Grizzly Force and Randstad partner to empower blue-collar staffing in Canada

Grizzly Force has partnered with Randstad Canada, the world’s leading talent company in, the Randstad App. This digital tool allows employers to connect with day-by-day labour, in real-time, 24/7, and qualified workers to find shifts that fit their schedule.

<h2 style="font-size: 30px;"><strong><span style="color: #434343;">Grizzly Force and Randstad partner to empower blue-collar staffing in Canada</span></strong></h2>
<p>Grizzly Force, a Canadian technology company and day staffing provider, has partnered with Randstad Canada, the world’s leading talent company. This partnership allows Randstad to use the Grizzly Force technology in the Randstad App, a digital tool that allows employers to connect with day-by-day labour, in real-time, 24/7, and qualified workers to find shifts that fit their schedule.</p>
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<p>For Randstad Canada, this partnership represents an opportunity to provide their clients and talent with an enhanced experience and access to state-of-the-art technology, while also expanding their reach into new labour markets. For Grizzly Force, this partnership provides an opportunity to expand their technology's reach and strengthen their presence in the software industry. Staffing and HR companies around the world are increasingly in need of technology that compliments their already strong presence in labour markets – this is where Grizzly Force comes in.</p>
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<p>“From our company’s inception, we have strived to meaningfully connect employers with employees. By combining Grizzly Force’s technology with Randstad’s wide reach and expertise, I firmly believe that we will continue to bolster the Canadian economy for years to come,” said Sandro Ferrari, Founder &amp; CEO at Grizzly Force. “This partnership accelerates our strategy of adding value and increased productivity to the day staffing market, and I believe this is a great fit for both companies.”</p>
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<p>“The world of work is experiencing transformative change driven by technological innovation and digitization at scale. Organizations and talent expect seamless, efficient, and effective journeys, and technology is a key enabler of this,” said Patrick Poulin, President and Managing Director of Randstad Canada. “With the Randstad App, we combine the Grizzly Force technology with the expertise and passion of our consultants to help us redefine the temporary recruitment experience in Canada.”</p>
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<p>Both companies are excited about this new partnership and are looking forward to working together to empower Canadian employers and workers with new, temporary labour opportunities.</p>
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<p><strong>About Grizzly Force</strong></p>
<p>Grizzly Force is Canada’s premier digital, on-demand staffing technology company, specializing in blue-collar placements. We were one of the first technology-based temporary labour providers in the country and have continued to innovate in the labour space for over 7 years. Our technology prioritizes breaking down barriers between employers and employees to make the labour market more equitable and accessible. We focus on introducing new tools across our platforms to ensure maximum success for both our partners and our workforce, and are constantly seeking new ways to improve the experience for all. To learn more about Grizzly Force, visit us at <a href="https://www.grizzlyforce.ca/white-labelling" rel="noopener" target="_blank">grizzlyforce.ca</a>.</p>
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<p><strong>About Randstad</strong></p>
<p>Randstad is a global talent leader with the vision to be the world’s most equitable and specialized talent company. As a partner for talent and through our four specializations - Operational, Professional, Digital and Enterprise - we provide clients with the high-quality, diverse and agile workforces that they need to succeed in a talent-scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all.</p>
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<p>Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. In 2023, we supported 2 million talent to find work and generated a revenue of €25.4 billion. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see <a href="http://www.randstad.ca/" rel="noopener" target="_blank">www.randstad.ca</a>.<br><br><span style="font-style: italic;"><a href="https://gfca-marketing-assets.s3.ca-central-1.amazonaws.com/public/Randstad+Press+Release.pdf" rel="noopener" target="_blank">Download the PDF</a>.</span></p>
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<h2 style="font-size: 30px;"><strong><span style="color: #434343;">Grizzly Force and Randstad partner to empower blue-collar staffing in Canada</span></strong></h2>
<p>Grizzly Force, a Canadian technology company and day staffing provider, has partnered with Randstad Canada, the world’s leading talent company. This partnership allows Randstad to use the Grizzly Force technology in the Randstad App, a digital tool that allows employers to connect with day-by-day labour, in real-time, 24/7, and qualified workers to find shifts that fit their schedule.</p>
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5 Tips To Improve Employee Retention: Boost Productivity and Reduce Costs

Discover five essential tips to improve employee retention in our comprehensive blog. Enhance morale, reduce turnover, and keep your top talent engaged and loyal while saving big on recruitment, hiring, and training costs.

<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">5 Tips to Improve Employee Retention</span></h2>
<p style="font-size: 16px;"><span style="font-size: 16px; color: #000000;">Employee retention is often one of the biggest struggles organizations face – and for good reason. The upfront <a href="https://www.adp.ca/en/resources/articles-and-insights/articles/c/calculating-the-true-cost-to-hire-employees.aspx" rel="noopener" target="_blank">costs to find, hire, and train a new employee</a>, plus the <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">cost of a long recruitment cycle</a>, can have a serious impact on your bottom line. Beyond the tangible costs, there is often a significant cost to your team’s shared knowledge, skills, and morale when a high-performing employee departs. Note that this article focuses on employee retention for those employees you<span style="font-style: italic;"> want </span>to hang on to – if you couldn’t care less if an employee leaves then you should do everyone a favour and let them go as soon as possible. Employee turnover tends to be viewed as one of those problems that businesses can’t do anything about – after all, the employee is choosing to leave for their personal reasons, so there isn’t anything we can do about it, right? Not quite. In fact, there is a wide variety of strategies employers can use to improve their employee retention. In this article we will be covering five of them: fostering a positive work environment, investing in employee development, staying competitive, providing advancement opportunities, and listening (and acting on!) feedback. </span></p>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">#1. Foster a Positive Work Environment</span></strong></h2>
<p>Let’s get one thing out of the way upfront – a positive work environment does <span style="text-decoration: underline;">not</span> mean unlimited office snacks and a slide. Some employees might consider those fun perks, but no one is stays in a job they hate because the chips are <em>really</em> good. A truly positive work environment means your employees don’t dread sitting down at their desks every morning because of the team they work with. Your team doesn’t have to think of themselves as a ‘family’ to achieve this, but they do have to feel comfortable voicing their opinion in meetings and brainstorming sessions. They have to know that their work is being noticed and appreciated, and they have to feel like they’re actively helping the company achieve their goals. Most importantly, they have to <em>trust</em> each other – including leadership. If you suspect there’s a problem with your team, Liane Davey has <a href="https://lianedavey.com/guides/toxic-work-environments/toxic-teams/" rel="noopener" target="_blank">a </a><span><a href="https://lianedavey.com/guides/toxic-work-environments/toxic-teams/" rel="noopener" target="_blank">fantastic quiz</a> to help you diagnose</span> what type of toxic team you may have. For the best results, have people across your team at different levels take the quiz and compare results and strategies to eliminate the toxicity. Open communication, employee recognition programs, and non-cheesy team-building activities and events can all be strategies to consider when trying to improve your work environment. If the problem is toxic leadership (think a manager who belittles, screams, or uses sarcasm as a weapon), decide if there are solutions to address these problems, or consider replacing them – after all, it may be better to replace one bad manager then continuously lose employees because of them.</p>
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<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-May-22-2024-11-15-13-7576-PM.png" width="552" height="276" loading="lazy" alt="Improve Employee Retention by Fostering a Positive Work Environment" style="height: auto; max-width: 100%; width: 552px;"></span></p>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">#2. Invest in Employee Development</span></strong></h2>
<p>Your employees are not static beings who will be happy doing the exact same job for the rest of their lives – and you shouldn’t want them to! Today’s workforce expects that they will have the opportunity to learn and grow on the job and if your organization isn’t providing that, you’re missing out on huge opportunities to not only retain your employees, but also improve productivity, efficiency, and speed up growth. While not all employees may represent unlimited potential, everyone should be given the chance to improve their skills and develop their work-related talents. People might not stay for snacks but they often <em>will </em>for paid training programs, mentorship opportunities, tuition reimbursement, and re-training as processes and equipment evolve. Give your employees a real, achievable chance to impress you with their willingness to learn by paying for their time, materials, and education costs – we can almost guarantee it will be cheaper than replacing them over and over again. Plus you will have the added benefit of a team that continues to get smarter and more skilled!</p>
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<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-May-22-2024-11-15-13-6909-PM.png" width="552" height="276" loading="lazy" alt="Improve Employee Retention by Investing in Employee Development" style="height: auto; max-width: 100%; width: 552px;"></span></p>
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<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">#3. Provide Opportunities for Advancement </span></strong></span></h2>
<p>This tip works for the same reason as the tip above, but in this case, you’re taking it a step further by tying titles and fair pay to professional development. The key to making this tip effective for your team is to ensure that the opportunities you’re providing are actually desirable to your employees. The cornerstone to this is a personalized, clear, achievable career path for each member of your team. This path should be initially discussed during the hiring process, and then created, clarified, and mapped out within the first 3 months of the employee’s time with your organization. The path needs to have learning plans, milestones, and steps assigned to it and needs to be revisited during every quarterly and annual review (or if you subscribe to weekly check-ins, it should be revisited monthly). You can learn more about career paths, and how to develop them in <a href="https://www.tenthousandcoffees.com/blog/career-development-plans-for-employees" rel="noopener" target="_blank">this great blog</a> by Ten Thousand Coffees. An important aspect of this tip is commitment and buy-in from stakeholders to promote from within whenever possible and ensure the professional development opportunities you offer also include leadership training.&nbsp;</p>
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<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-May-22-2024-11-15-13-7986-PM.png" width="552" height="276" loading="lazy" alt="Improve Employee Retention by Offering Competitive Compensation" style="height: auto; max-width: 100%; width: 552px;"></h3>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">#4. Offer Competitive Compensation</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Every year, as the cost of living increases, your team is going to need more money to meet those costs. As your team gets smarter and more productive, or moves along their career paths, they’re going to expect fair compensation. One of the biggest problems many organizations face is that their budget for hiring is significantly larger than their retention budget, which means that the fastest route to a pay raise for many employees is to switch companies, rather than wait for a promotion within their current role. If your employee is deciding between a 20% increase in pay at a new job or a 2% increase in pay (that comes with additional responsibilities) in their current role, it’s not a hard choice for them to make, especially if there are no other additional benefits like the ones we’ve outlined in this article. When it comes to fair compensation, remember that, when you replace that employee, you’re likely going to have to pay the new hire 20% more anyway, as they know that is the going compensation rate for that role. Or you may have to settle for a candidate with less experience, skill, or key qualifications at the same pay rate. Add on the cost of training, plus the lost cost of all your departing employee’s knowledge and skill in your organization, and the retention math starts to make a lot more sense. Beyond a competitive salary and fair-market-rate yearly raises, healthy bonus structures and a comprehensive benefits package can help sweeten the pot when it comes to retaining high-performing employees. </span></p>
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<h2 style="font-size: 30px;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-May-22-2024-11-15-13-5349-PM.png" width="552" height="276" loading="lazy" alt="Improve Employee Retention by Acting on Employee Feedback" style="height: auto; max-width: 100%; width: 552px;"></h2>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">#5. Listen to Employee Feedback and Act On It</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Everyone has an opinion, and when it comes to your organization, it can often feel like the only opinions that matter are those of your customers, stakeholders, or leadership team. While this might help you filter out unwanted opinions, it overlooks some of the most valuable feedback you could hope to receive – that of your team. According to </span><span style="font-size: 16px; color: #000000;"><a href="https://blog.perceptyx.com/from-insight-to-action-new-data-on-the-state-of-employee-listening" rel="noopener" target="_blank">a recent report</a> by Perceptyx, organizations that implement employee feedback are “4x more likely to retain talent, 6x more likely to exceed their financial targets, and 9x more likely to achieve high levels of customer satisfaction.” There are several different tools and processes for gathering feedback including surveys (weekly, monthly, or quarterly), one-on-one meetings, reviews, or check-ins, and digital or physical suggestion boxes. But it’s not enough to simply take in feedback – the real power move for both employee retention and overall organizational success is implementing changes based on it.</span></p>
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<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-May-22-2024-11-15-13-5589-PM.png" width="552" height="276" loading="lazy" alt="Check Out These Takeaways to Improve Employee Retention" style="height: auto; max-width: 100%; width: 552px;"></h3>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Employee Retention Takeaways</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">In summary, the five keys to improving employee retention in your organization are fostering a positive work environment, investing in employee development, providing ongoing opportunities for advancement, offering competitive compensation, and ensuring you’re collecting and acting on employee feedback. Implementing all these strategies at once may feel overwhelming or downright impossible. Those that require a significant budget or investment may be financially out of reach at this moment. However many of these tips are easy to introduce into any organization on a small scale and grow as fast as your organization can support. For example, removing toxicity in a team or manager can be as straightforward as opening lines of communication and addressing the elephant in the room. Small steps can have a huge impact on your employee retention, and the sooner you start, the less fantastic employees you’re likely to lose. </span></p>
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<p><em><span style="font-size: 16px; color: #000000;">Our team of staffing strategists specializes in helping our clients with all their workforce needs, including workforce planning. <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank" id="__hsNewLink">Get in touch with us</a> today to book your free workforce planning audit.</span></em></p>
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<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">5 Tips to Improve Employee Retention</span></h2>
<p style="font-size: 16px;"><span style="font-size: 16px; color: #000000;">Employee retention is often one of the biggest struggles organizations face – and for good reason. The upfront <a href="https://www.adp.ca/en/resources/articles-and-insights/articles/c/calculating-the-true-cost-to-hire-employees.aspx" rel="noopener" target="_blank">costs to find, hire, and train a new employee</a>, plus the <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">cost of a long recruitment cycle</a>, can have a serious impact on your bottom line. Beyond the tangible costs, there is often a significant cost to your team’s shared knowledge, skills, and morale when a high-performing employee departs. Note that this article focuses on employee retention for those employees you<span style="font-style: italic;"> want </span>to hang on to – if you couldn’t care less if an employee leaves then you should do everyone a favour and let them go as soon as possible. Employee turnover tends to be viewed as one of those problems that businesses can’t do anything about – after all, the employee is choosing to leave for their personal reasons, so there isn’t anything we can do about it, right? Not quite. In fact, there is a wide variety of strategies employers can use to improve their employee retention. In this article we will be covering five of them: fostering a positive work environment, investing in employee development, staying competitive, providing advancement opportunities, and listening (and acting on!) feedback. </span></p>
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Find the Best Personnel: Mastering the Art of Talent Search

Struggling to find the best personnel for your company? Check out our latest blog, a comprehensive guide on talent search! From navigating recruitment challenges to optimizing the hiring process, discover essential tips and resources tailored to your needs.

<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">Find the Best Personnel: Mastering the Art of Talent Search</span></h2>
<p style="font-size: 16px;"><span style="font-size: 16px; color: #000000;">When tasked with bringing on a new team member, it's essential to find the very best personnel. No matter how long you need a new employee for, the recruitment, hiring, and training process is a daunting task. While there are numerous statistics around the <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">costs associated with long recruitment cycles</a></span><span> </span><span style="font-size: 16px; color: #000000;">or the <a href="https://www.hcamag.com/ca/specialization/recruitment/the-real-cost-of-hiring-a-new-employee/409991" rel="noopener" target="_blank">average costs to bring on new employees</a></span><span style="font-size: 16px; color: #000000;">, there is also the undeniable truth that a bad hire can be devastating for your company. With many companies across Canada cutting costs and making difficult staffing decisions, it has never been more important to find the best personnel for your unique needs. In this blog, we cover the key steps you’ll want to take to ensure the best fit for your company, as well as practical resources to help in your search.&nbsp; </span></p>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Understanding Your Needs</span></strong></h2>
<p style="font-size: 16px;"><span style="font-size: 16px; color: #000000;">The first step to finding the best personnel is to ensure you have a solid understanding of the key gaps in your workforce. Ignore the knee-jerk reaction to fill a role by looking for the same skill set when someone has moved on. Your needs as a company may have changed and that role may need different skills or qualifications to make a more productive impact. The best place to start is a workforce analysis. If you’re unsure how to begin, we have detailed blogs to guide you, broken into parts <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">one</a> and <a href="https://www.grizzlyforce.ca/blog/workforce-planning-solutions-2024" rel="noopener" target="_blank">two</a>. </span><span style="font-size: 16px; color: #000000;">Our <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">staffing strategists</a> </span><span style="font-size: 16px; color: #000000;">are also available for a free workforce analysis if you need extra help. Beyond skill gaps and defining role requirements, the other key element is ensuring you have a strong grasp on your ideal cultural fit. Often cultural fit can be the <span style="font-style: italic;">most</span> important factor in finding the best personnel for the job, so nailing that down is essential. </span></p>
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<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Apr-30-2024-09-23-12-0058-PM.png" width="552" height="276" loading="lazy" alt="2-Apr-30-2024-09-23-12-0058-PM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
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<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Crafting an Effective Job Description</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Before we get into the nitty-gritty of this section, we want to flag that writing a job description for temp labour is <span style="font-style: italic;">very</span> different from writing one for a permanent or contract position. If you’re looking for the best personnel in the temp labour world, we recommend checking out <a href="https://www.grizzlyforce.ca/blog/how-to-find-good-workers-using-temp-labour" rel="noopener" target="_blank">this blog</a> </span><span style="font-size: 16px; color: #000000;">first. Okay, back to it! Writing a solid job description that conveys all of the skills and role requirements you have, as well as gives a helpful peek into company culture is an art form (or should be!). You need a good balance between providing enough information, while not making the description so long people lose interest, or so packed with details that candidates feel overwhelmed or unsure. If you’re using a service like Grizzly Force’s <a href="https://info.grizzlyforce.ca/perm" rel="noopener" target="_blank">permanent placements</a> then you can give us a short overview that highlights the key qualifications, education, or certifications you require so that our team can make the best match possible. However, if you’re posting the job on your own job board or via a tool like Indeed, you will have to be significantly more thorough and clear as each candidate will interpret your job description a little differently. We’ve shared a couple of our favourite resources below, but if you’re feeling unsure about how to properly capture the role you need, our team is always <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">here to help</a>! </span></p>
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<p><span style="font-size: 16px;">Check out <a href="https://resources.workable.com/tutorial/how-to-write-the-best-job-description-ever" rel="noopener" target="_blank">Workable’s starter tips here.</a></span></p>
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<p><span style="font-size: 16px;">Or take a look at these creative, slightly more <a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/job-descriptions-that-win" rel="noopener" target="_blank">advanced tips from LinkedIn.</a></span></p>
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<p><span style="font-size: 16px;">Setting salary expectations is essential to attract a higher quality of candidates, so ensure you have done appropriate research on the salary levels for this role – remember that a lower salary will often result in a lower quality of applicants. There are numerous tools for salary research, depending on your location and industry.</span></p>
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<p><span style="font-size: 16px;">And finally, if you’re feeling like you have major writer's block, head over to <a href="https://chat.openai.com/" rel="noopener" target="_blank">ChatGPT</a> and have it help you create a starting point for your job description.</span></p>
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<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Apr-30-2024-09-23-11-9470-PM.png" width="552" height="276" loading="lazy" alt="3-Apr-30-2024-09-23-11-9470-PM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
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<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Exploring Recruitment Channel Options to Find the Best Personnel </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">Now that you’ve got a solid job description, you need to find the best way to advertise it. The channel you choose will largely depend on 3 factors: urgency, budget, and internal resources. If you're aiming to find the best person for the job quickly, your top choice is a staffing agency like <a href="https://info.grizzlyforce.ca/perm" rel="noopener" target="_blank">Grizzly Force</a>. With access to thousands of candidates and a sophisticated matching process, our specialized recruiters excel at swift placements. Moreover, agencies tap into candidates who are <span style="font-style: italic;">already employed</span>. If you<span style="font-style: italic;"> don’t</span> need to fill the role quickly <span style="font-style: italic;">and</span> have a dedicated internal team willing to spend the time sifting through resumes and handling pre-screening interviews, then posting the job on your own internal job board channels or through a public job board like Indeed is a good start. There are also several more traditional channels to consider such as networking or requesting your current employees to refer potential candidates to your team. Sometimes, this method proves incredibly successful. However, more often than not, it becomes a lengthy, drawn-out process flooded with subpar candidates who are only there because of mutual connections. </span></p>
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<p><span style="font-size: 16px; color: #000000;">When it comes to a question of price, it can seem daunting to use an agency’s services, but there are several parts to the budget equation that you will want to run to decide if an agency is right for you: </span></p>
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<p>How much does it cost my company every day that this role is unfilled?</p>
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<p>How much am I paying my internal team daily to try and find the right fit for this role? Alternatively, if you are doing the work to fill this job, <em>how much is it costing your business </em>to have your attention on this instead of your main focus?</p>
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<p>How much will it cost my company if we settle for the wrong person?&nbsp;</p>
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<p>If you are paying to advertise your role on Indeed or elsewhere, how are those costs adding up?</p>
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<p><span style="font-size: 16px; color: #000000;">Keep in mind that agencies usually don't charge anything to search, vet, screen, and conduct interviews with potential candidates. </span><strong><span style="font-size: 16px; color: #000000;">The only time you will need to pay for an agency’s services is when you choose to hire one of their presented candidates.</span></strong></p>
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<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Apr-30-2024-09-23-12-1336-PM.png" width="552" height="276" loading="lazy" alt="4-Apr-30-2024-09-23-12-1336-PM" style="height: auto; max-width: 100%; width: 552px;"></h3>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Screening and Shortlisting Candidates </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">The most time-consuming part of recruitment is screening, vetting, and shortlisting candidates. Depending on your approach (internal or through an agency), this involves sifting through resumes or relying on recruiters to do the heavy lifting for you. Recruiters, like ours at Grizzly Force, use sophisticated matching tools to ensure the best personnel are surfaced. The next step is to assess the fit on paper, which can, occasionally, be highly subjective. Experience in this process greatly improves candidate selection and helps avoid some less-obvious employee red flags. Initial phone or video interviews are the next essential step and provide insight into suitability and personality fit. Depending on the role, candidates may also undergo background checks or reference checks at this stage.</span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;">&nbsp;</p>
<h2 style="font-size: 30px;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-Apr-30-2024-09-23-12-0012-PM.png" width="552" height="276" loading="lazy" alt="5-Apr-30-2024-09-23-12-0012-PM" style="height: auto; max-width: 100%; width: 552px;"></h2>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Interviewing and Skills Assessments</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Once a candidate passes through all the steps above, it is time for a wider team to get involved. If you are using an agency, this is the point at which a candidate will be recommended for your team’s interviewing process. Ideally, predetermined interview times will have already been established to ensure this process moves along smoothly and you don't lose the ideal candidate to a company that is moving faster. You will want to set up behavioural and situational interviews between the candidate and their direct supervisor(s). Beyond these key interviews, many organizations also participate in peer interviews for culture fit. Some organizations also choose to include c-suite members for additional feedback and buy-in. Depending on the role(s) you need to fill, there may be required or recommended internal or external skills assessments you want your candidate to undergo at this stage. </span></p>
<p>&nbsp;</p>
<br>
<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-Apr-30-2024-09-23-12-0585-PM.png" width="552" height="276" loading="lazy" alt="6-Apr-30-2024-09-23-12-0585-PM" style="height: auto; max-width: 100%; width: 552px;"></h3>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Making the Final Decision</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Once a candidate has been thoroughly interviewed, and passed all skills assessments and the vetting process, it’s time to make the final call. How you weight the importance of each aspect when making this decision will heavily depend on the role you need to fill, the seniority of the position, and the cultural fit. You and your team may rely more on gut instinct when it comes to making the call, or you might choose a more data-driven approach. Many teams use a mix of both, especially when choosing between two or more highly qualified candidates. If the fit on paper is the same, gut instinct and cultural fit are likely going to be the deciding factor.</span></p>
<p>&nbsp;</p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/7-4.png" width="552" height="276" loading="lazy" alt="7-4" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Securing the Candidate </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">Even though you and your team may have made your choice, there is another key factor to completing this process: the candidate accepting your offer. Depending on how competitive the job market is for the role you are trying to fill, there is a chance that the candidate is entertaining offers from one or more other organizations. Alternatively, their current place of work may be willing to make a counteroffer to retain them. A skilled recruiter will help guide this process and ensure the best outcome for everyone involved. Once the paperwork has been signed, sealed, and delivered, it’s time for onboarding and training your new employee! </span></p>
<br>
<p>&nbsp;</p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Takeaway</strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">When searching for the best personnel for your company, understanding your company’s </span><em><span style="font-size: 16px; color: #000000;">actual</span></em><span style="font-size: 16px; color: #000000;"> needs when defining your role requirements will have the biggest impact on your success. When choosing between in-house recruitment versus working with an agency, urgency, budget, and internal resources will make the choice more obvious, as there are significant differences between the two. And finally, screening and vetting candidates, as well as a thorough interview process will be important items to factor in, both when it comes to time and cost. Making the final decision may involve a mix of gut instinct and data-driven analysis. </span></p>
<p>&nbsp;</p>
<p><em>Our team of staffing strategists specialize in helping our clients every step of the way when it comes to recruiting and hiring the best personnel, whether you choose to manage the process with an agency or in-house. </em><em><a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">Book a call</a> today to see how we can help.</em></p>
<br>
<p>&nbsp;</p>

