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It's no secret that there's a war on talent. The Great Resignation led to an employee-driven job market, so the competition between employers is high. While there are talented job seekers out there, reaching them before other companies will be critical. Finding qualified candidates can be challenging, and bringing them through the hiring process can be even more difficult. Let's share the pros and cons of decreasing your hiring requirements to increase your time to hire.


Make the Application Process Simple


Companies often think that making applicants jump through more hoops weeds out the less qualified candidates. However, the opposite is true. When you complicate your application, the top candidates will abandon the process. Ensure that your online application is simple for submitting resumes and essential information.


Determine Hiring Procedures to Eliminate


There may be other ways to cut out extensive steps for the hiring process. Some companies are concerned about eliminating measures such as drug screens or background checks. However, only using these screening tools for jobs that require them can help you cut back on the extensive process for other employees.


Reduce the Number of Interviews


It doesn't take long for candidates to get frustrated with interview after interview. It might start with a phone screen. Then they might meet with a recruiter or HR representative. Then they'll meet with the manager or supervisory. Then they might meet with the team, C-level executives, or a panel interview. Once someone has five interviews, they've started to lose interest. Reduce the number of interviews to keep qualified candidates engaged.


Ease Your Hiring Requirements


Another trend today in light of The Great Resignation is to reconsider some more strict hiring requirements. In a world where transferable skills are as valuable as experience, reducing dependence on college education, years of exact experience, and more can help you find great candidates with all the right potential.


Ready to hire? Get in touch with itec group today!


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It's been a phenomenon for years. Once the summer comes, everyone imagines themselves anywhere but the office. The summertime blues can hit hard, but there is a simple remedy. We've learned over the last year that a lack of freedom over our time was one of the biggest drivers of The Great Resignation. Providing additional flexibility can keep your team engaged and excited, even in the summer heat. Here are some things to consider.


4 Day Work Weeks


A huge trend right now is to embrace the four-day workweek. This is a no-strings-attached four-day work week with every Friday off and no additional hours. This is perfect for environments where hours are less important than results. Consider giving your team a four-day workweek this summer as a pilot program to see how it works.


10 Hour Days


For hourly workers or in environments where the hours are essential, consider implementing 10-hour days with one day off each week. You can stagger the days off to ensure that you always have office coverage, but each employee can work extra hours and use that remaining time as a day off during the week.


Earlier Shifts


When considering commute, rush hour can negatively affect the attitude of your team once they arrive to work. If they are stressed by the time they get there, it's hard to shake that feeling throughout the day. Allowing them to work earlier shifts to avoid significant rush hour traffic can help alleviate stress.


Remote Work


Work from home became popular throughout the pandemic. Many companies were forced to allow remote arrangements to keep employees safe as COVID-19 impacted the world around us. Some organizations continue to embrace work-from-home as it's been shown to be just as productive and effective as having employees in the office.


Half Days


Another option to consider is to allow half-days for Fridays. If your team needs to be in the office throughout the week, giving everyone a half-day on Friday can keep them excited and engaged throughout the week. They can then use that time for themselves or schedule essential activities that would otherwise require PTO.


Searching for top talent? Get in touch with itec group today!



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May is Mental Health Awareness month. It's more important than ever to check on your employees and determine the best ways to support them. Burnout rates are higher than ever, and it's easy to fall into a rut. It's crucial that you understand what you can do as an employer to provide options and solutions to your team. Let's take a closer look.


The Rise of Employee Burnout


The pandemic didn't specifically cause employee burnout, but it did exacerbate it. Employees have felt the push of work/life balance and integration for a long time, but few companies have focused on real employee-based solutions. We're seeing this become a significant issue for many professionals.


The Great Resignation


The rise of burnout led directly to what's known as The Great Resignation. In the latter half of 2021, over 4 million employees quit each month. Middle career, management, and technology professionals led the way, with more women than men quitting. Healthcare and service industry workers have also been affected.


Access to Mental Health Counseling


To help employees avoid burnout and have a healthier experience at work, employers need to readjust how they provide resources to employees. One significant benefit that companies can easily offer is access to mental health counseling. This can be through health insurance or by providing subscriptions to online counseling portals.


