Updated: Mar 11
With a post-pandemic world getting closer and closer within reach, many employers are beginning to make preparations for in-person work to resume. However, many are experiencing some major roadblocks. For instance, employers have struggled to bring employees back to the office (from remote to in person), while those in the hospitality industry have had trouble bringing employees back to the workplace. On the other hand, there have also been challenges with hiring new talent in an extremely competitive market. Employee retention and attraction post pandemic have not proven to be easy which is why many have resorted to increase incentives.
The Struggle To Retain Talent
With many people deciding to leave their current jobs post-pandemic, many companies have been quickly trying to pivot their strategy in order to retain talent. However after this long period, many employees are burnt out, feeling fatigued, and/or are just looking for a change of pace.
There has also been an issue with resignations over the course of the pandemic, so this has also added to the issue of retaining employees since many people have decided to move on from their former positions in pursuit of something new. That is why there have been many job vacancies throughout the country, with some greatly affecting the way that businesses are able to operate.
The Struggle To Hire Talent
One of the main issues surrounding this problem is because some people may not feel ready to re-enter the in-person workforce. Despite many companies letting go of many employees during the pandemic, the demand for jobs has appeared to plateau, with many companies finding it difficult to hire talent.
For instance in Quebec, there are approximately 147,000 job openings within the entire province, according to the Toronto Star. Due to so many openings, employers, especially those in the hospitality business have found it hard to keep up with reopening plans as they simply do not have the staff to help operate different aspects of the business. to accommodate.
Actions Being Taken
Companies like McDonald’s for instance have taken steps to increase wages and provide additional employee benefits such as childcare for those with children. Either way, it is proving difficult to find employees, even with these added benefits.
In terms of what the Canadian government has done, there are many programs that have been issued to support the hiring and wage subsidization of new employees. One example is the Healthy Hire Manitoba program, which according to CBC will subsidize a maximum of $5,000 per employee for up to ten employees who either have been vaccinated or have the intention to (CBC News). Many businesses have also had to hire many youth and young adults, more than ever before. It is this age category that has been becoming more and more involved in the workforce, even those who pursue full-time studies.
Additionally, a lot of employers have also opted to accommodate their employees schedules, meaning increased flexibility in an effort to attract potential hires. It will most certainly be a gradual transition back to in-person work, so this strategy could be a great way to ease employees back into their positions. Since a lot of employees, especially with the onset of the pandemic, have other major responsibilities outside of their jobs, offering more flexibility is key in appealing to job candidates and current employees.
What other steps can be taken to slow resignations and attract new employees? One of the best things to do is to get feedback from your team. Your employees know firsthand what they would like to see their company do and what issues they would like to be addressed, so this is a great way to open up a line of communication. Your employees may have ideas and suggestions for new programs and benefits that will not only help the company attract new employees but also retain current employees. Some other examples of other tactics employers have been using to attract and retain employees include:
Mental Health Support
Student Loan Assistance
Up to 20K Toward A House Down Payment
Home Office Allowance
Flexible Parental Leave
Companies have had to adjust their strategies and integrate more employee perks in order to entice current and future employees to either stay or come work for them.
Feedback can also come in handy when interviewing new candidates as well. Asking candidates what is important to them when considering an employer can provide great insight into how to improve several aspects of the business. It is important for companies to recognize the benefits of using this type of feedback, as the results can make a big difference in a time of high competition.
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