The Bagg Group Blog

February is the time of year when a lot of people call in sick, and we know, from more than 30 years experience as staffing solution experts, that it’s not just a virus that gets people down. 

About 15% of Canadians suffer the winter blues, according to the Ontario Ministry of Health.  And the desire to pull the blankets over one’s head is aggravated by stress and insecurity at work.  In turn, that prompts headaches for managers and colleagues who are left to pick up the slack. 

A survey of 1,700 employees showed that the three main causes of workplace stress are an uncertain future, an inability to assert control at work, and a lack of organizational support, according to Strategy + Business magazine (September 2009 issue).  The study confirmed that employees who are stressed have trouble concentrating and call in more sick days.  

It’s not news that when work becomes overwhelming, people are quick to take a mental health day.  In October, the Globe and Mail reported that a North American survey of 4,700 employees found that 32% of people call in sick at least once a year when, physically, they feel just fine.

And what do they do on their day off?  Some update their resumes and call staffing agencies.

At The Bagg Group, we work closely with hiring authorities at organizations of all sizes in the GTA.   And we collaborate on solutions to decrease workplace stress year-round for higher employee satisfaction and retention.

 Our clients, top employers in the GTA, know that ensuring employees don’t feel overburdened by their workload is good preventative medicine.

The first step is to support employees by ensuring they are not juggling too many priorities at once.  But if there is a multitude of tasks that must get done, the solution is to spread the work around. In other words, delegate.

With that in mind, our staffing solution experts offer these three tried-and-true tips on how to delegate.  

Trust the one you delegate:  Whether you are hiring a contract worker to take over a project, or an office temp to take over a variety of tasks, you must be assured that they have the appropriate skills, experience, track record, and initiative.  They need to have the right competencies and attitude so you can concentrate on your priorities, worry-free.

Take the time to know the task:  It’s important to break down your project into its smallest components.  For example, write down who needs to be contacted, what research needs to be done, what reports need to be written.  Next to each detail, write your name if you are the only one who can do it, or write a D if it’s something that can be delegated.

Say it, don’t just think it:  No one is a mind-reader.   The more clear and detailed you are about what you want done, and how you want it done, the greater the result.  Go over the breakdown of the task with the person who is taking it over and encourage questions.

Good delegating can’t melt snow, but it can melt away some of the panic and that’s a good boost to the immune system.

For 21 years, The Bagg Group has been sponsoring an HRPA scholarship to encourage students to pursue studies and a career in human resources.

We’re the only staffing agency to sponsor this scholarship, but we have good reason.  First and foremost, we are in the business of helping people achieve their aspirations.  So to sponsor an HR student who is motivated to excel embodies our values. 

Equally importantly, sponsoring this scholarship is another way we show our  appreciation of an industry that contributes so much to the day-to-day work lives of Canadians.

We share with HR professionals the same belief that people are a company’s best asset. The staffing solution experts at The Bagg Group can confirm that the right person, in the right job, is the ultimate competitive advantage of any organization.

While we find the right people, it is the HR specialists who put programs and policies in place to help them thrive on the job. They are the ones who work diligently to create a safe, fair, and productive environment.  And we know that is what our candidates want, whether they are seeking full-time positions, contract opportunities or temporary employment.

This year’s HRPA scholarship winner, Hayley Rosenbaum, does the profession proud.  Hayley is a straight A student who is earning her Master’s Degree in Industrial Relations and Human Resources at the University of Toronto.

She has proven competencies in those skills that characterize HR professionals.  She is strong in team-work, relationship building, and critical thinking.  With those abilities, it’s no surprise that Hayley won the prestigious U of T arbitration competition.

While completing her studies, Hayley works part-time in the HR department at the Ontario Clean Water Agency where, among other things, she has analyzed exit interview data to identify areas for improvement and organized an employee recognition program. 

Do you have a scholarship candidate working in HR?

Is there someone in your company you would like to see honoured with The Bagg Group sponsored HRPA scholarship?  If so, encourage her or him to apply.  The award carries a $2,000 gift to assist the student financially so that they may successfully complete their human resources studies.