<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">Find the Best Personnel: Mastering the Art of Talent Search</span></h2>
<p style="font-size: 16px;"><span style="font-size: 16px; color: #000000;">When tasked with bringing on a new team member, it's essential to find the very best personnel. No matter how long you need a new employee for, the recruitment, hiring, and training process is a daunting task. While there are numerous statistics around the <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">costs associated with long recruitment cycles</a></span><span> </span><span style="font-size: 16px; color: #000000;">or the <a href="https://www.hcamag.com/ca/specialization/recruitment/the-real-cost-of-hiring-a-new-employee/409991" rel="noopener" target="_blank">average costs to bring on new employees</a></span><span style="font-size: 16px; color: #000000;">, there is also the undeniable truth that a bad hire can be devastating for your company. With many companies across Canada cutting costs and making difficult staffing decisions, it has never been more important to find the best personnel for your unique needs. In this blog, we cover the key steps you’ll want to take to ensure the best fit for your company, as well as practical resources to help in your search.&nbsp; </span></p>
<br>

Seasonal Staffing Strategies: Optimizing Workforce Management for Peak Seasons

Discover the pros and cons of different of seasonal staffing strategies to optimize workforce management during peak seasons. Balancing the need for a strong team with cost efficiency amidst labour shortages presents complex but manageable challenges.

<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">Seasonal Staffing Strategies: Optimizing Workforce Management for Peak Seasons</span></h2>
<p style="font-size: 16px;">Seasonal staffing is crucial for businesses during peak times like holidays or tourist seasons, impacting workforce and budget planning across industries like retail, hospitality, and manufacturing. While vital for profitability, seasonal staffing requires significant effort in recruiting, hiring, and training staff, especially if businesses experience several peak seasons per year. Balancing costs and maintaining a strong team is key amidst Canada’s ongoing labour shortages. This article explores several different seasonal staffing strategies and their pros and cons, focusing on effective workforce planning.</p>
<br>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Identifying Seasonal Staffing Peaks and Valleys</span></strong></h2>
<p style="font-size: 16px;">Before diving into the specifics of different seasonal staffing strategies, it's crucial to understand your business’s peaks and valleys. This initial analysis is the cornerstone of workforce planning. If your team hasn't conducted this assessment yet, we highly recommend starting there before proceeding with this article. We offer a comprehensive guide to <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">phase one of workforce planning</a>. Understanding your company’s specific needs is vital before evaluating strategies, as the best approach depends on factors such as the required number of additional staff, the duration of your peak season(s), and the necessary skills required for the job.</p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Mar-27-2024-01-43-23-5987-AM.png" width="552" height="276" loading="lazy" alt="in-house recruitment for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">In-House Recruitment </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">In-house recruitment is often the first staffing strategy many companies attempt, and for some, it may be the sole strategy required. Small businesses, unable to afford external assistance, may rely on word-of-mouth or personal connections during peak times. Alternatively, resourceful managers may utilize platforms like Indeed, job fairs, or partnerships with educational institutions. While effective for small-scale hiring needs, this approach becomes challenging for larger staff requirements. Conversely, large companies may have dedicated in-house recruitment teams resembling traditional agencies and <em>still</em> face challenges when meeting seasonal demands. To address gaps, these teams often augment strategies, such as increasing part-time staff or enlisting outside help.</span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Cost-effective, especially for small businesses</p>
</li>
<li>
<p>Minimal additional spending on recruitment tools or expertise required</p>
</li>
<li>
<p>Potential for better candidate-company fit, especially for larger businesses</p>
</li>
<li>
<p>Suitable for industries with predictable seasonal peaks</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>Small businesses may lack specialized recruitment skills, leading to subpar results</p>
</li>
<li>
<p>Internal teams in larger businesses may lack agility and scalability</p>
</li>
<li>
<p>Long-term costs may not justify maintaining a permanent team for sporadic hiring periods</p>
</li>
<li>
<p>Internal teams may lack specialized recruitment skills in key areas or verticals</p>
</li>
</ul>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Mar-27-2024-01-39-12-2331-AM.png" width="552" height="276" loading="lazy" alt="traditional recruitment for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Traditional Recruitment Agencies&nbsp;</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">Traditional recruitment agencies vary widely in size and specialization, from independent agents to global firms with extensive networks. They may focus on specific industries, roles, or regions, or might offer specialization across a variety of verticals, but the wide majority focus on <a href="https://info.grizzlyforce.ca/perm" rel="noopener" target="_blank">permanent placements</a></span><a href="https://info.grizzlyforce.ca/perm" rel="noopener" target="_blank"><span></span></a><span style="font-size: 16px; color: #000000;">. Some traditional agencies are extremely old school when it comes to seasonal staffing and haven’t changed their methods in the past fifty years (with excellent results), and others might be on the cutting edge with industry-defining tools. Despite their size, many adhere to a standard commission structure in Canada, limiting negotiation on pricing. Some agencies also provide additional HR services or partnerships, such as fractional HR departments or backend office support, enhancing their value proposition for clients.</span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Diverse agencies offer the potential for finding the right fit with thorough research</p>
</li>
<li>
<p>Traditional agencies blend technology with personalized account management</p>
</li>
<li>
<p>Payment is only required upon a successful candidate's hire</p>
</li>
<li>
<p>One replacement candidate per hire or credits are often offered if new hires don't work out within 3 months</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>There can be difficulty reaching account managers outside business hours</p>
</li>
<li>
<p>Specialization in certain types of recruitment may necessitate multiple agency engagements, meaning multiple account managers</p>
</li>
<li>
<p>Limited scalability and geographic reach for smaller agencies</p>
</li>
<li>
<p>Standardized costs with minimal room for negotiation</p>
</li>
<li>
<p>Some agencies may not work with lower salary ranges</p>
</li>
</ul>
<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Mar-27-2024-01-39-12-2065-AM.png" width="552" height="276" loading="lazy" alt="temp-to-perm for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></h3>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Temp-to-perm Contracts </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">In recruitment, various contract types cater to diverse needs: project-based, fixed-term (common in seasonal staffing), and leave coverages like parental leave. These contracts resemble permanent placements: agencies source candidates, you pay a commission upon hiring, and they stay for the contract duration, with you as the employer. </span><span style="font-size: 16px; color: #000000;"><a href="https://info.grizzlyforce.ca/temp-to-perm-with-a-twist" rel="noopener" target="_blank">Temp-to-perm</a> contracts bridge temporary and permanent staffing, allowing for a trial period before a potential full-time hire. Typically, the agency is the initial employer, with companies paying a billable rate or markup on the candidate's wage, and the option to hire them permanently for a fee or commission.</span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Recruitment and hiring costs are covered by the staffing agency, reducing expenses</p>
</li>
<li>
<p>Higher success in filling lower-salary positions</p>
</li>
<li>
<p>Faster timelines for filling roles</p>
</li>
<li>
<p>Ability to live-trial candidates on-site, ensuring suitability for the job</p>
</li>
<li>
<p>Reduced administrative burden as the agency handles paperwork and HR tasks</p>
</li>
<li>
<p>Flexibility and negotiation options with temp-to-perm contracts, suiting specific needs and budgets</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>Less effective for higher-level positions where candidates are seeking guaranteed job offers</p>
</li>
<li>
<p>Higher wage costs due to the agency handling payroll and related expenses</p>
</li>
<li>
<p>Potential commission fees for permanently hiring successful candidates</p>
</li>
</ul>
<h2 style="font-size: 30px;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-Mar-27-2024-01-43-23-6205-AM.png" width="552" height="276" loading="lazy" alt="temp labour for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></h2>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Temporary Labour Providers </span></strong></span></h2>
<p>Temp labour offers flexibility tailored to your seasonal staffing needs. When partnering with a<a href="https://www.grizzlyforce.ca/blog/temporary-labour-services" rel="noopener" target="_blank"> temporary labour provider</a>, they serve as the Employer of Record throughout their workforce's tenure with your business. Unlike brick-and-mortar providers, digital platforms like <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank" id="__hsNewLink">Grizzly Force</a> enable convenient ordering anytime via an app/web portal (or through a dedicated account manager). This model allows precise labour requests for specific periods, optimizing budget efficiency. Plus, minimal paperwork and administrative costs make temp labour a hassle-free option, akin to temp-to-perm contracts.</p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Precision in labour budgeting, posting jobs only when necessary.</p>
</li>
<li>
<p>Rapid deployment of large workforces, even with short notice, by digital providers like Grizzly Force</p>
</li>
<li>
<p>24/7 accessibility for posting jobs through digital providers, offering flexibility</p>
</li>
<li>
<p>Minimal HR and administrative resources are required, with the provider handling payments and paperwork</p>
</li>
<li>
<p>Negotiable temp labour rates, often lower with higher volume guarantees</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>Many providers will not be able to guarantee the same workers come back every day, meaning increased training costs (Grizzly Force offers additional tools like Preferred Worker Lists or Multi-day Jobs to mitigate this)&nbsp;</p>
</li>
<li>
<p>Higher per-hour salary costs compared to full-time or part-time hires, as the provider covers all expenses and bills a flat rate</p>
</li>
<li>
<p>Difficulty in sourcing specific skills with temporary labour, necessitating careful role selection</p>
</li>
</ul>
<h3><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-4.png" width="552" height="276" loading="lazy" alt="part-time workers for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></h3>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Increase Your Part-time Roster</span></strong></h2>
<p><span style="font-size: 16px; color: #000000;">A recent change in how global organizations are approaching seasonal staffing is by increasing their year-round part-time roster, instead of hiring for short seasonal contracts. The reason more and more organizations are turning to this solution is due to the significant labour shortages faced by many industries. Year over year it becomes harder and harder to find seasonal staff, and the cost of that has become so great that it makes more sense for them to just hire and keep staff on year-round. Essentially, during non-busy times, companies have a huge roster of part-time staff that they keep minimally employed, and then during busy times, they ramp up the hours expected from each staff member to full-time or close to full-time hours. Most organizations are not solely relying on this tactic but rather using it to reduce the stress of seasonal hiring.&nbsp; </span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Rapid scalability to a substantial workforce during peak periods if executed effectively</p>
</li>
<li>
<p>A large part-time roster reduces the pressure and costs associated with seasonal hiring</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>High turnover potential during non-busy periods as employees seek more hours elsewhere</p>
</li>
<li>
<p>Part-time employees may struggle to commit to full-time hours during peak periods, undermining proactive hiring efforts</p>
</li>
<li>
<p>Redistribution of hours from full-time to part-time staff may lead to dissatisfaction and turnover among full-time employees</p>
</li>
<li>
<p>Significant costs involved in recruiting, hiring, onboarding, and training a large number of part-time employees</p>
</li>
</ul>
<h2 style="font-size: 30px;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/7-3.png" width="552" height="276" loading="lazy" alt="cross-training for seasonal staffing" style="height: auto; max-width: 100%; width: 552px;"></h2>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Seasonal Staffing Cross-training </span></strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">If you have a dynamic team that experiences different peaks throughout the year, you may be able to reduce your reliance on seasonal staffing through cross-functional training of your team. Although this strategy doesn’t work for the majority of businesses, it is an ideal solution in some very specific cases. In your workforce planning, take a careful look at the different work units you have, and their individual peaks and valleys to see if there are any overlaps you could take advantage of. If so, the big focus for your management team could be investing in training each department to be able to do the other’s job at opposite peak times. </span></p>
<p style="font-size: 16px;">&nbsp;</p>
<p style="font-size: 16px;"><strong>Pros:</strong></p>
<ul>
<li>
<p>Enhanced employee engagement and year-round employment opportunities</p>
</li>
<li>
<p>Potential reduction or elimination of reliance on seasonal staff</p>
</li>
<li>
<p>Efficient labour budgeting under ideal conditions for cross-training</p>
</li>
</ul>
<p><span style="color: #000000; font-size: 16px;"><strong>Cons:</strong></span></p>
<ul>
<li>
<p>Lack of available cross-training team potential during peak periods in most companies</p>
</li>
<li>
<p>Potential dissatisfaction among lower-paid employees performing additional duties without additional pay</p>
</li>
<li>
<p>Higher time and budget investment required per employee for cross-training</p>
</li>
<li>
<p>Difficulty in finding suitable candidates with the skills and desire to undergo cross-training</p>
</li>
<li>
<p>Reduced agility in responding to sudden shifts or demand changes</p>
</li>
</ul>
<p>&nbsp;</p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Takeaway</strong></span></h2>
<p><span style="font-size: 16px; color: #000000;">Seasonal staffing plays a pivotal role across a variety of industries, aiding businesses in managing peak seasons efficiently. However, recruiting, hiring, and training staff for short durations entails significant effort and resources. From in-house recruitment to traditional agencies, temp-to-perm contracts, temporary labour providers, and increasing part-time rosters, companies have various options to navigate seasonal demands. Additionally, cross-training offers an alternative to traditional seasonal staffing, enabling companies to optimize their workforce year-round. Each approach has its pros and cons, necessitating careful consideration based on industry dynamics, labour shortages, and budget constraints. By employing the right seasonal staffing strategy, businesses can enhance operational efficiency and maintain profitability during peak seasons while mitigating the challenges posed by labour fluctuations.</span></p>
<p>&nbsp;</p>
<p><em><span style="font-size: 20px; color: #000000;">Need help with seasonal staffing? Our team offers consultation and workforce planning support, as well as permanent, contract, temp-to-perm and temporary staffing. </span></em><em><span style="font-size: 20px; color: #000000;"><a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank" id="__hsNewLink">Book a call </a>with our staffing strategists today!</span></em></p>
<br>
<p>&nbsp;</p>

<h2 style="font-size: 30px; font-weight: normal;"><span style="color: #0d0d0d;">Seasonal Staffing Strategies: Optimizing Workforce Management for Peak Seasons</span></h2>
<p style="font-size: 16px;">Seasonal staffing is crucial for businesses during peak times like holidays or tourist seasons, impacting workforce and budget planning across industries like retail, hospitality, and manufacturing. While vital for profitability, seasonal staffing requires significant effort in recruiting, hiring, and training staff, especially if businesses experience several peak seasons per year. Balancing costs and maintaining a strong team is key amidst Canada’s ongoing labour shortages. This article explores several different seasonal staffing strategies and their pros and cons, focusing on effective workforce planning.</p>
<br>

The Power of Temporary Labour Services: A Comprehensive Guide

Explore the world of temporary labour services in our blog, where we delve into various arrangements, benefits, and best practices. As the employment landscape evolves, discover how these services offer flexibility for both employers and employees, meeting the rising demand for dynamic workforce solutions.

