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Recruitment in Canada In 2020

As a subject of many forecasts and market predictions, the year 2020 has been greatly anticipated. This is especially true for HR consultants, companies, and employers as a whole who have been paying close attention to expert opinions and predictions on recruitment in 2020. 

Over the last five years, HR experts and industry stakeholders have analyzed and proposed drastic measures to mitigate the looming recruitment horror that is based on the skills shortage in Canada. However, the fact remains that hiring and managing a workforce will be a challenging feat in the year 2020. Throughout this article we\'re going to share two powerful strategies to future-proof your organization so you can continue to attract the best talent.

Amid the turmoil, experts project that only the prepared and focused employers will prove successful. Thus, the question is what should you focus on? and where should you begin as a brand? 

As an employer or human resources manager, a good place to begin will be to consider the current state of recruitment in Canada in an effort to understand and identify the critical measures to take in 2020. The unemployment rate in Canada is down to 5.5%, and on the whole, recruitment in Canada is quite. In addition to that, employees across Canada have employment tenure of 8.5 years on average before moving on to the next job. This is being reduced by the influx of millennials into the labor market as millennials move from job to job in search of better opportunities or to advance their professional career. 

Amid the shortage of skilled labor, hiring and retaining individuals in certain professions can prove to be even more challenging for a number of reasons. Prime among these professions are registered and licensed practical nurses, truck drivers, college-level lecturers, and welders to name a few. These professionals are highly aware of their value, and it shouldn\\u2019t be a surprise to any employer that hiring and retaining one can be tricky.

There are various reasons for the short employee tenure and the rising complexity in recruiting a skilled workforce. This could be profession-dependent or not. Largely, it can be blamed on the aging workforce, and partly on the lack of interest to go into this profession on the part of new individuals. 

Plumbers, for instance, can make a lot more money working for themselves on average than they can while working for someone else, which makes it difficult to recruit for such roles. The situation is so pronounced that institutions even offer students automatic employment on completion of their program. This is done in a bid to attract skilled labor. 

In the current decade, employers of skilled labor will need more than attractive job descriptions to attract competent personnel in any field, be it sales, project management or even plumbing. To recruit the professionals you need, you must develop a strong employer offering, knowing that you are competing with other companies to attract professionals. 

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