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Employee turnover can be costly and disruptive for any organization, especially in Ontario's competitive job market. As decision-makers, it's crucial for employers and hiring managers to recognize the subtle signs that indicate an employee may be preparing to leave the company. By identifying these signs early on, you can proactively address potential turnover and retain valuable talent within your organization. Our latest blog examines the four key indicators that suggest an employee is about to exit and provides actionable strategies for retaining top talent.


Changes in Behavior


One of the first signs an employee may contemplate leaving is a noticeable shift in their behavior. This could manifest as increased absenteeism, decreased productivity, or a lack of enthusiasm for their work. Pay attention to sudden changes in attitude, work habits, or colleague interactions. These changes may indicate underlying dissatisfaction or disengagement that could lead to voluntary departure if left unaddressed.


Proactive Strategy: Schedule a one-on-one meeting with the employee to discuss any concerns or issues they may be experiencing. Approach the conversation with empathy and a genuine desire to understand their perspective. Encourage open communication and actively listen to their feedback to identify potential sources of dissatisfaction. By addressing their concerns proactively, you can demonstrate your commitment to their well-being and potentially mitigate their intention to leave.




Disengagement is a significant red flag that an employee may be mentally checking out of their role and considering other opportunities. Signs of disengagement may include a lack of participation in team meetings, decreased initiative or motivation, and a decline in the quality of work output. Disengaged employees are more likely to seek new opportunities elsewhere, as they may feel undervalued or unfulfilled in their current roles.


Proactive Strategy: Take proactive steps to re-engage disengaged employees by providing opportunities for professional development, recognition, and career advancement. Schedule regular check-ins to discuss their career goals and aspirations and explore ways to align their interests with the organization's objectives. Committing to their growth and development can reignite their passion for their work.


Decreased Loyalty


Employees considering leaving may exhibit decreased loyalty to the organization, such as expressing indifference towards company values or goals or distancing themselves from company culture and initiatives. They may also become more secretive about their long-term plans or exhibit signs of job-hunting behavior, such as updating their resume or LinkedIn profile.


Proactive Strategy: Foster a culture of transparency and open communication within the organization to encourage employees to express their concerns and aspirations openly. Conduct stay interviews to understand what motivates employees to stay and identify any potential retention risks. Offer opportunities for feedback and input on organizational decisions to demonstrate their voices are valued and heard. By addressing any underlying issues eroding loyalty, you can strengthen employee retention and loyalty to the company.


Increased Networking Activity


Pay attention to any signs of increased networking activity or involvement in professional communities outside the organization. Employees actively networking and seeking connections within their industry may be exploring potential job opportunities or gauging their market value.


Proactive Strategy: Engage with employees about their career aspirations and interests and explore opportunities for growth and advancement within the organization. Encourage employees to participate in networking events and industry conferences to expand their professional network and stay informed about industry trends and opportunities. By supporting their professional development and connecting them with relevant resources and opportunities, you can demonstrate your investment in their long-term success and potentially deter them from seeking opportunities elsewhere.


Looking to rehire for this role? Contact our team at itec group.


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In today's competitive job market, the relationship between employers and candidates has never been more crucial. The transparency of an organization during the hiring process not only reflects its culture and values but also significantly impacts its ability to attract and retain top talent. Here's why openness and honesty should be at the heart of your recruitment strategy and how it can transform your candidate relations for the better.


Building Trust from the Beginning


Trust is the cornerstone of any strong relationship, starting with the initial interaction between employers and candidates. By being transparent about job expectations, company culture, and the recruitment process, employers can build a foundation of trust. This means being upfront about the roles, including the challenges and growth opportunities, and avoiding the temptation to oversell positions. When candidates clearly understand what to expect, it fosters a sense of trust and respect, setting the stage for a positive working relationship.


Enhancing the Candidate Experience


The candidate's experience is pivotal in today's job market. A transparent hiring process—where candidates are informed about their application status, receive constructive feedback, and understand the next steps—greatly enhances this experience. It shows that the organization values applicants' time and effort, which can be a deciding factor for top talent considering multiple offers. A positive candidate experience, driven by transparency, not only boosts your employer brand but also increases the likelihood of candidates accepting job offers.


Fostering Long-Term Relationships


Not every candidate will be the right fit for the role they apply for, but their skills and experience may be perfect for future opportunities. You create a positive impression by maintaining transparency, especially when providing feedback on why they weren't selected. This encourages candidates to remain engaged with your brand and consider future openings. Transparent communication can turn even rejected candidates into brand advocates, spreading positive word-of-mouth about their experience.