Mental Health Days


Taking time off to recharge is also critical for improved mental health. Rather than rationing paid time off or creating arbitrary categories, allow your employees to take time off for any reason without any justification.


Flexible Work Options


Work-from-home has become the new normal over the last several years. While many companies worried it would affect productivity, we're finding that it's been an enormous benefit for many professionals. Offering remote work, hybrid schedules or flexible hours can all help someone better manage their days.


One on One Feedback


It's also vital that your management team maintains good communication with every employee. Regular check-ins help with determining the status of work-related projects. It can also allow managers to assess how their employees feel and what kind of additional support they might need.


If you need to hire or expand your team, get in touch with itec group!

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Working from home became a cornerstone of the New Normal over the last two years. While many people enjoy WFH, it can still take a toll on your work/life balance. If you're worried about your ability to set boundaries and separate work from home life, here are some strategies to help you work toward a healthier balance. 


Take Lunches and PTO


It can be far too easy, when working from home, to eat lunch at your desk and not take breaks. You're at home anyway, so it feels natural to work that way. Many work-from-home employees will also not take PTO days when they would have in the office, such as feeling unwell or needing to attend an appointment. But not taking lunch or necessary time off creates an unnecessary tether to the job that can lead to future unhealthy behaviors. 


Create a Close Out Routine


What's one more email at seven o'clock at night if you're working from home anyway, right? If you don't establish a proper end-of-day, you may find yourself working into the night without any clear division between work time and family time. Create a daily close-out routine to finalize any communication, plan for the next day, and turn off the computer. 


Establish Healthy Boundaries


Healthy boundaries when working from home need to happen with your employer and your family. For example, when you're on a conference call or zoom, the other people in your home need to know not to bother you. On the other hand, your manager and coworkers need to be aware that you're done working at five or six every day, and anything after that time will be handled the following morning. 


Set up a Dedicated Space


At the beginning of the pandemic, many people were displaced into remote working situations. They grabbed any spare square foot of space to set up shop in the house. But now that we've had time to settle into new routines, creating a dedicated workspace will be necessary for productivity. Your specific home may have its limitations, but do your best to find a quiet place, ideally with a door, where you can set up a desk. 


If you think a new job altogether may be more of what you need, start your search with itecGet in touch with our team to learn more. 


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Not all candidates are created equally. When hiring, you need to do your best to find the right mix of skills, aptitude, and fit. If you're trying to find the next all-star for your team, you'll want to watch for some of the most common red flags that can indicate a bad hire. What are the things you need to watch out for before making a hiring decision? 


Negative Talk About a Former Employer 


Asking questions about why someone left their previous position is common and essential, but the answer is just as critical. If a candidate uses this as an opportunity to complain or speak negatively about their former company, manager, or coworkers, it's a red flag. Not self-editing means they are highly likely to treat you and your company the same way in the future. 


Overall Bad Attitude


Anyone can have a bad day, but knowing when to stay positive is essential for any professional. Having a bad attitude in the interview is not only a red flag; it's potentially toxic. When someone can't understand that positivity will go a long way, they are incapable of understanding professional norms or boundaries. 


Arriving Late to the Interview


With a few exceptions, anyone who arrives late to an interview is waving a big red flag. You would have no reason to believe the behavior is isolated. However, there may be circumstances where this is forgivable, but it would need to be couched with the idea that there will be consequences if it continues. 


Being Unprepared


The general advice for job seekers is to be as prepared as possible before an interview. That means knowing what the company does, being ready to answer common questions, and asking a few questions of their own. If someone arrives at an interview and is uncertain what the company does, why they are a fit for the job, or without questions that can help them gain insight, they may carry that unpreparedness into the position. 


Acting Entirely Too Casual


Another typical red flag is to act far too familiar in an interview. When candidates treat the meeting like a casual get-together with friends, that could be a big challenge. Sure, you want a candidate to be comfortable, but there is a fine line between comfort and overly casual. This applies to their dress, demeanor, and attitude toward the people interviewing them. 


If you're ready to hire, let itec group help you find your next all-star! 


