Expert details key points to consider for recruiting top employees
In today's competitive landscape, attracting, selecting, and integrating top talent is more critical than ever for organizational success, according to one expert.
“The recruitment landscape in Canada is very dynamic and competitive,” says Lina Bil, founder and CEO, Elevate Recruitment and Elevate Talent Solutions, in talking with HRD Canada. “We see a little bit of a labour shortage, and organizations are responding fairly well.”
One good thing that’s happening is that employers are leveraging technology to streamline the recruitment process, she says. However, there's still many challenges in attracting and retaining top talent.
“There's more emphasis now on building strong employer brands, diversity and inclusion. But there are still some smaller to midsize businesses that are struggling, mostly due to limited HR infrastructure,” says Bil.
There are also threat actors that are using fake resumes to gain access to sensitive company information, according to a previous report.
The good things, struggles among recruiters
Amid the changing landscape, there are some good things that recruiters in Canada are doing, says Bil.
“Employers are making significant strides in enhancing employer branding, [and] focusing on equity, diversity and inclusion. What I also really like seeing is recruiters adopting more strategic approaches to align talent management [and] talent acquisition with long-term business goals; and leveraging technology to improve efficiency and hiring, keeping track of analytics metrics.
“So all of these efforts are crucial in attracting and retaining the right talent, as well as fostering innovative and strong teams.”
However, there are also a lot of challenges, she says.
“One major issue is that many recruitment departments are fairly siloed in nature. Many recruiters are dealing with high KPIs and performance standards, performance metrics, so numerous open roles to fill. And that can sometimes lead to a very reactive approach.”
There is also “insufficient attention to root causes of why organizations are having so many vacancies,” Bil says.
“In some instances, we see high turnover rates and retention problems. So for smaller employers, there's sometimes a lack of infrastructure. And that can make these issues even worse.”
Nearly three in 10 workers are likely to leave for a new job within the next year, according to a previous PwC report.