Creating a Positive Employer Brand


In the digital age, a company's employer brand is more visible than ever. Candidates often research company reviews and ratings on platforms like Glassdoor before applying. Transparent practices during the hiring process contribute to a positive employer brand, attracting more applicants and making it easier to compete for top talents. When candidates share their positive experiences online, it enhances your reputation in the job market, making your company a desirable workplace.


Mitigating Misunderstandings and Disappointments


A lack of transparency can lead to misunderstandings about job roles, expectations, and company culture, which may result in quick turnover and dissatisfaction. By being clear and open from the outset, employers can significantly reduce the likelihood of misunderstandings and ensure that new hires fully understand their role and the company ethos. This alignment of expectations helps mitigate early turnover and fosters a more committed and satisfied workforce.


Still not finding the qualified talent you've been searching for? Contact our team at itec Group!

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As the temperature rises and the days grow longer, the allure of summer vacations becomes increasingly irresistible to your team. However, for managers and HR professionals, this season brings the challenge of balancing paid time off requests with the need for adequate staffing coverage. Ensuring your team remains productive while respecting their well-deserved break is critical. Here are practical strategies to navigate this seasonal shift smoothly.


Advance Planning is Key


Encourage your employees to submit their PTO requests as early as possible. This facilitates better planning and allows for equitable vacation time allocation, especially during popular travel periods. Implement a clear PTO policy that specifies how far in advance requests need to be submitted and the process for approval. Transparency helps manage expectations and reduces the likelihood of conflicts.


Leverage a Centralized Scheduling System


Utilize a digital scheduling system that provides a real-time overview of who is out of the office and when. Tools like Google Calendar or specialized HR software can help you visualize coverage gaps and overlaps quickly. This visibility allows for easier adjustments and ensures you're not understaffed at critical times.


Foster a Culture of Cross-Training


Prepare for the summer months by cross-training your staff in various roles and responsibilities. This approach not only enhances team flexibility but also fosters a sense of camaraderie as employees step in for one another. Knowing that the team can handle multiple functions makes it easier to grant PTO requests without fear of disrupting operations.


Communicate Clearly and Often


Keep the lines of communication open. Regularly update your team on the status of PTO requests and any changes to staffing or schedules. This ongoing dialogue ensures everyone is on the same page and can adjust their plans accordingly. Additionally, remind your team of the importance of respecting their colleagues' time off by preparing adequately for their own absences.


Have a Contingency Plan


Despite the best-laid plans, emergencies and unexpected absences can occur. Develop a contingency plan with a list of part-time or temporary staff who can fill in at short notice. Establishing a relationship with a staffing agency that is familiar with your business can be a lifesaver in these situations.


If you're looking for additional support this summer, give our team a call!

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Much like Collin Robinson from the popular show "What We Do in the Shadows," who thrives by draining the energy of his unsuspecting co-workers through tedious conversation and monotony, every workplace has its version of an energy vampire. These individuals can sap the morale and productivity of a team, leaving a trail of exhaustion in their wake. For hiring managers, recognizing and neutralizing the impact of these energy vampires is crucial to maintaining a positive and productive work environment. This blog explores how to spot these challenges early on and implement effective strategies to foster a vibrant, engaged workplace.


Identifying Energy Vampires


Energy vampires are not always easy to spot; their effects may be subtle and accumulate over time. However, some common characteristics include:

  • Constant Negativity: Frequent complaints about work, colleagues, or the company without constructive feedback or solutions.
  • Drama Creation: An inclination towards creating or exacerbating conflicts, often leading to an atmosphere of tension and unease.
  • Lack of Enthusiasm: A noticeable disinterest in their work or the team's success, which can dampen the group's overall motivation.
  • Poor Collaboration: Difficulty working with others, often due to an inability to listen, empathize, or compromise.

