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.
Earlier this month, the TPD mining team attended PDAC 2025, immersing themselves in countless conversations with HR professionals, industry experts, and innovative mining companies. Engaging in dynamic discussions, they gathered invaluable insights that have now been distilled into these five key workforce trends reshaping mining recruitment and talent strategies globally.
The semiconductor industry is facing a dynamic landscape as new tariffs take effect, with a 25% duty on imports from Canada and Mexico and 10% on imports from China, as officially announced by the White House in February 2025. For HR professionals and recruiters in the semiconductor space, understanding these changes is critical to developing effective talent acquisition and staffing strategies. In this blog post, we break down what these semiconductor tariffs mean for the industry, explore the backstory behind the recent policy decisions, and offer actionable insights for HR teams and recruiting specialists.
In today’s uber-competitive job market, it can be tough to know what potential employers are looking for throughout their respective hiring processes. From technical skills to specific personality traits, check out what some of the biggest companies consider when filling new roles on their team:
Recently, Business in Vancouver published an article expressing concern over the regulation of the Recruitment industry, or lack thereof. Various business owners shared stories detailing their negative experiences with Recruiters, which often highlighted that the candidate they hired through the agency had not been screened properly.
As a company who offers Recruitment services, the article was distressing to read, and while the stories were unfortunate, they open up the conversation as to how the industry can be improved upon.
Oftentimes, a company will have poor experiences with employment agencies and will swear off using them altogether. Not long after attempting to hire on their own, managers come to the realization that sourcing and recruiting top talent is a complex and time consuming process. Once again, they take a chance on another Recruitment agency and the cycle ensues.
Given the fact that managers who are tasked with hiring duties already have a full-time job, it is often unrealistic for them to take on the extensive process of sourcing top quality candidates. Many fail to understand that the process includes screening, scheduling, interviewing, reference checking, background checking, negotiating the offer, and even onboarding the person once they are hired. For the sourcing alone to be done properly, it needs a time commitment of 15 to 30 hours depending on the position.
Unsurprisingly, while many managers tasked with hiring become frustrated from one negative experience with a Recruitment agency, they soon come to understand that hiring for themselves is equally as frustrating and commonly only a temporary solution.
The question remains, what is the solution?
Fortunately, there are several ways to improve your chances of engaging with the right agency and having a positive experience:
Originally posted here by JazzHR.
Balancing between training current employees to fill future positions and investing in staffing processes to land top-tier external candidates is tricky. Even if you’ve already found (and hired) your next top performer; it’s important to know the pros and cons of developing talent within your company.
According to recent research on employee training, the answer is not so cut and dry. Where to focus dollars now to meet future staffing needs depends as much on your organizations’ current makeup as it does on future goals. A 2015 Bersin study determined that while established companies increased their per-person spend on internal training and development by 10 percent in 2014, emerging market leaders primarily focused on maximizing their recruiting processes and talent brands to attract the best and the brightest external hires. In fact, established companies spent 38 percent more on employee training than their up-and-coming peers.
The question for staffing strategists, then, is: Which approach best fits your needs?
A strong and vibrant company culture is integral to the success of any organization. Your HR team plays an influential role in the creation and maintenance of this culture, in addition to fostering employee engagement and happiness, and ensuring the smooth running of day to day operations. And for businesses with a smaller People & Culture team, it can feel like there are simply not enough hours in the workday to achieve all of this!
Fortunately, there are a number of tools and scalable solutions available to optimize your People & Culture efforts. Not only can these methods help streamline your existing processes and procedures, which saves a significant amount of time, they can also help your organization move towards a stronger and more defined company culture. Let’s take a look at ten of the top tools for enhancing your company’s HR efforts:
Did you know that it can cost up to 18 months’ salary to lose and replace a manager, and up to six months’ salary to lose and replace an hourly employee?
