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Posted by Rowan O'Grady, Hays Canada President, on Monday, Jan 4, 2016
Each year, our Salary Guide examines the candidate skills shortage and its impact on wage pressures and the time it takes employers to recruit.
Interestingly, employers have identified new challenges that have risen in prominence over the skills shortage. Low company profile and reputation top the list as atypical problems affecting hiring processes.
This is an interesting conundrum, and one that we often talk about. The advent of digital, social media and the ability to attain information in real–time has completely changed the recruitment game. Because Canada is considered a talent–short market, candidates are regularly approached with competitive opportunities. This is great news for those who might be looking for their next opportunity but how a company presents itself online and interacts with candidates in the digital space will make or break an employer’s ability to attract and retain staff.
Based on the 2016 Hays Canada Salary Guide findings, the coming year could prove to be very challenging from a recruitment and retention perspective. If the price of oil rises, we anticipate Alberta employers will charge full steam ahead aiming to significantly increase business activity levels. The potential scramble for talent in an already short market should serve as a caution to other employers regardless of sector.
I encourage all employers, from all regions and industries, to plan ahead. In times of downturn, take advantage of the present to develop a recruitment strategy, build a candidate pipeline and start engaging with potential employees.
Doing so will ensure that when companies are ready to recruit, they will have the talent and resources available.
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