Your heavy equipment mechanic position: 4 months vacant. Your lead electrician: just gave two weeks’ notice. Summer production targets: non-negotiable. This scenario is playing out across remote mining sites throughout … Read More
In today’s competitive manufacturing landscape, employee well-being is no longer a “nice to have”—it’s a business imperative. From reducing turnover to boosting productivity and retention, well-being programs are essential for … Read More
Summer brings sunshine, longer days, and a spike in employee absences. For manufacturers, this can disrupt production schedules, stretch frontline teams thin, and create safety and quality risks. Unplanned absenteeism … Read More
The mining sector is facing a critical talent crunch. With an aging workforce (the average age of mining workers in North America now exceeds 45, according to the Mining Industry … Read More
In today’s competitive hiring landscape, choosing the right recruiting agency is about more than just outsourcing — it’s about forming a strategic partnership that fuels your business growth. With the right recruitment partner, your hiring process can become more efficient, cost-effective, and successful. Here are the key green flags to look for when choosing a recruiting agency in 2025.
In today’s dynamic business landscape, the most successful organizations recognize that their greatest asset is their people—not just for their technical capabilities, but for the unique perspectives and experiences they bring to the table. Moving beyond traditional hiring models that focus on narrow definitions of “quality” or “fit,” forward-thinking employers are discovering the competitive advantage of building truly inclusive environments where diverse talent can thrive. Here’s how your organization can embrace this approach and reap the benefits.
When you picture a Silicon Valley start-up, you may think of an open office layout, foosball tables, perhaps a couch and a big screen TV in the lunch room, and an atmosphere comparable to that of a fraternity. The goal, of course, is to attract and retain top young talent by having a fun work environment. While this kind of atmosphere certainly can go a long way, it’s also completely unrealistic for some workplaces.
To operate efficiently, most businesses follow workplace rules, policies, and standards. In small businesses, the enforcement of rules is often done on a casual basis by dropping a few well-placed hints in an employee’s direction. However, there are situations when even open and frequent communication doesn’t always work. That being said, a progressive discipline system can be a solution to this. Employees need to know the consequences of unacceptable behaviour or poor performance in advance, so don’t wait until a crisis arises to set up your disciplinary program.
Every manager wants to have a positive outlook and build an effective team. In fact, research shows that a more positive workplace focused on supporting and inspiring staff produces more effective organizations. However, despite your positive influence, there may be one or more employees who develop concerning or problematic behavior. What can you do as a manager to effectively challenge and improve this behavior? […]
What do Uber, Lyft, FedEx, Amazon, Lowes, and Google all have in common? They’ve all been sued for millions of dollars for misclassifying temporary workers.
We’re now living in a gig economy, with over 34 percent of the U.S. workforce classifying themselves as temporary, freelance, or independent contractors. That number is only trending up, with 70 percent of millennials either currently freelancing, or planning to in the future. How did we get here? An unscientific guess would be that a generation grew up watching Office Space, and decided that making TPS reports in a cubicle sounded like the opposite of happiness. But regardless of why a generation of workers no longer identify with the feeling of company loyalty, employers have to figure out how to engage with this freelance workforce without facing a lawsuit (or worse).