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Remote hiring goes hand in hand with our new world of work-from-home. Hiring any remote employee can be difficult, but hiring a remote employee in a technical role can come with challenges. If you need to hire a tech candidate, here are some tips for finding remote tech talent you can trust. 



Be 100% Prepared for Remote Work


Nothing is more frustrating for a new employee than feeling like their company is unprepared. When you hire a new remote technical employee, be ready to provide them with all the tools and technologies they need. This may include a computer, VPN, software logins and access to remote devices, and ways to make your remote employees feel like part of the team. 


Consider Previous Remote Experience


When hiring for remote technical positions, consider their experience working from home. This has been much more common in the last two years, but having someone who can prioritize their time when working from home will be a great addition to your team. They already understand how to set boundaries, work efficiently and effectively, and communicate with a remote team. 


Conduct In-Person Interviews If Possible


During the pandemic, remote interviews were just as common as work-from-home arrangements. But today, as things begin to open up a little more, the ability to conduct in-person interviews is back on the table. If geography and time allow, still meet with your candidates in person. This gives you the ability to gauge all aspects as you decide. 


Give Assessment Tests


To ensure new technical employees have the skills necessary for success in your company, use assessment tests. Many options are available across multiple industries that can give you a good sense of individual skill levels and aptitude. Assessment tests have always been a critical hiring tool but can give you more peace of mind, specifically in remote work arrangements. 


Need to add more talent to your team this year? Get in touch with the itec team!



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We are living in the age of The Great Resignation. Engineering talent all across Canada are considering alternatives to their current career paths. When you can't afford to lose your engineering experts, engagement is paramount. Engaged talent equals retained talent. Here are six tips for keeping your engineers engaged.


Develop Mentorships


Not only can a mentorship provide valuable insight for new employees, but it can also keep your current staff engaged. Allowing someone to share their knowledge, experience, skills, and insight will help them see where they fit in with the big picture of your company.


Provide Advancement Opportunities


Incoming employees don't want to feel like their new role will be the end of the road in their careers. They know that advancement won't happen overnight, but they want to see a clear path to a future with your organization. Show them how this is handled in your company.


Offer Additional Training


In the same vein, continue to invest in additional training for team members. This isn't just valuable for them; you will be able to take advantage of their new skills along the way. It's a great way to introduce new ideas and technology into your workplace culture.


Focus on Work/Life Balance


If the pandemic taught us one thing, our lives outside of work are critical to our professional success. Offering flexible, remote, or hybrid job opportunities will help your employees find better work/life balance. If you're not offering these perks, someone else will.


Communicate Your Corporate Culture


Your company culture and employer brand are essential for demonstrating your value to current and potential employees. They want to see how the company they work for participates in the community and treats their staff.


Value Your Employees


At the end of the day, if you're not valuing your employees' skills and experience, they will gladly find a new position with a company that does. Reevaluating your salary packages, benefits, and additional perks will help you stay competitive in this challenging employment market.


Are you struggling to bulk up your team? Get in touch with itec group!


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Many businesses today have a wide range of employees from multiple backgrounds. Everyone brings different experiences to the table. When onboarding new employees, it can be helpful to pair them with seasoned professionals who can show them the ropes, share the company culture, and guide them professionally. Mentorship programs positively affect your business and your employee experience. Here are five steps for creating an effective mentorship program in your workplace.


Empower Employees


The key to an excellent mentorship program is to empower your experienced employees to take the lead. When you have buy-in from your current team and they're excited to work with incoming employees, you'll find that the program runs smoothly and creates circumstances of success for everyone involved.


Set SMART Goals


Mentorship programs shouldn't be free-form without any goals for each team member. The best way to ensure success is to use the SMART goal system:


  • Specific
  • Measurable
  • Achievable
  • Relevant
  • Time-Bound


Know that each specific instance might be customizable, but your mentor and their mentee should know what they want to accomplish and work toward that goal.


Know Your Why


Understanding the reasons why are just as important ask knowing the how. So why do you want to create a mentorship program between experienced employees and new team members? Is it to impart information about the company culture? Teach incoming employees the skills they need to succeed? Cross-train the team? Allow for mentors to learn new things from the latest employees?