To be eligible, the candidate must be an HRPA member and enrolled in the association’s academic courses, either full-time or part-time.

Visit the HRPA site for more information.

It’s not just a new year, it’s a new decade.  More than ever, employees’ thoughts are turning to personal and professional resolutions for the future, near and far.  It’s an almost universal ritual, and one that explains the surge in calls to recruitment agencies across the GTA.  

That’s why for more than 30 years, the staffing solution experts at The Bagg Group have been advising clients to collaborate on resolutions in early January with their staff.  It’s an opportunity to strengthen relations and employee retention.

A resolution is a vow to yourself to do something differently that will improve quality of life.  For the past four years, the management consultant company of Franklin Covey has been taking a survey of the new year’s resolutions of its clients across North America.  Not surprisingly, the same resolutions make the top ten list every  year. 

These are, in order:   

1. Get out of debt or save money

2. Lose weight

3. Develop a healthy habit

4. Get organized

5. Increase time with friends and family

6. Develop a new skill

7. Improve work-life balance

8. Other

9. Break an unhealthy habit

10.  Change employment.

Stephen Covey, best-selling author of The 7 Habits of Highly Effective People  and founder of Franklin Covey Co, suggests that at this time of year, everyone should reflect on the question:  “What are one or two things that I could change that would significantly increase my happiness?”  

At The Bagg Group, we work with top employers in the GTA on adjusting that question for their teams.  “What are one or two things that we could do to improve our team, department, or workplace experience?” is a terrific question for a round-table brainstorming that prompts positive action in the year ahead. 

But beware…studies show that 75% of people abandon resolutions within three months of making them.  Stay tuned to my blog for how to avoid falling into that trap.  

Best wishes for a great kick-off to 2010!

Office holiday parties– are they an indulgence or a morale booster?  It’s a question I am asked frequently by clients.

At The Bagg Group, we know from years of interviewing A-level talent that candidates are seeking workplaces that not only provide professional opportunities, but also a congenial environment. And employees are far more likely to stick with a team, through thick and thin, that has fun together.

But this year, many companies are concerned that fun doesn’t fit into their budget. According to an October 2009 Reuters survey of 100 companies in the US, only 62% are planning to hold a holiday party, which is down from 77% last year.  Two years ago, as many as 90% of surveyed companies were partying the night away.

Certainly, times have changed, but it’s not best practice to take on the role of The Grinch this year. 

Many of The Bagg Group clients across the GTA have told our staffing solution experts that they are concerned it would appear uncaring to hold a seasonal blow-out in this era of wage freezes and cut-backs.  However, we know that now, more than ever, people need the opportunity to de-stress. 

And while it’s true that this is not the year for flashy extravagances, even small gestures at this time can go a long way to lifting spirits.

New research from Britain shows that human resource professionals there feel that despite the recession, the party must go on-albeit on the cheap.   Marketwire reports that at many British companies, employees are planning to bring their own bubbly to the office to make toasts. And rather than outsource catering and DJs, employees with talents are being recruited to provide food and entertainment.

A number of top employers in the GTA are doing likewise.  It doesn’t matter what you do, just consider doing something to mark the holidays, even if it’s simply a pot luck lunch. It’s a great occasion to mingle with all employees-and our recruiters know a friendly conversation, which is not about business for a change, can go a long way to reinforcing good feelings in the hallways. 

But remember, at an office party, friendly means neighborly, not intimate or indiscreet. The comedian Phyllis Diller once quipped, “What I don’t like about office Christmas parties is looking for a job the next day.”  And as recruiters in the business for over 30 years, we’ve fielded calls from more than one candidate following a party blooper.

Whatever your holiday celebration proves to be, may it be a great reminder that the company of colleagues is worthy of a toast.

Cheers,

Geoff Bagg

In our business, an interview is a science and an art.  With a long track record of successful placements, we have learned a thing or two about how to conduct this very unique assessment tool. That’s why many hiring authorities across the GTA consult our staffing solution experts on how to interview effectively. 

Everyone knows that interviews are nerve-wracking for candidates, but the fact is that they can also be challenging for those doing the interviews.

