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Posted by Rowan O'Grady, Hays Canada President on Tuesday, Dec 1, 2015
The latest Hays Salary Guide shows that year–over–year, employers say Canada has a skills shortage, which is affecting their business activity and productivity levels. Recruiting is getting more difficult and the time required to recruit is causing pressure on hiring managers.
What can you do now to prepare for and prevent future skill shortages?
When recruiting, it's easy to focus on immediate needs, but this is a potentially short-sighted approach that will increase future skill shortages. Employers need to work on identifying talented employees and candidates before there is an actual need.
1. Internal training
Develop an internal training program that can support staff in their progression within the company. Build your own talent pipeline, and retain high-potential employees by engaging them in their own career path and potential.
2. Succession planning
Build a succession plan that demonstrate an investment and commitment to employees. Doing so will support growth plans when the business is ready to go full steam ahead.
3. Build your network
Companies that achieve the most recruitment success typically concentrate efforts on raising their profile and developing relationships with potential candidates over social media. Creating this type of talent pool or pipeline of engaged candidates gives an employer quick access to familiar candidates when hiring activity ramps up.