Strategies for Managing Energy Vampires


Once identified, taking proactive steps to manage energy vampires is essential for protecting the team's morale and productivity. Here are some strategies:

  • Open Communication: Engage in a private, honest conversation with the individual. Express your observations and the impact of their behavior on the team. This can sometimes lead to self-awareness and change.
  • Set Clear Expectations: Clearly outline the expected behavioral standards within the workplace. Emphasize the importance of positivity, teamwork, and constructive feedback.
  • Provide Support and Resources: Sometimes, the behavior of energy vampires stems from personal or professional dissatisfaction. Support, such as access to counseling services or career development opportunities, can address underlying issues.
  • Encourage Positive Relationships: Foster an environment that encourages positive interactions among team members. Team-building activities and social events can help cultivate a sense of camaraderie and mutual respect.
  • Monitor and Follow-Up: After addressing the issue, closely monitor the situation and follow up regularly. Recognize and reinforce positive changes in behavior to encourage continued improvement.
  • Decisive Action: If the behavior persists despite interventions, it may be necessary to take more decisive action, including reassignment or, as a last resort, termination, to protect the well-being of the team.


Much like their fictional counterparts, real-life energy vampires can drain the life out of a workplace. Hiring managers can mitigate their impact and preserve the team's engagement by remaining vigilant and employing targeted strategies. Remember, the goal is to stop energy vampires in their tracks and transform the workplace into a space where positivity and productivity can flourish. Through open communication, support, and positive reinforcement, it's possible to turn even the most draining situations into opportunities for growth and improvement.


Can't seem to find the talent you need to get the job done? Let our team at itec group lend a hand!

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Finding the right skilled trade candidates can take a lot of time, and you must be specific about what you're looking for. But you don't have to do it alone. Let's break down the best advice to help you find skilled tradespeople with the knowledge and experience to fit into your workplace environment and industry.


Leverage Industry-Specific Job Boards and Forums


Utilizing job boards and forums catering to the trades can help employers reach a targeted audience of job seekers. Platforms such as Skills Ontario and other trade-specific sites are frequented by professionals looking for job opportunities in their field of expertise. Posting job vacancies on these platforms can help attract candidates with the specific skills and experience employers seek.


Collaborate with Trade Schools and Apprenticeship Programs


Forming partnerships with trade schools and apprenticeship programs can provide direct access to a pool of emerging talent. Employers can participate in job fairs, offer guest lectures, or provide hands-on training opportunities to students and apprentices. These initiatives help students gain real-world experience and allow employers to evaluate potential employees' skills and work ethic firsthand.


Utilize Social Media and Networking Events


Social media platforms, professional networking sites like LinkedIn, and industry events offer valuable opportunities for employers to connect with skilled tradespeople. By actively engaging in these spaces—sharing insights about their projects, company culture, and available job opportunities—employers can raise their visibility among potential candidates. Networking events, whether virtual or in-person, also provide a platform to meet skilled professionals and communicate directly about job openings.


With the help of a Specialized Staffing Agency


Partnering with a staffing agency specializing in skilled trades can significantly streamline the recruitment process. These agencies have extensive networks of pre-vetted candidates and a deep understanding of the industry's requirements. They can quickly match employers with candidates who have the necessary technical skills and fit well with the company's culture and values. This approach can save employers time and resources in the recruitment process while ensuring access to top talent.


Offer Competitive Compensation and Benefits


To attract and retain skilled tradespeople, employers must offer competitive compensation packages that reflect the value of these professionals' skills and experience. This includes not only fair wages but also benefits such as health insurance, retirement plans, and opportunities for professional development. Recognizing and rewarding tradespeople's hard work and expertise can make a significant difference in attracting high-quality candidates.


If you're ready to hire, get in touch with itec group today!

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Building an adaptable workforce may be the top priority for companies in 2024. Industries are shifting and evolving practically daily, and without employees willing to accept change, learn, and grow, organizations may come up short. How does fostering flexibility and resilience among your team members lead to increased innovation, heightened productivity, and a competitive edge in the dynamic landscape of Ontario's advanced engineering and manufacturing sectors? Let's take a closer look.


Responding to Technological Innovations


The pace of technological change in manufacturing and engineering is unprecedented. From advancements in automation and robotics to the integration of artificial intelligence and the Internet of Things (IoT), these innovations demand a workforce that can quickly adapt to new tools and processes. An adaptable workforce is essential for leveraging these technologies to improve productivity, efficiency, and quality. Companies with employees who can learn and master new technologies will stay ahead of the curve, ensuring competitiveness in both local and global markets.


Navigating Market Volatility


Market demands in the manufacturing and engineering sectors are increasingly volatile, influenced by consumer preferences, supply chain disruptions, and international trade policies. An adaptable and flexible workforce allows companies to quickly pivot in response to market changes, whether that means scaling production up or down, shifting product lines, or exploring new markets. This agility is crucial for maintaining stability and seizing opportunities in a fluctuating economic environment.


