There are a number of problems that HR experts in Canada face when trying to find good workers. The major reason behind the problem in searching for good workers in Canada is the lack of population. There is a shortage of skilled workers in many industries in Canada, which makes it difficult for HR experts to find qualified candidates for open positions. As of June 2023, the population of Canada has been estimated to be 38,715,214 people (Belcourt et al. 2022). This represents an increase of 0.48% from the previous year. The population density of Canada is 4 people per square kilometer. Presently the population of Canada is increasing only because of immigrants. In 2022, Canada admitted a record 405,000 immigrants. This is expected to continue in the coming years, as the Canadian government has set a target of admitting 400,000 immigrants per year by 2024. Therefore this may have a great impact on the future condition as the country is encouraging skilled labors to immigrate to Canada. Though the country is providing great opportunities but navigating the immigration system and understanding the requirements for hiring foreign workers is a complex process and common people do not understand this easily.
Even after providing different kinds of facilities to the immigrants the percentage of immigration to Canada is lower in comparison to other countries. The high cost of living in some parts of Canada makes it difficult for HR experts to attract and retain good workers. In addition to the higher cost of living the changing environmental condition and the harsh weather also have a great negative impact. People commonly do not prefer to migrate to Canada due to the extreme weather conditions. In a competitive job market, this is difficult for HR officials to attract, and retain top talents. Candidates with in-demand skills often have multiple job offers, giving them the advantage to choose the best opportunities (Horak et al. 2019). Therefore, in most of the cases, the HR professionals failed to attract efficient candidates into their companies. Canada is also known for its multicultural society, which they promote inclusion and diversity in culture. However, finding and attracting a diverse range of candidates is challenging, especially when the company’s recruitment strategies are not inclusive or if there are biases in the hiring process.
In the current situation, massive change in the requirements has been found quite frequently. Rapid advancements in technology and changes in job requirements lead to a skills gap, where the skills possessed by job seekers do not match the skills required for available positions. Therefore, HR professionals faced issues in bridging this gap and they have to conduct special training and development programs for adjusting the candidates in the current companies. The expectations and preferences of job seekers have evolved over time (Villeda et al. 2019). They often seek work-life balance, flexibility, career development opportunities, and positive work culture. In most cases, organizations have failed to meet these expectations and make it difficult to attract and retain talented individuals. The workforce in Canada comprises multiple generations, each with its own values, work styles, and preferences. Managing and motivating a multigenerational workforce can be a challenge, requiring tailored approaches to recruitment and retention.
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