Those with a responsibility to fill full-time positions, contract opportunities and temporary positions have a lot at stake. At The Bagg Group, we only send excellent candidates to be interviewed, so for our clients the challenge is to choose from our well vetted short list.

Those who aren’t supported by expert recruiters have it much harder.  A wrong hire typically reflects poorly on the person who did the recruiting. 

Whatever the situation, here are a few proven tips from interview experts at The Bagg Group:

Start with an ice-breaker.  Open the meeting with a little friendly chit-chat, a stroll to the kitchen to get a coffee, or quick tour of the facilities.  In making the candidate feel more comfortable, you are setting the stage for a candid chat.

Take jot notes:  It is common practice to sit face-to-face and just talk, without any props. But it’s advisable to jot down questions, as the candidate speaks, on areas you want to probe.  If you don’t, there’s a good chance these may slip from your mind altogether. Also, notes help you remember key details, and pluses and minuses to discuss with your recruiter or colleagues after the interview.

Let your feelings be your guide:  An interview is an assessment, not only of qualifications but also of corporate fit.  Picture this person talking to a client, or in a weekly department meeting. Cut the candidate some slack for being nervous, but a person fails to sit up in the chair and make eye contact, you are right to be concerned. 

Stick to your agenda:  It is so easy for an interview to slide into an informal, friendly chat between two people getting to know each other and their work situation.  But it’s a good idea to avoid getting too casual.  

Remember, anything you say is fair game to be repeated to outsiders, or if this person is hired, to colleagues. The interview isn’t a case of what is said in Las Vegas, stays in Las Vegas.  Also, you will want to be positive about your organization, or you risk turning off a top candidate.

Consult your recruiter for input with questions: All questions should be “why, how and what” questions. At The Bagg Group, we partner with our clients to help them devise insightful questions that will elicit useful information.

The key is always to ask questions that determine how they would handle specific work situations and how their approach and values align with those of the organization.  Asking the candidates to walk you through actual relevant examples helps you determine their problem-solving process. 

Give your recruiter feedback: Check out our May 12 blog (In Giving Feedback- You’re Doing Yourself and the Candidate A Favour) for tips on debriefing following an interview. You’ll see why feedback can make all the difference to the search process.

As many of you know, The Bagg Group has been conducting a survey of 200 private and public sector organizations in the GTA.

Latest findings show  better times ahead.  There are more employers in the GTA  that plan to add staff, rather than reduce their numbers, in 2010.  

In particular, 22% of organizations with less than 100 employees said they anticipate adding staff, while 20% of those who have between 100 and 500 employees and 15 % of organizations over 500 staff reported plans to hire.

For the 15% that said there may be a reduction, the majority were employers of 100  to 500 people. 

And when it comes to hiring staff, we learned that even in this age of do-it-yourself everything, the majority of organizations recognize the value of leaving recruitment  to the staffing solution experts.

While 28% of respondents said they may attempt the task on their own by using job boards, the others gave three reasons  for turning to a staffing agency:  They said the don’t have the time, their staff are too busy, and they don’t have the necessary expertise to do the best possible recruitment.

Unanimously, they noted that a staffing search is more time-consuming than ever before as more people are looking.  The Globe and Mail reported this summer that 54% of Americans are hoping to leave their current position for better jobs.  And in the GTA, we are seeing similar wave of restlessness among the employed.  

As I noted in a blog this spring  (In a recession, employers abide by two golden rules), quantity just means more resources are necessary to sort through the mountain of resumes to find appropriate fits. 

Typically, only three out of 100 responses are potentially suitable for your job opportunity. At The Bagg Group, we meet face-to-face with every prospective candidate. And on average, we recommend less than 30% of all those we interview to our clients.

Hiring authorities in companies across the GTA seeking to fill full-time positions or contract positions know that it will take an enormous amount of their time just to get an initial list together.  And nowadays, in most organizations, people are stretched thin as it is.

With that in mind, companies are more keen than ever to retain A-level talent. And the way to make that happen in this economy is to allow your best employees to focus on their areas of expertise. 

At the Bagg Group, our staffing solution experts hear every day from A-level people who want to find another job because they are de-motivated by having to spend much of their day handling  junior-level tasks that do not require their skill set.  

