Welcome to the NCHR e-newsletter - September, 2024 edition. Please enjoy!
Recruitment Tips in Ontario's Tight Labour Market
Since the pandemic, one of the toughest challenges business owners have faced is the constantly changing labour market and its impact on hiring talented employees.
This tight labour market in Ontario is marked by changing demographics, technological advancements, rising compensation demands, and work-from-home and other work-life balance requests from job seekers that have created new challenges for hiring managers.
Recruiting strong performers has never been so challenging.
In addition to obvious requirements such as executing a robust marketing strategy and promoting all the reasons you are a great employer to prospective candidates, here are some less obvious suggestions that will help ensure better recruitment outcomes:
Ensure Role Clarity
In order to ensure that you find what you’re looking for in the recruitment market, it’s important to take the time to clearly define the role at the onset. Write a detailed job description and make sure you understand the difference between ‘must-have’ and ‘nice-to-have’ job requirements. The days of putting out a generic job posting in the hopes of finding someone who can ‘either work in the warehouse or in sales’ are over.
Understand Compensation Rates in Advance
Make sure you understand pay expectations in alignment with your job requirements before starting a recruitment process. There are plenty of resources available to help you determine this accurately so, research compensation data in advance to avoid wasting time on candidates who may not fit within your budget.
Follow a Structured Interview Process
Unstructured interviews may result in bias and inconsistent hiring decisions. It is important to use a consistent set of interview questions to evaluate all candidates fairly and thoroughly based on the same criteria.
Ask Meaningful Questions During the Interview
Remember to focus on asking the candidate meaningful questions about why they left previous employers and what their compensation expectations are, rather than trying to trip them up with difficult questions. Concentrate on the questions that you truly want to hear their answers to, and if you don't understand a response, ask for more information. It's important to probe appropriately for detailed responses, as this is a crucial skill for successful interviewing.
Don’t Forget About References and Credential Checks
Lately, we’re seeing candidates increasingly stretch the truth about their qualifications and reasons for leaving previous jobs. Be sure to verify as much as possible about your top candidate by conducting comprehensive references and credential checks.
Strong Offer Letters are a Must
Even though it's not directly related to the recruitment process, it's crucial to provide a comprehensive offer letter to your candidate for many reasons. The legal environment in Ontario is evolving quickly, just like the job market, so it's essential to safeguard your company's interests as much as possible.
An Onboarding Plan is Crucial
Employee onboarding is one of the most important (and often forgotten) strategic processes for any employer. A solid onboarding plan will help integrate your new employee to the company and culture, and ensure they have the information and tools required to become a productive member of the team.
A thoughtful and enjoyable onboarding experience is a great first step towards a rewarding and potentially lengthy career. On the contrary, an employee left to fend for themselves during the first 90 days is more likely to start looking for a new job before those 90 days are up.
NCHR can assist your organization in implementing all the above suggestions. Give us a call, and we will help you ensure strong recruitment outcomes from the start.
Don't Forget - Ontario Minimum Wage is Increasing on October 1, 2024
Effective October 1, 2024, Ontario's general minimum wage is set to rise to $17.20 per hour.
NCHR is here to help.
Contact us for more information: info@nchr.ca - 905-818-NCHR - http://www.nchr.ca
This e-newsletter from NCHR Consulting & Recruitment Services contains important information about HR related legislative updates and other best practice suggestions and lessons learned, to help you better manage your business and employee situations.
Please find other recent e-newsletters below:
03/27/2024 - Employers Are Still Responsible for Health & Safety When Employees Work from Home
12/15/2023 - Ontario Job Postings Requirements are Likely to Change in 2024
09/21/2023 - Employers - Manage Carefully When Employees Request Time Off Work
06/21/2023 - Flexibility - A Highly Sought After (and Affordable) Employment Perk
03/22/2023 - Employee Onboarding - The Lost Art
Recruitment Tips in Ontario's Tight Labour Market
Since the pandemic, one of the toughest challenges business owners have faced is the constantly changing labour market and its impact on hiring talented employees.
This tight labour market in Ontario is marked by changing demographics, technological advancements, rising compensation demands, and work-from-home and other work-life balance requests from job seekers that have created new challenges for hiring managers.
Recruiting strong performers has never been so challenging.
In addition to obvious requirements such as executing a robust marketing strategy and promoting all the reasons you are a great employer to prospective candidates, here are some less obvious suggestions that will help ensure better recruitment outcomes:
Ensure Role Clarity
In order to ensure that you find what you’re looking for in the recruitment market, it’s important to take the time to clearly define the role at the onset. Write a detailed job description and make sure you understand the difference between ‘must-have’ and ‘nice-to-have’ job requirements. The days of putting out a generic job posting in the hopes of finding someone who can ‘either work in the warehouse or in sales’ are over.
Understand Compensation Rates in Advance
Make sure you understand pay expectations in alignment with your job requirements before starting a recruitment process. There are plenty of resources available to help you determine this accurately so, research compensation data in advance to avoid wasting time on candidates who may not fit within your budget.
Follow a Structured Interview Process
Unstructured interviews may result in bias and inconsistent hiring decisions. It is important to use a consistent set of interview questions to evaluate all candidates fairly and thoroughly based on the same criteria.
Ask Meaningful Questions During the Interview
Remember to focus on asking the candidate meaningful questions about why they left previous employers and what their compensation expectations are, rather than trying to trip them up with difficult questions. Concentrate on the questions that you truly want to hear their answers to, and if you don't understand a response, ask for more information. It's important to probe appropriately for detailed responses, as this is a crucial skill for successful interviewing.
Don’t Forget About References and Credential Checks
Lately, we’re seeing candidates increasingly stretch the truth about their qualifications and reasons for leaving previous jobs. Be sure to verify as much as possible about your top candidate by conducting comprehensive references and credential checks.
Strong Offer Letters are a Must
Even though it's not directly related to the recruitment process, it's crucial to provide a comprehensive offer letter to your candidate for many reasons. The legal environment in Ontario is evolving quickly, just like the job market, so it's essential to safeguard your company's interests as much as possible.
An Onboarding Plan is Crucial
Employee onboarding is one of the most important (and often forgotten) strategic processes for any employer. A solid onboarding plan will help integrate your new employee to the company and culture, and ensure they have the information and tools required to become a productive member of the team.
A thoughtful and enjoyable onboarding experience is a great first step towards a rewarding and potentially lengthy career. On the contrary, an employee left to fend for themselves during the first 90 days is more likely to start looking for a new job before those 90 days are up.
NCHR can assist your organization in implementing all the above suggestions. Give us a call, and we will help you ensure strong recruitment outcomes from the start.
Don't Forget - Ontario Minimum Wage is Increasing on October 1, 2024
Effective October 1, 2024, Ontario's general minimum wage is set to rise to $17.20 per hour.
NCHR is here to help.
Contact us for more information: info@nchr.ca - 905-818-NCHR - http://www.nchr.ca
This e-newsletter from NCHR Consulting & Recruitment Services contains important information about HR related legislative updates and other best practice suggestions and lessons learned, to help you better manage your business and employee situations.
Please find other recent e-newsletters below:
03/27/2024 - Employers Are Still Responsible for Health & Safety When Employees Work from Home
12/15/2023 - Ontario Job Postings Requirements are Likely to Change in 2024
09/21/2023 - Employers - Manage Carefully When Employees Request Time Off Work
06/21/2023 - Flexibility - A Highly Sought After (and Affordable) Employment Perk
03/22/2023 - Employee Onboarding - The Lost Art