according to the National Federation of Independent Business, 85% of small businesses found no applicants for their vacancies, while another study, by Braun Research on behalf of Monster Worldwide, found that 62% of business owners made the wrong hire and 89% recognize that hiring the wrong person is a risk to the company.
So how can you recruit qualified candidates effectively?
If you are on the hunt for a new job, it’s time to kiss your resume. There are two very important ways to kiss your resume and I’m going to tell you how to do it.
This is an employer’s market for hiring new employees which means there are hundreds of other resumes that are attached to the same posting. Whether or not the employer uses the electronic gatekeeper (also know as the applicant tracking system) or not, you need to make your resume stand out in 6.25 seconds.
So why do you need to be tender and loving to your resume? You need to Keep It Simple & Short (KISS). Here are some tips:
Take your most amazing achievements, accomplishments, career highlights and try to limit them to one sentence each.
Highlight the skills, knowledge, abilities you have based on the job description, try to match words.
Limit your resume to one page (AMAZING!!) or at the most two pages (very doable)
Treat it like an executive summary or highlight reel – you want them to get to know more based on how fantastic you are
Don’t include “filler” sentences – I’m quite accomplished in… My previous experience is…
Don’t copy your previous job description duties; your personal touch and tone get lost in what other people have written
If you’ve done the Keep It Simple & Short, then take the next step and kiss your resume goodbye! (But you just told me to revamp it??!!) Yes, but, your resume is just a piece of paper that figuratively gets lost in the shuffle unless you market yourself as well.
Some of the most exciting career paths I’ve seen are ones where the people are accomplished networkers. They have a personal brand in which they sell themselves at every event that they attend whether it’s business related or not. These superb networkers have not needed to supply a resume up front to a role because their reputation is well known. More often, they are asked to come to interviews because of what they have to offer and then the resume is just a formality.
Where to start with networking depends on your industry and profession. Here are some preferred networking events that I like to attend:
Professional associations – meetings, professional development, training, etc.
Law update seminars – small business owners and HR personnel alike attend these
Business organizations – Rotary, Chamber of Commerce, city/town business associations, non-profit mixers
Fundraisers or volunteer opportunities – charitable events have lots of opportunities to connect with a more informal atmosphere across industries as well
Career fairs – if you are lucky enough to attend one of these as an employer, you’ll get to passively check out the other companies there
Alumni events – post-secondary institutions always have events for alumni and/or for organizations to share their passion with current students and recruit them, and some even offer "beginners night for networking"
If heading out to a networking event seems too daunting, then start letting your own network of friends and family know you are open to new opportunities in the area of X (whatever work you are looking for). Chances are someone in your personal network will know of an opportunity that fits your search.
While there may not be smooches involved with your resume, if you follow these two very important steps to kiss your resume, you'll set yourself apart from the crowd and be on your way to a new career much sooner!
Use the checklist below to help you determine if your employees are set up for success. This is not an exhaustive list, but it may highlight areas for improvement.
If you are checking off most of or all these items, then ideally there should be a good fit for role and the organization. If you find that there were more unchecked items, then there could be a fit issue, either for role or for organization (overall).
Tools and Time – these are areas that the employer can address and provide for the employee to be successful. These are usually items that the employee has expectations about that the employer needs to communicate how those expectations are or will be met.
Knowledge – this area is owned by both the employee and the employer. The employee comes with some knowledge of how to do the role, but the employer defines the expectations of the role usually through an offer letter. Again, it’s managing expectations on both sides.
Skills and Desire – these areas are the employees own and provide to the employer, to be successful. Employees are the only ones that can increase their skills or change their desire for being in a role. These are usually areas that the employers have expectations about and they should be communicating their expectations to the employee.
If you feel like you’re rocking it as an organization based on this checklist, then go forth and do wonderous things for our economy! If this exercise makes you feel like there could be improvements in how you operate and how engaged your staff are, we can help. Contact us at firstname.lastname@example.org to see how we can help you give your employees everything they need to be successful in their roles.