Right now, there is a shortage of technical labour in most sectors. All firms are having trouble hiring, some more than others. Since there is a big demand for employees, good candidates can pick and choose the jobs they want.
Interview with Martin Mercier, recruitment manager at Technogénie Ressources
In 1999, Martin Mercier founded Technogénie Ressources, an agency that specializes in technical human resources recruitment. With branches in Montreal and Quebec City, the company employs 8 recruiters who are responsible for tracking down engineers and technicians to fill vacant positions in technology, industrial and manufacturing sectors.
HOW IS THE TECHNICAL JOB MARKET DOING?
It depends on the sector. While the job market is excellent in the construction industry (there are large numbers of shops and condos being built in Quebec), it is dismal for civil engineering (roads, aqueducts, sewers, etc.). Due to the Charbonneau Commission, everything is on hold. As a result, there is no longer any work for contractors and job offers are rare. As for the environmental market, it is doing well and its stability is due in part to subsidies received by companies. Similarly, the agri-processing sector is experiencing a certain amount of stability, as it is less subject to economic and political risks. Regarding the manufacturing market, experts think that the worst is behind us, and the statistics are encouraging.
IS THERE A SECTOR WHICH IS EXPERIENCING SO MUCH GROWTH THAT THERE COULD BE A LABOUR SHORTAGE?
The IT, telecommunications, software and mobile phone application sectors have full employment. Developer and programmer positions for those specializing in a particular technology are in high demand. There are more job offers than job seekers, and young people are not hesitant to change jobs often (because they want to go on holiday, or are not interested in a company project, etc.). Not only are candidates assured that they will easily find another job, but also a tempting salary due to the shortage of candidates.
SO HOW DO EMPLOYERS REACT TO THE LABOUR SHORTAGE?
First, employers increase salaries to attract candidates. However, companies do not have unlimited resources so offer imaginative alternative incentives, such as, in addition to financial benefits (a public transport card, supplementary health insurance), the chance to work from home or to start the weekend at midday on Friday, etc. As the scarcity of candidates is starting to be felt for some positions, large companies such as Ubisoft can afford to recruit candidates from France or Belgium who are quite willing to escape the economic stagnation which prevails in Europe.
HOW DO YOU MAKE YOURSELF STAND OUT FROM YOUR COMPETITORS?
Our company specializes in technology, in permanent, full-time recruitment. We work on strategic positions, not meant for junior employees, but for professionals with at least five years of professional experience behind them. We are therefore all about quality, not quantity. Once we have been contracted, the recruiter focuses on looking for the ideal candidate, which can involve up to 80 hours of work, or even longer. This is possible, then, because our recruiters handle only 4 or 5 contracts at once.
HOW WOULD YOU EXPLAIN THE SUCCESS OF THE DIRECT APPROACH?
Companies start by looking for the ideal candidate themselves, making use of various conventional recruitment tools (advertisements with professional associations or on job sites, employee referral bonuses, social networks, etc.). When these efforts are fruitless, they turn to us; so they do not expect us to use the same methods, but rather to apply ourselves to filling the position using the direct approach and our various networks.
IN YOUR OPINION, WHAT MAKES A GOOD CANDIDATE?
A good candidate is someone who is motivated, with stable employment, who shows a strong interest in the position and the company. It is essential that the candidate has strong technical expertise and a personality that matches the company’s corporate culture.
Interview conducted by Amélie Van Wynckele, on 19/11/2014.