Significant predictions by leading PEO firms in Canada for staying ahead of the curve

The year 2022 is often tagged as the year of the Greats, be it the Great Resignation or the Great Reshuffle or a Great Slump. But as per the predictions made by the leading PEO firms in Canada, the year is not going to be that great for business. The year will bring lots of problems in talent acquisition for the recruiting firms.

Let's jump and read the predictions for what the executive search management consulting in Canada will see this year:

Supplementing onboarding with reboarding
The idea of reboarding was first developed to help the recent hires who joined an organisation during the pandemic gain a better understanding of doing things. The recent hires have also gone through remote onboarding, and probably this year they are expected to work in the physical environment. This way the new hires will relearn the working culturw which includes adaptability, quickness and correctness, to name a few. Also, the managers who have led the team in stressful times also require some coaching to work more effectively.

Develop green skills
Be it the candidate or the employee; everyone needs a purpose. The companies these days are on the look out for ways of becoming carbon neutral and work sustainably. This is the reason, they carefully analyse the partners, including the top PEO firms in Canada before working with them. This way these companies are able to attract candidates who wish to find a meaning and purpose for their work and lives. The development of green skills will be one of the topmost priorities of these the companies.

Increased internal mobility
The companies have always been worried about how to move the folks around by working on their skills to make them work on bigger projects and take up complex challenges. The executive search firms always face the challenge of matching the skills with the ever rising job opportunities. In order to harness the ability of Gen Z, who love to enjoy a variety of assignments, work on short term pieces, the companies can mobilize and dispatch these employees to sections with more creative problems where they can work more confidently, quickly, and with a proper direction and focus. Thus, the need to hire more people can be resolved to some extent.

Harnessing employee influencers
There are employee influencers who create short videos on real looks and life at a company. Such influencers and vloggers are followed by everyone and candidates listen more to them than any recruitment agency. The companies will give opportunities to employees to act as influencers for the company and advocate.