The Ontario Broker - Volume 22, Issue 3 - 22

COVER STORY
since those job seekers are looking online often because they
lack a personal connection, regardless of their skills. It's more
time-consuming than hiring from referrals and it may not be
revolutionary but sifting through stacks of applicants from online
job ads is a straightforward way to find talent that's otherwise
gone unnoticed.
" Fund, sponsor, and support associations that specifically focus
on underrepresented groups within your industry-whether that
be women, gender and sexually diverse individuals, indigenous
and racialized professionals-these associations are filled with
fabulous talent that might have been overlooked by others. "
Co-op programs are an excellent source of young talent and it
provides employers a try-before-you-buy opportunity. Similarly
targeted, rapid training programs can serve as fertile ground for
recruitment.
WHAT TO LOOK FOR
Employers need to reconsider what kind of skills and
backgrounds they're looking for. Go beyond the old model of
does this person check these boxes for education and experience
and evaluates the traits of applicants. Rather than hiring for
today's opening, hiring the right person might mean preventing
tomorrow's opening.
" Especially for early career positions, the ability to learn and
learn quickly is underrated. Even those who seemingly don't have
every single technical skill that an employer is looking for will
close that skill gap quickly once on the job, as long as they are
able to learn. "
Employers should be looking for
a growth mindset-is this person
adaptable? Do they have a proven track
record of self-teaching new skills and
tools? In addition to being able to move
alongside a company as it pivots, these
qualities demonstrate intelligence and
initiative. The increasingly technological
job market has also increased the value
of digital literacy and related skills.
" In terms of technical skills, an
increasingly important skill to look for
is the ability to understand and make
sense of data. Such skill isn't simply about
numeracy, but the ability to make sense
of how data was generated, and how that
data can (or can't) be used. "
WHAT TO OFFER
The tight labour market makes it easier
for workers to peek over the fence to see
if the grass is greener. Whether attracting
new employees or keeping the ones
they already have, employers should
also reconsider what they are offering to
them.
" Young people especially have felt the
destabilizing impact of the pandemic,
and many want a form of stability, but also a sense of flexibility
within that. For example, being able to work in a hybrid work
environment will be important. In addition to more traditional
factors that attract someone to a job, another important factor
for many young people, is the commitment a company has for
equity, diversity, and inclusion principles not just in hiring but in
all business decisions. "
" It's important to provide clear and consistent growth
opportunities within the company, as well as fostering a sense of
ownership where they can impact business decisions. However,
one must not lose sight that pay, and the ability of a business
to offer a competitive salary is still amongst the most important
factor. "
Hiring for a growth mindset means that employers will in
turn have to offer opportunities for growth. Retraining current
employees is often cheaper and easier than hiring and it can be
used as a reward for performance.
" For skills that can only be developed externally, it's important
to set a specific development budget that an employee can
access to cover training costs. For skills that can be developed
internally, mentorship or job shadow still work incredibly well.
The in-office days (of a hybrid work week) also provide important
passive learning for junior talent as they observe more senior
talent do their job. "
Mentorship is one of the only ways long-held institutional
knowledge gets passed from one generation to another. In
addition to skills, this can include knowledge of the business'
culture, which can be equally important to protect.
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THE ONTARIO BROKER
The Ontario Broker - Volume 22, Issue 3

Table of Contents for the Digital Edition of The Ontario Broker - Volume 22, Issue 3
