It’s no surprise that you want to include diversity, equity, and inclusion (DEI) initiatives in the workplace. DEI is the right thing to do and these initiatives are beneficial to the productivity and success of the business. But even while welcoming DEI in the workplace, you may have left out one step that makes that DEI difficult to implement — and you probably don’t even know that you’ve left it out. Are you adequately conveying your workplace culture in your hiring practices?
Co-op students are an easily accessible talent resource for eastern Ontario employers. While COVID concerns have slowed the active recruiting of co-op students to fill job gaps, there are still active co-op programs offered through post-secondary schools in eastern Ontario. Read on to get help on how to find co-op students to get your business back on track with the workers you need.
There is a Hidden Workforce in eastern Ontario with a wealth of skilled people who have been sitting on the periphery of a recruiter’s sights. One faction of the hidden workforce is military veterans. This talent pool is full of proven successful employees with long work histories, yet they're not prioritized in current workforce talent pools. Now, as employers look at how to hire military veterans, this untapped workforce is moving to the forefront.
Improving your workplace is an ongoing process. Whether it’s improvement to recruitment and retention, processes, or culture, there are always ways to optimize your workplace. There is one way to improve workplace culture that will give you and your employees far reaching benefits that can spark success in and outside of your business. It starts with your diversity, equity, and inclusion (DEI) policies. Using guidelines to help you attract and hire a diverse staff and provide an inclusive and equitable workplace reduces turnover, improves job performance and strengthens team dynamics. So, if you want to know how to improve workplace culture, look at your diversity, equity, and inclusion (DEI) policies.
By now you’ve probably heard not only about the need for diversity, equity, and inclusion (DEI) in your workplace but the business case for DEI efforts. DEI is not just a morally right thing to do. DEI work has been proven to optimize productivity and reduce turnover. But what can diversity, equity, and inclusion in the workplace look like? Read on to learn more about DEI efforts and how to implement them in your workplace.
There’s a Great Resignation happening in the United States: it’s a term being used to describe how millions of people have quit their jobs because of the impact of the COVID-19 pandemic. From frontline workers to CEOs, the US is seeing a huge labour shortage while people look for new jobs. It’s predicted that this Great Resignation will be felt in places all over the world. But what about in Canada?
Times are changing and with that so have recruitment priorities for businesses in eastern Ontario. You might feel that you are well versed in how to attract employees, but consider how technology, automation and the COVID-19 pandemic has changed things.
COVID-19 has changed the way workplaces function. Physical distancing has prompted more opportunities for remote work. Essential service providers have been prioritized as health care, grocery, pharmacy and delivery workers continued working on the front lines. This reliance on these workplaces has shed some light on how these - and all - workers are compensated, recruited and retained. As an employer, you need to know what employees are looking for in a job and show how you can provide it. Here’s some help to rethink what you’re offering new staff when hiring during a pandemic.
The bank for Canadian entrepreneurs has made it official: there is a labour shortage in Canada. According to a study released in September by the BDC, 55% of Canadian entrepreneurs are struggling to hire the workers they need to sustain growth.
Recruitment and retention in a post-COVID era means relearning how to recruit on some level. It also means learning how to retain employees you’ve attracted. Worker shortages mean you might not get new hires who can just walk in and know all about your business. They’ll need some guidance and consistent training to get on board faster. That’s where your legacy employees come in, and employers must work hard to retain them, their skill set and their knowledge.
