The talent acquisition landscape has changed dramatically over the last 5 years and the war for talent remains as strong as ever. While challenges to the labour market, such as demographic shifts were occurring before the pandemic, many of us are experiencing new challenges such as:

  • Changing expectations about work
  • Talent shortages
  • Competition for talent
  • The impact of technology
  • The challenges:
  • Demographic changes

Baby boomers are retiring and in many cases their roles are transitioning to Gen Z and Millennials who have different work and life priorities. Understanding the needs of different people and generations is paramount. One size does not fit all.

THE CHALLENGES

Changing workforce expectations

In a Randstad Canadian Workplace Study, the top things candidates and employees are seeking in employment include: work-life integration, flexibility, job security, attractive salary and benefits, positive workplace culture, learning and career development, inclusion and belonging

Talent shortages

According to the Ontario Chamber of Commerce’s 2024 Economic Report, 40% of respondents reported labour shortages in their organization.

There are a number of factors that drive talent shortages in certain roles such as planners, building inspectors and healthcare workers, Employers need to understand the nature of talent shortages for each role. For example, geography can impact talent availability and rapid technological advancement can lead to skills gaps in critical roles.

Competition for talent

A report by Hays found 71 percent of Canadian workers want to leave their jobs and look for better opportunities. Even more people say they would start looking for a new job if the economy and unemployment rate improve. At the same time, it takes longer to find and hire the right person.

Changing technology leads to new talent acquisition processes

Technology, including artificial intelligence, is changing the way staff are hired. HR needs to continuously learn and adopt new tools to digitize and streamline the recruitment hiring and onboarding processes.

STRATEGIES AND ACTIONS TO MEET THESE CHALLENGES

Take a data driven approach to talent acquisition

Understanding the requirements of your organization and the roles you are looking to fill, as well as turnover rates and the length of time it takes to hire can support a more strategic and proactive approach to recruitment .

Talent Pipelines

Building a talent pipeline is a longer term solution to talent acquisition challenges. It requires a shift from reactive to proactive recruiting. Instead of thinking about just filling open roles, consider what the candidates are looking for and what your municipality will need from employees in the future.

Consider building both internal and external talent pipelines.

Internally, workforce planning information identifies the skills available now in your organization and helps plan for future skills Regular upskilling and development supports both the organization and an employee’s desire for growth and ensures competitive skills are in place when they are needed. It also lets you know when you need to source externally.

Externally, the pipeline is built by marketing your municipality’s value proposition to potential candidates. ‘The value proposition is your municipality’s unique set of attributes and rewards promised to employees in exchange for their skills, experience and performance. It encompasses what makes your workplace an attractive place to work and includes: values, the type of work that is done and its impact, the employee experience, compensation and benefits, career development and work flexibility.

By aligning your municipality’s brand and value proposition within your recruitment marketing plan you will present a clearer picture to job seekers which can help attract the optimal candidate.

The Candidate Experience

Candidate experience begins with awareness of your municipality’s value proposition through job ads, social media (including videos and podcasts), and traditional events such as job fairs. The value proposition needs to be weaved through each stage of the recruitment process.

Because the competition for talent is intense, the recruitment process itself can make a difference. Consider walking through your processes as if you are an external candidate and consider:

  • how attractive are your job profiles?
  • how easy is it to apply to your jobs?
  • how quickly can a candidate connect with your municipality once they are interested in a role?
  • should you consider walk-in interviews?
  • what is your interview process like?
  • how welcoming is your process?

Onboarding process

First impressions can make a difference. Ensuring the workspace and tools staff need on day one are vital as is ensuring new staff feel welcome and connected to their team. Ongoing dialogue, regular surveys and other talent management programs can help integrate new staff to the organization and can help with retention.

The talent acquisition challenges municipalities face are formidable. Fortunately, there are processes that can help your organization compete and win the ‘war for talent”.

Written by: Jane Parr, Director of Human Resources for Simcoe County and Chair of OMHRA’s Education Committee.

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