Whether you manage a few employees or hundreds, you need to find the right combination of attitude and skills, to strengthen your organization's culture, sense of team and bottom line.
The reality is if you are struggling to fill immediate needs and vacant positions just to keep your business running, it can be very difficult to find the right people. It’s critical to plan your recruitment steps in advance.
Consider all available labour pools when searching for talent. Always prioritize local and regional workers particularly under-represented groups.
These include:
Having exhausted all local labour options, sometimes we must look outside of your provincial and even national borders.
Career fairs and recruitment missions, domestic and international, can be very effective activities to assist in finding the talent you need to effectively maintain and grow your operations.
PAID SUMMER STUDENT RECRUITMENT FOR THE HOSPITALITY INDUSTRY ONLY - See PROPEL box below
All interviewed candidates should receive follow-up communication, regardless of the hiring outcome. This reinforces your employer brand and helps maintain positive relationships with candidates who may be suitable for future roles. Candidates who were not interviewed should also be informed of the status of their application.
Making a hiring decision is an important decision. It is easy to hire a less-than-ideal candidate to fill an urgent or critical position during a busy working season, thinking they will do for now, but it can be a costly mistake. Therefore, it is important that employers exercise due diligence when hiring staff.
After selecting the best candidate, you need to make a job offer. A verbal job offer should be followed by a formal written employment offer to ensure that you and the candidate are fully aware of the terms and conditions of employment.
This is a guide on how to conduct an interview including interview questions.
List of questions to consider before hiring to fill a position.
The Belong initiative focuses on building workplaces that are inclusive, diverse, equitable, accessible, and leading (IDEAL). Powered by Tourism HR Canada, the home of Discover Tourism, Belong offers a suite of free programs and resources to foster and strengthen IDEAL tourism workplaces across the country. The Belong series of employer guides, Addressing Barriers to Accessible Employment, is specially designed to help tourism workplaces become more accessible and inclusive for people with disabilities.
This document has a a set of questions and other considerations to ask to preform a reference check on a possible new hire. Doing a proper reference check and asking the right questions can prevent major, and costly, mistakes in hiring the wrong individual.
The Propel Student Work Placement Program supports tourism, hospitality, and travel employers in offering post-secondary students paid work-integrated learning opportunities.
“It is the responsibility of all of us to ensure an inclusive and equitable Canada. It is equally important that the people most impacted have the time and support to develop our voice and be at the table. There is no one voice, there are many – one size will not fit all and the intentionally collaborative design and building of CCRW’s Disability Confidence Toolkit, brought folks together in a process that built a framework for change. It has been my honour to have been part of this important work.” – Heather Walkus, National Chair of the Council of Canadians with Disabilities (CCD)