First things first…
Foreign recruitment has got to be the hottest trend in hospitality staffing right now. With the added support that the Canadian federal and provincial governments have lent to the process through programs like the Expedited Labour Market Opinion and Provincial Nominee Program, many employers are embracing overseas recruiting as the answer to all of their front line staffing concerns. While this solution certainly has its benefits, it does not address the primary issues of a declining Canadian workforce, or the fact that hospitality and tourism operators are facing a giant challenge in remaining competitive with other industries in the areas of recruitment and retention of entry level and front line staff. In addition, foreign recruitment brings to the industry the added challenges of ensuring that workplaces do not become stratified, and that the integration of foreign workers into those workplaces is accomplished effectively. The Canadian landscape has been shaped by immigration, and I believe that it will continue to be an integral and important facet of Canada`s growth and success. I also know that it is very easy to lean on a quick fix solution to a complex and ongoing issue, and to not investigate long term solutions would be quite short sighted.
So what are some other solutions? Can hospitality and tourism operators become competitive with other industry niches? On a purely financial level, the answer is no. As most restaurant owners will tell you, this is a business of nickels, and sometimes pennies. This mantra is also true for tourism operators, and a whole spectrum of other hospitality based operations. There is no way that these types of companies are ever going to be able to match the wage packages being offered to entry level staff in the construction, or natural resources sector. It simply can’t be done economically. That being true, many hospitality operators are starting to effectively market their strengths to prospective employees. Lifestyle, work/life balance, and flexible scheduling are just a few of the benefits that these employers can offer, without adversely impacting their bottom lines. Finding ways to match what they are offering as employers, with what the modern workforce is asking fo,r is what organizations need to be considering. I have many clients who are actively improving their recruitment and retention strategies to reflect these values, with great success. In addition programs like www.worktoplay.ca are giving employers the chance to tap into a traditional source of candidates in a more effective way, by facilitating the movement of staff around seasonal resorts in British Columbia.
I am sure that foreign recruitment is a valuable tool for employers in our industry. I believe that in some cases, this solution is the most effective way to respond to our labour crisis. I also believe that if employers do not get a little more creative in how they are attracting Canadian workers to their industry, that that same industry is going to change forever. Let’s not forget that one of the first responses visitors to Canada give, when asked what stood out about their experience, is the people, the Canadian staff who helped to make their visit memorable. I would call that a natural resource that we need to develop.
Dave Hick is the Hospitality Accounts Manager for Talent Edge Solutions, and has been a manager in the hospitality industry for 15 years. If you would like to find some creative, effective ways to market your business to prospective employees please visit, www.talentedgesolutions.com, or if you are a seasonal operator, please visit www.worktoplay.ca, and find your seasonal stars today.
