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Career Edge Blog

Oct 03
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Positive Company Culture

6 Ways To Create A Positive Company Culture

By Workplace Culture

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

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

So, what is a positive company culture? 

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

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

Benefits of a positive company culture 

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

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

1. Define and Communicate Your Company Values

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

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

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

2. Foster Inclusivity and Diversity

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

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

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

3. Prioritize Employee Well-being 

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

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

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

 4. Promote Professional Growth 

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

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

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

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

5. Recognize and Reward Achievements 

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

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

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

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

6. Foster Open Communication 

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

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

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

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

Aug 15
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Why Career Edge is so important to me? By Bavneen Anand

By Success Story

Read Bavneen’s story, from her journey as an International student to a Career Edge employee!

Bavneen Anand

Marketing Coordinator

 

My journey began in 2022 when I, along with my two suitcases, landed in Canada. A land that welcomes newcomers like me with open arms. I moved here from India to kickstart a new life. Like so many people, I had heard horror stories about how difficult times here can be. Nevertheless, I had a whole year of post-graduation to pull through.   

 

One year passed quickly for me at York University. I was studying there, exploring the city, and trying to fit in culturally. A mistake I made and told students I meet now not to is to start looking for jobs way before the course ends. Because I had three years of experience in my field of Digital Marketing, I was a bit laid back and believed finding a job in Canada would be easy. So, I started applying in November of 2022, with a lack of knowledge on resumes that fit well here or even the type of jobs I should be applying for.  

 

And to my surprise, I did not hear back from too many companies for 2 months, which left me disappointed. On speaking to some friends that I knew here, I realized my resume was not catered to the Canadian market, and there were chances that recruiters and hiring managers were not receiving my application. While I was fixing that, I decided to start working part-time, simply because the free time was adding to my stress. This is when my job search journey began. I was applying for a minimum of four hours a day three months straight, and working part time, a routine that we are not used to back home. Luckily for me, the company I worked for in India were hiring for their Canadian office. I started working for them in January of 2023. As grateful as I was, I had the urge to expand and grow versus working in my comfort zone.

In March 2023 is when I got a call from the talent team at Career Edge. Somewhere in those multiple LinkedIn applications, I had also applied for a Marketing Coordinator position during my job search. Even though my wait period was much shorter than the stories and wait periods of other newcomers, those few months felt like years.  

 

My first call was a screening call with the talent team, where I was told that they were looking to hire a Marketing Coordinator through an internship program. While I was happy about the opportunity and the job description fit what I was looking for, I was hesitant about the word “internship”. I decided to go ahead still and interview with the team. Two rounds of interviews happened in less than a week, and soon after, Career Edge offered me the position. Of course, I accepted, still hoping that the word internship would merely be a word. Someone finally saw the potential in me and took a risk by hiring a newcomer.  

 

I still remember the nerves I was experiencing on my first day of the job, not so long in April of this year. During my first week, I met with our small but extremely warm team. Everyone was welcoming and so enthusiastic about the different roles they play in the organization. It could not have worked better than this for me. I started working with a Marketing Specialist, Marwa, who was and is so patient with me throughout the process of learning. The fear of internship slowly started diminishing as I was doing all the full-time work, meeting clients as well as gaining freedom in every aspect of content creation. Strangely, this opportunity has helped me feel less alone in a new country, where it can be so easy to get lost.  

 

Today, I completed 4 months with Career Edge. What started as a 3-month contract has now been extended for further partnership while I continue to work with them happily. Not only am I grateful to Career Edge for giving me the first push into the job market, but also thankful for setting high leadership and teamwork standards. Career Edge is letting me grow professionally and as a person.  

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

Aug 14
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what is hrpa and how does it work

What is HRPA and How Does It Work?

By Professional Development

So you want to take your existing HR experience to the next level? And HRPA is the first thing that comes to your head. Great!

You might be asking, where should I start?

In this article, we will guide you step by step to acquiring HRPA.

What is HRPA?

The Human Resources Professionals Association (HRPA) is a crucial resource for HR professionals in Canada. Primarily focused on Ontario, HRPA regulates the HR profession by issuing HR designations representing the national standard for excellence in human resources management.

When you register with HRPA you join a community of HR professionals committed to learning, ethical HR practice, and advancing their career forward. Each member or student registered with HRPA is listed on HRPA’s Public Register.

Why do you need HRPA?

Joining the Human Resources Professionals Association (HRPA) can be beneficial for HR professionals for several reasons:

  1. Professional credibility: HRPA designations signify high expertise and knowledge in the HR field. These designations can enhance your professional credibility and make you more attractive to potential employers.
  2. Networking opportunities: HRPA offers a platform for HR professionals to connect, network, and share experiences with peers. This can help you build valuable relationships within the industry and facilitate learning from others.
  3. Continuous learning: HRPA provides access to various resources, workshops, conferences, and seminars that can help you stay updated with the latest trends, best practices, and legal requirements in human resources management. This supports continuous learning and professional development.
  4. Regulatory compliance: In Ontario, HRPA regulates the HR profession, ensuring its members adhere to a code of ethics and maintain professional standards. Joining HRPA demonstrates your commitment to ethical and responsible HR practices.
  5. Advocacy: HRPA actively represents the interests of its members to government bodies and other stakeholders. By being part of HRPA, you contribute to a collective voice that can influence policy and legislation affecting the HR profession.

