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Leading as an Individual Contributor

leadership 3By James Arsenault, Director of Strategic Communications, Ceridian

As we progress in our careers, we’ll spend time in different roles as individual contributors and as managers. Both are valuable experiences – in fact, spending time understanding the perspective and challenges of each role can help you be more effective in both. However, leadership should be a constant theme throughout your career, regardless of your role. Read more

Being a Teacher, Not a Manager

Robert-Mattson-Headshot-2By Robert Mattson, VP of Content Marketing, Ceridian

I was having a conversation with a person that reported to me when I was leaving my last job, and she was kind enough to say that she thought I was a good manager.  To which I replied:

I’m not a manager.  I’m a teacher. Read more

Attract and retain top talent with a culture of giving – 3 tips from Ceridian Cares


By Sook Convery, Operations Manager for Ceridian Cares, Ceridian

It shouldn’t come as a surprise that corporate social responsibility programs can have a strong influence on workplace culture. 

Employees today want to support meaningful causes. In fact, America’s Charities found 68 percent of employers report their employees expected them to support volunteer efforts. This is especially true of millennials, the country’s largest generational cohort, many of whom are poised to take leadership positions. For most of Generation Y, corporate social responsibility is crucial – 82 percent of them consider this when deciding whether to accept a job. Job satisfaction, or even the appeal of open positions to new applicants, is directly tied to the volunteer work that organizations engage in regularly.  Read more

A diverse & inclusive company culture is not just an HR initiative. It’s a business growth plan.

By: Lisa Bull and Maurice Fernandes

The business case is simple. Diverse and inclusive organizations have more highly engaged employees, demonstrate greater innovation, and, not surprisingly, have greater financial success. In fact, according to a recent McKinsey report there is a “linear relationship between racial and ethnic diversity and financial performance.” Read more

3 ways to give applicants what they want

applyThe job market is tilted in favor of the candidates, and employers have to give job seekers what they want when it comes to the application process.

For years there weren’t enough jobs for the labor force, but that trend has reversed and we’re in the midst of a fierce competition for talent. To that end, organizations have to adapt and that means tailoring the application process to job seekers’ desires. Employers that hope to improve culture have to start by hiring people that share a vision with the company. Scrapping with competitors for talent won’t give them the chance to do that.  Read more

4 qualities of job candidates with the right attitude

The success of any given company – its values, the way it operates, how the team interacts and more – starts with the sort of people that work for it.

The importance of hiring people based not just on their resumes, but on their personalities and tendencies, cannot be understated. There are three steps to building teams full of people who will contribute to overall success, according to Inc. These are:

  1. Interview for skills: At the start you want to find someone who can perform the job you’re hiring for. Be very clear about the experience required for the position, and the sort of responsibilities that come with it. This will ensure that, for the most part, only qualified people apply. This will make weeding out individuals with the right skillsets easier.
  2. Hire for attitude: While there may be a decent-sized crop of people with the right skills for the job, how many have the attitude you’re looking for? Hopefully everyone you interviewed had the right experience for the position, due to your perfect job description. Now you simply have to decide which person has the necessary personality.
  3. Keep for culture: You interviewed people with the right skills, you hired the one with the right attitude, now keep that person around for the contributions to culture.

The three steps to successful hiring place plenty of weight on looking for the person with the right attitude. But what, exactly, does this look like?

Constant questioning
People with the right attitude have plenty of questions, Entrepreneur explained. They thirst for knowledge and are willing to ask the right things to learn more about the company, the industry, a product or just about anything else. When most of the people at the company are asking questions, the varying perspectives can fuel new ideas.

Always working
What does a candidate’s drive look like? Try to hire people who are always willing to work harder to get the job done, Entrepreneur suggested. This sort of dedication comes through a true passion for the job. Look for people who love what they do, and are fully dedicated to working relentlessly.

Permeate with positivity
You want employees whose positive attitudes permeate the entire staff. Their go-getter attitudes should be infectious. This is essential because people who approach work with negativity are likely to spread that unwanted energy, according to Entrepreneur. This can be a drag on the company, while positivity can boost it.

Bigger and better thoughts
It is important to hire people who dream of bigger and better things, Entrepreneur noted. That doesn’t necessarily mean away from the company. Simply put, employees should have lofty goals for themselves and the company. With the right culture in place, your staff won’t want to be anywhere else and they will apply a dreamer state of mind to their work for the organization. Always target the big-thinkers when hiring new people.


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