The Power of Temporary Labour Services

<h2 style="font-size: 30px;">The Power of Temporary Labour Services</h2>
<p style="font-size: 16px;">Global organizations are adapting to changing employment trends, increasingly relying on temporary labour services. These services provide short-term or casual employment opportunities in the general labour market. The growing demand for flexible workforce solutions arises from both employers' needs to be cost-efficient and employees seeking non-traditional schedules. This blog explores various temporary labour services, highlighting benefits and best practices for businesses.</p>
<br>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Feb-26-2024-11-22-42-0209-PM.png" width="552" height="276" loading="lazy" alt="2-Feb-26-2024-11-22-42-0209-PM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<p style="font-size: 16px;">Understanding your specific temporary labour needs is crucial before selecting a provider. Start with <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">a workforce analysis<span><span style="color: #11b2a8;"></span></span></a><a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank"><span></span></a> to identify your labour gaps, and then begin exploring the <a href="https://www.grizzlyforce.ca/blog/workforce-planning-solutions-2024" rel="noopener" target="_blank">labour solutions</a> available to you.</p>
<p>&nbsp;</p>
<h3 style="font-weight: normal; font-size: 24px;"><span style="color: #000000;">Here is a short overview of some different types of temporary labour services:</span></h3>
<ul>
<li aria-level="1">
<h4>Traditional temporary labour</h4>
<p>In traditional temp labour, there is typically a physical office where hopeful labourers arrive early in the morning to wait. Employers contact the labour director during office hours and let them know where, when, and how many workers they need. The director then dispatches them, occasionally providing transportation to the job site. Because they're limited by whoever shows up in the morning, traditional providers often cannot fulfil large job requests.&nbsp;</p>
</li>
</ul>
<ul>
<li aria-level="1">
<h4>Digital or on-demand temporary labour</h4>
<p>Tech-based temporary labour providers, like <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>, are relative newcomers to the labour market. Using a digital approach<span></span>, employers can post jobs on the app at any time, which instantly notifies labourers. This digital solution offers ultimate scalability, functioning seamlessly whether you need one labourer or a hundred. Such an arrangement is ideal for businesses requiring occasional or last-minute labour, or a sudden surge in workforce needs throughout the year.</p>
</li>
</ul>
<ul>
<li aria-level="1">
<h4>Specialized temporary labour services</h4>
<p>Organizations occasionally seek temporary labourers with specific skills, experience, or specialized certificates/licenses, such as forklift operators. To fill such positions, employers can opt for a traditional temp agency or a digital temp agency with a broader reach. Alternatively, they can choose a full-blown recruiter, which requires a longer window for fulfilment (and usually incurs higher costs).</p>
</li>
</ul>
<ul>
<li aria-level="1">
<h4>Short-term or multi-day temporary contracts</h4>
<p>Employers often require temporary labour for a few weeks or months, desiring consistent workers to minimize training. In this regard, traditional agencies often face challenges as they’re limited to daily walk-ins. Digital providers like Grizzly Force excel by prioritizing workers who have already been trained on the job site and have a proven track record of excellence.</p>
</li>
</ul>
<ul>
<li aria-level="1">
<h4>Temp-to-perm labour&nbsp;</h4>
<p>Hiring for full-time or part-time roles can be stressful. There is often a lot of uncertainty about the candidates’ fit and performance. Temp-to-perm contracts address this by live-trialling candidates on the job. Initially employed by the agency, candidates’ contracts can be easily renewed or they can be directly hired by the employer after the contract ends (often after 3 months).</p>
</li>
</ul>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Feb-26-2024-11-22-42-0622-PM.png" width="552" height="276" loading="lazy" alt="4-Feb-26-2024-11-22-42-0622-PM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Benefits for Employers&nbsp;</span></strong></h2>
<p>Temporary labour services offer a range of benefits for employers. The major advantage is flexibility. Employers bring in extra labour as needed, paying only for required hours. This flexibility is beneficial for managing anticipated and unforeseen orders or production demands without the usual <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">lead time for new hires</a>. In most cases, the labour provider acts as the employer of record, handling paperwork, payroll, insurance, and more. This dramatically reduces (if not eliminates) HR’s involvement and lowers the overhead costs significantly.&nbsp;</p>
<h3>&nbsp;</h3>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Benefits for Workers</span></strong></h2>
<p>On the flip side, labourers get to choose their schedule and work around other jobs, family commitments, school, and more. Workers are also able to gain a wide range of job experiences and often learn new skills at different locations. This makes the workers much more employable – especially if they’re new to Canada. Finally, temporary work also brings constant opportunities for permanent full-time or part-time employment with different employers.&nbsp;</p>
<p>&nbsp;</p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h2 style="font-size: 24px;"><span style="font-size: 30px;"><strong><span style="color: #000000;">Temporary Labour Services Best Practices </span></strong></span></h2>
<p style="font-size: 24px;"><span style="color: #000000;">When hiring temporary labour and collaborating with service providers, it's essential to consider a couple of key strategies. Following these strategies will ensure that you are maximizing your labour budget and keeping unnecessary headaches to a minimum.</span></p>
<p>&nbsp;</p>
<h4>Clearly outline your needs</h4>
<p>Understanding your labour needs is crucial for confident partner selection. Conducting a workforce analysis establishes expectations internally by aiding with buy-in from stakeholders, as well as with service providers. The analysis boosts cost efficiency, identifying crucial times for additional labour and exploring the cost of <em>not</em> hiring during those periods. If you have questions, we recommend <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">scheduling a call</a> our expert team to guide you through the workforce analysis process.</p>
<h4>&nbsp;</h4>
<h4>Think of your labour agency as a partner&nbsp;</h4>
<p>A good partnership requires listening on both sides of the conversation. To make the most out of your partnerships, we highly recommend leaning on the expertise of your labour partners. Ask about their approach to resolving quality or fulfilment issues, inquire about their discipline policy, and establish communication protocols with their support team. Discuss posting jobs and be receptive to their suggestions for <a href="https://www.grizzlyforce.ca/blog/how-to-be-successful-using-temp-labour" rel="noopener">success with your temporary labour</a>. Both you and your labour partner are experts in your respective fields, providing a valuable opportunity to learn from each other.</p>
<p>&nbsp;</p>
<h4>Take advantage of time-saving tech</h4>
<p>Opting for <a href="https://www.grizzlyforce.ca/blog/guide-to-on-demand-staffing-apps" rel="noopener" target="_blank">a digital labour partner</a>, such as Grizzly Force, allows you to maximize the benefits of our technology. One of the biggest advantages is the ability to post jobs from anywhere, anytime. Post jobs on holidays or at 2am and still fill positions without depending on your account manager's office hours. This is especially helpful in the case of machine breakdowns or sudden last-minute illnesses. <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Our all-in-one solution</a> reduces paperwork and allows precise control over who views your job postings and when.</p>
<h4>&nbsp;</h4>
<h4>Don’t limit yourself to only one labour provider or HR solution&nbsp;</h4>
<p>The one-size-fits-all approach doesn't work anywhere, let alone in labour solutions. We encourage all our partners to have <a href="https://www.grizzlyforce.ca/blog/when-to-use-a-temp-agency" rel="noopener" target="_blank">at least two providers</a>, each excelling in different areas. For instance, an agency that excels at sourcing a Director of Operations may not be great at quickly securing 50 general labourers. Having a go-to provider is great, but having a backup, like a digital provider, is essential for weekend coverage or handling large jobs. Although many agencies, including Grizzly Force, can fill a variety of roles and contract lengths, every team is specialized. Engage with all your potential options to understand their strengths so you can make informed decisions when specific needs arise.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Feb-26-2024-11-22-42-0025-PM.png" width="552" height="276" loading="lazy" alt="3-Feb-26-2024-11-22-42-0025-PM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Takeaway</strong></span></h2>
<p>Embrace cost-effective employment practices, including the concept of temporary labour, as it remains crucial and continues to grow in importance globally. Remember that staying competitive requires adapting to the evolving landscape of work. Various temporary labour arrangements exist, each with distinct strengths and weaknesses – maximize benefits by conducting a workforce analysis and employing key best practices when choosing and communicating with your temporary labour service provider(s).</p>
<p>&nbsp;</p>
<p><span style="font-size: 14px;"><em><span style="color: #000000;">As always, if you have any questions or would like to chat with our team about your unique labour challenges, please <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">book a call with us</a></span></em><em><span style="color: #000000;">!&nbsp; </span></em></span></p>
<br>
<p>&nbsp;</p>

<h2 style="font-size: 30px;">The Power of Temporary Labour Services</h2>
<p style="font-size: 16px;">Global organizations are adapting to changing employment trends, increasingly relying on temporary labour services. These services provide short-term or casual employment opportunities in the general labour market. The growing demand for flexible workforce solutions arises from both employers' needs to be cost-efficient and employees seeking non-traditional schedules. This blog explores various temporary labour services, highlighting benefits and best practices for businesses.</p>
<br>

How Employers Can Help Support Workplace Mental Health

January is the bluest month of the year when it comes to workplace mental health. If you’re an employer looking to support your team now and throughout the year, check out our blog. 

Workplace Mental Health for Employers

<h2 style="font-size: 30px;"><span style="color: #000000;">Workplace Mental Health for Employers</span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">When it comes to workplace mental health,<span style="font-size: 14px;"> <span style="color: #11b2a8;"><a href="https://foundationswellness.net/mental-health/why-is-january-depressing/" style="color: #11b2a8;" rel="noopener" target="_blank">January is the ‘bluest’ month of the year</a>&nbsp;</span></span>for many folks in the Northern Hemisphere. <span style="color: #11b2a8;"><a href="https://www.ctvnews.ca/health/saddest-day-of-the-year-may-be-a-myth-but-experts-say-winter-blues-are-real-1.6726910" rel="noopener" target="_blank" style="color: #11b2a8;">Research shows</a></span> that an average of 15% of the population feel some type of winter blues. Add to that depression, anxiety, and SADs (Seasonal Affective Disorder) and you’ve got a difficult month. Several reasons contribute to this, but a significant factor is the lack of vitamin D during the winter months.<span style="font-size: 18px;"> <span style="color: #11b2a8;"><a href="https://pubmed.ncbi.nlm.nih.gov/16549493/" style="color: #11b2a8;" rel="noopener" target="_blank">This deficiency disproportionately impacts people of colour.</a></span></span></span></p>

<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-Jan-25-2024-01-15-50-0319-AM.png" width="552" height="276" loading="lazy" alt="5-Jan-25-2024-01-15-50-0319-AM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Workplace Mental Health Topics We Cover</strong></span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">The impact of workplace mental health measures can dramatically reduce negative impacts, especially during the winter months. In this blog, we will cover the impact of mental health on employees and discuss how to recognize signs of mental health issues in the workplace. Additionally, we'll explore key resources and steps for employers or managers to better support employee well-being.</span></p>
<p>&nbsp;</p>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>The Impact of Mental Health on Employees</strong></span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">There are a range of common mental health disorders that show up in the workplace, with the most common being anxiety and stress, depression, and burnout (more on that one later). Performance, morale, and job satisfaction are likely to be directly impacted by these disorders.</span></p>
<p>&nbsp;</p>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Recognizing the Signs of Mental Health Issues</strong></span></h2>
<p style="font-size: 20px;"><span style="color: #000000;">There are some common <span style="color: #11b2a8;"><a href="https://engagedhr.com/2020/01/how-to-spot-the-signs-mental-illness-at-work/" style="color: #11b2a8;">signs of mental health issues in your workplace</a></span><span style="color: #11b2a8;"> </span>that you can keep an eye out for. The most obvious one is likely to be behavioural changes – for example, normally polite employees making rude comments. Changes in appearance or hygiene are also common, however, these changes may be harder to spot if you have hybrid or remote teams.</span></p>
<h3>&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Performance Issues</strong></span></h3>
<p><span style="color: #000000;">A more obvious sign may be a decline in performance, although this may take a little longer to manifest. Employees suddenly not hitting their KPIs or slowing down in the completion of normal duties would be good examples of this. Related to this would be sudden attendance or punctuality issues from employees who have previously been very punctual.</span></p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Interpersonal Challenges</strong></span></h3>
<p><span style="color: #000000;">These issues may surface as interpersonal challenges – for example, someone who previously got along with their colleagues is suddenly picking fights. If you are seeing one or more of these signs in your workforce, it is important to consider if mental health is playing a part and what you can do to improve the situation.</span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Jan-25-2024-01-15-53-1960-AM.png" width="552" height="276" loading="lazy" alt="2-Jan-25-2024-01-15-53-1960-AM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Creating a Stigma-Free Workplace</strong></span></h2>
<p style="font-size: 24px;"><span style="color: #000000;">Mental health issues are just as debilitating as physical ailments, and should be treated with the same amount of care as those issues you can ‘see.’ There is a <span style="color: #11b2a8;"><a href="https://www.camh.ca/en/camh-news-and-stories/mental-health-stigma-and-the-workplace" style="color: #11b2a8;">serious stigma around mental health</a></span> that often makes mental health issues significantly worse. It is unlikely an employee would try and hide a broken leg from their employer – but that same employee may very well try and hide the depression they’ve been struggling with.</span></p>
<h3>&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Your Responsibilities as an Employer</strong></span></h3>
<p><span style="color: #000000;"><span style="color: #11b2a8;"><a href="https://www2.gov.bc.ca/gov/content/careers-myhr/all-employees/health-safety-and-sick-leave-resources/health/mental" style="color: #11b2a8;">Employers carry the responsibility</a></span> to decide how the workplace handles mental health issues. There are <span style="color: #11b2a8;"><a href="https://workmentalhealthbc.ca/resource/article/employer-obligations" style="color: #11b2a8;">complex legal and ethical obligations</a></span> that accompany this responsibility but implementing supportive mental health policies and training from the top down is a strong approach.</span></p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Foster Open Communication</strong></span></h3>
<p><span style="color: #000000;">One of the foundational cornerstones to build your policies on is normalizing mental health discussions by fostering and encouraging open conversations. It is highly unlikely anyone will pay attention to your mental health policy if they feel they can’t even talk about it. You don’t have to be friends with your employees but a little humanity, even vulnerability, goes a long way in opening those doors.</span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><strong>Here is a list of workplace mental health policies and strategies to consider:</strong></span></p>
<ul>
<li aria-level="1">
<p><span style="color: #000000;">Employee well-being programs</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Employee Assistance Programs (EAPs)</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Mental health workshops and training</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Flexible work arrangements</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Wellness initiatives, which could include classes or education on:</span></p>
<ul>
<li aria-level="2">
<p><span style="color: #000000;">Self-care techniques;</span></p>
</li>
<li aria-level="2">
<p><span style="color: #000000;">Stress management;</span></p>
</li>
<li aria-level="2">
<p><span style="color: #000000;">Mindfulness and meditation;</span></p>
</li>
<li aria-level="2">
<p><span style="color: #000000;">Setting boundaries and;</span></p>
</li>
<li aria-level="2">
<p><span style="color: #000000;">Promoting a healthy work-life balance</span></p>
</li>
</ul>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Sharing success stories</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Sharing and educating employees on mental health resources</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Encouraging peer support</span></p>
</li>
</ul>
<br>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Jan-25-2024-01-15-50-0571-AM.png" width="552" height="276" loading="lazy" alt="4-Jan-25-2024-01-15-50-0571-AM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Burnout in the Workplace</strong></span></h2>
<p><span style="color: #000000;">Burnout is directly connected to the specific tasks, responsibilities, company culture, and management style within the workplace. Unlike anxiety, stress, and depression, which can often be effectively managed through external resources, addressing burnout requires direct intervention from within the company. Overcoming burnout poses a significant challenge for employers. Employees who are severely burnt out may lack the motivation to recover within their current employment, preferring to find another job or do the bare minimum to get by.</span></p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Triggers of Burnout</strong></span></h3>
<p><span style="color: #000000;">Burnout is frequently caused by sudden increases in workload, unfamiliar tasks, toxic management styles, or frustration stemming from external factors beyond an employee's control. These triggers are worsened if a company doesn’t have clear, well-established processes in place to manage these stressors.</span></p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Tactics to Manage Burnout</strong></span></h3>
<p><span style="color: #000000;">If your employees exhibit signs of burnout, there are effective strategies to positively impact their mental health. Initiating a thoughtful, honest discussion with your employee(s), along with their manager and peers, can uncover where the burnout is coming from. Rapidly implementing a solution (or solutions) based on the root cause can not only reverse the burnout but will also usually result in improved productivity and a more positive company culture.</span></p>
<h3 style="font-size: 24px;">&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Consequences of Ignoring Burnout</strong></span></h3>
<p><span style="color: #000000;">Failing to address burnout issues will inevitably lead to higher staff turnover, incurring associated costs such as recruitment, hiring, and training, along with an interruption in productivity as the organization seeks replacements for departing employees. Prioritizing the resolution of burnout-related challenges is crucial to maintaining a healthy and sustainable work environment.</span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/1-Jan-25-2024-01-15-53-2035-AM.png" width="552" height="276" loading="lazy" alt="1-Jan-25-2024-01-15-53-2035-AM" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Takeaway</strong></span></h2>
<p><span style="color: #000000;">Mental health in the workplace is a serious topic and is likely to be either impacting your organization now or at some point soon. Becoming aware of the long-lasting negative effects of unaddressed mental health issues is the first step. Know the signs of mental health issues in the workplace, and consider creating or updating your mental health policies. Most importantly, encourage employees to have open, honest conversations to solve problems before they become insurmountable.</span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 24px;"><span style="color: #000000;"><strong>Additional Resources:</strong></span></h2>
<ul>
<li aria-level="1">
<p><span style="color: #11b2a8;"><a href="https://www.camh.ca/en/health-info/workplace-mental-health-playbook-for-business-leaders/resource-centre" style="color: #11b2a8;">CAMH Workplace Mental Health Resource Centre</a></span></p>
</li>
<li aria-level="1">
<p><span style="color: #11b2a8;"><a href="https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/health-wellness-public-servants/mental-health-workplace/resources-employees-mental-health-workplace.html'" style="color: #11b2a8;">Government of Canada’s Resources for Mental Health in the Workplace</a></span></p>
</li>
<li aria-level="1">
<p><span style="color: #11b2a8;"><a href="https://mentalhealthcommission.ca/what-we-do/workplace/" style="color: #11b2a8;">Mental Health Commission of Canada</a></span></p>
</li>
<li aria-level="1">
<p><span style="color: #11b2a8;"><a href="https://www.ccohs.ca/healthyminds/" style="color: #11b2a8;">Canadian Centre for Occupational Health and Safety: Healthy Minds at Work</a></span></p>
</li>
<li aria-level="1">
<p><span style="color: #11b2a8;"><a href="https://multiculturalmentalhealth.ca/" style="color: #11b2a8;">Multicultural Mental Health Resource Centre</a></span></p>
</li>
</ul>
<p>&nbsp;</p>

<h2 style="font-size: 30px;"><span style="color: #000000;">Workplace Mental Health for Employers</span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">When it comes to workplace mental health,<span style="font-size: 14px;"> <span style="color: #11b2a8;"><a href="https://foundationswellness.net/mental-health/why-is-january-depressing/" style="color: #11b2a8;" rel="noopener" target="_blank">January is the ‘bluest’ month of the year</a>&nbsp;</span></span>for many folks in the Northern Hemisphere. <span style="color: #11b2a8;"><a href="https://www.ctvnews.ca/health/saddest-day-of-the-year-may-be-a-myth-but-experts-say-winter-blues-are-real-1.6726910" rel="noopener" target="_blank" style="color: #11b2a8;">Research shows</a></span> that an average of 15% of the population feel some type of winter blues. Add to that depression, anxiety, and SADs (Seasonal Affective Disorder) and you’ve got a difficult month. Several reasons contribute to this, but a significant factor is the lack of vitamin D during the winter months.<span style="font-size: 18px;"> <span style="color: #11b2a8;"><a href="https://pubmed.ncbi.nlm.nih.gov/16549493/" style="color: #11b2a8;" rel="noopener" target="_blank">This deficiency disproportionately impacts people of colour.</a></span></span></span></p>


Workforce Planning For 2024: Part Two – Solutions

Elevate your 2024 success with practical workforce planning solutions! From upskilling to flexible arrangements, Part Two unveils strategies to bridge gaps and set clear goals. Dive in for concise insights and gear up for a resilient workforce in the new year.

<h2 style="font-size: 30px;"><span style="color: #000000;">Workforce Planning For 2024: Solutions</span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">With 2024 just around the corner, now is the perfect time to evaluate your workforce planning solutions. In <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">our previous blog</a>, we emphasized the importance of workforce planning for a successful 2024 and we outlined the steps to analyze and identify gaps in your labour plan. For those who haven't read the previous blog, we suggest <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">starting there</a>! In Part Two, we dive into practical solutions for minimizing or eliminating these gaps. From upskilling and cross-training to flexible work arrangements to digital on-demand temp labor, we explore several workforce planning solutions. Continue reading for an overview, including pros and cons for each solution.</span></p>

