The calendar is creeping closer to 2023, and many organizations are reviewing business goals and staffing plans for next year. As they chat with their HR departments and recruiters, one worrying theme keeps coming up: there are huge labour shortages in Alberta and across Canada. 

Global News recently reported that the national economy is losing billions of dollars due to labour and skill shortages. This shortage is expected to last at least a few years. The combination of pandemic-related layoffs, early retirement, the switch to entrepreneurship, and increased demand for goods and services has created a perfect storm that employers need to weather.

Rachel Cote, HR Advisor with CG Hylton Inc., agrees with what has been reported and confirms she is navigating these challenges with employers in Alberta. When asked what could be done, Rachel said employers need to focus on being financially competitive. She also recommended reaching out for help in three key areas to ensure success during the recruitment process. 

1.           Salary reviews

Salary reviews are data-driven reports that let employers compare their compensation packages to current industry standards. These assessments include a review of base salaries alongside other aspects of a total compensation package, like benefits, incentives, and bonuses. We know that compensation is one of the main drivers in successful recruitment and retention. This is a crucial first step in the recruitment process. With this information, you are more likely to attract the right candidates, and the recruitment process will be easier.

2.           Hiring processes               

When was the last time your organization reviewed its hiring processes? If it has been over a few years, it is time to revisit and revamp current policies and procedures to optimize them for recruitment success! 



The first step is to review job descriptions. They need to be accurate and inclusive of all the expectations for the position. The second step is to analyze recruiting pipelines. Finding the best talent means you need to meet them where they are. Certain groups may be on LinkedIn, while others check online job sites regularly. Expand beyond your current methods to reach more candidates. Finally, make sure your hiring process is smooth and candidate-focused. This includes having clear application instructions, prompt follow up, and ensuring the interview process is barrier-free. 

3.           Onboarding

Have you seen those TikTok videos about employees who left their new jobs within hours of starting? Some of the most commonly cited reasons for this were unexpected changes to job duties, a lack of communication about expectations, no orientation, or the workplace environment was not in line with what was presented during interviews. A standardized onboarding process helps improve communication, clarifies expectations, and sets employees up for success.  

The recruitment process can be tough at the best of times but throw in a labour shortage and it gets even harder. When you don’t approach the hiring process with the right tools and resources, it is less likely to result in a good hire. This is where we can help. You can use our expertise and proven experience in recruiting and retaining staff to build a high-performing, happy, and sustainable workforce. Get in touch with us to learn more about our recruiting services!