workforce development retention and recruitment alberta agriculture and forestry october 29, 2015
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Workforce DevelopmentRetention and Recruitment
Alberta Agriculture and Forestry
October 29, 2015
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Content
• Alberta’s Labour Market• Workforce Retention• Workforce Recruitment• AF’s Workforce Development Initiative• Questions
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Alberta’s Labour Market
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Current Labour Market
• Alberta’s Unemployment Rate is 6.5% (national 7.1%).
• The map shows the unemployment rates as of September 2015, for each Alberta Economic Region– Edm 6.1%– Red Deer 7%– Cgy 6.9%
• Ag employment up 7,200 from September 2014 to 61,800
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Current Labour Market
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Data Source: Statistics Canada, Labour Force Survey 2014
• Sustainable labour force?
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Workforce Retention
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The Cost of Turnover
• Many studies show that the total cost of losing an employee can range from tens of thousands of dollars to 1.5-2X annual salary
• New Hire Costs– Time (staff hours and dollars) spent recruiting and training
new hires
• Termination Costs– Exit interviews, severance, legal costs, time spent on
termination
• Loss of Productivity Costs– Loss of productivity prior to departure of worker, during
vacancy, during orientation & training and during transition
• Exit Costs– Costs of increased errors/defects, lost or dissatisfied clients,
misused materials or equipment, decreased workforce morale, etc…
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Importance of Retention
• Reduce costs associated with turnover– Turnover created more turnover (spiral effect)
• Increased workforce morale• Increased productivity
– Economic value of employee over time
• Enhances recruitment– Effective retention strategies begin during the
recruitment process
• Good turnover? – Actively disengaged employees
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Importance of Retention
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Retention Drivers
• Compensation– Significant but not most important factor (too little or too
much can cause problems)
• Job Fit– Critically important. Are you attracting the right person
for the job?
• Career Opportunities– Younger folks are motivated by growth, career
opportunity, and meaning
• Work Environment– Does the job make use of an employees skills? Are they
appreciated? Do they feel included in the workplace?
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What does a Retention plan look like?• Increased Compensation?
– Not sustainable
• Referral Program– Costs less– Takes less time to recruit– Greater understanding of what job entails– Stays with company longer
• Onboarding Program– More productive worker– More productive faster– Stays with company longer
• Rewards Program– CARES (Compensation, Assistance & Benefits, Recognition, Equal
work/life balance, System of career development11
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Workforce Recruitment
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Strategic RecruitmentOpportunities
• What is strategic recruitment?• How does it fit into your plans?• What is working in your current hiring
process?• What have you done to fill your labour needs?• What can you do differently to attract more
qualified workers?
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Strategic RecruitmentOpportunities
• During the hiring process;
– Do you have to say yes?
• OR
– Can you say no?
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Strategic RecruitmentOpportunities
• Options to recruit strategically– High school career counsellors– Post-secondary– Targeted / strategic messaging– Social media
• Focus on marketing agriculture – https://vimeo.com/46449198
• Diversity of careers available in the sector
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Agriculture Industry Overview
Agriculture
Cropse.g. wheat,
canola, vegetables
Livestocke.g. cows,
pigs, chickens
Cropse.g. bakery, confectiona
ry
Livestocke.g. beef,
hog, chicken
Bio-industrial e.g. hemp
fibre, cosmetics
Primary agriculture or Farming
Agriculture support servicese.g. machinery dealer, agronomist, commodity broker, researcher, veterinarian
Related industriese.g. logistics, transportation, farmer’s markets, retail
Processing
Beverage Processing,Vegetable Processing
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Strategic RecruitmentOpportunities
• Options to recruit strategically– Referral program– Partnerships with immigrant serving societies– Collaborative strategies with other businesses
– Be unique in your advertising– Be strategic in your offerings
• Relocation assistance• Assistance integrating into community• Subsidized housing for the first few months• Waive the waiting period for company benefits• If you do not have company benefits look into getting
these
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Strategic RecruitmentOpportunities
• Options to recruit strategically– We cannot compete with the higher wages in other
sectors– So sell what you can offer
• Full time, year round work• Work outdoors or with animals• Opportunity for paid overtime• Time in lieu for overtime worked, if you can manage this• Opportunity to grow• Training provided
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Strategic RecruitmentOpportunities
• Options to recruit strategically– If you have long term employees, talk to them
• What is it that keeps them with you?• Why do they like the work?• What drew them to the industry?
• Get these great people to be your recruiters– They know what they like about the job and the
company so pay them to bring in someone they will be happy to work with.
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Workforce Development Initiative
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• Grants for primary ag and food processing– Retention (50% up to $25,000)– Productivity Improvement (80% up to $25,000)
• Services– Coaching
• Initiatives– CAHRC, Farm Safety, Green Certificate
• Scott, Al and Gerard– www.agriculture.alberta.ca/workforce
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Questions?
Gerard Bos
780-980-4222
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