<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Dec-21-2023-06-03-39-7750-PM.png" width="552" height="276" loading="lazy" alt="Upskilling and cross-training are important workforce planning solutions" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2 style="font-size: 30px;"><span style="color: #000000;"><strong>Workforce Planning Solutions: Upskilling &amp; Cross-Training Existing Employees</strong></span></h2>
<p>Labour gaps generally fall into one of two categories. Either you don’t have enough employees with a specific set of skills or certifications, or you don’t have enough able bodies, in general, to fulfill large orders at specific times throughout the year. If the labour gaps you identified in your workforce planning are in the first category, then one of the best solutions to embrace will be the process of upskilling and/or cross-training. Although these solutions are being presented together, they’re slightly different.</p>
<p>&nbsp;</p>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Upskilling</strong></span></h3>
<p><span style="color: #000000;">Upskilling involves enhancing existing skills through on-the-job or external training (such as specialized certificates or licenses for promising employees). Employers typically cover these costs. Informal internal training via mentorship or peer-to-peer programs is also an option, but it requires implementing standardized tests or other methods to confirm the skill(s) have been acquired.</span></p>
<p>&nbsp;</p>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Cross-Training&nbsp;</strong></span></h3>
<p><span style="color: #000000;">Cross-training can also be accomplished through internal or external training, but the outcome is different than upskilling. Rather than just adding to an employee’s skills in one area or position, cross-training is meant to allow the employee to function in various roles or departments within the organization, depending on the needs at the time.&nbsp;</span></p>
<h3>&nbsp;</h3>
<h3 style="font-size: 24px;"><span style="color: #000000;"><strong>Pros &amp; Cons of Upskilling &amp; Cross-Training&nbsp;</strong></span></h3>
<h4><span style="color: #000000;"><strong><span style="text-decoration: underline;">Pros:</span></strong></span></h4>
<ul>
<li aria-level="1">
<p><span style="color: #000000;">Skill growth is important to many employees, and leads to higher job satisfaction and retention rates&nbsp;</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Versatile, well-trained teams are more agile and flexible and are better able to handle rapidly changing market conditions</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Cross-training means the workload can be better shared if only one department is impacted by a sudden change&nbsp;</span></p>
</li>
</ul>
<h4><span style="color: #000000;"><strong><span style="text-decoration: underline;">Cons:</span></strong></span></h4>
<ul>
<li aria-level="1">
<p><span style="color: #000000;">Both internal and external training costs additional time and resources</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">Employees with more skills will, rightfully, expect a higher salary&nbsp;</span></p>
</li>
<li aria-level="1">
<p><span style="color: #000000;">If you move employees into higher/different positions, you may need to find new employees to cover the positions they left</span></p>
</li>
</ul>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Dec-21-2023-06-03-39-7721-PM.png" width="552" height="276" loading="lazy" alt="Flexible work arrangements is one of the workforce planning solutions that helps parents get back in the workforce." style="height: auto; max-width: 100%; width: 552px;"></span></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Workforce Planning Solutions: Flexible Work Arrangements</span></strong></h2>
<p>In recent years, there's been a major shift in how we work globally, marked by the <a href="https://www.businessnewsdaily.com/flexible-work-arrangements" rel="noopener" target="_blank">widespread adoption of flexible work arrangements</a>. More individuals, both employees and employers, are advocating for increased flexibility, moving away from the traditional 9-5 structure. This shift is evident in emerging trends like <a href="https://www.grizzlyforce.ca/blog/gig-work-to-the-rescue" rel="noopener" target="_blank">gig work</a>, the <a href="https://www.cbc.ca/radio/thecurrent/four-day-work-week-1.6992484" rel="noopener" target="_blank">4-day work week</a>, and the growing popularity of remote work. The demand for flexibility stems from our complex modern lives, such as navigating post-secondary schedules, childcare responsibilities, and second jobs. While some employers, particularly in the industrial sector, view this as a challenge, those embracing it are experiencing significant boosts in productivity and profitability.&nbsp;</p>
<h3>&nbsp;</h3>
<h3 style="font-size: 24px;"><strong><span style="color: #000000;">Pros &amp; Cons of Flexible Work Arrangements</span></strong></h3>
<h4><strong><span style="text-decoration: underline;">Pros:</span></strong></h4>
<ul>
<li aria-level="1">
<p>Distributing hours minimizes the impact of turnover, vacations, and illnesses</p>
</li>
<li aria-level="1">
<p>Having a larger number of part-time employees gives you the option to increase their hours during peak times, without hiring additional staff&nbsp;</p>
</li>
<li aria-level="1">
<p>Attracting a younger workforce is more likely, given their preference for flexibility</p>
</li>
<li aria-level="1">
<p>Flexible work arrangements broaden the candidate pool to include part-time students as well as parents facing scheduling constraints</p>
</li>
</ul>
<h4><strong><span style="text-decoration: underline;">Cons:</span></strong></h4>
<ul>
<li aria-level="1">
<p>It is more costly to hire and train more people</p>
</li>
<li aria-level="1">
<p>Upskilling or cross-training requires more involvement, leading to added costs and resources for extensive skill distribution</p>
</li>
<li aria-level="1">
<p>Managing the schedules of a larger number of employees is more complex and potentially costly</p>
</li>
</ul>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Dec-21-2023-06-03-39-7638-PM.png" width="552" height="276" loading="lazy" alt="Of all the workforce planning solutions, digital on-demand temp labour is the fastest to deploy." style="height: auto; max-width: 100%; width: 552px;"></p>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Workforce Planning Solutions: Digital On-Demand Temp Labour</span></strong></h2>
<p>Temp labor became popular in the 1940s, initially employing housewives after World War II, and has since become a significant part of the global staffing industry. Digital on-demand platforms, like <a href="https://www.grizzlyforce.ca/" rel="noopener" target="_blank">Grizzly Force</a>, represent a recent tech-driven innovation that is transforming temporary staffing. In traditional temp staffing, a company places an order with a temp staffing agency, which sends whomever they have waiting in the office that day. It's a lose-lose-lose situation. Agencies struggle with large-demand orders, employers juggle multiple temp agencies for sufficient staff, and laborers wait in offices, uncertain of a call. In digital on-demand staffing, companies use an app to post a job online, which instantly shows to all local workers, who can then choose the jobs that best fit their schedules. When it comes to workforce planning solutions, digital temp labour is the most flexible option with the shortest timeframe to roll out.</p>
<h3>&nbsp;</h3>
<h3 style="font-size: 24px;"><strong><span style="color: #000000;">Pros &amp; Cons of Digital On-Demand Temp Labour</span></strong></h3>
<h4><strong><span style="text-decoration: underline;">Pros:</span></strong><strong>&nbsp;</strong></h4>
<ul>
<li aria-level="1">
<p>Rapid response and fill times, which allows you to scale quickly if unexpected gaps occur</p>
</li>
<li aria-level="1">
<p>Less paperwork &amp; admin/HR time with a flat billable rate</p>
</li>
<li aria-level="1">
<p>Only pay for hours worked, no need to keep employees on-call or on-retainer&nbsp;</p>
</li>
<li aria-level="1">
<p>80,000+ workers (<a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">with Grizzly Force</a>) and growing every month&nbsp;</p>
</li>
<li aria-level="1">
<p>Temp to perm model allows you to trial employees before hiring the best ones&nbsp;</p>
</li>
</ul>
<h4><strong><span style="text-decoration: underline;">Cons:</span></strong></h4>
<ul>
<li aria-level="1">
<p>Long-term costs may be higher (which is why we suggest bringing top employees into your workforce with our affordable $950 conversion fee)</p>
</li>
</ul>
<h2 style="font-size: 30px;">&nbsp;</h2>
<h2 style="font-size: 30px;"><strong><span style="color: #000000;">Takeaway</span></strong></h2>
<p>There is a wide range of workforce planning solutions available to help you cover any gaps in your labour in 2024. The right solution depends on market volatility, HR team size, budget, and available resources for upskilling or cross-training. All of these workforce planning solutions have their place and can be combined to create the most useful solution for your business. If you’re just at the beginning of your workforce planning journey, don’t forget to <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">check out Part One</a> of this series to get started.</p>
<p><strong><span style="font-size: 11px; color: #000000;"><br></span></strong><strong><span style="font-size: 11px; color: #000000;"><br></span></strong><span style="font-size: 18px;"><strong><em><span style="color: #000000;">Feeling overwhelmed or unsure about the right workforce planning solutions for your company? <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">Reach out to our experienced team</a> for guidance. We've assisted hundreds of companies in addressing their unique labour challenges.</span></em></strong></span></p>
<p>&nbsp;</p>
<h3>&nbsp;</h3>
<h3>&nbsp;</h3>
<h3>&nbsp;</h3>
<h3>&nbsp;</h3>
<p style="font-weight: bold;">&nbsp;</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

<h2 style="font-size: 30px;"><span style="color: #000000;">Workforce Planning For 2024: Solutions</span></h2>
<p style="font-size: 14px;"><span style="color: #000000;">With 2024 just around the corner, now is the perfect time to evaluate your workforce planning solutions. In <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">our previous blog</a>, we emphasized the importance of workforce planning for a successful 2024 and we outlined the steps to analyze and identify gaps in your labour plan. For those who haven't read the previous blog, we suggest <a href="https://www.grizzlyforce.ca/blog/workforce-planning-analysis-2024" rel="noopener" target="_blank">starting there</a>! In Part Two, we dive into practical solutions for minimizing or eliminating these gaps. From upskilling and cross-training to flexible work arrangements to digital on-demand temp labor, we explore several workforce planning solutions. Continue reading for an overview, including pros and cons for each solution.</span></p>


Workforce Planning For 2024: Part One – Analyze & Identify Gaps

Set yourself up for success in 2024 with our workforce planning process guide. From crucial steps in the planning process to trends that will shape 2024’s labour market, we’ve got you covered.

<h2><span>Workforce Planning For 2024: Analyze &amp; Identify Gaps</span></h2>
<p>With January coming up quickly on the horizon, now is the time to give some serious consideration to your 2024 workforce planning. If you haven’t already begun your labour plan for 2024, then this blog is the perfect place to start as we will be covering the workforce planning analysis process as well as what trends and considerations are going to shape your 2024 plans. If you have started on your 2024 plan but are feeling a little lost or unsure of how to execute that plan, then we recommend keeping an eye out for part two of this series where we cover a wide range of solutions to fill gaps in your plan.</p>

<p>&nbsp;</p>
<h2>What is Workforce Planning?</h2>
<p>Workforce planning is the process of analyzing, predicting, and organizing the supply and demand of your workforce. It includes identifying gaps, peaks, and lulls, and deciding on actions to manage labour effectively. The goal is to make sure that your organization has the right people with the right skills, in the right positions, at the right time, to meet your goals and strategic objectives. Workforce planning consists of both looking at your organization’s historical data, as well as looking to the future to anticipate changes, both internally and externally. A strong workforce plan will allow you and your business to execute on all your goals and deadlines on time, on budget, and with minimal stress.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Nov-30-2023-07-09-03-6703-PM.png" width="552" height="276" loading="lazy" alt="Two co-workers engage in workforce planning at a factory" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>How Do I Create A Workforce Plan?</h2>
<p>There are <a href="https://hr.nih.gov/workforce/workforce-planning" rel="noopener" target="_blank">6 basic stages</a> to workforce planning:</p>
<p>&nbsp;</p>
<h3>1. Set Your Strategic Goals</h3>
<p>Ensure you fully understand the company-wide key goals and objectives for the coming year and how the workforce needs to function to meet them. When setting these strategic goals, ask yourself:</p>
<ol>
<li style="list-style-type: none;">
<ul>
<li aria-level="3">
<p>What company-wide changes do you anticipate in the next 1-2 years? What factors will be the driving forces behind these changes?</p>
</li>
<li aria-level="3">
<p>Can you outline your short-term and long-term organizational strategy?</p>
</li>
<li aria-level="3">
<p>What challenges do you foresee in the emerging market, economic, and political landscapes?</p>
</li>
<li aria-level="3">
<p>Are there any impending legislation, policy, or regulation changes that might affect your organization?</p>
</li>
<li aria-level="3">
<p>What strengths and challenges is your organization currently facing?</p>
</li>
</ul>
</li>
</ol>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Nov-30-2023-07-09-03-5488-PM.png" width="552" height="276" loading="lazy" alt="A woman analyzes historical data as a part of her workforce planning" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>2. Analyze Your Existing Workforce</h3>
<p>Review your current workforce and how it is likely to change in the coming year, based on historical data. These questions may help with your analysis:</p>
<ol>
<li style="list-style-type: none;">
<ul>
<li aria-level="3">
<p>To what extent does the existing workforce align to support your business strategy?</p>
</li>
<li aria-level="3">
<p>How is the employee distribution across different organizational levels? Ie./ Do you have a full roster of leadership roles and very few people in entry-level positions?</p>
</li>
<li aria-level="3">
<p>What impact will the turnover of key staff have on your business's delivery capabilities?</p>
</li>
<li aria-level="3">
<p>Which positions pose challenges in terms of recruitment, and where is it difficult to attract high-quality applicants?</p>
</li>
<li aria-level="3">
<p>Can the workforce structure be adjusted to improve coverage of workloads more effectively?</p>
</li>
<li aria-level="3">
<p>What is the current breakdown of employee years of service within the organization?</p>
</li>
</ul>
</li>
</ol>
<p>&nbsp;</p>
<h3>3. Predict Your 2024 Demands</h3>
<p>Look at the past several years, as well as any company-specific predictions that have been made for 2024, and estimate how many people you will need in specific areas at specific times this coming year. To lay the groundwork for this process, consider these factors:</p>
<ol>
<li style="list-style-type: none;">
<ul>
<li aria-level="3">
<p>What factors influence the workload at my business?</p>
</li>
<li aria-level="3">
<p>How is the measurement of workload standardized across various positions, departments or locations?</p>
</li>
<li aria-level="3">
<p>What is the staffing requirement for delivering each product or service?</p>
</li>
<li aria-level="3">
<p>What percentage of a full-time employee's time is necessary to provide a specific service or product?</p>
</li>
<li aria-level="3">
<p>What consumer, business, or governmental trends or changes can we expect in 2024 that will impact the demand for my products or services?</p>
</li>
</ul>
</li>
</ol>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Nov-30-2023-07-09-03-9084-PM.png" width="552" height="276" loading="lazy" alt="Predicting labour demands for the following year is a key part of any workforce plan" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>4. Review The Gaps</h3>
<p>Compare steps 2 and 3 above. Where are you missing people? Do you have times of the year when you will be understaffed? Overstaffed? Pinpoint the gaps that will have the biggest impact on your ability to meet your organization’s goals and prioritize solutions for those gaps. If you’re having trouble seeing gaps, ask yourself:</p>
<ol>
<li style="list-style-type: none;">
<ul>
<li aria-level="3">
<p>What skill gaps are present in my workforce?</p>
</li>
<li aria-level="3">
<p>Are there challenging-to-fill positions in specific roles or locations?</p>
</li>
<li aria-level="3">
<p>Do certain jobs demand skills that are difficult to find?</p>
</li>
<li aria-level="3">
<p>How will retirements impact my workforce?</p>
</li>
<li aria-level="3">
<p>Do I have enough people at my peak times to meet deadlines?</p>
</li>
</ul>
</li>
</ol>
<p>&nbsp;</p>
<h3>5. Research and Implement Solutions</h3>
<p>There is a wide variety of interventions and solutions that can minimize the gaps and make your lull periods more efficient. Research which options are most likely to help you meet your goals (we’ll give you a head start in the next blog in our series!).</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-Nov-30-2023-07-09-03-8824-PM.png" width="552" height="276" loading="lazy" alt="Monitoring your workforce plan is essential for improvement" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>6. Monitor Your Progress</h3>
<p>Keep a critical eye on your plan as you move through 2024. Evaluate which solutions perform the best and make tweaks often to constantly improve. When deciding how to monitor and improve, consider these questions:</p>
<ol>
<li style="list-style-type: none;">
<ul>
<li aria-level="3">
<p>What criteria will my business use to define success?</p>
</li>
<li aria-level="3">
<p>How can I evaluate if my organization has reached its goals?</p>
</li>
<li aria-level="3">
<p>How will I know if tweaks are needed in my organization's workforce strategy?&nbsp;</p>
</li>
<li aria-level="3">
<p>Are there changes in the workforce that will suggest a need for strategy revisions?</p>
</li>
</ul>
</li>
</ol>
<h2>&nbsp;</h2>
<h2>Workforce Trends That Will Shape 2024</h2>
<p>The last couple of years since the global pandemic have been a wild ride. From record-breaking unemployment to a full pendulum swing into a deep labour shortage, 2023 brought us somewhere back into the middle, depending on the industry. 2024 is expected to be full of unique challenges in the labour market, especially in key industries such as construction, warehousing, manufacturing, healthcare, and food service. Manufacturing especially is going to continue to struggle to fill open jobs with <a href="https://www.randstad.ca/employers/workplace-insights/job-market-in-canada/trends-manufacturing-jobs/" rel="noopener" target="_blank">85% of Canadian manufacturing companies</a> reporting unfilled positions. A speedy hiring process is also going to majorly impact businesses’ ability to fill their labour gaps in 2024. Flexibility in hours, schedules, and shifts are going to continue to be important to potential employees. Finally, the pressure to constantly cut costs and become more efficient with labour spend will mount in the face of the growing recession.</p>
<h2>&nbsp;</h2>
<h2>Takeaway</h2>
<p>2024 is almost upon us, so if you haven’t given serious consideration to your 2024 workforce planning, now is the time! The key groundwork for an effective workforce plan is a solid analysis of your existing workforce and your labour needs for the coming year. Combining these two will give you a solid understanding of the gaps you may encounter with your current workforce in 2024. As key industries brace for unique labour market challenges in 2024, flexibility, speed in hiring, and cost efficiency will be essential. Stay tuned for part two of this blog where we'll explore practical solutions to fill your labour gaps and ensure a successful year ahead.</p>
<p>&nbsp;</p>
<p style="font-weight: bold;">Feeling overwhelmed with the workforce planning process? Our team are experts at workforce analysis and creative workforce solutions. <a href="https://meetings.hubspot.com/brandon642/sales" rel="noopener" target="_blank">Book a call today</a> and we’ll help you get a handle on the coming year’s labour plan.</p>
<p>&nbsp;</p>
<p>&nbsp;</p>

<h2><span>Workforce Planning For 2024: Analyze &amp; Identify Gaps</span></h2>
<p>With January coming up quickly on the horizon, now is the time to give some serious consideration to your 2024 workforce planning. If you haven’t already begun your labour plan for 2024, then this blog is the perfect place to start as we will be covering the workforce planning analysis process as well as what trends and considerations are going to shape your 2024 plans. If you have started on your 2024 plan but are feeling a little lost or unsure of how to execute that plan, then we recommend keeping an eye out for part two of this series where we cover a wide range of solutions to fill gaps in your plan.</p>


Seasonal Hiring Best Practices To Maximize Your Fourth Quarter

Seasonal hiring is a top priority for many industries across Canada at this time of year but it can be an expensive and time-consuming process. Check out our blog for some of the best practices when it comes to finding seasonal staff. 

<h2>Seasonal Hiring Best Practices in 2023</h2>
<p>In today's tight labour market, each quarter can feel more challenging than the last. <a href="https://tradingeconomics.com/canada/unemployment-rate#:~:text=Unemployment%20Rate%20in%20Canada%20remained%20unchanged%20at%205.50%20percent%20in,percent%20in%20June%20of%201966." rel="noopener" target="_blank">Canada's unemployment rate</a> remains low at 5.5%, making finding available workers time-consuming and frustrating, especially for sporadic needs like staff illnesses or sudden production demand spikes. As we approach Black Friday and the holidays, seasonal hiring becomes a top priority for businesses in manufacturing, logistics, and retail. Read on for insights into when seasonal hiring can benefit your business and best practices to streamline the process.</p>
<p>&nbsp;</p>
<h2>Why Is Seasonal Hiring So Important?</h2>
<p>Seasonal hiring is vital in helping businesses efficiently manage holiday rush orders, preventing workforce overload and missed delivery deadlines. Cold and flu season can also disrupt productivity, making it crucial to fill in for absent employees quickly. Finally, employees often take their vacations in Q4, especially if their vacation days don’t roll over, so seasonal hiring is essential to cover their absence and adapt to fluctuations in demand.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Oct-30-2023-08-35-12-8806-PM.png" width="552" height="276" loading="lazy" alt="Seasonal hiring is important for fulfillment centres" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Best Practices to Jumpstart Your Seasonal Hiring</h2>
<p>If you've recognized the importance of seasonal hiring for managing the holiday rush but aren't sure where to begin or how to make the process cost-effective and hassle-free, we've got you covered. Read on for a mini crash course on seasonal hiring best practices to help you get started.</p>
<p>&nbsp;</p>
<h2>Start Hiring Now</h2>
<p>Indeed reports that 48% of employers started their holiday hiring in the summer. This early start is necessary because finding, interviewing, hiring, onboarding, and training seasonal employees can be time-consuming (not to mention expensive!). Delaying the search for seasonal staff until the last minute is not only headache-inducing but is also less likely to be successful. If you feel like you're already late to the party, consider <a href="https://info.grizzlyforce.ca/black-friday-2023-rates" rel="noopener" target="_blank">reaching out to our team</a> so we can help speed up your timeline.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Oct-30-2023-08-37-23-5045-PM.png" width="552" height="276" loading="lazy" alt="Start early with your seasonal hiring" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Re-evaluate Your Must-Haves</h2>
<p>While it would be ideal for every candidate to have 5 years of experience and in-depth industry knowledge when joining our organization, the reality of the market is different for seasonal positions. These roles are often the first jobs for individuals starting their careers or settling in a new country. Therefore, consider framing your job(s) as valuable learning opportunities for suitable candidates. Focus on distilling your must-have criteria to only the most essential skills and experience.</p>
<p>&nbsp;</p>
<h2>Don’t Ask Candidates To Jump Through Hoops</h2>
<p>Candidates generally prefer not to undergo lengthy processes, such as writing essays or participating in multiple interviews for short-term positions lasting 8 weeks or less. Streamline your application and hiring process, making it straightforward and efficient. Prioritize gathering essential information, explore virtual interviews, and, critically, ensure swift responses to candidates. Delayed responses may result in candidates seeking opportunities elsewhere.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-3.png" width="552" height="276" loading="lazy" alt="Up your seasonal hiring for busy times like Black Friday" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Consider Raising Your Wages</h2>
<p>A low unemployment rate translates to a highly competitive labour market, giving employees the upper hand. They often have multiple job options during the holidays. Given the short duration of these seasonal roles, offering a robust benefits package is less likely to be a deciding factor. Instead, competitive wages have a more significant impact. In a <a href="https://d341ezm4iqaae0.cloudfront.net/assets/2023/08/14155903/Indeed-Insights-How-to-Attract-and-Retain-Seasonal-Workers.pdf" rel="noopener" target="_blank">recent Indeed survey</a>, 44% of job seekers expressed dissatisfaction with their salary or hourly wage. To address this competitive landscape, many prominent brands are increasing wages and offering additional signing bonuses for seasonal labour.</p>
<p>&nbsp;</p>
<h2>Try A Temp to Perm Model</h2>
<p>Seasonal hiring offers a unique opportunity to test a working relationship with a sizable group of employees simultaneously. It enables you to identify top talent for any unfilled permanent positions and can also inspire seasonal staff to excel, with the possibility of transitioning to longer-term roles. Many of our partners have successfully adopted this approach, leveraging our workforce with great results. If you're curious about how this model works, feel free to <a href="https://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">reach out for more information</a>!</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Oct-30-2023-08-46-59-6186-PM.png" width="552" height="276" loading="lazy" alt="Food production can benefit from seasonal hiring" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Be Flexible</h2>
<p>Work dynamics have shifted significantly, particularly after the pandemic. Flexibility is now non-negotiable for many employees. Seasonal workers, in particular, often juggle multiple jobs, and parents frequently employ creative childcare solutions that they have to work around. Providing shift flexibility, allowing shift changes, or implementing a rotating schedule can make your positions more attractive to candidates. This approach can also optimize your HR budget, ensuring that employees only work when absolutely needed.</p>
<p>&nbsp;</p>
<h2>Simplify Your Seasonal Hiring</h2>
<p>Seasonal hiring doesn't have to be expensive and time-consuming. If you lack the bandwidth for a seasonal hiring project, consider <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">temp labour from Grizzly Force</a>. Our dedicated app and web platform streamline the process, with an average job fill time of under 30 minutes. Having your account set up ahead of time will greatly speed this up, so we recommend <a href="https://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">reaching out to our team</a> today to make sure we’re ready to help, whether you need us tomorrow, next week, or next month.</p>
<p>&nbsp;</p>

<h2>Seasonal Hiring Best Practices in 2023</h2>
<p>In today's tight labour market, each quarter can feel more challenging than the last. <a href="https://tradingeconomics.com/canada/unemployment-rate#:~:text=Unemployment%20Rate%20in%20Canada%20remained%20unchanged%20at%205.50%20percent%20in,percent%20in%20June%20of%201966." rel="noopener" target="_blank">Canada's unemployment rate</a> remains low at 5.5%, making finding available workers time-consuming and frustrating, especially for sporadic needs like staff illnesses or sudden production demand spikes. As we approach Black Friday and the holidays, seasonal hiring becomes a top priority for businesses in manufacturing, logistics, and retail. Read on for insights into when seasonal hiring can benefit your business and best practices to streamline the process.</p>


Temp workers helping with Black Friday orders

Ramping Up for Black Friday: How to Get Your Workforce Ready

Unlock Black Friday Success: 10 expert tips for hiring temp workers and workforce planning for the holiday season.