Create a Mentor Training Program


While some of your employees may take to their mentorship roles quickly, no one is born understanding how to be a good mentor. Provide a training program so your participating mentors understand the expectations and productively guide new employees and succeed.



Need to hire in 2022? Get in touch with itec group today!

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Hiring is a critical aspect of business, and every company has different needs. Why you hire, who you hire, and how you hire will all reflect the work you need to complete and the time it needs to be finished. In this article, we're breaking down the pros and cons of direct and contract hiring. Let's take a closer look:


The Pros and Cons of Direct Hires


Attract Passive Candidates


Passive candidates are those not currently looking for a new position. But they might consider something new if the offer was right. But neither a contract position nor a contract-to-hire opportunity will be what they need to take that leap. If you're thinking about hiring a passive candidate, direct hire is the best way to go.


No "Get to Know You" Period


But when you hire directly, you don't get an opportunity to get to know one another without a significant commitment. Once they are on board, the process of decoupling if things aren't working will be drawn out. In this sense, direct hire isn't always the best way to start a working relationship.


Direct Employment Responsibility from the Start


A direct hire is your employee from the first day on. This is great in many ways, but it also means that you have the burden and responsibility of employment from day one. You'll need to handle all onboarding, payroll, taxes, and paperwork to ensure that your new employee is compliant and ready to go.


The Pros and Cons of Contract Employees


Can Improve Recruitment ROI


Hiring a contract or contract-to-hire employee can improve your ROI. However, hiring can be an expensive process, and every piece from advertising to onboarding can cost your company money. But pooling your hiring money with a recruitment firm means you'll get better quality candidates and can make an informed hiring decision.


Flexible Hiring Options


Contract hiring also gives you more options. You can hire qualified professionals just for the duration of your project. They know that their recruiter will help them find a new position once the assignment is over. You can feel confident knowing that you'll get precisely the talent you need for exactly as long as you need them.


Contract to Hire 


The other benefit of working with a recruitment firm on contract positions is pursuing contract to hire. That means the individual will work with your company for a pre-determined time, resulting in a hiring agreement if the experience is positive for both the employer and employee. It helps you to get to know one another and determine if the working relationship is a good long-term fit.


Whatever support you need in 2022, itec group is here to help you build your dream team.


Get in touch with our team today! 


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The last few years have not been easy on anyone. With the COVID-19 pandemic still running rampant worldwide, your team may be feeling more stressed and anxious than usual. While anxiety is common and even expected in some cases, stress levels are directly rising due to the challenging circumstances we have in our lives right now. Leadership is about helping your employees achieve at the highest levels. Here are some tips to help you lead your team through a crisis.


Show Support


As management, the most important thing you can do is demonstrate that you support your employees during this crisis. This means reaching out directly to check on them. You don't have to know exactly what to say, but they need to know that you're there for them. Let them know they can come to you if they have questions or concerns. And provide them with outside resources they can turn to when they need other kinds of support.


Reinforce Shared Values


When we're dealing with collective trauma, one of the best things people can feel is a sense of belonging. You can reinforce that by emphasizing your company's shared values. This is also an opportunity to call out toxic behaviors that won't be tolerated, so everyone knows they're safe and supported.


Personalize Communications


For many people, remote work removed the human element to communications, and we're increasingly relying on text or chats. But it can sometimes be hard to detect tone or understand subtext. Make sure that you're still making an effort to talk one-on-one with your team to understand their communication style.


Practice Self-Care 


The phrase "lead by example" is essential, especially in times of crisis. Right now, that means paying particular attention to your own needs to safety and wellness. When you practice self-care and demonstrate to your team that balance is essential, you'll give them the extra push to make an effort to focus on their wellbeing.


Appraise the Situation


As with any crisis, you'll want to assess the situation continually. When are things critical in need of immediate triage versus when they need to be shifted to maintenance mode? The problem with the current crisis is that we move back and forth regularly, and it's hard to maintain a sense of normalcy. Take time to reassess to know how to respond.


Need to hire this year?


Get in touch with itec group today!

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June 27, 2022
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