Tag Archives: Company Culture

Does Minimum Wage Hikes Equal Higher Unemployment for Canadians?

Before discussing the effects of minimum wage, here’s a basic explanation of what the term actually means. “The basic labour standard that sets the lowest wage rate an employer can pay to employees who are covered by the employment legislation is known as minimum wage. The main purpose to impose minimum wage is to protect non-unionized workers in unskilled jobs today.  In Canada, Employment legislation considers it an offense for any employers to pay covered workers less than minimum wage.”

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Besides protecting Canadian employees from wage discrimination, what does the hike in minimum wages overtime mean for the Canadian employment market?  According to the Canadian Federation of Independent business (CFIB), increasing the minimum wage hurts minimum wage workers “by reducing the businesses’ capacity to hire and retain them. In fact, the CFIB predicts that a 10 per cent increase in the minimum wage would trigger up to 321,000 job losses.”1 This statement does sound daunting for the many small businesses in Ontario, however history of minimum wage hikes shows that this in fact is not true.  Between the period of 2007 and 2010, Ontario has raised its minimum wage 4 times and the unemployment rates have stayed the same, and have even decreased – except for 2009 during the economic crisis.  Other provinces in Canada such as Quebec and Alberta have had similar experiences as well during the hike of minimum wages. 

Moreover, outside of Canada there are examples of how minimum wage hikes can actually increase productivity.  Seattle had victoriously increased their minimum wage to $15, imposing the highest minimum wage in the US.   Following its path, San Francisco is intending on increasing their minimum wage to $15 as well.  What does this mean for its workers? It means workers get paid for the hard work that they put in, and are not feeling as though the rich are getting richer, and the poor are getting poorer.  This means that for example, fast food establishments that are known for high turnover will have a more stable workforce.  A major effect of raising pay checks for earners at the bottom of the wage scale is that these earners are likely to spend more of their income on local goods and service than higher-income earners. In turn, these households will increase patronage of area businesses, giving a boost to their community’s overall prosperity”2

Research conducted about minimum wage indicates how beneficial a hike in wage would be for workers. For small businesses that have to abide by the minimum wage hikes, keep in mind that this allows for retaining employees who are satisfied with their pay, and also provides a larger pool of skilled candidates looking for work – such as recent graduates.  Although these increases are not large, it is still considered a wage increase for minimum wage workers. Increasing minimum wage does not necessarily lead to higher unemployment rates, but rather it has little or no impact on unemployment – which is always a positive for the Canadian labour market.

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Why Should Someone Work for You – The Company Interview

As Spring hire season fast approaches, many companies are ramping up their recruitment strategies to ensure that they onboard the best talent.  At the same time, the number of eligible workers applying for jobs will also increase. The pool of candidates will include students, recent graduates, and also individuals who are looking to make a career transition. With such a large pool of candidates, top talent is inevitably mixed into the crowd.

standout in a crowdIt’s common to think as an employer ‘they want/need the job, they need to prove themselves worthy in an interview,’ however this is a serious misconception. In order to attract top talent, a fit must be established.  Employers need to express their need for top talent, and why a potential candidate should work for them. It’s a two way street.  Companies need to clearly establish what makes their organization a great place to work.

Here are 3 things to add into the interview process to explain why someone should want to work for you:

1. Skip the usual job description only advertisementYes, it’s easy to copy and paste the job description, add the location, a salary range and expected start date – but this is not a way to attract top talent.  Here’s a look at some of the information available to candidates on Coca-cola Company’s career page:

What do we offer

  • The Coca-Cola Company’s extraordinary heritage, our leading brands and the global scale of what we do;
  • The challenge of meaningful work – our unique global system offers constant opportunities to develop world-class skills and a truly international career;
  • A unique culture where people convert their passion into action;The kind of competitive compensation you would expect from a world leader.
  • The kind of competitive compensation you would expect from a world leader.
  • View our infographic:  Coca-Cola At A Glance

What do we expect from you

  • The ability to contribute, to make a difference and have a tangible impact – turning your passion into action;
  • Creative and fresh thinking in your work and your life, regardless of your role;
  • A spirit of collaboration – you thrive when you work with a diverse range of people with different views, perspectives and priorities;
  • A pragmatic and commercial mindset that understands the challenge of sustainability.

Top Reasons to work for The Coca-Cola Company

  1. Ability to make a difference
  2.  Ability to grow
  3. We want to become…
  4. We have embarked on a strategic journey…
  5. Values
  6. Be part of a diverse team
  7. One-of-a-kind experiences
  8. A unique culture
  9.  Accessibility to more than just a Company…
  10. Rewarding environment

The company has further written and visual material explaining the top 10 reasons to work for them.  This creates interest for potential top talent, and allows candidates to see whether a fit could exist.  It provides a rich picture of the company that captures the interest of readers.  Keep in mind that these readers could be anyone, including future employees, people who might refer the job to a friend or family member, or even employees of your competitors who may be looking for their next move.  This type of information should be shared throughout the entire interview process to keep the candidates interested and excited of the possibility to work with you!

2.  Provide valuable information to candidates when selected for an interview  – Provide candidates who are selected for interviews with PDF brochures or links to informational video’s for them to familiarize themselves with the company’s values and mission.  Set yourself apart from companies who merely ask if a candidate is available for an interview at a set date and time, and create a fit earlier in the process.  This makes the selection process more refined, as it will be easier to identify top talent – those who are prepared and a great fit with the company.

3.  Once a fit has been established and the ideal candidate has been selected, maintain and strengthen the employment relationship – Don’t let time constraints and fatigue of the interview selection process tire you out. Recruitment isn’t complete once an offer has been accepted.  Most employees quit within the first two weeks of employment if they do not identify a fit with the company.  This means ensuring that the on-boarding process has as much information and support for the candidate as promised prior to employment.  Provide them with resources and tools that will help them settle into their new role. For example, provide the names and phone numbers of key contact points in the organization.  Conduct a performance review two weeks into employment to see how the new employee is doing.

Remember that the job search process is a two-way street, both for the employer and candidate.  Each party has their own  wants  and needs — the goal is to establish a fit, to create a long lasting employment relationship.

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