The latest monthly account of staffing activity in this country shows a continued decline.
The Canadian Staffing Index recorded a reading of 108 in November. That this is lower than the 111 reading achieved in November 2014 (even in spite of this November having one more working day in it than last) perpetuates a trend of moderate year-over-year declines in hours billed across this year.
And with this moderately bleak bit of staffing news, we bid farewell to the last 12 months.
It was not a standout year on the employment front, by any stretch. The dollar tanked and, in commodity-producing provinces, resource extraction staffing took an ugly hit.
In October, Stats Can reported that the overall employment number eclipsed 18 million for the first time (though it’s since risen above that record low).
And the drop in oil prices was felt across a whack of different geographies and industries in 2015, and lots of us suffered in lots of ways.
But, well, that was yesterday. Today, the holidays are afoot and goodwill abounds. Best to jam all the dubious reports of the last year into a shoebox and bury it in the softest patch of earth you can find in the yard.
And then to return the shovel to the garage and pour yourself a cup of something seasonal. We here at Keen Consulting have filled our glasses, too, and are raising them in the air in a toast along with you.
Onwards and upwards, then. Cin cin and cheers. Have a great holiday with your besties. And we’ll see you in the blank-slate gloriousness of the new year.
Here’s a prediction for the second half of the month of December: that the world will be papered in predictions.
Done, courtesy (in this instance) of global human resource and organizational advisory firm Korn Ferry. Its Futurestep division, aided by two dozen participating global experts on the stuff have just published their forecasts for the talent acquisition and management scene in 2016.
Here’s what their sooth says:
- Candidates will call the shots: by 2025, the ratio of workers to retirees will be about equal, making the candidate pool small; the call for specialized workers will get louder.
- Investment hiring will edge out competition: companies will hire for personalities and corporate fit first, and train for skills second.
- Smart data will source and develop talent: big-data talent metrics are standard issue HR tools now, with many companies hiring full-time analysts to study competitor talent pools and staffer ROI.
- Streamlined HR technologies will enable centralized global recruitment: previously siloed corporate functions will acknowledge their shared interests and everyone will benefit.
- The “candidate concierge” phenomenon will grow: companies will up the experience for would-be employees in swelling recognition of the value they might deliver.
- Internal talent harvesting will grow: shorter ascents to productivity and lower staffing costs will push hiring from within into the spotlight.
- Graduate recruiting will get fresh focus: companies will increasingly celebrate a whack of upsides associated with onboarding newly minted grads.
- Embracing diversity will prove critical to growth: new data regularly endorse why diversity positively impacts business performance.
Told you so.