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Posts from the ‘Industry News & Trends’ Category

Recruitment Trends in Engineering and Technology

Ready to improve your recruitment strategy in 2019? Roevin has you covered with the latest recruiting trends to keep your business competitive in the search for top engineering and information technology talent.

Securing the top engineering and IT talent can be challenging for a business in today’s candidate-driven market. Traditional recruitment methods combined with a competitive compensation package are no longer enough to snag those top candidates. So, if you’re planning your 2019 recruitment strategies, keep these top recruitment trends in mind.

Internships

Not only are internships a great way for organizations to show their support for students by offering them real work experience, they also offer great benefits to the employer. The internship period acts as the perfect opportunity to teach young professionals about your business as well as providing on-the-job training for prospects. While it’s not a new concept, internships continue to be one of the best ways for new engineers to find employment.

Social recruitment

Social recruitment simplifies the process of networking between hiring managers and qualified candidates. LinkedIn is easily the most popular, but there are several other industry-specific networking websites to take advantage of. Websites such as The Engineering Exchange, Engineering.com and Design News allow engineers to exchange content, stay up to date with emerging trends and learn about job opportunities with other professionals solely within their field, making these networking sites a great resource for hiring managers.

Predictive analytics

Even the best recruiters can’t determine the likelihood of a candidate accepting a position or how long an employee will stay with the firm. Predictive analytic platforms can help identify the factors that differentiate two applicants who appear identical on paper but whose behaviour may differ greatly. This technology helps the employer select talent with the skills, experience and education to complete the job and the behavioural habits that fit their corporate culture.

AI in the Interview process

Artificial intelligence (AI) has been assisting recruiters through their hiring and on-boarding processes for a long time, but its role within recruitment continues to grow. AI can now be used in the interview process to form questions based on the organization’s needs, saving time for the recruiter to focus on a training program that guarantees success. Further, AI software can track facial movements from candidates including unusual eye movement and stammering that may indicate excessive nerves or lying.

Chatbots for candidate screening

Screening candidates can be a timely undertaking that often produces few, if any, potential candidates. Utilizing chatbots to screen potential candidates is a great way to automate the hiring process. Candidates answer a few questions about their skills, experience and education and the chatbots search through the results to identify matches to the organization’s requirements. Not only do chatbots speed up the hiring process, they also improve the candidate experience by providing quick confirmation and feedback on candidates’ applications.

Virtual reality/skills assessments

Through AI, machine learning and implementing VR platforms, organizations can better assess how candidates will respond in practical on-the-job settings — ultimately giving employers a more realistic idea of a candidate’s on-the-job performance before making a positive hiring decision.

Having trouble keeping up with evolving recruitment trends? Leave your talent search to the pros. Contact Roevin for assistance on all your engineering and IT recruitment needs!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

The State of Canada’s Skills Gap

As the baby boomer generation reaches retirement and the technology sector continues to grow, the labour market is undergoing a dramatic transformation. The skills gap in the labour market created by these changes has made it clear that to remain globally competitive, we need to address the growing skills gap.

Although the unemployment rate has recently dropped to its lowest point in 40 years, candidates still lack the skills to meet changing labour demands, especially as automation revolutionizes the labour market by replacing much of the repetitive, manual work currently performed by humans, and as technology creates new jobs in completely new sectors. These joint developments point to an increasingly mismatched labour market, where the workers displaced by automation are unable to move into new jobs created by technological advancements because they don’t have the new skills required.

With one estimate of Ontario’s lost potential GDP at $24 billion (which is worth about 4% of that province’s total GDP), it’s clear that the costs of leaving the skills gap unaddressed are significant. So how do we work towards shrinking it?

Increased collaboration

One way is to start with the workers of tomorrow. In their 2016 report Strengthening Ontario’s Workforce for the Jobs of Tomorrow, the Human Resources Professionals Association (HRPA) points to the need for more comprehensive data collection and reporting on labour market trends to enable students to make better-informed decisions about their fields of study based on current and future in-demand occupations.

While many of HRPA’s recommendations require government action, the report highlights the role of collaboration between industry and educational institutions to help bridge the skills gap of the future. Through outreach programs and workforce development initiatives such as internships, co-op placements and apprenticeship programs, organizations can help guide students and young workers into occupations that are in-demand.

Retraining the workforce

When it comes to today’s workforce, it’s important to recognize the role that lifelong learning plays in maintaining competitiveness. As technological innovation changes the skills demanded — and as the emergence of freelancers and the gig economy puts pressure on traditional employment models — businesses will have to respond quickly to keep their workforces competitive.

One way is to consider free online courses or microlearning applications to make the most of your employees’ time and your budget. You might even consider partnering with a local educational institution to offer accredited training programs to train your most motivated employees with the specific skills your business needs. With so many training opportunities available for different needs at various price points, it’s both cost-effective and incredibly easy to introduce these options to your employees.

Culture shift

Underlying the above suggestions is the necessity of reorienting employee development as a competitive advantage. As shifts in technology rapidly change the skills employers require, continual skills upgrading becomes a necessity. As a result, a business that is seen to prioritize education can attract top talent who are intrinsically motivated to stay ahead of the curve.

Looking for some assistance filling those challenging positions? Let our recruitment consultants help! With access to some of the best talent in the country, combined with thousands of free training resources, let us provide you with the best candidate to complete your workforce!

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

The Rise of 3D Printing

3D printing is becoming increasingly common and revolutionizing the Canadian market. With this new industrial revolution, Canadians can expect to see some changes to the labour market as we rely less on outsourcing production to other countries.

Though 3D printing has been around for over 30 years, its progression has been slow. The concept was originated as a toy, developed into a prototype and only recently, considered a solution for cost effective production. 3D printing is finally set to revolutionize the way we produce, with implications on where, how and when we manufacture.

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Staffing Trends

Here at Adecco, we are focused on staying up-to-date with evolving staffing trends. Heavily influenced by technology and cost-saving efforts, the recruitment industry is always changing. To help you navigate this environment, keep reading for a roundup of some recent and relevant staffing trends in Canada.

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Cannabis and the Impact on Employee Health

With legislation set to pass and legalize cannabis, the intricacies of its usage may change. To keep health and safety at the forefront in the workplace, employers will need to set clear boundaries regarding its use.

Although consumption of cannabis during work hours for medical purposes is not a new phenomenon, recreational use has the potential to affect an employee’s health, and, the health and safety of a company’s workforce.

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Cannabis – A Shift in Perception

With the legalization of cannabis only a couple months away, many Canadians still have reservations about its accessibility and the effects its consumption will have on the workplace.

In the past few years, Canadians have experienced a growing reliance on the use of cannabis for medicinal purposes. Its usage for treatment of pain, relief of cancer symptoms, and epilepsy has paved the way for the legalization of cannabis and has slowly altered the way the general public perceives the historically illegal substance.

Though studies show the majority of Canadians agree with its legalization[i], recreational use of cannabis still has its critics. Here, we examine three areas of concern related to the legalization of cannabis and its impact on the workplace.

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