Monday, December 18, 2023
Ontario's manufacturing sector is thriving, but critical positions often remain unfilled due to talent shortages. How do companies find the employees they need in a competitive market? If you're looking for practical strategies for employers to attract and retain top talent, you've come to the right place. By implementing these ideas, you can ensure a steady workforce for continued success.
Working with itec Group
We aim to help you build and manage an agile workforce that fills specialized talent gaps within your organization. Our retention-focused hiring approach allows us to target candidates with cross-functional skills who will excel from the start and can learn, develop, and evolve for your future business demands.
Ontario-Based Employment Experts
We are part of the Ontario community and understand the needs of local companies and candidates. Connecting individuals to organizations in the area is a critical aspect of our business. By living our values, we can connect people who share also your values in the right roles at the right times.
Working with Ontario-based recruiters specializing in manufacturing provides a strategic advantage by leveraging their deep understanding of the local industry landscape, ensuring tailored recruitment solutions that align with the region's specific needs and regulations. This expertise and our established network within the Ontario manufacturing sector enhance the likelihood of connecting employers with highly skilled candidates, fostering efficient and successful workforce placements.
The team at itec Group specializes in advanced manufacturing and engineering for companies across Ontario. We can place contract or permanent resources to fulfill your workforce needs. Positions we staff for include:
Connect with Us
The manufacturing industry continues to evolve in advancing, innovating, and pioneering next-generation manufacturing capabilities. Your business thrives on the ability to stay ahead of modernization; our recruitment experience and market intelligence will ensure you have the workforce to do so. Contact us to build your workforce.
For help hiring talented manufacturing professionals in Ontario, give our team a call!
Wednesday, May 19, 2021
Simply put, a contingent workforce plan is an organized management of temporary resources. At its core, it offers both cost savings and flexibility. When managed properly, a solid contingent workforce plan can take your business to the next level and even afford benefits to your employees.
Benefits of hiring contractors - They are there when you need them most:
Utilizing contractors can help prepare your organization for known or forecasted increases and even unexpected opportunities; or shortages of workers. This gives you more flexibility and subsequently helps you avoid losing dedicated employees.
Contractors help in times of increased projects, summer and winter holidays, and unforeseen circumstances that could, without their presence, burden your employees and result in loss of productivity and overall morale issues.
Contractors are professionals, they come in for a specific job and their expectations are only to do the job they’re hired for. They hit the ground running and often require minimal supervision or guidance.
Addressing the all too common skills gap:
Contractors can offer specialized skills for a specific project minus the long term commitment. Not to mention, the skills they bring come with an ability to be quick and agile, to adapt to your environment and contribute to a rise in productivity and a healthy bottom line. In addition, contractors by nature have experienced a multitude of companies; some well run, others not so much. As a result they can bring a whole new outlook and mindset to a project and an organization. From this new insight, innovation and inspiration can often emerge.
Let’s talk about cost savings:
Depending on the status of the contractor you can realize significant savings. Sure independent contractors are typically paid higher but not in comparison to the obligatory costs associated with employees. When you bring in an independent contractor you have an hourly fee (and maybe additional work related expenses ie.travel), but with an employee, in addition to salary you have costs related to training and development, paid breaks/lunches, sick days, benefits and severance. Of course some of these costs would be allocated for temporary contractors as per employment standards however, you would still benefit by having skilled resources on a temporary basis to assist in short term needs, and often at a lesser cost.
Considering the risks:
I’d be remiss if I didn’t share the inherent risks in some Contingent Workforce Plans. If you do not utilize a reputable third party agency/managed services provider like itec group you run the risk of compliance issues with payroll and taxes leaving you vulnerable to paying back pay, civil litigation costs; settlement costs and legal/tax penalties and fines if your contractor is deemed an employee under the law in your province.
In short, you can realize your growth strategies for your organization through a well-managed contingent workforce plan that mitigates the risks of pseudo-employment, reduces liabilities, maximizes productivity and provides an optimized and compliant workforce.
For more information on how your organization can engage temporary workers with minimal risk, please connect with us for a consultative assessment of your needs.
May 19, 2021
June 19, 2020