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Hiring Strategies During a Labour Shortage

Are you having difficulty hiring enough workers? Statistics Canada reported last year that the unemployment-to-job vacancy ratio is at an historical low amid a record tight labour market. In 2023 things did not improve. If you are having difficulty hiring talent for your company adopting the following strategies might help make you more attractive to those who are looking for work.

Competitive Compensation: To make your job openings more appealing, offer competitive salaries and benefits packages. Research industry standards and adjust your compensation accordingly.

Flexible Work Arrangements: Consider offering flexible work arrangements, such as remote work or flexible hours, to attract a wider pool of candidates. Many people, especially younger candidates, value work-life balance over higher salaries.

Employee Development: Highlight opportunities for skill development and career growth within your organization. This will make your company more attractive to candidates looking for long-term career prospects – and these are the type of people you want working for you.

Strong Company Culture: Promote your company's values, mission, and culture to potential hires. A positive and inclusive culture can be a major draw for job seekers.

Employee Referral Programs: Encourage your current employees to refer qualified candidates. Employee referrals can be a powerful way to find new talent, as employees are likely to recommend people they trust.

Networking: Attend industry events, conferences, and online forums and network with potential candidates. Building relationships in your industry can help you identify and connect with talented professionals.

Partner with Educational Institutions: Collaborate with local colleges, universities, and vocational schools to establish internship programs or recruit recent graduates. This can be a great way to find entry-level talent.

Recruitment Marketing: Invest in targeted recruitment marketing strategies, such as online job postings, social media advertising, and partnerships with job boards. Ensure that your job listings are compelling and highlight the benefits of working for your company.

Streamlined Hiring Process: Simplify and expedite your hiring process to avoid losing top candidates to competitors. Long, cumbersome hiring processes can deter candidates, especially in a competitive job market. This will also demonstrate your professionalism.

Employee Value Proposition (EVP): Clearly define and communicate your Employee Value Proposition. Explain why your company is a great place to work and what sets it apart from competitors.

Talent Pools: Maintain a database of potential candidates who have shown interest in your company in the past. Reaching out to this talent pool when you have openings can yield quick results.

Retention Strategies: Focus on retaining your current employees by creating a positive work environment and offering opportunities for growth. High employee turnover can be costly in a tight job market.

Be Patient and Open-Minded: Recognize that finding the right candidate may take more time than usual. Be open to hiring individuals with transferable skills and a positive attitude who may not have a traditional background in your industry.

Consider Relocation: If it's feasible for your organization, consider hiring candidates willing to relocate to your area. This can expand your talent pool beyond your immediate region.

Seek Professional Assistance: If the shortage of talent is particularly acute and you need people urgently for senior positions, consider working with recruitment agencies or head-hunters who specialize in finding top talent for your industry.

Remember, in a competitive job market, your reputation as an employer and the way you treat candidates throughout the hiring process can significantly impact your ability to attract and retain top talent. Providing a positive candidate experience can make your organization more attractive to prospective employees, even in a challenging hiring environment.

To read the full issue of The Leading Edge CLICK HERE

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