Other organizations are having similar challenges keeping and finding people, but they don't have to follow the same (strict, outdated) rules as the CAF:
Employers look for new ways to recruit as aging workers contribute to ongoing labour shortage
Known for attracting older workers on the retail side, Lee Valley had seen a wave of retirements during COVID-19. But with demand up for its products as people embraced hobbies like gardening and woodworking during the pandemic, president and COO Jason Tasse initially resorted to hiring members of a local lacrosse team he coaches to fill orders.
As restrictions lifted, the company decided on a long-term strategy. They would pay more, offer better benefits, increase flexibility around shifts and invest in training those whose skills were not yet developed in the areas required.
"We abandoned most traditional hiring practices and protocols," said Tasse. In the past, they would tell prospective employees what kind of schedule to expect, along with requiring specific skills and references. Now, Tasse said, "all of that was out the window."
Similar conversations are happening at organizations across Canada, according to Bank of Montreal senior economist Robert Kavcic, with companies in many sectors reworking their hiring practices as they face high post-lockdown demand for services and a tight labour market.
