Losing Workers to Alberta’s Oil Patch? Eight Obvious, Possibly-Wacky and Workable Retention Strategies.
When managers, engineers and skilled professionals can make double their salaries in Alberta’s oil patch or small towns in Saskatchewan —
for example, recent Payscale data reports that a Senior Estimator can make 55% more working in Saskatchewan
— we’re going to have to get really creative and outright invest in ways to keep them.
With that in mind, here are eight retention strategies for companies like yours who have to compete with industries that can pay your workers double what they’ll earn in urban centres.
Some of them might be obvious. Some of them might be crazy or inappropriate.
Some of them just might work.
Straight From the Goldbeck Database: Wages for Construction Project Managers May Increase 5.75% in 2014
A lot of press ink has beeen spilled describing how construction workers are in short supply.
What’s getting less attention, however, is how the labour market is tightening for one senior position in particular: Construction Project Managers.
(And that, in turn, is driving wages up in 2014. Based on the numbers in our database, here’s how much they may increase this year.)
Is Your Industrial Sales Recruitment a Challenge? Three Hard-Nosed Ways To Qualify Candidates with Transferable Skills
When the talent pool in your very specialized field is narrow, recruiting industrial salespeople can be a challenge. One strategy that’s not always used – but can be wildly effective – is to look for people in complementary industries with transferable skills. Here’s how to assess them.
BC Residential Construction Monthly News: Starts in Multi-Unit Buildings Down 22.2% in February 2014
In the last quarter of 2013, things were looking good for residential construction businesses in BC.
According to Statistics Canada, residential permits were up 29.9% and there was a 9.9% increased investment in residential structures (mostly single family homes, row houses and doubles).
With this in mind, BC Stats predicted a 3% growth for BC’s residential construction … Read More »
My client is a large Pulp company in a town in Northern BC. They have been unsuccessfully recruiting for a Project Manager. With a population of around 10,000 you can expect a significant portion of their workforce to be from out of town. Their first hire quickly moved on. There is always a risk of relocating somebody and when they don’t really have a strong anchor on the community or they don’t get to develop that during the time they are there, the chances of them leaving is high if they get another good opportunity somewhere else.