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Successfully addressing recruitment challenges requires employers to be creative and use a multifaceted approach to attract and keep the employees they need to operate an efficient business and meet their customers’ expectations. — CHRISTINE WILLOW, CHEMISTRY CONSULTING association. Many associations offer inexpensive "Lunch and Learn" sessions, workshops, and webinars specifically targeted to your industry. Listening to your employees’ ideas and allowing them to innovate how things are done in the workplace can be another strategy for keeping your employees committed to your business by providing them a sense of ownership and recognizing the value they bring to the workplace. Do you have policies and guidelines in place that clearly outline your health and safety practices, including expectations around fairness and being a respectful workplace? A safe, comfortable work environment is one that people enjoy going to everyday. Another means of addressing retention and meeting the needs of your employees beyond the job itself, is to look at what may be causing them challenges and how you might support them: for some employees it may be childcare, for others it might be eldercare. Canada Scaffold Supply Ltd.

in Vancouver surveyed their employees and potential employees, and one of the innovative benefits they now provide is subsidized childcare. It may also be as simple as providing a flexible workday or ability to work remotely from home so as to enable them to take care of their families. Simply put, in order to keep the employees you have, make work a place they want to be, and afford them the opportunity to thrive. Retention strategies look like they require significant effort on the employer’s part, and they do! But keep this in mind—it is less expensive to keep an employee than to recruit a new one. The cost of recruitment goes beyond the initial hiring expense; you must also consider any loss of productivity, the need for training, changes in service to your clients, etc. Recruitment: In a recent Society for Human Resources survey, the top recruitment tool to source job-seekers was employee referral, followed by the company’s website and social media accounts. All of these

have something in common: they rely on your company brand and reputation to find the ideal job candidate. By telling a story about who you are and what it is like to work at your company, you are not only engaging the job seeker, but also the passive candidate currently working elsewhere who may be interested in something new. Your corporate website, Facebook, LinkedIn and Twitter all need to be engaging and up-to-date. Post pictures of your team events and activities, have your current employees provide testimonials, talk about what makes your company a great place to work. Keep it current and remember, it needs to be readable on mobile devices. As an example of practical outreach, try showcasing your business by hosting an open house for the public or holding an internal job fair. Also, take advantage of job fairs being offered in Greater Victoria through WorkBC at no cost to participating employers (beyond that of your time commitment). In 2017, employers will be challenged to maximize productivity while having a smaller labour pool to draw from and changing expectations by those seeking employment. By bringing some creativity and innovative solutions to the whole recruitment process, this tight labour market may not be as daunting.




Profile for Greater Victoria Chamber of Commerce

March Business Matters 2017  

March Business Matters 2017