Weaker labour practices taking toll on Canadian workers' mental health, finds survey
When it comes to attracting jobseekers or keeping top talent, there are a few bad habits that Canadian employers should look at curtailing.
That's confirmed in recent surveys showing bad bosses and long hiring cycles are making a bad impression.
Among professionals planning to look for a new job before the end of the year, 15 per cent cite being unhappy with their boss as the main reason for their decision.
Despite these challenges, most Canadian professionals view their managers positively: 72 per cent say they believe their manager would be supportive if they approached them about heavy workloads or feelings of burnout.
Additionally, 45 per cent say that regular communication and feedback from their manager is the single biggest contributor to their productivity, finds the survey of more than 1,500 and 835 professionals, underscoring the importance of effective management and open communication in driving team performance and business results.
Canadian employers are grappling with persistent workplace stress and rising burnout rates among staff, according to data from Mental Health Research Canada (MHRC).
Longer hiring and workers’ mental health
Separate research from Robert Half, involving more than 1,500 Canadian professionals, shows workers are feeling the effects of longer hiring cycles and open roles going unfilled.
Specifically, 67 per cent of workers say team morale is down, and 66 per cent report burnout from longer hours.
In addition, 62 per cent of workers say projects have been delayed or put on hold, and 56 per cent say they have had to compromise on quality.
Overall, 88 per cent of hiring managers say they still find it difficult to source the talent they need, and more than 1 in 4 say they made a hiring mistake last year, according to previous reports.
Tips: Reducing hiring times
Lengthy hiring cycles can negatively impact businesses by reducing productivity, increasing costs, and harming employer branding. According to Randstad Canada, unfilled vacancies force existing employees to take on extra work, which can lead to burnout and higher turnover. In a competitive job market, it is crucial for organizations to streamline their hiring processes to remain competitive and cost-effective.
The cost of replacing an employee can be six to nine months of their salary, making delays expensive. Top talent is often available for only about 10 days, so a fast hiring process is essential for critical roles. If a search takes two to three months, the odds of hiring quality candidates drop significantly, says Randstad.
To reduce time to hire, it recommends:
- planning workforce needs in advance and building a talent pipeline.
- crafting engaging, clear job postings that reflect your employer brand.
- considering internal development and reskilling programs to fill roles faster.
- partnering with staffing firms to access pre-vetted candidates and advanced HR technology.