Enhancing Competitive Advantage


Ontario's manufacturing and engineering sector operates in a highly competitive global landscape. Companies that cultivate a flexible workforce can better differentiate themselves through innovation, customer service, and the ability to bring new products to market faster. Employees encouraged to think creatively and work flexibly contribute to a continuous improvement and innovation culture. This enhances the company's competitive advantage and attracts top talent looking to work in dynamic and forward-thinking environments.


Fostering a Resilient Workforce


The future is uncertain, and the ability to withstand and recover from setbacks is invaluable. An adaptable and flexible workforce is more resilient to disruptions, whether from economic downturns, natural disasters, or other unforeseen challenges. By fostering resilience, companies ensure that their workforce can maintain productivity and focus in the face of adversity, supporting long-term sustainability and growth.


Do you need assistance hiring this year? Let our team at itec group help you find the top talent you're missing!


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The trades industry is very different from other workplace environments. Managing tradespersons in manufacturing is a critical skill worth developing as a hallmark of your career. We want to walk you through the process to understand team dynamics and gain valuable insights into effective leadership strategies. We focus on team-building approaches that can optimize collaboration and productivity within your organization.


Understanding Team Dynamics in Manufacturing


The first step in leading a successful trades team is understanding the unique dynamics. Tradespersons in manufacturing often come from diverse backgrounds and possess various skills. Recognizing and valuing this diversity is vital. It's important to acknowledge individual strengths and how these can be synergized for optimal team performance. Encourage open dialogue and create an environment where every team member feels valued and understood. This approach not only enhances team cohesion but also drives innovation and problem-solving.


Effective Leadership Strategies


Effective leadership in the manufacturing sector goes beyond mere supervision. It involves inspiring your team, setting clear goals, and providing the resources and support needed to achieve these objectives. A leader must be approachable yet assertive, capable of making tough decisions while also being empathetic to the needs of their team. Regular training sessions and workshops can keep your team updated with the latest industry trends, ensuring they remain at the forefront of their trade.


Advanced Communication Techniques


Communication is the backbone of any successful team. In manufacturing, this means establishing clear, concise, and consistent communication channels. Whether it's daily briefings, digital communication platforms, or regular team meetings, ensure that information flows seamlessly in all directions. This transparency helps preemptively address potential issues and keep everyone aligned with the team's objectives.


Building a Collaborative Team Environment


Finally, fostering a collaborative environment is crucial. Team-building activities can significantly enhance mutual trust and respect among team members, on-site or off. Encourage collaboration on projects and problem-solving tasks. This boosts morale and leads to more innovative solutions and a stronger sense of team unity.


Manage the Best Talent


Managing a team of tradespersons in the manufacturing sector can be a rewarding experience, particularly when you have the right strategies in place. If you want to grow your manufacturing business in 2024 and need skilled professionals, itec group is here to help. We specialize in connecting businesses with top-tier manufacturing talent, ensuring your team is equipped to meet the challenges of today's industry. Reach out to us, and let's build a stronger, more productive manufacturing future together.


If you're struggling to find the Ontario-based manufacturing professionals you need to grow your business in 2024, let itec group lend a hand!

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Do you want to elevate your leadership skills? Enhancing your emotional intelligence is integral to becoming the leader your team will respect and appreciate. Here are practical strategies you can use as an Ontario manufacturing and engineering leader, enabling you to build stronger connections with your team, navigate challenging situations, and foster a positive and collaborative work environment.


Self-awareness Development


Understanding your emotions and how they influence your thoughts and behavior is essential to personal growth and self-awareness. You can cultivate self-awareness through regular self-reflection and mindfulness practices, such as meditation or journaling. By dedicating time to introspect, you can become more aware of your emotional triggers and how they affect your decision-making and interactions with others. Recognizing and accepting your strengths and weaknesses is crucial in this process. It's also important to realize how your emotions can impact those around you, both positively and negatively. Developing this level of emotional intelligence allows for better self-regulation, empathy, and more effective communication in personal and professional relationships.


Enhancing Social Skills


A leader must communicate effectively, manage conflicts, and build strong, cohesive relationships with team members. Effective communication goes beyond just conveying messages; it involves active listening, giving full attention to team members' ideas and concerns, and showing empathy and understanding. Clear communication is also vital, eliminating ambiguities and ensuring everyone is on the same page. Engaging in team-building activities can be highly beneficial to strengthen team dynamics. Regularly seeking feedback from your team is another critical aspect of leadership. It demonstrates humility and a willingness to grow and provides insights into the effectiveness of your leadership style and strategies.


