As we enter the final quarter of 2022, there are a number of socio-economic challenges that can stand in the way of your ability to recruit and implement new HR strategies.
Inflation, rising wages, labour shortages, quiet quitting and remote work... Today's labour market is turbulent.
To help you face the challenges that await you in acquisition and retention in the coming months, here are the trends we have observed so far in the labour market in 2022 and some possible solutions for 2023.
Inflation and Rising Wages
It is no secret that Canada has experienced its highest inflation rate in 40 years in the last few months.
The pressure to increase the salary of its employees is therefore also felt by companies and is accentuated by the labour shortage.
What is the solution if you are an employer?
First of all, it must be recognized that the employees you are increasing by 2-3% are still losing their purchasing power at the moment since in July, the consumer price index had increased by 7.6% in 1 year.
In addition, salaries are on the rise in most industries. According to Ordre des CRHA, an average increase of 4.1% is expected for 2023 by Quebec organizations.
Although it is a costly endeavor for a company, increasing the salary of its employees can be beneficial since it can prevent you from having to pay the price of a high turnover rate. Indeed, the recruitment costs and the loss of revenue caused by a vacant position should not be neglected in your calculations.
Reviewing your salary ranges can therefore be a good strategy to offer competitive conditions to your employees and improve your retention.
Be careful, however, to use good sources and consult with experts who have good knowledge of the market. Sites like Payscale and Glassdoor sometimes take time to update their data, especially in a context where salaries are rising rapidly, as they are now. It's a good idea to prioritize salary surveys published every year by firms like Hays, Randstad and Robert Half, for example, or to check job postings on job board sites. It is also a good practice to include several data sources in your research.
As salaries rise, the words "Competitive Salary" seem to be disappearing from job postings. Indeed, in a more favorable market for candidates, employers are beginning to be more transparent about salaries. Several entities, such as Indeed or the state of California, even plan to require companies to post salaries on their job postings.
According to Indeed and LinkedIn, salary is one of the most important elements for job seekers who consult job postings.
As an employer, should you display your salaries?
If you have already reviewed your salary ranges to bring them in line with the market, it can be very beneficial to display your salaries on your job postings. This will make you more attractive to candidates. And who would like to miss out on applications in times of labour shortage?
However, if you do not have established salary ranges, or if there are high internal salary discrepancies, you will need to address this issue first, before posting salaries for your open positions.
Would you like advice on setting up a salary structure in your company? With our knowledge of the job market, we can help you with your compensation issues. Contact us for more information.
The labour shortage is obviously one of the trends observed in the job market in 2022 and 2023. This will remain true at least until 2030, as the demographic pyramid gradually reverses. For every person who leaves the workforce, 0.8 person enters it.
This means additional challenges for employers looking to recruit, as there is increased competition for talent and candidates are more selective.
What are the solutions to successfully recruit during a labour shortage?
In addition to solutions to address the talent shortage (automation, immigration and training), improving your recruiting process can go a long way. In 2023, you need a fast process and a great candidate experience.
With more choices than ever before, candidates will not hesitate to withdraw from the selection process if they have to take numerous tests and interviews, fill out endless forms, or if they do not hear back for more than a week after an interview.
So you need to be very proactive if you want to succeed in your recruitment. Don't hesitate to review your processes to be more agile and efficient. And if you don't have enough time to recruit, hire an external firm that can dedicate all the time needed for your role and the candidates who show an interest in your company.
To be attractive, you also need to focus on your employer brand and the working conditions you offer to your employees. We have compiled in this article The Working Conditions to Offer to your Employees in 2022 to be competitive.
Quiet Quitting A.K.A. the Disengagement of Employees
There have been several recent articles about "Quiet Quitting". Although the term is new, the phenomenon is not, but it is gaining in popularity. In a nutshell, "Quiet Quitting" is about not being engaged in your work, doing only the minimum required.
Employees who are disengaged or detached (psychologically) from their work have always existed. But in recent years, the lack of loyalty and recognition from some employers has been exposed and employee disengagement has increased.
Wondering if your employees are likely to leave or "quiet quit"? Check out our article on the Most Common Reasons Why Employees Quit.
What is the best way to keep your employees engaged and motivated?
This requires the satisfaction of three essential psychological needs. To be happy in their work, human beings need autonomy, social affiliation, and competence (feeling competent).
So remember to provide your employees with recognition and the resources they need to get their work done. Give them enough autonomy to keep them motivated, and contribute to their sense of social affiliation with their colleagues and managers.
No Enthusiasm for Returning to the Office
Most surveys confirm that remote employees want to continue to work from home the majority of the time. According to ADP Canada, 45% of Canadians would prefer to work remotely at least 3 days a week.
What is the solution if you are an employer?
The main concern of managers and business owners is the loss of engagement, belonging and team spirit when employees are working from home. But forcing employees to return to the office when they don't want to would be counterproductive to improve employee engagement.
The key here is to survey your employees about their work preference. You can then take their preferences into account when creating a Remote Work Policy. This policy should also be tailored to your company and the different positions within it.
Adapting to the new reality of work is not easy, but if you are flexible and fair, you are already on the right track.
To guide you in creating a Remote Work Policy, check out this Guide from VanGO on what to include in a Remote and Flexible Work policy.
Are all these challenges making you dizzy? Start by making a list of the issues that actually affect your business. Then assign resources to address these challenges. And if your managers and HR leaders find themselves overwhelmed, don't hesitate to hire outside resources to help you navigate the current, somewhat hectic job market.
Would you like to talk about acquisition and retention strategies? Here's how to reach us :
Montreal : 514-842-7846
Toronto : 613-699-0021
Drummondville : 819-445-7846
Email : email@example.com
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