Chris Roach

🔹 A question I am asked frequently by my clients:  "How do I attract & retain A-Level Talent without paying top dollar?" Let’s be real—not every company can outspend competitors in the talent war. But here’s the truth: A-level employees don’t just stay for the paycheck. They stay for the experience and that’s where culture becomes your competitive edge. 🔹 When hiring, your offer becomes far more attractive if candidates can clearly see: ➡️ Growth Pathways : Show them how they can progress. Share real success stories of team members who’ve advanced, and outline your training or mentorship programs. ➡️ Flexibility & Balance : Hybrid schedules, flexible hours, and results-driven (not seat-driven) cultures go a long way. Remember: Top performers love working with other top performers. ➡️ Recognition, Autonomy & Rewards: Even without the highest salary, you can reward impact through bonuses, priority projects, and fast-tracked advancement. ➡️ Impact & Purpose: Connect the role directly to your company’s mission and into THEIR personal, professional and financial goals. Show them how their work moves the needle. ➡️ Strong Leadership:  People join companies but leave managers. Highlight your culture of respect, trust, and open communication. ➡️ Culture Beyond Buzzwords: Share what it’s really like to work with you: collaboration, cross-departmental support, employee-driven ideas, and genuine celebrations of wins. If you can’t offer the top salary, offer what matters most to the person you want to hire. Show them how they will thrive with you. Curious.. what is the #1 non-salary factor that made YOU stay (or leave) with a company? www.accu-staff.ca kellyn@accu-staff.com

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To meet their hiring goals, Canadian companies must continue finding innovative ways to attract and retain both long-term and short-term talent. Discover the top marketing employment trends affecting the job market in 2026 for both Canadian employers and employees. #trends #marketing #RobertHalf https://bit.ly/3ZRdWkp

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Seasonal and contract hiring is a strategic business solution. Our new data reveals that 68% of Canadian companies plan to increase contract hiring for workforce flexibility and access to specialized skills. Read our top 3 tips on using seasonal talent to meet year-end demand. https://bit.ly/4a93efc

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I am happy to share that Canada’s IT employers aren’t slowing down! According to the Q3 Tech Talent Outlook, the Net Employment Outlook for IT is +42%. In fact, 55% of employers plan to hire, while another 13% expect to maintain current workforce levels. ​📈 Explore the full report for more insights and global comparisons. ➡️https://bit.ly/44xhslW #Experis #TechTalent #TechHiring #ITJobs #CanadaJobs

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Gen Z is changing the game in manufacturing. From tech-savviness to purpose-driven values, they bring a whole new energy to the workforce. This post breaks down how companies can keep up. 🔗 Read more: https://lnkd.in/gB5D42-d #GenZWorkforce #ManufacturingCareers #FutureOfWork #TalentStrategy #RandstadCanada

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We recommend push-to-talk for Canadian businesses that require instant, secure group communication across sites. We provide vendor-neutral evaluations so procurement teams can trust unbiased recommendations. Push-to-talk delivers measurable benefits: faster response times, tighter field coordination, and improved security controls. Measure ROI by tracking reduced incident response minutes and productivity gains in the field. Learn how we assess reliability and security at https://wix.to/8XN0wTf 🔍📈 #Telecom #FieldOperations #Security

I’ve lived this. Before starting Everyday People Inc., I supported delivery recruitment internally, and I saw how easily growth can stall. New client wins. Big momentum. But not enough recruiting power to deliver. Hire too fast? Margins suffer. Hire too slow? Reputation suffers. That balancing act is brutal. That’s why we built EPI with this in mind to give staffing firms flexible recruiting capacity so growth doesn’t break the delivery engine. If you’re scaling and feeling the strain, I get it. Let’s talk.

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By 2030, nearly all boomers will have exited the workforce... Recruitment and staffing firms are positioned to play a critical role as Canada heads into a period of demographic strain. By connecting businesses with qualified workers, managing fluctuating hiring needs, and ensuring continuity across sectors, these firms act as a buffer against labour shortages that would otherwise stall growth. For trade-exposed industries such as manufacturing, transportation, and resource extraction—where competitiveness depends on stable costs and reliable output—partnering with recruitment experts can help companies remain agile and avoid disruptions as workforce pressures intensify. RBC highlights why this support is becoming increasingly vital: despite a recent rise in unemployment, Canada is approaching a major structural shift as the final and largest wave of baby boomers reaches retirement age. By 2030, nearly all boomers will have exited the workforce, leading to a drop of more than two percentage points in labour force participation in just six years. That decline will squeeze industries already competing in global markets, while sectors like health care and social services face surging domestic demand. RBC calls for policy responses around training, credential recognition, and productivity improvements, but in the near term, recruitment firms remain one of the most effective tools for helping employers adapt to a shrinking and aging labour pool. #techrecruitment #executiverecruitment #tpicompanies

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Seasonal and contract hiring is a strategic business solution. Our new data reveals that 68% of Canadian companies plan to increase contract hiring for workforce flexibility and access to specialized skills. Read our top 3 tips on using seasonal talent to meet year-end demand. https://bit.ly/4osYLrg

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Seasonal and contract hiring is a strategic business solution. Our new data reveals that 68% of Canadian companies plan to increase contract hiring for workforce flexibility and access to specialized skills. Read our top 3 tips on using seasonal talent to meet year-end demand. https://bit.ly/3Xf09Tm

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Planning your hiring strategy for the final stretch of 2025? Informed hiring starts with expert insights. Our 2025 IT Talent Guide gives you the data you need to make smarter decisions, highlighting the factors shaping IT skills demand and the rates you can expect across Canada. We break down what the numbers really mean, so you can remove roadblocks and build a hiring strategy that works. Understanding market and industry trends is key to attracting top technology talent. As a proudly Canadian IT talent partner, we help leading organizations navigate these challenges with confidence. #Hiring #IT #Strategy

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Proud to see the growing collaboration between Career Edge Organization and Ontario Association of Certified Engineering Technicians and Technologists (OACETT). Partnerships like this help create meaningful career pathways for internationally educated newcomers in engineering and technology.

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Canadian employers need practical hiring solutions, not just more advice. This new article explores how international talent sourcing can help businesses respond faster to labour shortages, seasonal surges, and hard-to-fill roles. If your business is struggling to hire, this may be worth a read.

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Curious how hiring intentions for Q3 vary across industries in Canada? The ManpowerGroup Employment Outlook Survey reveals the #NetEmploymentOutlook by industry sector, with Communication Services leading the way, followed by Information Technology and Consumer Goods & Services rounding out the top three. Get the latest #HiringTrends and insights here: https://lnkd.in/gDExax9R

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