Our survey showed  the two most popular solutions of top employers in the GTA is to determine priorities for each task, and to hire temporary and contract workers to help balance the workload for those who are doing the job of two.

In these busy times when there just aren’t enough hours in a day, when you help your staff succeed, you help yourself.

The recruitment practices of The Bagg Group, top employers in the GTA and ivy league universities in North America are all motivated by the same belief:  You can’t ever afford to sit back on your laurels. 

No matter how great your reputation is as an organization, to get the best people on your team, you have to go out and find them.  

As President of The Bagg Group, I can vouch for the effectiveness of this approach.  And to new hiring authorities who are disbelieving, I offer the case of Harvard University.

For the class of 2010, Harvard received a near-record of 23,000 applications.  If you posted a position on a job board in the last year, you probably had about the same number of resumes flooding your inbox, proportionally speaking.

Yet despite the fact that Harvard is one of the most desired universities with top-ranking students around the world, it’s renowned for its hard-working recruitment department.  It has a 35-person admission team that claims to travel to more places, in more countries, than any other ivy-league university. 

What’s more, Harvard also has an army of 8,000 alumni who actively seek out the high-school students who show the greatest leadership potential in their hometowns.

The result is that each of Harvard’s 2,100 first year students– 9% of the total number of applicants– are stellar candidates for success.

A top-notch staffing and recruiting agency needs to work in a similar way. I believe staffing solution experts must be extremely knowledgeable about the hard and soft skills that are most valuable for businesses in today’s climate.  They have to have tremendous understanding of what it is they are looking for. And the best recruiters are well connected, with networks everywhere.

Harvard, like our clients - who are leading employers in the GTA and Ontario - recognize that it is people that ultimately make the difference between success and stagnation.  And that’s why recruitment is a proactive science. 

In my next blog, I’ll be giving you the results of a survey that we conducted with private and public organizations across the GTA.  I know you’ll find it interesting.

Geoff Bagg

For many of us, September feels like the start of a new year, more so than January.  And at The Bagg Group, it’s a time of year when we receive a lot of calls from restless employees. 

Many who have been feeling frustrated at work put problems on hold until after their vacations.  They return with a hope that things will be better. When they don’t experience change, they decide it’s time to look for new employment.

As President of The Bagg Group, I and our staffing solution experts make a point of alerting hiring authorities that a return to everyday routine, after a summer sojourn, is tough on all employees. 

I recently came across an article about the post-holiday blues in Spain in which psychologists estimated 35% of Spanish workers will have the syndrome this year. I estimate that percentage holds for Toronto as well.  

The experts on the subject noted the symptoms include lack of concentration, irritability, anxiety and sadness.  That adds up to the dreaded ‘couldn’t care less’ attitude which hurts productivity. 

What’s more, as all recruiters at staffing agencies know from speaking with candidates, returning from holidays to hundreds of emails and a mile-long to-do list increases employee stress at a time when they are already feeling despondent.

Fortunately, there are solutions.  Many of our clients, top employers in the GTA, make a point of holding ‘back-to-school’ meetings. 

At these get-togethers, which are either held one-on-one or with the department, emphasis is on upcoming innovations and projects that give employees something stimulating to think about, and to look forward to.

After all, everyone needs something to get excited about, and next year’s two-week stay at the cottage is not good enough-for employees or their managers.

Another effective strategy used by GTA employers is to help employees with workload balance.  Sitting down and reviewing deadlines and priorities is a first step. 

Where there is no relief in sight, many Toronto employers at this time of year hire temporary workers and contract workers to help staff get a handle on their work and feel more in control. 

Finally, schedule some September fun.  Anything from a holiday picture contest, to a eat-like-it’s-summer hot-dog and hamburger lunch reminds employees that while the workplace may not be a day at the beach, it still a place where you can socialize and have rewarding experiences.

– Geoff Bagg

In previous blogs, our staffing solution experts have talked about how management needs to keep lines of communications with employees open in tough times. 

