Solutions to Counter the Labour Shortage in the Eastern Townships

The Annuaire québécois des statistiques du travail (Quebec Labour Statistics Yearbook) published by the Institut de la statistique du Québec provides a complete picture of how Quebec’s labour market has evolved. Among other things, it includes data on employment structure, the characteristics of unemployed people, working hours and worker compensation.

An aging population and its impact on Quebec’s labour market

The Institut de la statistique du Québec groups the working-age population into four cohorts: 15 to 24, 25 to 44, 45 to 54, and 55 and over. The 15 to 24 cohort includes people entering the labour market, while the 55 and over cohort includes those leaving it.

Since 2010, the number of people in the cohort entering the labour market has remained stable or declined, while the number of people in the cohort leaving it has increased by 65,000 per year.

This situation creates a demographic deficit that keeps growing year after year.

Other studies reach the same conclusion

In its report How to Adapt to the Labour Shortage: Hiring Difficulties Are Here to Stay, the Business Development Bank of Canada (BDC) reaches the same conclusion.

“Because of our aging population, the labour shortage will persist.” – Pierre Cléroux, Vice President, Research and Chief Economist at BDC.

The BDC report indicates that in Canada:

• 64% of entrepreneurs say the labour shortage is limiting their growth
• 55% of businesses are having trouble hiring workers
• 26% of businesses are having difficulty retaining their staff

Moreover, hiring difficulties appear to be more pronounced in Quebec.

The consequences of the demographic deficit are being felt in the Eastern Townships

Despite considerable efforts, many businesses in the region are struggling to find staff to fill their open positions.

The problem is acute at Avizo Experts-Conseils, a Quebec consulting firm specializing in engineering, environment and construction, with offices in Montréal, Québec City and Sherbrooke.

The Eastern Townships-based company currently has about fifteen open positions posted on its website. It promotes them on recruitment sites such as Indeed, Isarta and Jobillico and on social media platforms, and despite all these efforts, it continues to have difficulty filling them.

“These are good, very well-paid jobs with more than competitive benefits, for professionals and technicians. It’s unfortunate, because this staff shortage means we can’t sustain our growth and have to turn down mandates,” explains André Duquette, CRHA, Human Resources Manager at Avizo Experts-Conseils.

According to Emmanuel Boileau, partner at GXB Leadership, as quoted in an article in La Presse: “Job postings are pretty much over as a way to attract candidates. You now have to reach out to people, poach them, win them over and keep them once they’re hired. You also have to look more and more to the international market.”

Solutions to counter the staff shortage

The return of job fairs

Current public health guidelines for festival and event organizers allow job fairs and trade shows to resume in person. Participants must maintain physical distancing and wear a face covering, and a vaccine passport may be required. For exhibitors, the rules for designated zones may apply.

Job fairs are an excellent way for candidates to meet several employers and showcase their application in a more personal way. Employers benefit too: it’s an opportunity for them to build up their bank of résumés.

Flexible, tailored working conditions

To attract candidates, but also to retain them once hired, Avizo Experts-Conseils has redoubled its efforts, as its President and CEO, Charles Duguay, points out: “We offer flexible working conditions, a good work-family balance, and a health and wellness program so that our staff feel good at work. We have just enhanced our profit-sharing program and our group RRSP contributions, which were already very popular with our employees.”

Turning to international talent

Hiring qualified staff from abroad and bringing them to Quebec may seem expensive, complicated and, let’s face it, risky. Yet expert resources are available to help employers with international hiring and the regionalization of immigration.

“Sherbrooke Innopole has been informing and supporting industrial and technology companies in the Sherbrooke metropolitan area that wish to recruit internationally for several years. Our support can come before, during and after recruitment missions, including access to financial assistance. It’s a great option for recruiting qualified people whose skills are scarce on the Quebec market. The labour shortage is forcing us to be creative, and this can be positive for companies that plan their workforce needs ahead through international recruitment or immigration regionalization programs. Cultural diversity is a tremendous asset for our businesses.” – Myriam Gagnon-Couture, Talent Attraction Advisor at Sherbrooke Innopole.

Merkur, a company that works on product development and performance optimization for major Quebec manufacturers, has used and continues to use Sherbrooke Innopole’s services to hire and integrate immigrant workers and their families.

Here is what Stéphanie Castang, Director of Human Resources, takes away from her international hiring experience: “Since 2014, Merkur has taken part in international recruitment missions with the support of Sherbrooke Innopole. In a word: SUCCESS. We have hired and supported 31 people and their families, and we are in the process of hiring 4 more. Our retention rate is 70%. The most rewarding aspect is how complementary the training, experience and people are.”

Hiring retirees

The retirement of key employees can disrupt organizations. Yet it is difficult to keep them working because of the current tax system, as Charles Duguay explained in an interview on Martin Pelletier’s show Midi actualité on 107.7 Estrie.

As revealed by a survey of 412 retirees conducted by the Town of Cowansville, many retirees would be interested in staying active in the labour market:

• 38% are interested in returning to work
• 76% would prefer a part-time job
• 27% consider excessive taxation a major obstacle to returning to the labour market
• 21% say the lack of part-time jobs is what keeps them from returning to work

Sharing best practices

Finally, sharing both positive and negative experiences with peers can be an effective way to access good ideas and best practices in staff attraction, recruitment and retention. This is the mission of the Maison régionale de l’industrie (MRI).

René Gendron, Executive Director of the MRI, adds: “The Maison régionale de l’industrie’s Human Resources Network is made up of some forty companies. It allows ongoing sharing on the many issues related to personnel management.”

The MRI promotes the sharing of know-how and has contributed to the growth of Quebec manufacturing companies for 40 years.

Labour shortage solutions implemented by Quebec businesses

Solutions to counter the staff shortage do exist, and the organizations mentioned in this article are proof of that. They:

• Use specialized recruitment firms
• Meet candidates at job fairs
• Offer working conditions better suited to workers’ needs
• Provide better benefits programs
• Hire immigrant workers
• Offer part-time jobs to retirees
• Share their experiences through networking

For more information, contact:
Charles Duguay
Chief Visionary Officer and President and CEO
Avizo Experts-Conseils
[email protected]
1 800 563-2005
819 571-8324