<p><span style="font-family: Helvetica, Arial, sans-serif;">Black Friday is right around the corner, and if you're running a business, you know that it's one of the busiest shopping days of the year. To meet the demands of this shopping extravaganza, you'll need more staff than at other times of the year. This is where a temp labour company can come in and offer a top-notch solution. In this blog, we share 10 tips on how to successfully ramp up your workforce for Black Friday using temp labour.</span></p>
<p>&nbsp;</p>
<h2>1. Start Early</h2>
<p>Don't wait until the last minute to start lining up new workers. Begin your recruitment process well in advance. Contact a temp labour company, like <a href="http://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>, that specializes in filling positions for warehousing, order picking, forklift operation, and general labour. This will give you ample time to discuss your needs with your account representative who will help you find, interview (if necessary), and train new employees. Waiting until the eleventh hour can lead to a shortage of staff when you need them the most.</p>
<p>&nbsp;</p>
<h2>2. Define Your Black Friday Needs</h2>
<p>Take a close look at your business operations during previous Black Fridays or other labour spike holidays like Boxing Day. What positions need to be filled? Do you need more packers, order pickers, or production workers? How many extra workers will you need and for how long? Identifying your specific needs will help your account representative target their recruitment efforts effectively in a vast pool of over 65,000 workers. Grizzly Force workers are available to fill shifts at any time of the day or night.&nbsp;</p>
<p>&nbsp;</p>
<h2>3. Use Multiple Channels</h2>
<p>To reach a wide pool of potential hires, use various recruitment channels. In addition to using a digital temp labour provider, if your company needs to fill managerial positions that require more education or higher certifications, <a href="https://ca.indeed.com/" rel="noopener" target="_blank">Indeed</a> and <a href="http://www.linkedin.com" rel="noopener" target="_blank">Linkedin</a> are very useful resources. Grizzly Force can also assist with temporary to permanent hiring, and sourcing specialized skills within the labour category. Ultimately, casting a broad net increases your chances of finding qualified candidates for all positions.&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Sep-25-2023-03-51-21-1378-PM.png" width="552" height="276" loading="lazy" alt="Black Friday temp staff working in a warehouse" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>4. Offer Competitive Wages</h2>
<p>Competitive wages are a significant draw for job seekers, particularly gig workers. To ensure your wages are competitive, pay close attention to industry standards and make adjustments accordingly. Additionally, offering incentives such as bonuses or overtime pay can further enhance your ability to attract a larger pool of applicants. In times of high living costs and inflation, competitive wages become even more critical, as they can rapidly fill your open positions. If you require guidance on setting an appropriate wage, your account representative can offer valuable advice and support.</p>
<p>&nbsp;</p>
<h2>5. Prioritize Black Friday Training</h2>
<p>Once you've hired your seasonal staff, invest time in proper training. Place a permanent employee as a company ambassador to your temp staff to create a smooth experience for everyone. Having one or two points of contact within the company for temp workers will streamline communication and training. Consider giving the temp workers tasks that are straightforward and easy to understand. Good training and clear points of contact for questions help seasonal workers feel confident and perform their jobs quickly and efficiently. This will allow for greater success during your busiest time.&nbsp;</p>
<p>&nbsp;</p>
<h2>6. Communicate Expectations</h2>
<p>Clearly communicate your expectations for the timeframe the workers will be helping ramp up for Black Friday. Let your employees and temp staff know about the importance of any specific production requirement, deadlines, and the hours they will be working. Transparent communication and clear goals foster a positive work environment. In addition, the Grizzly Force hiring platform also allows you to send announcements to your temps to keep them up-to-date and prepared for any changes that happen.&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Sep-25-2023-03-53-50-1555-PM.png" width="552" height="276" loading="lazy" alt="A manager of Black Friday staff taking inventory" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>7. Have a Contingency Plan In Place</h2>
<p>Things don't always go as planned. People get sick and shipping delays can happen. On the other side of the coin, large unexpected orders may come in that create a rush. By working with Grizzly Force you’ll have a contingency plan in place for anything that happens. With our online hiring platform, you can scale your workforce up or down from the comfort of your mobile. Our average fill-time, even for last minute jobs, is under 30 minutes.&nbsp;</p>
<p>&nbsp;</p>
<h2>8. Show Appreciation</h2>
<p>Recognize and appreciate your regular and seasonal workforce. A simple "thank you" can go a long way. If your company doesn’t already have an employee recognition program in place, it might be time to <a href="https://www.grizzlyforce.ca/blog/employee-recognition-program" rel="noopener" target="_blank">consider implementing one</a>. Another way to boost the morale of your Grizzly Force temp labour is by using the “preferred worker list.” Any worker that you’re happy with should be added to your preferred worker list. Then, for future jobs, these workers will be notified first. This is not only a nice confidence boost for the workforce, but it also ensures that you bring back workers who are already trained and a good fit for your business.&nbsp;</p>
<p>&nbsp;</p>
<h2>9. Gather and Give Feedback&nbsp;</h2>
<p>After Black Friday is over, gather feedback from your full-time employees. What went well? What could be improved? Use this feedback to refine your approach for the next year. An additional step for success with temp labour is to give feedback to your Grizzly Force account manager. As your temp labour provider, we’re your partner towards success and are invested in the whole process. Your account manager will take your feedback and work with you to fine-tune your future experience. Open communication about the successes and downfalls of Black Friday helps all parties gain insights and improve.</p>
<p>&nbsp;</p>
<h2>10. Start Planning For Next Year</h2>
<p>Black Friday isn't a one-time event. As a result, you should start planning for next year as soon as the current one ends. Historical data, analytics and feedback are all powerful tools to increase efficiency and skyrocket profits. Planning ahead will give you more time to prepare and give you greater control over your Black Friday outcome.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/September%20Blog%20Images.png" width="552" height="276" loading="lazy" alt="Planning ahead for Black Friday reduces stress" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p>In conclusion, preparing your workforce for Black Friday is all about careful planning, early action, and effective communication. By following these steps, you can ensure that your business is ready to handle the holiday rush and make the most of this busy shopping day. When partnering with Grizzly Force, you gain a competitive edge over the Canadian labour shortages and greater control over your production and fulfillment.&nbsp;<br><br><a href="http://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">Get in touch today</a> to find out how we can help you through Black Friday.</p>

<p><span style="font-family: Helvetica, Arial, sans-serif;">Black Friday is right around the corner, and if you're running a business, you know that it's one of the busiest shopping days of the year. To meet the demands of this shopping extravaganza, you'll need more staff than at other times of the year. This is where a temp labour company can come in and offer a top-notch solution. In this blog, we share 10 tips on how to successfully ramp up your workforce for Black Friday using temp labour.</span></p>


A manager discovering the benefits of using a temp agency

When To Use A Temp Agency

Unlock workforce flexibility with our guide on when to use a temp agency. Streamline recruitment, find skilled staff, and enhance operational agility.

<p><span style="color: #000000;">In the dynamic landscape of today's workforce, businesses need to continually seek innovative solutions to address their ever-changing labour needs. For companies that haven't had much experience with using temporary workers, it might not be clear when it's a good time to work with a temp agency. There are other considerations in the labour market as well. <a href="https://www.hrreporter.com/focus-areas/compensation-and-benefits/number-of-gig-workers-doubles-in-2022/374149#:~:text=Currently%2C%2028%20per%20cent%20or,Canada%20finds%20in%20a%20study." rel="noopener" target="_blank">According to a 2023 study from H&amp;R Block Canada</a>, approximately 28% or about 8.75 million Canadian adults are taking on a job in the gig economy — up from 13% in 2022. This means that more Canadians than ever are looking for flexible work in different industries from day to day. This is where temp agencies have become a powerful resource due to their flexibility and efficiency for both employers and job seekers alike. In this article, we discuss when to use a temp agency and the benefits your business can expect.&nbsp;</span></p>

<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Aug-29-2023-12-18-47-6909-AM.png" width="552" height="276" loading="lazy" alt="A worker from a temp agency" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">When You Have Increased Production Demands<br></span></h2>
<p><span style="color: #000000;">The landscape of consumer behaviour has undergone a transformative shift, significantly impacting the production and labour dynamics across industries. With the advent of e-commerce and the digital age, buying patterns have become more fluid and responsive to market trends. Consumers now expect rapid deliveries, personalized experiences, and a constant influx of new products. This phenomenon has led to shorter product lifecycles and a demand for quicker production turnarounds. As a result, businesses are often faced with the challenge of managing a labour force that needs to adapt to these dynamic market conditions. The need for temporary labour has intensified, and this is where the role of a temp agency becomes paramount. Employers require a flexible workforce that can swiftly respond to fluctuating production demands. A temp agency can offer a strategic solution by providing hard-working and available temporary staff. This symbiotic relationship allows businesses to efficiently match labour resources with production cycles. This ensures they remain agile in the face of rapidly evolving consumer preferences.<br></span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Aug-29-2023-12-27-02-9468-AM.png" width="552" height="276" loading="lazy" alt="A temp agency can help you acquire the right staff for your busy season" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">When You Have Fluctuations in Food Production</span></h2>
<p><a href="https://www.grizzlyforce.ca/blog/temp-labour-for-food-production" rel="noopener" target="_blank">Industries such as fruit, berry, and vegetable processing</a> are intricately tied to the unpredictability of nature, making them particularly susceptible to the challenges posed by changing weather patterns and environmental factors. Sudden shifts in temperature, prolonged periods of rain, or unexpected pest infestations often disrupt the delicate balance required for a successful harvest. These disruptions can decimate crops and have repercussions throughout the supply chain, affecting everyone from farmers to processing plants. Colder-than-expected weather or pest destruction not only delays or destroys crops but also causes disruptions in the labour force. This disruption extends the ripple effect to downstream stages of production. This unpredictability makes it exceedingly challenging for employers to manage their labour needs effectively. The demand for labourers can surge unpredictably during peak harvest times, while lulls in production can leave workers underutilized. In such a scenario, temp agencies provide a strategic solution. They offer a readily available pool of temporary labour that can be scaled up or down depending on production spikes. This approach aids industries in managing nature's uncertainties while balancing labour and agriculture's erratic rhythm</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/August%20Blog%20Images.png" width="552" height="276" loading="lazy" alt="A temp agency can fill roles while machinery is down" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>When Machinery Breaks Down</h2>
<p>In advanced manufacturing, automation is vital, but unexpected breakdowns can disrupt even finely tuned operations. Facilities heavily relying on automation may urgently require many temp workers during system breakdowns. When machinery breaks down, tasks such as packaging, labelling, and product movement – typically handled by automation – suddenly require human intervention. The duration of these interruptions can vary significantly. Depending on the complexity of the repair, downtime can span from a few days to several months. This variability in downtime presents a challenge for maintaining a consistent labour force – this is where a temp agency can step in. These agencies specialize in providing quick access to skilled temporary workers. These workers can seamlessly step into roles that the automated machinery would have otherwise executed. By swiftly filling in these gaps, temp workers ensure that manufacturing processes continue smoothly. This underscores the invaluable role of flexibility in modern production environments.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/August%20Blog%20Images%20(1).png" width="552" height="276" loading="lazy" alt="A temp agency should provide excellent support throughout the hiring process" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Understanding the Benefits of a Temp Agency</h2>
<p><span style="color: #000000;">Discover the advantages of using a temp agency to streamline workforce management and enhance operational excellence. When selecting a temp agency partner, consider the following features and services:</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">1.</span> <span style="font-weight: bold;">Fast Job Fulfillment:</span> A great temp agency partner should have a rapid job fulfillment rate. Ideally, you should be able to post your job today and have it filled for tomorrow.&nbsp;</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">2.</span> <span style="font-weight: bold;">Dedicated Account Managers:</span> An account manager will be able to guide you through the process of crafting a great job description, help you with the job posting platform, and answer any questions in a timely manner.</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">3.</span> <span style="font-weight: bold;">Expertise in Employee Identification:</span> Temp agencies excel at identifying ideal employees for specific roles, relieving businesses of the time-consuming and challenging recruitment process.</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">4.</span> <span style="font-weight: bold;">Specialized Skill Recruitment:</span> These agencies have specialized expertise in recruiting skilled labour with certifications such as forklift operation, fall protection, and order picking. This targeted approach ensures that companies hire workers ready to contribute effectively from day one.</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">5.</span> <span style="font-weight: bold;">Immediate and Long-Term Contributions:</span> Temp agencies not only address immediate temporary needs but also identify candidates with the potential for transitioning into permanent roles. This approach allows businesses to evaluate workers based on real-world performance before committing to long-term employment.</span><br><br><span style="color: #000000;"><span style="font-weight: bold;">6.</span> <span style="font-weight: bold;">Access to a Competent Candidate Network:</span> By leveraging temp agencies' expertise, companies gain access to a wide network of competent and qualified candidates. This optimization of the recruitment process enhances workforce flexibility and facilitates seamless transitions from temporary to permanent roles.</span></p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/1-Aug-29-2023-12-37-51-8085-AM.png" width="552" height="276" loading="lazy" alt="A temp agency is a reliable resource for hiring" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p>With the rise of the gig economy, changing consumer buying, and unprecedented weather conditions, it’s more important than ever for companies to be agile and flexible. For businesses to stay ahead of the <a href="https://www.grizzlyforce.ca/blog/labour-shortages-the-impacts-on-the-canadian-economy" rel="noopener" target="_blank">Canadian labour shortage</a>, they must understand and adapt to the way in which people want to work. A temp agency is a wealth of information and an essential partner to companies who need labour but don’t have the time or resources to source that labour easily. By partnering with a temp agency, like <a href="http://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>, that is experienced in sourcing labour of all kinds, your business can gain a competitive advantage during these uncertain times.&nbsp;<br>Learn more about the ways Grizzly Force can help your business with hiring by <a href="https://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">getting in touch with us.</a>&nbsp;</p>

<p><span style="color: #000000;">In the dynamic landscape of today's workforce, businesses need to continually seek innovative solutions to address their ever-changing labour needs. For companies that haven't had much experience with using temporary workers, it might not be clear when it's a good time to work with a temp agency. There are other considerations in the labour market as well. <a href="https://www.hrreporter.com/focus-areas/compensation-and-benefits/number-of-gig-workers-doubles-in-2022/374149#:~:text=Currently%2C%2028%20per%20cent%20or,Canada%20finds%20in%20a%20study." rel="noopener" target="_blank">According to a 2023 study from H&amp;R Block Canada</a>, approximately 28% or about 8.75 million Canadian adults are taking on a job in the gig economy — up from 13% in 2022. This means that more Canadians than ever are looking for flexible work in different industries from day to day. This is where temp agencies have become a powerful resource due to their flexibility and efficiency for both employers and job seekers alike. In this article, we discuss when to use a temp agency and the benefits your business can expect.&nbsp;</span></p>


Knowing how to find good workers is key for business success

How To Find Good Workers Using Temp Labour

Discover practical strategies on how to find good workers using temp labour. Learn how to assess staffing needs, partner with reputable temp agencies, and the importance of utilizing your account manager. 

<p><span style="color: #000000;">In today's fast-paced business environment, finding qualified and dependable workers is a top priority for organizations across <span style="color: #11b2a8;"><a href="https://www.grizzlyforce.ca/blog/temp-labour-for-food-production" rel="noopener" target="_blank" style="text-decoration: none; color: #11b2a8;">various industries</a></span>. One effective method that companies can employ to meet their staffing needs is leveraging temporary labour. In this article, we will delve into practical strategies for how to find good workers using temp labour. By following these guidelines, businesses can efficiently locate skilled and motivated individuals to contribute to their success.</span></p>

<p>&nbsp;</p>
<h2>Assess Your Staffing Requirements</h2>
<p><span style="color: #000000;">If your company is wondering how to find good workers, it is important to begin the process by</span> <a href="https://www.grizzlyforce.ca/blog/workforce-planning-your-integral-part-of-the-labour-solution" style="text-decoration: none;" rel="noopener" target="_blank">conducting a comprehensive assessment </a><span style="color: #000000;">of your staffing requirements. Analyze your workload, project timelines, and any seasonal fluctuations in demand. This evaluation will enable you to identify the specific roles and skills you need from temporary workers.</span></p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-4.png" alt="How to find good workers is a question a lot of employers have" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Partner with Reputable Temp Agencies</h2>
<p><span style="color: #000000;">Collaborating with a reputable temporary staffing agency, like</span><a href="https://www.grizzlyforce.ca/find-workers" style="text-decoration: none;" rel="noopener" target="_blank"> Grizzly Force</a><span style="color: #000000;">, can be highly beneficial in finding good workers. These agencies have access to a vast talent pool and can connect you with workers of all skill sets. By establishing partnerships with industry-expert agencies, you ensure access to workers who meet your specific requirements.</span></p>
<p>&nbsp;</p>
<h2>Craft Clear and Engaging Job Descriptions</h2>
<p><span style="color: #000000;">When seeking temporary workers, it is essential to create job descriptions that are clear, informative, and enticing. To achieve this, clearly outline the job responsibilities, required qualifications, and any specific skills or experience desired. Additionally, engage potential candidates by highlighting the benefits of taking your job. By incorporating these strategies, you can attract the right talent for your organization.</span></p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Jul-25-2023-03-11-47-3087-PM.png" alt="How to find good workers is a question your account manager can help you with" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Hiring From Temporary to Permanent</h2>
<p><span style="color: #000000;">When figuring out how to find good workers, one strategic approach is utilizing <a href="https://www.grizzlyforce.ca/blog/guide-to-on-demand-staffing-apps" style="text-decoration: none; color: #000000;" rel="noopener" target="_blank">temp labour</a> to identify potential full-time hires. By adopting a "try before you hire" approach, companies can evaluate the performance, work ethic, and cultural fit of temporary workers within their organization before extending permanent job offers. During this trial period, you can assess candidates' skills and capabilities in real-world scenarios, leading to more informed hiring decisions. Notably, Grizzly Force is a leader in the "try before you hire" method, with one of the</span> <a href="https://www.grizzlyforce.ca/contact-us" style="text-decoration: none;" rel="noopener" target="_blank">lowest conversion rates in the industry,</a> <span style="color: #000000;">offering the opportunity to take on one of our workers permanently for just $950.</span></p>
<p>&nbsp;</p>
<h2>Offer Competitive Compensation</h2>
<p><span style="color: #000000;">To attract good workers, it is crucial to offer competitive compensation. Research industry standards and set rates that align with the skills and experience of the temporary workers you seek. Competitive compensation demonstrates your commitment to valuing their contributions which goes a long way in ensuring job fulfillment.</span></p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Jul-25-2023-04-18-18-6676-PM.png" alt="Offering competitive compensation is crucial in finding good workers" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Account Managers Are On Your Side</h2>
<p><span style="color: #000000;">Account Managers from a temp labour partner are an excellent resource for finding good workers. They play a crucial role in guiding you through the hiring process and provide valuable assistance. With their expertise, they can actively support you in finding the right candidates in the following ways:&nbsp;</span></p>
<ul>
<li><span style="font-size: 16px;">Listen to your requirements and help you identify ways to improve your job descriptions.</span></li>
<li><span style="font-size: 16px;">Provide you guidance on appropriate pay for the job. </span></li>
<li><span style="font-size: 16px;">Organize and line up workers who have specific skills like forklift licences or order picking certificates.</span></li>
<li><span style="font-size: 16px;">Help you to find permanent hires by arranging working interviews where you can try before you hire.</span></li>
</ul>
<h2>Take Away</h2>
<p><span style="color: #000000;">Knowing how to find good workers using temp labour requires a strategic and systematic approach to be highly effective. Companies can attract skilled and motivated individuals by conducting a thorough assessment of staffing needs, partnering with reputable temp agencies, and creating compelling job descriptions. Adopting a "try before you hire" tactic empowers businesses to evaluate temporary workers and make well-informed decisions about potential full-time hires. Offering competitive compensation further enhances the appeal of the roles and helps to ensure greater job fulfillment. With the support of Account Managers from temp labour partners, companies gain valuable assistance and guidance throughout the hiring process. Embracing these practical strategies and leveraging the expertise of temp labour partners like Grizzly Force, businesses can confidently build a robust and successful workforce, driving their organizations toward greater success in today's dynamic business landscape.</span></p>
<p><br><span style="color: #000000;">If you’d like to learn more about the ways in which Grizzly Force can help you to staff your business, please head to our</span> <a href="https://www.grizzlyforce.ca/contact-us" style="text-decoration: none;" rel="noopener" target="_blank">contact us page</a>, <span style="color: #000000;">or email us at </span><a href="mailto:sales@grizzlyforce.ca" rel="noopener" style="text-decoration: none;">sales@grizzlyforce.ca</a>.</p>
<p>&nbsp;</p>

<p><span style="color: #000000;">In today's fast-paced business environment, finding qualified and dependable workers is a top priority for organizations across <span style="color: #11b2a8;"><a href="https://www.grizzlyforce.ca/blog/temp-labour-for-food-production" rel="noopener" target="_blank" style="text-decoration: none; color: #11b2a8;">various industries</a></span>. One effective method that companies can employ to meet their staffing needs is leveraging temporary labour. In this article, we will delve into practical strategies for how to find good workers using temp labour. By following these guidelines, businesses can efficiently locate skilled and motivated individuals to contribute to their success.</span></p>


Temp Labour: Your Source for Event Staffing

Optimize your event with temp labour! Find reliable, flexible event staff through digital temp agencies for seamless coordination and success.

