Mon. Feb 26th, 2024

Recruitment: competitive salaries

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Employees are looking for a work environment stimulating which recognizes them and allows them to contribute to the success of the company.

  • Claude Bernatchez (View profile)Claude Bernatchez

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IN SOLUTIONS MODE – The pressure is on for companies to develop and implement innovative human resources practices if they hope to attract and retain their employees. Salary conditions and working hours are no longer enough.

Today, a worker seeks to meet his needs for recognition and advancement in a professional environment where we share our values.

When he was hired at Jean-Lesage airport, Yann Fournier was a seasonal worker who cleared snow from the runways during the cold season.

In 2018, his employer granted him the 6 months of unpaid leave he requested. He goes to work in a company in L'Ancienne-Lorette. There he developed skills in personnel and contract management. He learns to take charge of the budget and the purchase of fuel.

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The snow removal trucks are at work on one of the landing strips at the Quebec airport.

When I returned in 2019, he explains to us, I applied for a team leader position, I' mentioned my interest in growing.

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Yann Fournier is today deputy head of department for outdoor installations at the Quebec airport.

We will seek balance at work and conditions that are superior to the entire market. We will try to find an environment in which we can achieve and in which the employer will invest in our skills.

A quote from Vincent Laverdière, president and consultant at Axxio, a human resources firm

For Yann Fournier, the bet was important, but it was an important one. proved profitable for both parties, employers and employees. It was a risk for them because I could have just left and never returned. Then it was also a risk on my side, they could have just told me no, so I would have stagnated.

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Yann Fournier became a manager at Jean-Lesage airport in Quebec after having summer snow plow.

His tasks include managing staff access to secure runways and planning construction sites while respecting the very strict regulatory framework of an international airport .

I learned more on the job than at school, he explains. I am surrounded a lot by my fellow managers […] we have internal training sessions […]

The professional path of Yann Fournier, who was able to leave driving snow removal trucks to become a manager, well represents the concerns of his workplace. The airport is an attractive employer and people are proud to work there, believes Sylvie Lavoie, the director of engagement and human resources. The trades are varied: engineers, electrical technicians, communications specialists, etc. After 2 or 3 years of holding the same job, retention efforts become important.

They have personal and professional needs. People want to grow, they want to have goals. She adds: We sent people to do masters […] we have people who returned to school.

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Bravo Charlie is a work recognition program for employees of Jean-Lesage airport.

The Quebec airport has also set up a recognition system on the company portal. No matter who in the organization, you can recognize a work colleague. This is the Bravo Charlie program, named after the airport’s two landing strips. People must be recognized for who they are, for what they do.

Vincent Laverdière is president and consultant at Axxio, a 20-year-old human resources firm. Employees are less loyal and do not hesitate to look elsewhere if they are dissatisfied with their workplace.

We practically lose the job ;our entire team over a period of 2 to 5 years. Companies then take one step forward and two steps back because they lose […] the required skills or knowledge.

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Vincent Laverdière, president and consultant at Axxio

He explains the self-determination theory of human resources which identifies the three basic needs that workers seek to fulfill. First, the need for autonomy which allows the employee to make decisions and influence the course of the mandates entrusted to them. Then, the feeling of competence. Is the challenge well balanced so that I develop without having the impression of stagnating?, and finally the feeling of affiliation. Am I part of a tight-knit team? Do we win as a team?

In Lévis, the technology company Creaform is not immune to the recruitment and retention difficulties experienced by most companies. When visiting its premises and its factory, the conviviality of the large glass space is striking. It serves as a common room and bar where Thursday happy hours are organized. Not far away, in a gymnasium, employees are feeling hot. They end their Monday training session. The initiative comes from a few employees, including the project office manager at Creaform, Vincent Lafond.

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Creaform employees in Lévis have set up a fitness program.

We were inspired by different things, explains Vincent Lafond. Video games, Spartan Races, he continues. We come looking for little ideas everywhere, but it's employees who do that, it's not me.

It is the recipe valued by the company in these industrial activities which leaves room for employees who ask questions and propose solutions.

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Vincent Lafond, project office manager at Creaform

< p class="Text-sc-2357a233-1 imohSo">The companies will build buildings, will often put in a gym, we put fling flang everywhere. But it doesn't matter if you don't have something to fuel it, a little spark.

A quote from Vincent Lafond, project manager at Creaform

Honestly, they often have very good ideas, explains Fanny Truchon, the president of Creaform. Its young employees sometimes engage in self-learning on a subject that is starting to be relevant to the company.

Three days later, they will be the most knowledgeable in the entire factory, they will really be in contribution mode on this subject. She continues: It's our job to give them room to express themselves while still being able to manage.

Today, people want […] to really have an active participation in the challenges we take on and the solutions we find.

A quote from Fanny Truchon, president of Creaform
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Creaform develops and markets metrology instruments.

This is entirely in line with the market trend, according to Vincent Laverdière. The invitation to a company's employees to ask questions and propose solutions is often done in a supervised and structured manner. More and more companies will create research and development days, argues the human resources specialist. One or two free days for staff to explorenew ideas, new software, each in their field [of expertise].

Creaform has launched a recruitment team that stands out from the usual canvassing carried out by its human resources department at job fairs. Vincent Lafond, the project office manager, speaks enthusiastically about this initiative.

It was a colleague in HR who brought the idea of ​​getting more involved at the university and it was employees who took this idea to an astronomical level.

By giving lectures in classes or interacting informally at social events at the university, Creafom employees establish a closer connection close with the students. They freely discuss their profession and the company’s values.

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Fanny Truchon, president Creaform

Vincent Lafond was able to measure the impact of what Creaform calls the Campus Squads. The effects are felt in two ways.

Now everyone we interview [tells us]: " ;Oh yes! I heard about it with the Campus Squad." It really makes a difference. It is also a source of motivation for employees.

It's just a small project, it motivates them a lot, then it's another element when the time comes to decide whether they should continue their career at Creaform. It weighs in the balance.

Companies will have to live with recruitment difficulties for several more years. The demographic curve is unforgiving. If we look at the active population in Quebec, we have fallen below 60%, reminds us human resources specialist Vincent Laverdière. And by 2050, we will be more around 50%.

The president of Axxio insists on the importance of recruiting in unexplored territory. It targets older workers, people with a particular profile – for example with an autism disorder who, well supervised, have a lot to contribute – and foreign workers.

Our human resources are becoming more and more international […] we are ambassadors with the City of Quebec on living together training […] we have to know them, be able to retain them, make a place for them.< /p>A quote from Sylvie Lavoie, director of engagement and human resources at the Quebec airport

And automation must accelerate. Manual timesheets on Excel are less and less possible, recalls Vincent Laverdière. Let's work with […] software that can automate these non-value-added tasks.

Without forgetting, adds Fanny Truchon, artificial intelligence which brings its share of opportunities and risks. Artificial intelligence brings a host of new possibilities and it's such a big change. […] Companies must take the time to make it their own.

  • Claude Bernatchez (View profile)Claude BernatchezFollow

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