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Recently, Canada’s labour market gave job seekers something to smile about. According to the latest Statistics Canada report, the country added more jobs than expected in June, and unemployment ticked down slightly – a welcome shift after months of softness. But even as more people are landing jobs, the hiring process behind those numbers is becoming increasingly difficult and drawn out.
A new survey from staffing firm Robert Half shows 94 per cent of Canadian hiring managers say recruiting takes longer today than it did just two years ago and they’re feeling the strain.
“Many organizations are hesitant to make hiring decisions quickly due to economic uncertainty,” says Koula Vasilopoulos, senior managing director at Robert Half. “They’re prolonging the process to reduce perceived risk.”
That caution is showing up in three key areas: reviewing applications, reference checks and interview scheduling; with more stakeholders now involved in every step. Ms. Vasilopoulos adds that the sheer volume of candidates applying for roles is also bogging down the process.
“Organizations are faced with high volumes and they still have to identify skilled talent for critical roles. That takes time,” she says.
Still, time isn’t solving everything. The Robert Half research found 88 per cent of hiring managers say it remains difficult to find the right people and, when they do make a hire, it doesn’t always work out. Nearly one in four managers admitted to making a bad hire in the past two years.
The consequences are more than awkward. On average, it takes four weeks to realize the mistake, leading to more than 15 hours per week of lost productivity across teams. More than half (56 per cent) of those surveyed say the bad hire triggered additional turnover.
When asked what caused the hiring misfires, two issues topped the list: neglecting to assess soft skills and cultural fit (50 per cent) and not adequately evaluating technical skills (49 per cent). Communication gaps played a role too, with a third of managers saying they weren’t clear enough in job descriptions and role expectations.
Ms. Vasilopoulos says soft skills and culture matter more than ever.
“It’s no longer strictly about the role or compensation,” she says. “Candidates want to make sure the environment is going to be the right fit for them and employers need to ensure the same.”
So how can companies course-correct?
Ms. Vasilopoulos suggests being crystal clear throughout the hiring journey.
“Communicate timelines. Be upfront about the role and make sure your process includes ways to assess both technical ability and fit,” she says. “Whether that’s panel interviews or involving more team members – those steps matter.”
She says companies also need to ensure that delays or miscommunication don’t tarnish their reputation.
“Elongating the process too much without clear communication can actually damage your employer brand,” she says. “Candidates might be entertaining multiple opportunities. They won’t wait forever.”
Despite the complexity, she sees reason for optimism.
“There are still many critical roles open and companies do want to hire,” she says. “It’s about making sure both sides are clear on what they need to build something successful together.”
Fast fact
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