At The Bagg Group, we can’t emphasize enough how important this is. Our recruitment experts hear daily from A-level talent who are frustrated because their employers are not sharing information and keeping them in the loop. 

An interesting study from the US Centre for Work-Life Policy echoes our experiences.  This three-month long research project entitled, “Sustaining High Performance in Difficult Times” quantifies the value of talking.   

The study showed that loyalty to employers among a group of high-potential employees dropped from 95% in 2007 to 53% in 2008. Trust in their company plummeted from 79% in 2007 to 37% 2008.  And engagement, as evidenced by initiative and willingness to go the extra mile, decreased from 91% 2007 to 71% 2008.  The authors of the study have gone on record to say that over the course of 2009, things have only gotten worse.  

More details on the study can be found in the Business Week special report on The Real Effects of Workplace Anxiety. 

The study offers the same easy-to-implement tips The Bagg Group gives its clients. Hiring authorities with top employers in the GTA use these techniques to promote best workplace and staffing practices:

Managers who don’t have information to impart should share that fact with staff and reassure employees that they will pass on news whenever they receive it. Employees appreciate the good intention and the honesty.

It’s especially important for managers to have an open-door policy in uncertain times. And to circulate in the office. The research shows visibility and accessibility make a difference to morale.

At The Bagg Group, we have always believed in giving back to the community. And we know employees feel pride when their companies put important causes front and centre. It’s no surprise that the study found that integrating volunteer projects into office life is a great way to strengthen bonding and perspective.

Finally, managers should work with employees on ensuring they have a balanced workload.  Prioritizing tasks, training employees to take on new challenging responsibilities, hiring temporary workers to relieve staff of time-consuming tasks or employing contract workers to kick-start projects are found to strengthen loyalty and engagement.

A recent survey showed that in these times of economic turmoil, 49% of Canadian chief financial officers have increased the frequency and quality of communications to boost morale in the workplace.  That’s a smart move on their part. 

As staffing solution experts who speak to hundreds of A level talent weekly, we have the inside track on what it takes to retain great employees.  And two-way communications is key.

Nowadays at The Bagg Group, we get calls from people everyday who tell us they are disgruntled because their employers don’t keep them in the loop about what’s going at their company. And many look for other job opportunities because they are frustrated that their employers never solicit their ideas or feedback on how to survive the downturn.

People want to be involved in discussions. To that end, we often consult with top employers in the GTA on how to hold brainstormings that allow people to feel heard and share their expertise. These round-the-table idea sessions go a long way to boosting morale.

Our top clients have all used these following tips with great success:

• Involve employees from all departments in a brainstorming.  This energizes staff, increases cross-department cooperation, and generates surprising creative solutions.
• Allow every idea, no matter how seemingly far-fetched. This sparks the imagination and gets people to break away from routine thinking.
• Never say ‘No’, instead ask ‘How?’   A brainstorming session won’t be effective if people are holding back because they fear their ideas will be judged or brushed off. 

Hiring authorities have reported to The Bagg Group that often people come up with brilliant project ideas to stimulate sales and employees. But they don’t know how  to find the time to carry them out.  That’s when these top employers introduce contract workers to either free up staff time or help get the project underway.

Encourage participants to share problem-solving tactics they have used successfully in situations outside the workplace.  For example, if departments or members of the same tea aren’t seeing eye-to-eye, ask staff who engage in group sports or play in bands how they increase collaboration in the field or on stage. In this way, participants start to discuss solutins from a different perspective.

Let people talk about the bothersome tasks and activities that de-energize them with a view to finding a way to tackle these in a way that works for everyone.  One of our client’s recently reported that a brainstorming session revealed that, post-cutbacks, staff were demoralized by having to do jobs they weren’t hired to do, such as rotate on reception. Together, the team resolved it would be more productive for everyone to engage a temporary worker to work the reception desk.

Not every brainstorming necessarily results in strokes of genius, but the very act of exchanging thoughts in a non-judgmental forum gives everyone a shot of energy. And even small solutions can have big impact.  At one client’s office, the hiring authority reported that everyone willingly agreed to allow people to bring in their dog, on a rotating basis. The dogs proved the perfect ice-breaker to increase collaboration between rival departments.