<p>When it comes to setting up for a big event such as a marathon or music festival, ensuring seamless team coordination is of utmost importance. Ensuring a smooth setup can be overwhelming due to the logistics involved, from assembling stages and tents to setting up signage and crowd control barriers. Finding event staff who are reliable, flexible, and able to complete the job is essential. Coordinating multiple teams, each with their specific responsibilities requires careful planning and efficient management. However, temp labour can be a great solution for event staffing needs. In this blog, we will discuss why you should choose temp labour for your event staffing, the advantages that come with using temp labour and how to implement your temp workers for maximum efficiency.&nbsp;</p>

<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Jun-28-2023-10-15-29-1100-PM.png" alt="Temp event staffing can help set up barriers" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Why You Should Choose Temp Labour For Event Staffing</h2>
<p>Your event's overall success significantly depends on the staff you choose. With the Covid19 pandemic in our rearview mirror, many large events and celebrations are coming back in full force. However, the <a href="https://www.grizzlyforce.ca/blog/labour-shortages-the-impacts-on-the-canadian-economy" rel="noopener" target="_blank">pandemic created a new problem in Canada</a>: the dreaded labour shortage. <a href="https://london.ctvnews.ca/conference-and-event-industry-says-staffing-shortage-still-a-concern-1.6336175" rel="noopener" target="_blank">Conference, hospitality and tourism-related industries still haven’t fully recovered from these staffing shortages</a>. Here are 3 reasons to choose temp labour for your event staffing needs, and the benefits you’ll experience:</p>
<p>&nbsp;</p>
<h3>Scalable and Cost Effective Event Staffing</h3>
<p>When it comes to large events, the scope of the work can change in an instant. From new vendors joining to an influx of ticket purchases, the size of the crew required to complete the job may need to rapidly increase without a lot of notice. Companies can rely on temporary labour during specific events or busy seasons, rather than hiring full-time employees who may not be needed year-round. By ensuring efficient allocation of staffing resources, this approach helps reduce labour costs and save expenses with maintaining a full-time workforce. By hiring temp labour, you can easily onboard 5 or 50 additional workers with a simple click. There are thousands of workers who are looking for flexible work through temp agencies. When you <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">partner with Grizzly Force</a> you gain access to over 60,000+ workers who are eager to take your job.&nbsp;</p>
<p>&nbsp;</p>
<h3>Reduce The Risk Of No-Shows</h3>
<p>When you hire event staff directly, you risk facing situations where workers don't show up, despite your trust in them. Workers not showing up for their shifts, known as 'no-shows,' cause problems without replacements. Hiring staff through a digital temp agency such as Grizzly Force, can significantly reduce this issue. With our technology, managers across all areas of your business will have access to see who is coming to the job site, and when. Stop chasing your labour with spreadsheets and forms to fill out. Digital temp agencies have large pools of workers willing to pick up last-minute shifts, all from their mobile app. Digital labour providers can also use their various marketing tools to convey the importance of the job to the workforce. Having a reliable worker pool will save you time and money.&nbsp;</p>
<p>&nbsp;</p>
<h3>Skip The Admin Costs Of Hiring</h3>
<p>When you hire through Grizzly Force you don’t have to spend any time gathering personal information from the workforce, such as SIN or Visa numbers. You don’t have to account for WorkSafe coverage or holiday pay. Grizzly Force is the employer of record and all workers sent to you are our employees. We take care of remitting taxes, paying the employees, and ensuring that Worksafe coverage is in effect. We can also provide upfront instructions to the workers about the job requirements, location, and who to check in with when they arrive. Your only administrative task is to pay one simple invoice when the work is completed.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Jun-28-2023-10-23-06-5193-PM.png" alt="temp event staffing is easily managed through technology" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>How To Implement Temp Workers</h2>
<p>If you’ve never used temp labour before, you might have some questions or concerns. The best way to ensure a smooth experience with temp labour is to plan ahead with the selected agency and follow these best practices:</p>
<p>&nbsp;</p>
<h3>Lean On Your Account Manager For Your Event Staffing Needs</h3>
<p>Your account manager is there to help you coordinate the labour needs for your event. By communicating your expectations, concerns, and worries, they can guide you through the process and ensure a successful experience. They will listen to you and understand what you require from your labour provider, such as the number of staff needed and specific tasks or skills. With their expertise, they will provide helpful advice and solutions. They will be your main contact, ready to answer any questions or address any challenges that come up. Their goal is to make the process easier for you and ensure that everything runs smoothly with your event staffing. With their support, you can feel confident that your event setup and takedown will be a success.</p>
<p>&nbsp;</p>
<h3>Choosing The Right Job For Your Workers</h3>
<p>Strategically assigning roles to your temporary event staff can accelerate their integration into the setup or takedown. By providing them with tasks that are easy to learn and repeat, they can work quickly and without a lot of management. It also boosts their confidence when they can successfully perform tasks with minimal assistance or questions. If the timeline for setup/takedown is fast-paced or behind schedule, this becomes particularly crucial. During the planning stage of your event, ask for feedback from your current workforce on where they feel temp labour can be an asset.</p>
<p>&nbsp;</p>
<h3>Create A Detailed Job Description</h3>
<p>Once you have selected a digital temp labour provider, take the opportunity to clearly define all the tasks you want to be performed and convert them into a detailed job description. A comprehensive job description helps managers plan effectively and anticipate unforeseen details. It also assists potential workers in determining if they are a good fit for your requirements.&nbsp; A really great job description will include details such as:</p>
<p>&nbsp;</p>
<ul>
<li>
<p>The start/end time and whether early arrival is expected</p>
</li>
<li>
<p>Where do they need to go once they arrive</p>
</li>
<li>
<p>Who do they need to check-in with upon arrival</p>
</li>
<li>
<p>What gear they will need (steel toe boots, etc)</p>
</li>
<li>
<p>Will they need to bring a lunch or will it be provided</p>
</li>
<li>
<p>Is there access to water so they can stay hydrated</p>
</li>
<li>
<p>A list of all the tasks and duties they will perform</p>
</li>
</ul>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Jun-28-2023-10-29-08-5460-PM.png" alt="Use temp event staffing at your next big gig" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p>When it comes to event staffing, temp labour offers numerous advantages. By opting for temp workers, you can effectively manage the variability in demand that occurs within the event industry. This flexible staffing solution allows you to scale your workforce as needed, reducing labour costs and optimizing resource allocation. Temp labour also mitigates the risk of no-shows, as temp agencies have a pool of reliable workers ready to fill any staffing gaps. Moreover, partnering with a digital temp agency like Grizzly Force simplifies the administrative burden by handling tasks such as payroll, taxes, and insurance. Overall, temp labour provides a cost-effective, efficient, and hassle-free approach to event staffing. This enables you to focus on delivering a successful event.<br>For more information on how Grizzly Force can help you staff your next event, or to book a software demo, <a href="https://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">please contact us here</a>.</p>
<p>&nbsp;</p>

<p>When it comes to setting up for a big event such as a marathon or music festival, ensuring seamless team coordination is of utmost importance. Ensuring a smooth setup can be overwhelming due to the logistics involved, from assembling stages and tents to setting up signage and crowd control barriers. Finding event staff who are reliable, flexible, and able to complete the job is essential. Coordinating multiple teams, each with their specific responsibilities requires careful planning and efficient management. However, temp labour can be a great solution for event staffing needs. In this blog, we will discuss why you should choose temp labour for your event staffing, the advantages that come with using temp labour and how to implement your temp workers for maximum efficiency.&nbsp;</p>


It's critical to have management aligned on workforce planning

Workforce Planning: Your Integral Part of the Labour Solution

Unlock the power of workforce planning to revolutionize your labour management strategy. Explore our blog and understand the potential of workforce planning for sustainable growth and success.


<p><span style="color: #000000;">Workforce planning plays a crucial role in today's ever-changing business landscape. It helps organizations tackle labour challenges and align their workforce with strategic goals. By analyzing current and future workforce needs, workforce planning enables proactive talent management and ensures competitiveness. It gives organizations an edge in attracting and retaining top talent, addressing labour shortages, and aligning the workforce with organizational goals. In a volatile and uncertain labour market, workforce planning is a powerful tool to navigate challenges and drive sustainable growth.</span><br><br><span style="color: #000000;">In this blog post, we will explore the workforce planning journey, the available options for staffing, and the benefits of workforce planning. Let's dive in and discover how planning ahead revolutionizes staff management, making it an integral part of the labour solution.</span></p>

<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-May-24-2023-11-11-30-2755-PM.png" alt="Workforce planning helps align all team members" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">The Workforce Planning Journey</span></h2>
<p><span style="color: #000000;">Workforce planning means finding the right people to meet the needs of a business. It assesses the skills and competencies of the workforce, forecasts future labour requirements, and implements recruitment, retention, and development strategies accordingly.<br></span></p>
<p>&nbsp;</p>
<h3><span style="color: #000000;">Look at the Past</span></h3>
<p><span style="color: #000000;">Examining the business's past performance and project deliverables is a crucial step in workforce planning. By analyzing historical data, organizations can identify areas where quality control issues, packaging problems, labelling inefficiencies, machinery breakdowns, or leadership challenges occurred. This assessment provides valuable insights into the strengths and weaknesses of labour capacity and efficiency.<br><br>Through this analysis, businesses can gain a comprehensive understanding of skill gaps and areas for improvement. It allows them to allocate resources effectively and implement targeted training programs to enhance the capabilities of their workforce. By addressing these specific areas, employers can acquire the necessary machinery, provide skills and knowledge to overcome past challenges and ensure better outcomes in the future.<br><br>Moreover, looking at the past enables organizations to identify instances where additional staff may be required to prevent the current workforce from becoming overburdened. By proactively addressing workload concerns, businesses can ensure that employees have the necessary support, skill sets, and team members to effectively meet the demands of the business.<br></span></p>
<p>&nbsp;</p>
<h3><span style="color: #000000;">Take Stock of the Present</span></h3>
<p>In addition to analyzing past performance, it's crucial to take stock of the present by conducting individual assessments of your staff. Evaluate the performance and capabilities of each employee to gain valuable insights into their current strengths and areas for improvement. Individual assessments involve conducting performance reviews, evaluating skills, and providing feedback sessions.</p>
<p><span style="color: #000000;">&nbsp;</span></p>
<p>Once a business identifies areas where employees may be underperforming or lacking certain skills, coaching and support can begin. Effective coaching helps employees understand their areas of growth and guides them toward improvement. Offer targeted training programs, mentorship, or one-on-one coaching sessions. Provide constructive feedback and clear development plans to empower staff to enhance their skills and overcome performance challenges.</p>
<p><span style="color: #000000;">&nbsp;</span></p>
<p>Coaching not only helps individual employees improve but it also fosters a culture of continuous learning and professional development. By demonstrating the organization's commitment to supporting employee growth, higher job satisfaction and engagement can be achieved.&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-May-24-2023-11-14-35-0635-PM.png" alt="Workforce planning means assessing the skills and performance of your employees" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>Forecast the Future</h3>
<p>In addition to analyzing past and present performance, forecasting future workforce needs is a critical component of effective workforce planning. By leveraging insights gained from past data, businesses can make informed projections about their future labour needs.&nbsp;<br><br>For example, if historical trends show a surge in customer demand during certain seasons or specific market conditions, businesses can anticipate the need for additional staff or specific skill sets during those periods. By aligning past performance history with future projections, organizations can plan ahead. This ensures they have the right workforce in place to meet upcoming demands. This approach empowers businesses to stay agile, minimize disruptions, and capitalize on opportunities that may have been missed without an informed plan.</p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/5-3.png" alt="Technology adoption can also help with workforce planning. " width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">Workforce Planning Options</span></h2>
<p><span style="color: #000000;">There are various methods available for workforce planning, each offering benefits to both employers and employees. These solutions encompass a range of options, such as training and upskilling current employees, as well as partnering with a temp labour provider. By exploring these strategies, businesses can enhance their workforce strategy without incurring excessive costs. Let's delve into these approaches to discover how organizations can effectively improve their workforce and optimize resources without straining their budget.<br></span></p>
<p>&nbsp;</p>
<h3><span style="color: #000000;">Upskilling</span></h3>
<p><span style="color: #000000;">By figuring out what skills are missing through careful evaluation, companies can offer training programs that specifically help their employees improve. Upskilling not only boosts employee satisfaction and engagement but also aligns the workforce with evolving business needs.&nbsp;<br></span></p>
<p>&nbsp;</p>
<p style="font-weight: bold;"><span style="color: #000000;">The benefits of upskilling include:</span></p>
<p style="font-weight: bold;">&nbsp;</p>
<h4>Enhanced Skills and Knowledge</h4>
<p>Training equips employees with new skills, knowledge, and tools to perform their job roles more effectively. It improves their expertise and productivity, enabling them to take on new responsibilities and challenges.</p>
<p>&nbsp;</p>
<h4>Increased Job Satisfaction and Engagement</h4>
<p>Training demonstrates the organization's investment in its employees' professional development, leading to higher job satisfaction and increased engagement. Employees feel valued and motivated, resulting in improved morale and retention rates. On-the-job training also provides employees with a sense of ownership over their work that will lead to better overall mental heath and performance.</p>
<p>&nbsp;</p>
<h4>Improved Performance and Efficiency</h4>
<p>With proper training, employees gain a deeper understanding of their tasks, leading to improved performance and efficiency. They become more adept at utilizing resources, problem-solving, and adapting to changing work dynamics.<br><br>Overall, providing training to current employees enhances their professional development and benefits the business by improving performance, and increasing employee satisfaction and engagement. Training also fosters a culture of continuous learning and growth.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/7-2.png" alt="Workforce planning should include temp labour" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>Partnering With a Temp Labour Provider</h3>
<p>Another solution is leveraging the support of a temporary labour provider, such as <a href="http://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>,<span style="color: #000000;"> during times when flexible staff is needed. This strategy allows businesses to nimbly scale their workforce to meet increased demand, without the long-term commitment of hiring permanent employees.&nbsp;</span></p>
<p>&nbsp;</p>
<p style="font-weight: bold;">The benefits of utilizing temporary labour include:</p>
<p>&nbsp;</p>
<h4>Cost Savings</h4>
<p>One significant cost-saving aspect of incorporating temporary labour into workforce planning is the ability to hire only the necessary workforce precisely when it is needed. Unlike traditional recruitment methods that involve a lengthy hiring process and permanent employment contracts, temporary labour providers offer a swift solution. Additional temp labour cost-saving numbers can be found in our blog entitled: “<a href="https://www.grizzlyforce.ca/blog/guide-to-on-demand-staffing-apps" rel="noopener" target="_blank">A Guide to On-Demand Staffing Apps</a>”.</p>
<p>&nbsp;</p>
<h4>Scalability</h4>
<p>Businesses can scale their workforce up or down based on demand fluctuations, without incurring the costs associated with recruiting, onboarding, and providing long-term benefits to permanent employees. <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">Long recruitment cycles are costly</a> and can prevent organizations from obtaining the needed talent. This targeted temp labour hiring approach allows organizations to optimize their resources and allocate budget effectively, focusing on securing the workforce required for specific projects or peak seasons.&nbsp;</p>
<p>&nbsp;</p>
<h4>Scheduling Flexibility</h4>
<p>Temp labour plays a crucial role in workforce planning by offering businesses the advantage of flexible scheduling. By hiring temporary workers, companies can efficiently manage fluctuations in workload and ensure smooth operations during peak periods or unexpected surges in demand. The key benefit lies in the availability of temp workers to take on late-night and weekend shifts. Since many temp workers juggle school or family responsibilities during regular working hours, they are often more inclined and able to accommodate non-traditional shifts. This allows businesses to optimize their workforce, maintain productivity, and meet customer demands, all while effectively managing costs and ensuring an efficient operation<br><br>By leveraging temporary labour, businesses can achieve substantial time and cost savings in the recruitment process, quickly adapting to changing needs and avoiding the financial commitments associated with permanent positions.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-2.png" alt="Workforce planning includes only hiring who you need, when you need them" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Key Takeaways</h2>
<p>In conclusion, workforce planning is a vital component of successful labour management. It enables organizations to address labour challenges, align their workforce with strategic goals, and stay competitive in an uncertain labour environment. By analyzing past performance and forecasting future workforce needs, businesses can identify skill gaps, allocate resources effectively, and ensure they have the right talent to meet upcoming demands.&nbsp;<br><br>Additionally, implementing workforce planning solutions such as upskilling current employees and partnering with temporary labour providers offers benefits such as enhanced skills, increased job satisfaction, cost savings, scalability, and scheduling flexibility. By combining these approaches, businesses can achieve a well-balanced and cost-effective workforce strategy, optimizing their resources and adapting to changing needs while driving growth and success.<br><br>To gather more information about how to be successful using temp labour in your workforce strategy, <a href="https://www.grizzlyforce.ca/blog/how-to-be-successful-using-temp-labour" rel="noopener" target="_blank">please visit our blog</a>.</p>
<p>&nbsp;</p>

<p><span style="color: #000000;">Workforce planning plays a crucial role in today's ever-changing business landscape. It helps organizations tackle labour challenges and align their workforce with strategic goals. By analyzing current and future workforce needs, workforce planning enables proactive talent management and ensures competitiveness. It gives organizations an edge in attracting and retaining top talent, addressing labour shortages, and aligning the workforce with organizational goals. In a volatile and uncertain labour market, workforce planning is a powerful tool to navigate challenges and drive sustainable growth.</span><br><br><span style="color: #000000;">In this blog post, we will explore the workforce planning journey, the available options for staffing, and the benefits of workforce planning. Let's dive in and discover how planning ahead revolutionizes staff management, making it an integral part of the labour solution.</span></p>


Food production companies can benefit from using temp labour

Temp Labour for Food Production

Canadian food production is in jeopardy due to labour shortages. Here we discuss ways businesses can reduce those impacts by using temp labour. 

