Best practices to counter the labour shortage

The labour shortage is a hot topic in the media. According to the Business Development Bank of Canada, "almost 40% of Canadian entrepreneurs have had difficulty finding the workers they need. And it is not expected to improve for at least a decade." So the problem is likely to continue. How will you respond to this shortage? Will you give up or roll up your sleeves and try something different?

According to Statistics Canada, self-employed temporary workers now represent over 20% of the workforce and are by far the fastest growing group of workers in Canada. However, many employers are still struggling with their day-to-day operations. In any case, there are several options available to them to improve employee retention or to achieve effective hiring levels. To quote coachingrh.com, here they are:

1. Become attractive
   According to the Canadian statistics site msss.gouv.qc.ca, the number of university graduates has increased over the years, which means that the 25 to 34 age group has more graduates than the 55 to 64 age group. However, employers need to be innovative when recruiting young recruits, as they will not be seduced by nice slogans that do not reflect the reality of working in a company.
2. Limit the criteria
   Many companies complain about the lack of manpower while working with their human resources manager to make the description of a vacant position inaccessible. That's why human resources specialists suggest limiting hiring criteria to the strict minimum and giving new recruits the chance to stand out during their training and prove themselves within the organization.
3. Offer part-time work
   The option of offering part-time work is rarely used in older companies, but workers are increasingly looking for flexibility in their work schedules. Find the problem. Some studies show that offering part-time work is beneficial for companies. Sure, it requires more complex scheduling, but it results in more motivated, more productive employees who are less likely to burn out.
4. Train your young managers
   According to a Gallup poll of 1 million U.S. workers, the number one reason an employee quits is a bad immediate supervisor or boss. However, new managers must be trained to use the right type of management, empathetic, preferably listening to employees and able to coach certain workers when they deem it necessary.
5. Recruit internationally
   According to a TVA news publication related to the Beauce Carnival, it is made clear that the pandemic context is still having an impact on SMEs. The entrepreneur states not only the problems of delivery of parts for his rides, but also the problem of absent manpower to do the work. He therefore resorted to subcontracting and had workers emigrate from Mexico to make up for his lack of employees. Although this option is quite complex, it may be necessary in some cases for the survival of the company.
   
   When you visit JobFlash's website or its innovative mobile application, it is good to know that this Quebec-based company has gone through these five steps when it comes to finding qualified personnel and its slogan states it unequivocally: Qualified personnel and work at your fingertips. Let's name a few examples: For the option become attractive, JobFlash encourages workers with a competitive salary and benefits such as working close to home or that the hiring process is very fast and efficient. For the limit criteria option, JobFlash is in the home-based work market, so the worker who is not qualified for a certain type of work will have many alternatives to increase his reputation in the company and he will be encouraged to seek additional qualifications when he wants to change job category in order to see his income increase. Finally, with regard to offering part-time work, the fact that the worker can work the time slot he or she chooses and that the worker can choose the estimated duration of his or her contracts in advance is emphasized.