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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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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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In the fiercely competitive sectors of advanced manufacturing and engineering, attracting and securing top talent is not just a priority—it's a necessity for maintaining a competitive edge. However, the recruitment landscape is fraught with challenges, not least of which is the protracted hiring process that many companies find themselves mired in. Here, we explore the critical importance of reducing the time to hire to maximize your recruitment return on investment and provide actionable insights for making fast and effective hiring decisions.


Understanding the Impact of Time to Hire on Recruitment ROI


Time to hire, the metric that tracks the duration from a candidate's entry into your recruitment funnel to the moment they accept your job offer, is more than just a measure of efficiency. It reflects your company's ability to compete for in-demand talent in the advanced manufacturing and engineering sectors. A prolonged hiring process can significantly dampen your recruitment ROI in several ways:

  • Loss of Top Candidates: High-caliber professionals are often in the sights of multiple employers. A sluggish hiring process increases the likelihood of losing these candidates to faster-moving companies, thus diminishing the quality of your talent pool.
  • Increased Recruitment Costs: Every day a position remains unfilled is a day that costs your company. These costs aren't merely financial; they encompass productivity losses, overtime expenses for other employees covering the role, and potential delays in project timelines.
  • Brand Reputation: In an age where candidate experiences are shared widely across social media and employer review sites, a protracted hiring process can harm your employer brand, making it more challenging to attract talent in the future.

Actionable Insights for Reducing Time to Hire


Enhancing your recruitment process to reduce the time to hire doesn't mean sacrificing thoroughness for speed. Instead, it involves strategic adjustments that streamline your approach without compromising the quality of your hires:

  • Optimize Job Descriptions: Ensure your job postings are clear, concise, and accurately reflect the role and requirements. This clarity helps attract more suitable candidates from the start, reducing time spent filtering unqualified applicants.
  • Leverage Technology: Implement applicant tracking systems (ATS) and recruitment software to automate and manage candidate screening more efficiently. Utilizing AI for initial resume screening can also help narrow the candidate pool based on predefined criteria.
  • Improve Interview Coordination: Coordinate interviews more effectively by using scheduling tools that allow candidates to choose from pre-determined slots. Consider combining initial screening and first-round interviews into a single step to expedite the process.
  • Foster Team Collaboration: Ensure that all stakeholders in the hiring process, from HR to the department heads, are aligned and can make swift decisions. Encourage a collaborative approach to assessing candidates to streamline the decision-making process.
  • Establish a Talent Pool: Build a talent pool by maintaining relationships with past applicants and engaging with potential candidates through networking events, industry forums, and social media. Having a ready pool of qualified candidates can significantly reduce your time to hire when a new position opens.

In the advanced manufacturing and engineering sectors, where the competition for talent is intense, reducing the time to hire is not just a strategic advantage—it's a necessity for maximizing your recruitment ROI. By implementing these actionable insights, businesses can streamline their recruitment processes, making them more agile and better positioned to secure the top talent they need to drive success. Remember, in the race for talent, speed and efficiency in your hiring process can be the difference between leading the pack and lagging behind.


Too busy to spend time hiring? Let our team at itec group help!

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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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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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As the year draws to a close, itec group offers three innovative ideas to inspire your manufacturing and engineering team to a strong finish. These creative strategies can boost morale and drive productivity to ensure a successful end to 2023. Let's take a closer look.


Offer an Incentive-Based Event


Organizing an incentive-based event at the end of the year is a wonderful way to express gratitude toward employees and boost morale. To create a successful event, understand your employees' preferences and interests. Consider options like gift cards, extra paid time off, or special bonuses as incentives. Plan engaging activities or team-building exercises that encourage participation and foster a sense of camaraderie among colleagues. Acknowledge employees' achievements and contributions throughout the year, highlighting their hard work and dedication. Be sure to create a relaxed and festive atmosphere, perhaps hosting the event at a pleasant venue or organizing a themed party.


Give an Extra Holiday Off


Offering additional time off during the holidays can be a powerful way to motivate and inspire employees. Providing this extra break demonstrates that the company values work-life balance and acknowledges the importance of spending quality time with family and friends. It reduces burnout and stress and reenergizes employees, making them more focused and productive when they return to work. The gesture fosters a sense of loyalty and appreciation among the workforce, enhancing their overall job satisfaction and morale. Knowing they have the opportunity to relax and recharge, employees are likely to return to work with a positive attitude, increased motivation, and a greater commitment to achieving their goals.


Thank Your Team


Expressing gratitude and saying thank you to employees is crucial in recognizing their hard work and motivating them to finish the year strong. Genuine appreciation fosters a positive workplace culture, enhancing employee morale and job satisfaction. When employees feel valued and acknowledged for their efforts, they are more likely to be motivated to go above and beyond in their tasks. Recognition reinforces a sense of accomplishment, boosting confidence and self-worth among employees. It also creates a supportive atmosphere, encouraging teamwork and collaboration. Saying thank you validates employees' contributions and instills a sense of pride in their work.


If you need help hiring great talent in Ontario, contact our team!

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Workplace stress is one of the leading causes of health issues like heart disease and stroke. But what are the common concerns and stressors that keep manufacturing and engineering professionals up all night? From workplace safety and job security to career growth, here are some challenges employees face in these industries and a few ways you can support your team. 


Workplace Safety


Ensuring a safe working environment is paramount in the manufacturing and engineering sectors. The fear of accidents and injuries can weigh heavily on employees' minds, causing significant stress. To mitigate these concerns, employers must invest in robust safety protocols, regular training, and state-of-the-art equipment. Regular safety meetings and open communication channels can reassure employees and foster a sense of security.


Job Security


The manufacturing industry faces market fluctuations and economic uncertainties, leading to job insecurity. Engineering professionals often face the pressure of staying relevant in a competitive job market. Companies can offer skill development programs, continuous training, and mentorship opportunities to alleviate this stressor. Transparent communication about the company's stability and plans also helps build employee trust.


Career Growth


Career stagnation is a significant source of stress for professionals. In these industries, where technology evolves rapidly, staying ahead of the curve is essential. Employers can support their teams by offering opportunities for skill enhancement, further education, and career advancement. Recognizing and rewarding employees' achievements fosters a sense of fulfillment, encouraging them to invest in their personal and professional growth.


Work-Life Balance


Long working hours and demanding projects often blur the lines between work and personal life. Finding a balance is challenging but crucial for mental and physical well-being. Encourage employees to take regular breaks, use their vacation days, and unplug from work-related communication after office hours. Implementing flexible work schedules and remote work options can also significantly improve the work-life equilibrium.


Recognition and Appreciation


Feeling unappreciated can lead to dissatisfaction and stress. Employers should acknowledge the hard work and dedication of their employees regularly. Simple gestures like verbal appreciation, employee of the month awards, or small tokens of gratitude can make a significant difference. Recognized employees are motivated employees, contributing positively to the workplace atmosphere.


If you need help hiring in Q4 or early 2024, turn to itec group!

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Modesty Sabourin
May 19, 2021
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