<p>Temp labour is a popular staffing solution for businesses that need short-term or seasonal workers. In the food production industry, many companies are facing labour shortages. <span>Businesses can manage the ups and downs of the growing season and mitigate Canadian labour issues by using temp labour. Temp workers play a crucial role in keeping the food supply chain moving by harvesting, packaging, and distributing.</span> Temp labour is also critical in assisting businesses when automated machinery breaks down or is under maintenance. In this blog post, we'll explore the benefits of temp labour for food production and provide tips for hiring and managing temp workers. We'll also share a success story from a food production company that has used temp labour effectively.</p>

<h2><br>Labour Shortages in the Food Production Industry</h2>
<p>Canada’s largest manufacturing employer, the food and beverage industry, is facing a debilitating labour shortage. These shortages threaten to cripple Canada’s food system as we know it. Companies that together employ nearly 300,000 Canadians were reporting vacancies of above 20%, even before absences due to COVID-19.</p>
<p>&nbsp;</p>
<h3>The Impending Labour Crisis</h3>
<p>A study conducted by <a href="https://www.bcg.com/en-ca/about/centre-canadas-future/default" rel="noopener" target="_blank">BCG Centre for Canada’s Future</a> and <a href="https://arrellfoodinstitute.ca/" rel="noopener" target="_blank">Arrell Food Institute at the University of Guelph</a> found that by 2033, 40% of Canadian farm operators will retire,<span>&nbsp;and agriculture will face one of the biggest labour and leadership transitions in the country’s history.</span>&nbsp; Over the same period, a shortfall of 24,000 general farm, nursery and greenhouse workers is expected to emerge. An even more alarming finding is that 66% of producers do not have a succession plan in place, leaving the future of farmland in doubt.</p>
<h3><br>Canadian Food Production at Risk</h3>
<p>Many businesses in the food production sector rely on locally grown produce and ingredients for their products. B.C.'s food and beverage processors produce approximately <a href="https://www2.gov.bc.ca/gov/content/industry/agriculture-seafood/business-market-development/food-beverage-processing" rel="noopener" target="_blank">$9 Billion worth of food per year, representing 70% of total agrifood revenues</a>. To accommodate the growing demand for Canadian products, the way we look at labour shortages and hiring practices needs to be re-evaluated. Without innovative labour solutions, Canadian food production is in jeopardy.&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/1-Apr-26-2023-10-37-53-8947-PM.png" alt="Food production is one of Canada's largest revenue generators" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Benefits of Using Temp Labour in Food Production</h2>
<p>Temp labour is an accessible solution for the food production sector, especially with digital labour partners like <a href="http://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>. By utilizing mobile hiring technology in their workforce planning, producers can discover the following staffing benefits: &nbsp;</p>
<h3><br>Cost-effective solution for seasonal work:&nbsp;</h3>
<p>Temp workers can help food production companies manage the variability in demand that often comes with the growing season. Instead of hiring full-time workers who may not be needed year-round, companies can bring on temp workers only when needed. This helps reduce labour costs.</p>
<h3><br>Flexibility in staffing:&nbsp;</h3>
<p>Temp labour allows companies to quickly adjust their workforce based on changes in demand. For example, if a sudden heat wave leads to a spike in berry production, a food production company can quickly bring on more workers to help with harvesting and processing.</p>
<h3>&nbsp;</h3>
<h3>Ability to scale up or down quickly:</h3>
<p>With temp labour, food production companies can easily increase or decrease their workforce to match demand. This flexibility can help companies avoid overstaffing during slower periods and prevent production bottlenecks during peak periods such as holidays.</p>
<h3>&nbsp;</h3>
<h3>Reduced administrative burden:&nbsp;</h3>
<p>Temp agencies like Grizzly Force handle the administrative tasks associated with hiring temp workers, such as payroll, taxes, and WorkSafe insurance. This can help reduce the administrative burden on food production companies, allowing them to focus on their core business operations.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/2-Apr-26-2023-10-44-08-5588-PM.png" alt="Food production worker boxing up products" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Hiring and Managing Temp Labour</h2>
<p>In the past, hiring temp labour has been somewhat cumbersome. With traditional staffing agencies, a lot of time is spent on the phone organizing workers for the day. By choosing a digital temp labour provider like Grizzly Force, businesses gain access to an incredibly large worker pool, <a href="http://www.grizzlyforce.ca" rel="noopener" target="_blank">right at their fingertips</a>. With our 60,000+ workers using our platform for daily work, there is always somebody ready to pick up a shift.&nbsp;</p>
<p><br>Regardless of the temp labour provider chosen, there are several <a href="https://www.grizzlyforce.ca/blog/how-to-be-successful-using-temp-labour" rel="noopener" target="_blank">best practices</a> that should be followed:</p>
<h3>&nbsp;</h3>
<h3>Be Strategic&nbsp;</h3>
<p>Placing temp workers in strategic roles can help them integrate into the business faster. Assigning them tasks that are easy to learn and repeat will enable them to be productive sooner and feel more comfortable in their role. This is especially important as temp workers may not have prior experience in food production. Giving the workers tasks that they can perform independently will help them gain confidence and reduce the need for constant assistance. Ultimately, being strategic about the roles assigned to the temp workers can benefit businesses by increasing their profitability and production goals.&nbsp;</p>
<h3>&nbsp;</h3>
<h3>Create Clear Job Descriptions</h3>
<p>The best way to ensure businesses receives qualified temp workers is to have a detailed job description during posting. A thoughtful job description will include required PPE, any specific abilities, language requirements, and relevant job attributes. Detailed job descriptions show that the business has thought through the role and all tasks that will need to be completed. It also allows workers to be better prepared for the upcoming shift.</p>
<h3>&nbsp;</h3>
<h3>Plan Ahead</h3>
<p>Hiring temp labour isn’t only for emergency situations. Most businesses know when their peak seasons will occur and planning ahead is key. Integrating temp labour as part of the yearly workforce strategy allows the labour provider to make the hiring experience seamless. When partnering with Grizzly Force, our dedicated sales, support, and marketing teams work together to find workers with the necessary skills. We can fill positions such as forklift operators, certified fall protection, order picking, and dangerous goods handling. We use email and social posts to increase job visibility and achieve a 95% fulfillment rate. &nbsp;When provided with a longer lead time to fill the positions, our team is able to better prepare our workforce for the hiring partner's expectations.&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/April%20Blog%20Images%20-%20Food%20Production.png" alt="Grapes on a food production line" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>From Farm to Table: A Food Production Success Story</h2>
<p>In the spring of 2022, Grizzly Force was able to partner with a busy berry processing plant in Abbotsford B.C. for their temp labour fulfillment. They were in need of 3 to 15 workers per shift, running 3 shifts per day. They required forklift operators, and heavy and light labourers to ensure they could meet their production goals for the busy berry season. Grizzly Force was able to coordinate with the production manager to meet their labour needs with an outstanding review in the Fall. Here’s what the production manager had to say about working with Grizzly Force:</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/April%20Blog%20Images%20-%20Food%20Production%20(1).png" alt="Blueberries are one of the main crops processed by BC's food production plants" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h3>Before Grizzly Force, what were your biggest challenges with hiring temp labour?&nbsp;</h3>
<p><em>“The plant had a difficult time finding an agency that would provide labour when needed and it was a manual process to track the labour that did arrive. It was very difficult to keep an accurate account of who showed up and when they worked or if they had been here before and had the training they needed or not.”</em></p>
<h3><br>How did life improve after partnering with Grizzly Force?</h3>
<p><em>“Tyler really helped put all of the plant's needs in a nice, easy-to-understand and use package for our Supervisors. There was no more scrambling for who was here and when. If we had people who did not show up and/or did not work out, it was easy to ensure those people did not come back. The Hire App really helped Supervisors know who was coming, and when, and did not impede on their time in Supervising the lines. No more “chasing” labour! Being a food processor lends itself to increased risk due to training both for food and people's safety. It was handy that Grizzly Force could provide the job information up front to the Labour workers and we only had to verify it was done.”</em></p>
<h3><br>Do you have any stories to share about specific standout experiences of working with Grizzly Force and the team?</h3>
<p><em>“I have to point out how incredible the team is at Grizzly Force in responding to and taking action with anything we asked for. I really felt this was a partnership and not just another temp agency sending the people they could find. Grizzly Force labourers, for the most part, showed up on time, ready for the work and did a good job for us.</em><br><em>I’m looking forward to continuing to source labour with Grizzly Force and know we are in good hands going into our busy fresh season for 2023.”</em></p>
<h2><br>Take Away</h2>
<p>The food production industry is an essential part of the Canadian economy. With labour shortages on the rise with no end in sight, food production companies need to tap into the power of temporary labour. By partnering with technology-based labour companies, businesses gain access to faster job fulfillment, better-qualified workers and increased productivity.&nbsp;</p>
<p><br>Grizzly Force has a proven track record of serving the food processing industry with seamless labour integration. With our digital hiring app and outstanding customer service, businesses can strategically avoid labour shortages, increase revenue, and decrease the administrative burden of hiring.<br>To learn more about the ways Grizzly Force can streamline your hiring practices, <a href="https://www.grizzlyforce.ca/contact-us?utm_source=blog&amp;utm_campaign=temp_labour_for_food_production&amp;utm_content=blog_CTA" rel="noopener" target="_blank">please reach out here</a>. &nbsp;</p>
<p>&nbsp;</p>

<p>Temp labour is a popular staffing solution for businesses that need short-term or seasonal workers. In the food production industry, many companies are facing labour shortages. <span>Businesses can manage the ups and downs of the growing season and mitigate Canadian labour issues by using temp labour. Temp workers play a crucial role in keeping the food supply chain moving by harvesting, packaging, and distributing.</span> Temp labour is also critical in assisting businesses when automated machinery breaks down or is under maintenance. In this blog post, we'll explore the benefits of temp labour for food production and provide tips for hiring and managing temp workers. We'll also share a success story from a food production company that has used temp labour effectively.</p>


A hiring manager using an on-demand staffing app to fulfill their open positions.

A Guide to On-Demand Staffing Apps

On-demand staffing apps are rising in popularity for both employers and workers. Here we discuss the benefits you can experience by using these apps. 

<p>The gig economy has brought a major shift in the way we work, and it has also changed the way businesses find and hire temporary staff. On-demand staffing apps like <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a> have emerged as a key player in this new landscape, providing businesses with a flexible way to find and hire workers for short-term jobs. These apps allow businesses to quickly and easily connect with freelancers, independent contractors, and temporary labourers – without the need for traditional staffing agencies. With the rise of on-demand staffing apps, businesses have greater control over their staffing needs. They can quickly hire workers on a project-by-project basis while avoiding long-term contracts or commitments. In this article, we will explore the rise of on-demand staffing apps, and how they are changing the way businesses and workers operate in the modern gig economy.</p>

<p>&nbsp;</p>
<h2>What Are On-demand Staffing Apps?</h2>
<p>On-demand staffing apps are digital platforms that connect businesses or individuals with temporary workers or freelancers for short-term projects or tasks. These apps are made available for mobile phones, tablets, and sometimes through a web portal. On-demand staffing apps can offer a wide range of services, including background checks, scheduling, payroll processing, and communication tools to streamline the hiring process.</p>
<p>&nbsp;</p>
<p>Some of the most popular on-demand staffing apps include Uber Works, Grizzly Force, and TaskRabbit, which cater to industries such as hospitality, retail, and manufacturing. On-demand staffing apps give hiring control to the business by allowing them to post their jobs, set their pay rate, and build a job description, all without the need to communicate with an account representative. There is no need to sit on the phone trying to organize temporary help. For businesses that may need more assistance using the technology, support teams and account representatives are available to help.</p>
<p>&nbsp;</p>
<p>Overall, on-demand staffing apps are revolutionizing the way that businesses hire and manage temporary workers by offering a faster, more efficient, and cost-effective alternative to traditional staffing methods.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/Blog%20Images%20On-demand%20staffing%20.png" alt="On-demand staffing apps provide many cost savings to businesses." width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Cost Savings of Hiring Through On-demand Staffing Apps Vs. Traditional&nbsp;</h2>
<p>There are many potential cost savings that businesses can experience by hiring through on-demand staffing apps compared to traditional hiring practices.<br>No need for a full-time salary: With on-demand staffing apps, businesses can hire workers for specific tasks, rather than committing to a full-time employee. This can save businesses money on salaries, benefits, and other associated costs that come with hiring a full-time employee.<br><span style="font-weight: bold;">No need for traditional recruitment:</span> The cost associated with advertising the vacant position, interviewing, and decision-making meetings, all can be avoided through on-demand staffing apps.<br><span style="font-weight: bold;">Reduced turnover:</span> With on-demand staffing, businesses can hire workers for short-term projects or tasks, which means they don't have to worry about turnover or retention issues. This can save businesses money on recruitment, training, and onboarding costs associated with turnover.<br><span style="font-weight: bold;">Pay only for what you need:</span> With on-demand staffing, businesses only pay for the work that is actually needed. This can be more cost-effective than hiring a full-time employee who may not be fully utilized or who may not have enough work to justify their salary.</p>
<p><br>According to a report by the <a href="https://www.shrm.org/about-shrm/press-room/press-releases/pages/human-capital-benchmarking-report.aspx" rel="noopener" target="_blank">Society for Human Resource Management</a> (SHRM), filling an open position costs employers an average of $4,129 (CAN $5,621). According to a <a href="https://trainingmag.com/sites/default/files/2019_industry_report.pdf" rel="noopener" target="_blank">Training Magazine Report</a> from 2019, the average amount to train a new hire is $1,286 (CAN $1,750). Estimated cost savings of choosing an on-demand staffing app such as Grizzly Force range from an average of 70% to 30%, depending on how long you bring the same worker back. If you find a great fit, Grizzly Force has one of the lowest conversion rates on the market at just CAN $950. &nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Mar-28-2023-06-23-35-4739-PM.png" alt="On-demand staffing apps help warehouse staff meet their demands" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Benefits of On-demand Staffing Apps for Businesses</h2>
<p>On-demand staffing apps offer several business benefits for companies operating in industries such as warehousing, food and beverage production, and other industries that require general labour duties.&nbsp;</p>
<h3><br>The Power of Scalability</h3>
<p>Firstly, these apps provide businesses with greater flexibility and scalability. This allows them to quickly and easily ramp up or down their staffing levels to meet fluctuating demand. This is particularly important in industries such as logistics and food production, where seasonal fluctuations and surges in demand can occur.</p>
<h3><br>A Deep Worker Pool</h3>
<p>On-demand staffing apps provide businesses with access to a wider pool of workers, including freelancers and independent contractors. These workers may have specific skills or expertise that are needed for short-term jobs. Hundreds of thousands of people of all different skill sets use on-demand staffing apps to supplement their income and gain new skills. Grizzly Force has a worker pool of 60,000+ workers which grows by an average of 2,100 people per month - it would be hard to match that recruitment pool through traditional means. &nbsp;</p>
<h3><br>Try Before You Buy</h3>
<p>Another advantage of using on-demand staffing apps is that businesses can "try before you buy" when it comes to hiring. This means that businesses can test out a potential candidate's skills and work ethic before offering them a full-time position. By hiring someone on a temporary basis, businesses can evaluate their performance and determine if they are a good fit for the company culture and the role they are being considered for.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/1-Mar-28-2023-06-26-47-8447-PM.png" alt="On-demand staffing apps are made for mobile phones, tablets, and web platforms." width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Benefits of On-demand Staffing Apps for Workers</h2>
<p>On-demand staffing apps not only provide benefits for businesses, but they also provide many benefits for workers. These apps offer flexible work arrangements that allow workers to choose when and where they work. This can be particularly beneficial for workers who have other commitments, such as childcare, school, or other jobs. On-demand staffing apps also offer a variety of job opportunities that workers can choose from. This can help them develop new skills and gain experience in different industries.</p>
<p>&nbsp;</p>
<p>Additionally, since on-demand work is often short-term or project-based, workers can have more control over their work-life balance and can take breaks between assignments if needed. Finally, on-demand staffing apps provide workers with the opportunity to work for multiple clients, which can help them build a diverse portfolio of work experience and income streams.</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/3-Mar-28-2023-06-28-06-8834-PM.png" alt="On-demand staffing apps help save businesses money." width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2>Potential Drawbacks for Businesses</h2>
<p>While providing many business benefits, hiring temporary workers can also have drawbacks to consider. If a business has many recurring shifts to fill they will often be sent different workers for each shift. This means that worker introduction and training will have to be performed at the start of each shift.</p>
<p>&nbsp;</p>
<p>Platforms like Grizzly Force will work with their employment partners to help secure the same workers for recurring shifts at the request of the employer. Another way to remedy this obstacle is by carefully selecting the task that temporary workers will perform. Knowing <a href="https://www.grizzlyforce.ca/blog/how-to-be-successful-using-temp-labour" rel="noopener" target="_blank">how to be successful using temp labour</a> is a crucial aspect of utilizing the gig economy. Lastly, full-time employees can also be resistant to the introduction of temporary workers. Depending on the company culture, full-time employees can feel like temporary help are ‘outsiders,’ and may not feel comfortable welcoming them.&nbsp;</p>
<p>&nbsp;</p>
<h2>Potential Drawbacks for Workers&nbsp;</h2>
<p>While on-demand staffing apps offer several benefits for workers, there are also potential drawbacks to consider. One of the main concerns is job insecurity, as on-demand work can be unpredictable and short-term. Workers may struggle to find enough work or may have gaps in employment, which can lead to financial instability. Additionally, &nbsp;workers may not have access to benefits such as healthcare, retirement plans, or paid time off.</p>
<p>&nbsp;</p>
<p>Another potential drawback is that workers may not have as much control over their work or their working conditions. Since they are working for multiple clients, they may have less say over the tasks they are assigned or the hours they work. Finally, on-demand staffing apps can also lead to increased competition among workers, as they are all vying for the same jobs. This can result in workers wishing for more available shifts.</p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p>In today’s world of business, one thing is obvious, the way we work and hire is changing. With over 1.7 million Canadians participating in the gig economy, it’s clear that people have welcomed the advent of on-demand jobs.&nbsp;</p>
<p>&nbsp;</p>
<p>On-demand staffing apps provide businesses with flexibility and scalability. They empower businesses to easily ramp up or down their staffing levels to meet fluctuating demand. They are also a cost-effective alternative to traditional staffing methods.&nbsp;</p>
<p>&nbsp;</p>
<p>On-demand staffing apps not only provide benefits for businesses but also provide many worker benefits. From work-life balance to gaining new skills, on-demand staffing apps are a much-needed partner in the Canadian gig economy.&nbsp;</p>
<p>&nbsp;</p>
<p>Are you interested in learning more about the ways Grizzly Force could help your business adapt to these new hiring methods? <a href="https://www.grizzlyforce.ca/contact-us" rel="noopener" target="_blank">Get in touch with us today.</a> &nbsp;</p>
<p>&nbsp;</p>

<p>The gig economy has brought a major shift in the way we work, and it has also changed the way businesses find and hire temporary staff. On-demand staffing apps like <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a> have emerged as a key player in this new landscape, providing businesses with a flexible way to find and hire workers for short-term jobs. These apps allow businesses to quickly and easily connect with freelancers, independent contractors, and temporary labourers – without the need for traditional staffing agencies. With the rise of on-demand staffing apps, businesses have greater control over their staffing needs. They can quickly hire workers on a project-by-project basis while avoiding long-term contracts or commitments. In this article, we will explore the rise of on-demand staffing apps, and how they are changing the way businesses and workers operate in the modern gig economy.</p>


Warehouse manager with a labour ready worker

Labour Ready: How To Find Reliable Temp Labour

Grizzly Force is your ideal partner for finding labour ready temp workers. Read our tips to ensure your best hiring experience.

<p><span style="color: #000000;">When it comes to food production, warehousing, or retail, finding labour ready temp workers is essential. They provide the flexibility to meet changing demands and seasonal peaks. They can fill in for full-time worker absences or help increase production. With the right temp workers in place, companies can take advantage of unique opportunities as well as adapt to challenging situations. With all of the benefits of temp workers, it's important that businesses know how to quickly find a labour ready workforce.</span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">Seasonal Worker Demand</span></h2>
<p>&nbsp;</p>
<p><span style="color: #000000;">This past holiday season, employers had a tougher time hiring temporary workers as the growth in job postings outweighed those looking, a new report has found. Indeed's holiday hiring trends report said that seasonal postings for 2022 were up 28% compared with last year, and up 40% from 2019 levels.<br>The unemployment rate in Canada is holding steady at 5%, just shy of the record low of 4.9% in June and July 2022. While this is great for workers, it can <a href="https://www.grizzlyforce.ca/blog/labour-shortages-the-impacts-on-the-canadian-economy" rel="noopener" target="_blank">pose problems for employers</a> who need help.&nbsp;<br>Low unemployment means that businesses will have to think outside the box in how they find and retain temp workers. They must look for ways to stand out and differentiate themselves in a tough labour market. Partnering with the right temp labour provider is a key step for hiring success.<br></span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/How%20to%20be%20successful%20using%20temp%20labour%20(3).png" alt="Labour ready worker taking a warehouse shift" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2>Finding Labour Ready Workers</h2>
<p>&nbsp;</p>
<p><span style="color: #000000;">To find temp workers in the past, businesses would use job boards, Craigslist ads and traditional staffing companies. While these were great for their time, they can be slow and require a lot of effort.</span><br><span style="color: #000000;">The workforce in Canada has changed with the increase of retirees and an <a href="https://www.grizzlyforce.ca/blog/work-restrictions-for-international-students" rel="noopener" target="_blank">influx of immigrants</a>. Many job applicants are relying on mobile job apps to stay connected to new employment opportunities. In today's digital era, businesses can expedite their hiring practices with mobile technology.</span><br><span style="color: #000000;">By using a digital hiring platform like <a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a>, signup can be completed in under 10 minutes. From there, posting a job to Grizzly Force’s pool of 60,000+ labour ready workers is easy. When the job has been posted, a notification gets sent to that worker pool, ensuring high visibility on the job. The average time it takes to fill a job posted on the Grizzly Force platform is under 30 minutes, including last-minute shifts.</span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">Best Practices For Hiring Labour Ready Workers</span></h2>
<p>&nbsp;</p>
<p><span style="color: #000000;">The best way to ensure your business receives qualified labour ready workers is to have a detailed job description during posting. Detailed job descriptions show that the business has thought through the role and all tasks that will need to be completed. It also allows workers to be better prepared for the upcoming shift.<br>Here are 4 things to consider adding to your job description:<br></span></p>
<ol style="font-size: 16px;">
<li><span style="color: #000000;">Any specific required skills, such as "lifting up to 25 lbs".<br></span></li>
<li><span style="color: #000000;">Any specific gear the worker would have to bring, such as steel-toe boots or a safety vest</span></li>
<li><span style="color: #000000;">Is your location transit accessible? If not, say that in your description to weed out workers who rely on transit.</span></li>
<li><span style="color: #000000;">Any language requirements, such as "must be able to read English".<br></span></li>
</ol>
<p><span style="color: #000000;">Labour ready workers are flexible and looking to get the job done. By providing a detailed job description businesses can access the right candidates for the task.</span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/How%20to%20be%20successful%20using%20temp%20labour%20(4).png" alt="Warehouse manager planning for labour ready workers" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">Planning Ahead</span></h2>
<p>&nbsp;</p>
<p><span style="color: #000000;">While unexpected fluctuations in business can't always be anticipated, most businesses know when their peak seasons will occur. It's best to start planning a month or two in advance of a busy season. When partnering with Grizzly Force for your temp labour needs, our dedicated sales, support, and marketing teams will begin the process of making your hiring experience seamless. We can help you access workers with skills such as forklift licenses, fall protection, order picking, and dangerous goods handling. We utilize email and social posts to increase the visibility of your jobs to ensure a 95% fulfillment rate. And our dedicated support team will be there to address any thoughts or concerns.<br></span></p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p>&nbsp;</p>
<p><span style="color: #000000;">The Canadian job market has changed in recent years, making it more challenging to find labour ready workers. Fortunately, companies like Grizzly Force have invested the time and technology to mitigate these effects. By partnering with a knowledgeable temp labour provider, businesses can feel comfortable knowing they have the labour support they need during busy times.</span></p>

<p><span style="color: #000000;">When it comes to food production, warehousing, or retail, finding labour ready temp workers is essential. They provide the flexibility to meet changing demands and seasonal peaks. They can fill in for full-time worker absences or help increase production. With the right temp workers in place, companies can take advantage of unique opportunities as well as adapt to challenging situations. With all of the benefits of temp workers, it's important that businesses know how to quickly find a labour ready workforce.</span></p>


Man carrying a box during a gig work shift

Gig Work To The Rescue

Wondering if gig work is right for your business? Learn about the benefits of gig work and how it can help you reach your goals.


