The year 2022 has been full of surprises, which continue to have an impact on the recruitment industry as well as the economy. We brought Recruit Action partners Kristyn Oleskewycz and Domenic Calcara together to discuss the current state of recruitment, the challenges facing candidates and employers, and their hopes for the future of the industry. We invite you to read what Kristyn and Domenic have to say below.

How has the recruitment sector evolved over the past three years?

Kristyn : Last year was a historic year for us. It was our best year yet in terms of permanent placements. Given that we’re currently facing a candidate-dominated market, we’re seeing a massive influx of candidates interested in permanent positions, but far fewer interested in contract positions. Currently, the most difficult positions to fill are those at the lower end of the salary scale. Because, once again, given the state of the market, candidates are more attracted by achieving work-life balance, stability and remote working opportunities.

The recruitment industry has undergone changes on all fronts, leading us to rethink the way we operate an employment agency and how we recruit for our customers. We now recruit outside the major centers (Toronto, Montreal, Halifax) due to the increased opportunities for remote working.

What adjustments has Recruit Action made in response to changes in the recruitment industry?

Kristyn: We’ve focused on what we can control and what we’re good at: placing permanent candidates. We’ve made it a priority to be more competitive and to inform customers about current market conditions, as well as median salaries for different types of positions.

Domenic: We’ve opened our doors to the rural environment and instituted complete flexibility in terms of remote working. We’ve also developed new activities to engage our team and maintain a strong corporate culture. For example, our company Christmas party during the COVID pandemic was held at the Esterel hotel complex. Due to restrictions, we all stayed in separate rooms, ordered our meals via room service and logged on to Zoom for a virtual party. The next day, we all went for a walk outside. Difficult times call for greater creativity and flexibility, but the need to maintain strong human ties should never be overlooked.

Business seems to be returning to normal after nearly three years of challenges, brought on by the pandemic. However, many companies are faced with employees who would like to continue working remotely. Is Recruit Action facing the same challenge? How is your company managing the situation?

Kristyn: We are indeed facing this challenge. Before the pandemic, a hybrid schedule was considered an advantageous option. However, hybrid working hours are no longer considered a professional advantage, since most companies offer them. So we changed our approach, offering shared work days combined with a remote schedule. Most team members are interested in working remotely, but everyone recognizes the value of days spent together. We therefore use these days more effectively, to discuss topics outside the scope of recruitment, and also to brainstorm.

Domenic: We faced the same challenges as many other companies following the pandemic. We have established an employee engagement policy that includes: weekly virtual team meetings, individual virtual connections and monthly face-to-face meetings in different parts of the province.

Demand for temporary positions is returning to normal levels. What is the impact of this change on the recruitment industry? What advice do you have for candidates seeking full-time employment, but who are only offered temporary contracts?

Kristyn: My advice is to make sure that salaries reflect the reality of the current market. Temporary salaries should be higher, than what companies offer for permanent positions, as temporary roles rarely enjoy the same benefits. However, I encourage candidates to apply for temporary contracts, as they can often lead to full-time employability opportunities.

What do you think are the most important things for companies to consider when looking to hire new employees in the current climate?

Kristyn: It’s essential not to delay hiring someone and to make sure the interview process is efficient. If you’re considering a good candidate, it’s crucial to make sure you do what’s necessary to hire them, as quickly as possible. I also recommend not exceeding three interviews, as the candidate is likely to turn to another option if the hiring process drags on.

Domenic: You need to think about the type of candidate you’re looking for, when it comes to remote working. Someone who can work alone at home 100% of the time is different from someone who works 100% of the time in the office. Personalities are different, and companies need to recognize which personality type performs best in different environments. We work at a time when face-to-face social interaction is diminishing, as people no longer travel to the office. I feel that the relaxed get-togethers that often took place after a day’s work helped to strengthen interpersonal bonds and increase our knowledge of the sector. A company needs to redouble its efforts to create social engagement outside work, if most employees work remotely. Life will never be the same, and people’s priorities and desire to connect have evolved. However, the human connection will always be an important element, influencing the way employees work together.

Some 24% of Canadian workers say they are less satisfied with their jobs since the COVID-19 pandemic. What do you think are the most important things candidates should consider when looking for a new job at the end of 2022?

Kristyn: I think candidates have realized the importance of work-life balance. The advantages of working remotely far outweigh the disadvantages. You have more time at home with your family. You also spend less time on the move, and have more time to concentrate on the things that matter to you. Because work, while important, is no substitute for a fulfilled life.

To what extent do you think companies should prioritize remote working? And how should they communicate their expectations in this area?

Kristyn: I think it’s imperative to communicate expectations of workplace flexibility, as many companies now offer this option. I also know that many candidates are willing to take a pay cut, to enjoy greater flexibility, in their work environment.

Please do not hesitate to contact us if you would like to know more about our associates’ views on the future of the recruitment industry.