Industrial Staffing

Are you looking for employees? From flexible staffing to community recruitment to on-demand hiring, learn the strategies today’s businesses use to find the best talent and set themselves up for growth.

Businesses have always lived and died by their ability to recruit talent. Get the right people, and you will flourish; don’t and you won’t. It’s as simple as that. Traditional hiring methods are time-consuming and inefficient, and businesses and staffing agencies that rely on them will still be searching for employees while those that use modern solutions are up and running. What are the modern solutions to talent acquisition challenges that successful modern businesses are using? Online staffing platforms.
The fast-paced growth of technology shows no signs of abating, and its impact on various industries is becoming increasingly profound.  Over the last four to five years, especially during COVID-19, we have witnessed accelerated technological advancements, revolutionizing how we live and work. Innovations from artificial intelligence and automation to robotics and machine learning are reshaping entire industries, economies, and the nature of employment itself.
Finding an industry AI has not affected is difficult, and the staffing industry is no exception. By automating tedious tasks such as resume screening, pre-screening candidates, and scheduling interviews, companies are reducing the time their HR teams spend on these tasks. This leads to better use of resources, focusing on more critical aspects such as interviewing and employee retention.
An ability to attract hourly wage workers and retain them will give you an edge over your competition. However, a failure to attract an hourly workforce or an inability to retain hourly workers will have dire consequences. The competition for hourly wage workers is fierce. The current labour market is characterized by abundant job opportunities resulting in greatly increased bargaining power for workers. Simply put, it’s a seller’s market for hourly wage services, making employers need to reassess how they
To show how the new Ontario staffing regulations, “Working for Workers Act, 2021”, will affect you, we’ll provide an overview of the key components of this new act, explore proposed changes (including licensing requirements for staffing firms and recruiters), explain the act’s ban on noncompete agreements, and discuss the act’s ‘disconnect’ policies that address after-hours communications.
Happy employees are a competitive advantage in today’s job market. This is especially true in hyper-competitive blue-collar industries such as construction, manufacturing, warehousing, transportation, and other industries. The success of any business operating in the blue-collar sector hinges on recruiting and retaining quality workers. Given the demands of blue-collar work, this can be a challenge – physically demanding tasks, long hours, lower pay, and limited opportunities for career growth are all factors that can make finding and keeping good help difficult.
When military generals are outnumbered on the battlefield, they call in reinforcements. And when the battle is won, they draw down their forces and tighten their supply lines. Now, staffing managers are also realizing the power of flexible deployment. Temporary workers offer a game-changing advantage for businesses in the industrial and warehouse sectors. These sectors often experience seasonal peak periods of demand, and a flexible staffing strategy featuring temporary workers can help to meet fluctuating productivity goals while controlling
Canada has a long history of immigration – indeed, the nation was founded on it. Over the decades, millions of people from across the globe have chosen Canada as their new home, and that influx has only accelerated in recent years, powered by the federal government’s more aggressive immigration policy beginning in 2015. A 2021 survey found that almost one-quarter of Canada’s population identifies as landed immigrants or permanent residents, the largest proportion among advanced economies.
Unlike the digital experiences above, the recruitment industry is traditionally an inherently human endeavor – it’s always been about people finding jobs for people. While this fundamental principle hasn’t changed, AI has supercharged the entire end-to-end hiring and staffing lifecycle from recruitment to workforce management, business process automation, payroll processing, and more. And the result is changing the staffing industry landscape.
blue-collar wages in Canada are expected to continue to rise in the coming years, driven by labour shortages in the job market, increased demand for blue-collar workers, and the cost of living. However, the direction of wages highly depends on the industry and the region. Employers must be mindful of the trends for their specific sectors and regions, adjust their compensation strategies accordingly, and explore staffing strategies that offer flexibility and efficient use of payroll dollars.