<p><span style="color: #000000;">In the digital transformation era, businesses need to be more strategic than ever.</span> <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">When it comes to recruitment, traditional methods can be slow, inefficient, and cost your business in more ways than one.</a> <span style="color: #000000;">Fortunately, gig work is here to the rescue. With digital platforms, companies can now find skilled and unskilled labour in just a few clicks. Let’s take a closer look at what gig work is and how it can make a difference for your business.</span></p>

<h2>&nbsp;</h2>
<h2><span style="color: #000000;">Gig Work On The Rise</span></h2>
<p><span style="color: #000000;">Gig employment is characterized by short-term tasks, projects, or jobs, with no assurance of steady employment. In a <a href="https://www150.statcan.gc.ca/n1/pub/45-28-0001/2020001/article/00021-eng.htm" rel="noopener" target="_blank">labour force survey</a> conducted in 2020, Statistics Canada found that approximately 1.7 million Canadians were part of the gig economy. The pandemic was a critical turning point for many people who were laid off from their regular 9 to 5 jobs, which pushed people to think outside of traditional employment options and consider gig work. As businesses continue to embrace technology-driven solutions for their operational needs, more people are turning to gig work as an alternative or additional source of income. From ride-sharing apps to food delivery, it's clear that Canadians are using gig work to fulfill or supplement their income.<br></span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/gig%20work%20-%20woman%20on%20phone.png" alt="Young woman checking her phone for more gig work" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px; margin-left: auto; margin-right: auto; display: block;"></span></p>
<h2>&nbsp;</h2>
<h2>Technology: The Gig Work Facilitator</h2>
<p><span style="color: #000000;">Prior to the internet, businesses had to rely on more traditional methods for finding gig workers. This often involved placing ads in local newspapers and sorting through interested candidates one by one. Word-of-mouth recommendations as well as employment centres are other traditional methods used. For the business, if they needed to fill a large number of jobs in a short time, this process was quite laborious. All that changed when the internet revolutionized our approach to hiring workers, allowing employers to cast a much wider net.</span></p>
<p><br><span style="color: #000000;">For skilled workers, businesses can use platforms like <a href="https://www.upwork.com/" rel="noopener" target="_blank">Upwork</a> or <a href="https://www.freelancer.com/" rel="noopener" target="_blank">Freelancer</a> to quickly connect with qualified job seekers anywhere in the world. If a skilled worker is needed for a short time on a set budget, this method is ideal. Skilled work hiring platforms use advanced algorithms to match the best candidates possible based on project requirements.</span><br><span style="color: #000000;">For labour work, mobile platforms like <a href="http://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Grizzly Force</a> give employers the ability to scale their workforce at a moment's notice. They can post jobs at their own set wage and watch as local gig workers scoop up those positions. For seasonal fluctuations, unplanned contracts, and staffing shortages, this fast-paced hiring method is ideal.</span></p>
<p>&nbsp;</p>
<p><span style="color: #000000;"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/gig%20work%20-%20food%20deliver.png" alt="Food delivery is an example of gig work" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px; margin-left: auto; margin-right: auto; display: block;"></span></p>
<p>&nbsp;</p>
<h2><span style="color: #000000;">Business Benefits</span></h2>
<p><span style="color: #000000;">Hiring gig workers is becoming a popular choice among many businesses of all sizes and produces a wide array of advantages. In fact, 1 in 3 Canadian businesses are currently using gig labour of some kind.<br></span></p>
<p>&nbsp;</p>
<h3><span style="color: #000000;"><span style="font-size: 20px;">Here are 3 business benefits you can expect:</span></span></h3>
<ol>
<li>Cost Effectiveness<br><span style="color: #000000;"><span style="font-size: 20px;"></span></span><br>
<p>Companies gain greater control over their short-term budgets when the labour cost is known upfront. Additionally, there are no associated employment costs such as insurance, taxes or benefits to worry about when hiring gig workers when using digital platforms such as the <a href="http://onelink.to/gfhire" rel="noopener" target="_blank">Grizzly Force App</a>. By moving out of traditional hiring practices, HR costs are also reduced.&nbsp;<br><br></p>
</li>
<li>Schedule Flexibility<br><span style="color: #000000;"><br></span>
<p><span style="font-size: 16px;">Only hire who you need, when you need them. One of the main reasons people choose to work gig jobs is for scheduling flexibility. Between school and family, gig workers are looking for shifts at all times of the day or night. So there's always somebody willing to take that Sunday 12 am shift<br></span></p>
<br><span style="font-size: 16px;"></span></li>
<li>Workforce Scalability<span style="font-size: 20px;"><br></span> <br>
<p>It can be hard to predict when a machine will break or if multiple team members will get sick. Under traditional hiring methods, acquiring 20 workers for tomorrow's shift would be impossible. However, for tech-driven hiring platforms, it’s not only possible to fill that shift but expected. For example, Grizzly Force has a 95% average fill rate. Never before have companies had the rapid scalability that gig workers bring.<br><br>Gig labour gives businesses access to a larger pool of talent and flexible working schedules. It can be an effective way of staffing short-term projects or dealing with tasks that need to be completed quickly. Results-driven productivity can also be dramatically increased with gig labour. More and more businesses are becoming aware of the advantages of hiring gig labour and using them to stay competitive in their industry.</p>
</li>
</ol>
<h2><span style="color: #000000;">Take Away</span></h2>
<p><span style="color: #000000;">In today's world, it's evident that a major transformation has occurred in the way people desire to work and how businesses recruit. Staying competitive in today's tight labour market isn't always easy. By utilizing new technology and employing it to your company's benefit, you can ensure long-term success. With access to localized gig workers, businesses can decrease their labour spending, unlock their scalability, and stay in control of their budgets.</span></p>
<p><span style="color: #000000;"><br><a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">Learn how Grizzly Force</a> can become an essential part of your gig work strategy.<br><br></span></p>

<p><span style="color: #000000;">In the digital transformation era, businesses need to be more strategic than ever.</span> <a href="https://www.grizzlyforce.ca/blog/how-long-recruitment-cycles-are-costing-your-business" rel="noopener" target="_blank">When it comes to recruitment, traditional methods can be slow, inefficient, and cost your business in more ways than one.</a> <span style="color: #000000;">Fortunately, gig work is here to the rescue. With digital platforms, companies can now find skilled and unskilled labour in just a few clicks. Let’s take a closer look at what gig work is and how it can make a difference for your business.</span></p>


Recruitment cycles often include having people waiting to be interviewed 

How Long Recruitment Cycles are Costing Your Business

Long recruitment cycles can cost your business time and money. Here on the Grizzly Force blog, we discuss ways to improve your hiring workflow. 

<p><span style="color: #000000;">At the core of business, people are the real revenue generators. Having a solid team with the right amount of team members is critical to keeping your organization profitable. So what happens when a position becomes vacant? Recruiting the right employees is a critical part of any successful business, but the recruitment process can be long and expensive. If you have lengthy recruitment cycles, it could be costing your business in more ways than one. In this blog post, we’ll discuss the ways long recruitment cycles are impacting your business and profitability.</span></p>

<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/January%20Blog%20Images%20(1).png" alt="Long recruitment cycles put your business at risk " width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2>&nbsp;</h2>
<h2>Time Is Money – The Economics of Long Recruitment Cycles</h2>
<p><span style="color: #000000;">The more time it takes for you to find a new hire, the more money you risk leaving on the table while those positions remain unfilled. While the unfilled positions might not seem like they're costing you, this could be impacting the business's ability to accept new projects or orders. Current projects are also more susceptible to failure if the appropriate personnel are not there to see them to completion. Additionally, other employees will feel stressed while filling the skills/labour gap, which can lower their overall output. In addition to output loss, the cost associated with advertising the vacant position, interviewing, and decision-making meetings are also costing your business. Setting realistic timelines for recruiting new employees can be critical to reducing revenue loss when a position becomes vacant.</span></p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/6-1.png" alt="A frustrated woman waiting during a long recruitment cycle" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2>&nbsp;</h2>
<h2>Candidate Turnover Rate Increases With Lengthy Recruitment Process</h2>
<p><span style="color: #000000;">A lengthy recruiting process often triggers high turnover rates of qualified candidates. Many frustrated applicants tend to withdraw from the recruitment process, costing your company valuable time and money. Factors that lead to this include long wait times between application and a response, or simply unresponsiveness on your end. When companies do not provide candidates with a clear timeline of their application process, these frustrated applicants will search for other opportunities. Keep prospective candidates engaged throughout the recruitment cycle, and you will be able to avoid costly setbacks due to candidate turnover. Employers should strive to keep their recruitment timelines shorter and make sure all candidates feel respected throughout the entire process. As well, all decision-makers on your end should be aligned on the timeline of hiring.</span></p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/4-Feb-03-2023-05-58-42-8645-PM.png" alt="Long recruitment cycles can lead to current staff turnover" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2>&nbsp;</h2>
<h2>Current Staff Turnover</h2>
<p><span style="color: #000000;"></span><span style="color: #000000;">Often times if a business is short-staffed, current employees need to pick up the slack. This can lead to job fatigue, burnout and increased workplace stress. Unexpected high levels of stress can increase absenteeism, long-term disability, and workplace accidents. By addressing staffing shortages, Canadian businesses can provide relief to existing staff, decrease WorkSafe claims, and improve job satisfaction. Another short-term measure to help your current staff during these times is to implement an employee recognition program. <a href="https://www.grizzlyforce.ca/blog/why-your-company-needs-an-employee-recognition-program" rel="noopener" target="_blank">You can find out more about ways recognize your employees without breaking the bank here. </a></span></p>
<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/January%20Blog%20Images.png" alt="Save money by streamlining your recruitment cycles" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2>&nbsp;</h2>
<h2>Reduce Costs by Streamlining Processes</h2>
<p><span style="color: #000000;">Finally, streamlining the recruiting process by reviewing and refining the workflow can help reduce costs associated with long cycles. Each business will have a different method that works for them, but a regular process review can help you remove any unnecessary roadblocks. Make sure the people in your organization that will make the final hiring decision are aligned on the workflow to prevent internal conflicts.</span><br><span style="color: #000000;">&nbsp;</span><br><span style="color: #000000;">Automating certain tasks such as scheduling interviews or sending out emails can save both time and money. Software automation helps to ensure that candidates receive consistent communication throughout the whole process. Employers should also ensure they have well-defined job descriptions and expectations before beginning their search. Clear hiring goals prevent wasted time on applicants who aren’t qualified for the role they are trying to fill.</span></p>
<p>&nbsp;</p>
<p>&nbsp;</p>
<h2>Take Away</h2>
<p><span style="color: #000000;">Finding a new recruit will always come with challenges. But by having a clear hiring goal in mind, you will be able to quickly find the right candidate for the job. By reducing costs and improving your strategy your company can gain the competitive advantage you need. &nbsp;</span></p>

<p><span style="color: #000000;">At the core of business, people are the real revenue generators. Having a solid team with the right amount of team members is critical to keeping your organization profitable. So what happens when a position becomes vacant? Recruiting the right employees is a critical part of any successful business, but the recruitment process can be long and expensive. If you have lengthy recruitment cycles, it could be costing your business in more ways than one. In this blog post, we’ll discuss the ways long recruitment cycles are impacting your business and profitability.</span></p>


A close up of a Canadian flag flying in front of a building

Labour Shortages: The Impacts on the Canadian Economy

Canada is currently experiencing labour shortages, which is having a significant impact on the economy. Find out more about the causes and effects of this problem in our latest blog post.

<p><span style="color: #1e293b;"><span data-slate-node="text"><span style="color: #000000;">There is no question that the Canadian economy has lagged due to labour and skills shortages. According to a</span> </span><a href="https://cme-mec.ca/blog/canada-leaving-almost-13-billion-on-the-table-due-to-labour-and-skills-shortages-in-manufacturing/" rel="noopener" target="_blank">recent report</a><span data-slate-node="text">, <span style="color: #000000;">the economy has lost out on $13 billion as a result of these shortages. That's a huge blow, and it's one that businesses can't afford to take lightly. So, what exactly is causing labour shortages? And what can businesses do to mitigate the impact? Let's take a closer look.</span></span></span></p>

<p>&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/8-1.png" alt="One factor in the Canadian labour shortages is an aging population" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<h2 data-slate-node="element">&nbsp;</h2>
<h2>Examining the Causes of Labour Shortages in Canada&nbsp;</h2>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text" style="color: #000000;">There are a number of factors that have contributed to the current labour and skills shortages in Canada. Firstly, the country's population is aging and, as such, there are fewer people of working age relative to the number of retirees. 33% of recently retired Canadians say they retired earlier than planned due to the Corona Virus pandemic. This demographic shift has put pressure on the remaining workforce to shoulder a larger burden. Manufacturing and construction are two industries that have been hit particularly hard due to the aging population.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text" style="color: #000000;">Secondly, Canada has seen an influx of immigrants in recent years. Not all of these immigrants have the skills or credentials necessary to fill high-demand jobs. The unemployment rate for immigrants who had arrived in Canada within the past five years was at 7.6% as of August 2022. As a result, employers are struggling to find immigrant workers with the right mix of skills and experience.&nbsp;</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text"><span style="color: #000000;">Finally, another factor that has exacerbated the labour shortage issue is that many workers are leaving their jobs for greener pastures in other industries or countries. Last year over 200,000 Canadians quit their jobs to head back to school for retraining and upskilling. According to Stats Canada's August</span> </span><a href="https://www150.statcan.gc.ca/n1/daily-quotidien/220909/dq220909a-eng.htm?HPA=1" rel="noopener" target="_blank">Labour Survey</a><span data-slate-node="text">, <span style="color: #000000;">12% of people surveyed said they plan to leave their job within the next 12 months. This mix of factors has tightened the labour market, making it harder for businesses to find qualified workers.</span></span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/9.png" alt="Impacts of labour shortages on the economy" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2 data-slate-node="element">Impacts of Labour and Skills Shortages on Businesses and the Economy</h2>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">The labour shortages are resulting in a wide range of negative impacts on all sectors. The biggest of which are delivery delays, increased costs, and negative mental health impacts on current employees. The latter impact is particularly worrisome because it tends to compound labour shortages. Work-related stress and poor mental health have been cited as major reasons for absenteeism, occupational disability, and early retirement.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">According to the Canadian Manufacturers and Exporters’ (CME) annual labour survey of 563 manufacturers in 17 industries across the country found that almost two-thirds have lost or turned down contracts and experienced production delays due to a lack of workers. Many companies have put off plans to expand and are pausing efforts to innovate production. Not only is this bad for business but it's detrimental to the communities that rely on these companies for their livelihood.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">Canadian agricultural businesses have been feeling the impact of labour shortages with nearly three-quarters (74%) of agri-business owners working more hours to make up for the lack of staff, according to a new report by the </span><a href="https://www.cfib-fcei.ca/en/media/chronic-labour-shortages-in-agriculture-are-putting-canadas-food-security-at-risk" rel="noopener" target="_blank">Canadian Federation of Independent Business</a><span data-slate-node="text">. Nearly half (48%) of agri-businesses have had to turn down sales or contracts due to labour shortages, while 41% have had to decrease service offerings.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">The impacts of labour and skills shortages are far-reaching. For businesses, shortages often lead to higher wage costs as businesses compete for scarce talent. Wage inflation then puts pressure on prices, which results in inflationary pressures throughout the economy. In extreme cases, businesses may be forced to close their doors due to an inability to find enough workers to keep their operations running smoothly. All told, it's clear that labour and skills shortages can have a significant negative impact on businesses and the economy as a whole.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<p><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/January%20Blog%20Images%20(2).png" alt="Businesses need to plan ways to mitigate labour shortages" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></p>
<p>&nbsp;</p>
<h2 data-slate-node="element">What Can Be Done?</h2>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">Fortunately, there are steps that businesses can take to mitigate the impact of labour and skills shortages. One way is by providing training and development opportunities for existing employees so that they can acquire new skill sets or upgrade their existing ones. This method is typically more cost-effective and will also bring the added benefit of encouraging loyalty from your current employees. If the idea of spending money on training brings worry that the employee will simply leave once the training is complete, consider implementing a contract where they must stay with your company for a certain amount of time or repay the training costs.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">Businesses can address shortages by looking for ways to adopt automation to streamline tasks and use technology to supplement the workforce. Many businesses have accelerated plans to adopt automation technologies like robots and smarter software. Such adoption is happening across industries like manufacturing, the service industry, and administrative work. Whether you use pre-made software or have a custom program made for your business, investing in technology is a way to increase profits and reduce the workload for your current staff.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text">Finally, business owners can look outside traditional sources to search for candidates. For technical roles, local universities have programs to hire students while they complete their degree. For the skilled trades, businesses can sign up to host apprenticeship programs. The Canadian government offers </span><a href="https://www.canada.ca/en/services/business/grants.html" rel="noopener" target="_blank">grants and wage subsidies</a><span data-slate-node="text"> for hiring Indigenous peoples, persons with disabilities, new Canadians and women. For non-skilled work, companies can rely on </span><a href="https://www.grizzlyforce.ca/find-workers" rel="noopener" target="_blank">temp labour services</a><span data-slate-node="text"> that have thousands of available workers. Temp labour can expedite the hiring process, getting businesses the help they need immediately.</span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<p data-slate-node="element" class="editor-section block-paragraph current"><span data-slate-node="text"><img src="https://3872540.fs1.hubspotusercontent-na1.net/hubfs/3872540/January%20Blog%20Images%20(3).png" alt="The Canadian government is helping ease labour shortages" width="552" height="276" loading="lazy" style="height: auto; max-width: 100%; width: 552px;"></span></p>
<p data-slate-node="element" class="editor-section block-paragraph current">&nbsp;</p>
<h2 data-slate-node="element">What is the Canadian Government Doing?</h2>
<p><span data-slate-node="text">A step the Canadian Government has made towards easing labour shortages is shifting its immigration focus to fast-track entry for skilled workers. Sean Fraser, Minister of Immigration, Refugees and Citizenship, announced the implementation of the National Occupational Classification (NOC) 2021 for immigration programs managed under the </span><span style="color: #0b938b;"><a href="https://www.canada.ca/en/immigration-refugees-citizenship/services/immigrate-canada/express-entry.html" rel="noopener" target="_blank" style="color: #0b938b;">Express Entry</a></span><span data-slate-node="text"> system. Using the new NOC categories will allow Canada to bring in global talent in high-demand sectors like health care, construction, and transportation. Another step the government has made is </span><span style="color: #0b938b;"><a href="https://www.grizzlyforce.ca/blog/canada-lifts-work-restrictions-for-full-time-international-students" rel="noopener" target="_blank" style="color: #0b938b;"><span style="text-decoration: none;">lifting work restrictions on international students</span></a></span>.<span data-slate-node="text"> This change allows students to work full-time during the school year, as well as during scheduled breaks like the summer and winter holidays.</span></p>
<p>&nbsp;</p>
<h2 data-slate-node="element">Take Away</h2>
<p><span style="color: #000000;">We can all agree that labour and skills shortages are having a negative impact on businesses and the Canadian economy as a whole. &nbsp;By utilizing the tips we outlined above, your business can mitigate labour shortages and stay competitive in today's ever-changing marketplace.</span>&nbsp;</p>
<p>&nbsp;</p>

<p><span style="color: #1e293b;"><span data-slate-node="text"><span style="color: #000000;">There is no question that the Canadian economy has lagged due to labour and skills shortages. According to a</span> </span><a href="https://cme-mec.ca/blog/canada-leaving-almost-13-billion-on-the-table-due-to-labour-and-skills-shortages-in-manufacturing/" rel="noopener" target="_blank">recent report</a><span data-slate-node="text">, <span style="color: #000000;">the economy has lost out on $13 billion as a result of these shortages. That's a huge blow, and it's one that businesses can't afford to take lightly. So, what exactly is causing labour shortages? And what can businesses do to mitigate the impact? Let's take a closer look.</span></span></span></p>


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Food & Beverage Production

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Event Services

Restaurant

Food & Beverage Production

Warehousing

Manufacturing

Construction

Don’t see your industry listed? Contact us to learn how we work in your field.

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Angel Chung

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