Empathy Cultivation


Empathy, defined as the ability to understand and share the feelings of another, is a critical skill in effective leadership. As a leader, possessing empathy means being deeply attuned to your team members' emotions, thoughts, and perspectives. It involves going beyond mere acknowledgment of their feelings; it requires actively listening to their concerns, understanding their challenges, and appreciating their viewpoints. This empathetic approach can be fostered by dedicating time to interact with team members in formal and informal settings. Engaging in open conversations, asking insightful questions, and showing genuine interest in their well-being helps build a solid emotional connection. This insight is invaluable in creating a supportive and inclusive work environment where every team member feels valued and understood. Empathy in leadership also aids in conflict resolution, as understanding differing perspectives is critical to finding amicable solutions.


Self-Regulation Techniques


This process entails mastering the art of controlling or redirecting disruptive emotions and impulses, a crucial aspect of maintaining professionalism and emotional intelligence in the workplace. Developing this skill involves adopting various stress management techniques to help calm the mind and reduce anxiety. Deep breathing exercises, meditation, or regular physical exercise can effectively manage emotional responses and maintain a clear head. These activities help alleviate stress and enhance overall mental well-being, allowing for better decision-making and improved focus. Learning to express emotions appropriately in professional settings is also crucial. It involves communicating feelings in an assertive yet respectful manner, ensuring that they are conveyed effectively without undermining workplace relationships or decorum.


If you need help scaling your team in 2024, turn to the team at itec group!

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In the rapidly evolving job market of 2024, where innovation and adaptability are the keys to success, staying competitive as an employer is more crucial than ever. We aim to be the compass for businesses navigating the dynamic landscape of talent acquisition and retention, offering valuable insights into the latest strategies and trends. As the workforce undergoes transformative changes, we provide a comprehensive guide for employers seeking to attract and retain top talent, ensuring they land the most skilled professionals.


Offering Remote Work


In 2024, offering remote work options can significantly enhance an employer's competitiveness by addressing the evolving expectations of the workforce. As the global landscape emphasizes flexibility and work-life balance, companies embracing remote work attract top talent, irrespective of geographical constraints. Remote work fosters a diverse and inclusive environment, allowing organizations to tap into a broader talent pool. It enhances employee satisfaction and productivity, as individuals appreciate the autonomy and reduced commuting time.


Scheduling a Four-Day Work Week


Employers can gain a competitive edge by adopting a four-day workweek, responding to the shifting dynamics of the modern workplace. This alternative work schedule appeals to employees seeking improved work-life balance and contributes to increased productivity and morale. By condensing work hours into fewer days, employees often experience heightened focus and efficiency, positively impacting overall performance. A four-day workweek can serve as a unique and attractive perk, helping companies attract and retain top talent in a competitive job market.


Providing Unlimited PTO


In 2024, offering unlimited paid time off can be a game-changer for employers looking to enhance employee performance. This progressive approach signals trust and autonomy, empowering employees to manage their workloads and prioritize well-being. With the flexibility to take time off as needed, individuals can recharge, reducing burnout and stress. This, in turn, leads to improved focus, creativity, and overall job satisfaction when employees are at work. An unlimited PTO policy reflects a commitment to a results-oriented culture, emphasizing delivering high-quality work rather than counting hours.


Reimbursing Tuition Costs


Reimbursing tuition costs is a benefit that can significantly enhance employee satisfaction. By investing in the professional development of their workforce, employers demonstrate a commitment to individual growth and skill enhancement. The opportunity to pursue further education without shouldering the financial burden encourages continuous learning and career advancement, aligning personal goals with organizational objectives. As employees receive tangible support for their educational aspirations, morale and job satisfaction rise, contributing to a positive and motivated workplace culture.


If you need help building out your dream team this year, contact our team!


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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.


Our Specializations


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:

  • Application/Sales engineering

  • Chemical and material engineering

  • Electrical engineering

  • Manufacturing and quality engineering

  • Mechanical engineering

  • Environmental health and safety

  • Logistics

  • Skilled Trades & Industrial Management

  • CNC machining and programming


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! 


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Modesty Sabourin
May 19, 2021
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Lance Chartrand
June 19, 2020
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