How to Register

Ready to register with HRPA?

You can apply through an online application. Click “Apply Now” to create an account and launch the application. To complete the application, you’ll need to choose one of the three registration classes for new members.

HRPA Registration Classes

The three registration classes for new applicants are:

Practitioner, Student, and Allied Professional.

Each has different eligibility requirements:

The three registration classes for new applicants are Practitioner, Student, and Allied Professional. Each has different eligibility requirements:

  • Practitioner is the main registration class for new applicants. You should apply as a Practitioner if you are not eligible for the Student or Allied Professional Classes. You don’t have to be currently working in HR to apply as a Practitioner.
  • Student registration is open to individuals currently enrolled in a full-time HR program who are not working full-time. Supporting documentation, such as a copy of your course registration, an unofficial transcript, or a letter from your educational institution confirming your program and course load, is required to be uploaded as part of the online application process. Recent graduates are not eligible for Student registration.
  • Allied Professional applies to individuals who are members of another self-regulated profession in Ontario. Check the complete list of allied occupations here.

HRPA For Internationally Educated Professionals (IEP)

HRPA offers a discount on initial registration dues to individuals who are new to Canada within the last two years through the Internationally Educated Professionals (IEP) Program. To apply as an IEP, and to review the eligibility requirements.

When to Register

HRPA’s registration year starts on June 1st to May 31st.

You may join at any point in the registration year, and your registration fees will be prorated to reflect the number of months remaining until the end of the year.

Regardless of when you first join, you will be required to renew your registration by the following May 31st.

The only exception is students – students who register in March, April or May exclusively benefit from 15, 14 or 13 months of registration and will only need to renew the following year.

Registration Fees

Your initial registration fees are calculated based on three things:

  • The number of months remaining in our registration year at the time you join
  • Your registration class
  • Whether you are In the Province or Out of the Province

Check the breakdown of initial registration fees here.

Good Character Questions

Now as you’re ready to apply for HRPA, you fill out your application, and you’ll come across 13 intriguing “Good Character” questions. Don’t worry. These questions are a standard part of the process for regulatory associations like HRPA!

Answering “yes” to one or more questions doesn’t spell doom for your HRPA dreams. In fact, if you say “yes” to any of them, you’ll receive a friendly call from a staff member who’s eager to learn more. The Registrar will carefully review your responses and might give your application a thumbs up or pass it along to the Registration Committee for a final verdict.

Hold onto your hats because you can expect a decision from the Registration Committee in just two to four weeks! They’ll also share the rationale behind their decision, keeping you in the loop every step of the way. Remember, the “Good Character” questions are just a stepping stone to your thrilling HR adventure!

Application Timeline

The processing of new applications typically takes between 5 to 10 business days. You’ll receive a welcome email once it’s processed, so hang tight!

Designations

Registrants of HRPA may pursue one of the three designations that HRPA offers: the CHRP, CHRL, and CHRE. Each designation has a different set of requirements that they must meet to obtain the designation. Learn more about each of the different HRPA designations.

If you’re looking for an HR job, you can always look at our open opportunities with Career Edge.

Article by Saradha Swaminathan

Jul 17
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Quiz – What is Your Leadership Style? For Leaders and Team Members

By Employer, Succeed in your Job

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

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

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

What is Your Leadership Style?

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

Leadership Style Quiz for Leaders

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

Take this quiz to determine your leadership style. 

Leadership Style Quiz for Team Members

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

Take this quiz to determine your preferred leadership style.

So what are the different Leadership Styles?

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

Authoritative Leadership

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

An Authoritative leader is likely to:

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

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

Examples of Authoritative leaders

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

Democratic Leadership

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

A Democratic leader is likely to:

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

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

Examples of Democratic Leadership

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

Transformational Leadership

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

A Transformational leader is likely to:

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

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

Examples of Transformational Leadership

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

Laissez-faire Leadership

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

A Laissez-faire leader is likely to:

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

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

Examples of Laissez-faire Leadership

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

Servant Leadership

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

A Servant leader is likely to:

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

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

Examples of Servant Leadership

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

Matching Leadership Styles with Team Members

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

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

Assess Team Preferences

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

Adapt Leadership Approaches

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

Ongoing Development

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

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

Jul 05
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Interview Questions

8 Interview Questions to Help You Recognize the Best Candidates

By Employer

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

Why ask practical interview questions?

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

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

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

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

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

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

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

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

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

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

3. What are your greatest strengths and weaknesses?

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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