With all that has evolved across the hiring market and industries in the last three years, knowing how to hire an employee in Canada with the skills and experience you need means knowing how to manage a headache. The hiring process is typically costly, uncertain, and often drains multiple people’s time. In Robert Half Canada’s recent State of Hiring Survey, 54 per cent of hiring managers plan to add new permanent positions in the first six months of the year while another 40 per cent anticipate hiring for vacated positions. With the hiring demand, an attractive job posting will likely yield a high stack of resumes to sort through for companies and recruiters. Once you settle on your top candidates, and that might take hours or even days, you’re looking at a series of phone vetting, video interviews, skills testing and reference checks. All this at a time when teams are feeling burnt out and you’re already slammed with work and juggling the challenges of managing a hybrid team. And not to pile it on, but you need to get it right. Making a bad hire means disruption for your team — as well as a waste of yet more valuable time and money. 
So, how do you hire an employee in Canada when you’re busy, stressed, distracted and just need someone in that role right now? 
Glad you asked. We have six helpful suggestions, one being a “Best of Show” tip, to attract the talent who can deliver maximum value to your organization, while avoiding the bad hires. 1. Focus on the job description The economy has been impacted post-pandemic, and its effects are different across all parts of the country. Whatever the state of your hiring market and whatever position you’re hiring for, writing a detailed, compelling job description is critical to your success in recruiting top talent. If it’s a new role you’re trying to staff, carefully consider the tasks you want the employee to take on in both the short term and long term, and the levels of education and experience your ideal candidate should possess. If you need to hire an employee for a vacated role, take the opportunity to evaluate whether you want to make changes to the position. Chances are you’ll want to add or shift some responsibilities, especially if the job description has not been updated in a while. As you write your job description, keep in mind that not all talent is going to be top talent. Include enough information to attract job seekers who are well-suited for the position, without being excessively long or too specific. Like any balancing act, give enough detail to be intriguing but also clear on expectations. List the skills, experience and certifications you absolutely require, and briefly say how success will be measured for the potential hire. You don’t want to spend time reviewing dozens of resumes that don’t come close to your needs, and no job seeker wants to spend time applying for a role they won’t come close to being considered for. 2. Cast a wide net When you’re ready to start recruiting candidates, cast your net deep and wide. You want to post the opening on your website and on job boards that cater to your company’s industry, of course. But you should also share the job ad on your company’s social media accounts. You may also want to ask your team members, as well as trusted contacts in your professional network, for referrals. They can often be a great source of promising leads, including professionals who may not be actively looking for a new job, but might be open to considering a new opportunity. Ready to Hire but don’t know where to start? We can help! 3. Don’t shortchange the resume review Evaluating resumes and other application materials is a tedious and time-consuming part of the hiring process. But being thorough in your review is a critical step in determining whether a candidate’s qualifications align with the criteria for the available position. During your review, look for keywords and phrases that match those in the job description. This will show whether the candidate studied your posting and took the effort to speak directly to your needs. Carefully review candidates’ technical skills, but also look for evidence of their soft skills, be it in the clarity of their writing (as demonstrated in their resume and cover letter), or in the details of their professional history (for example experience presenting at team meetings, or in cross-departmental collaboration, project management etc.). Finally, consider how impactful the job seeker was at their current or past role. Do they clearly explain the added value they brought and how they helped meet company goals? Did they share measurable growth in their previous roles? Don’t shortchange yourself here. You want to hire an employee who can slide into your open role and make a difference from day one. 4. Dive deep in the interview process As you did when reviewing resumes, zero in on both technical know-how and interpersonal qualities during the job interview. Open-ended and hypothetical interview questions allow the candidate to discuss their experience and skills, while giving you opportunity to assess their analytical and verbal skills, tact (how they talk about a current or past employer), diplomacy (how they describe interactions with other teams) and other soft skills. Stay friendly, stay engaged, and ask follow-up questions when you need to. It doesn’t hurt to come prepared; note any questions you have during the resume review period and ask them during interview stage. Pay attention to how well the candidate prepared for the interview by testing their knowledge of your company and industry. You can’t expect them to have read your annual report or know the full history of your company, but they should have an understanding of and appreciation for, your company’s mission and product. Aim to hire an employee who embraces the company, not just the job and paycheque. While your conversations will naturally take different courses, be sure to ask all candidates the same general questions to keep the playing field level. And explain what makes your company and its corporate culture special. Remember, interviews are a two-way street: You want to find the most qualified person for the job, but a candidate will want to be equally excited about joining the team. 5. Determine the right salary range In any business environment, offering a competitive compensation package is key to attracting top talent. By consulting resources like Robert Half Canada’s annual Salary Guides, you can ensure your starting pay ranges are on par with, or better than, what your competitors are offering. You can also use our Salary Calculator to easily adjust those national average salary ranges for your local market. Even in an uncertain economy, a candidate is going to take a day or two to consider a job offer. There also may be some back-and-forth negotiation, especially if you’re trying to secure a highly skilled and experienced professional or staff a specialized position. Be patient and be fair. You don’t want to hire an employee who will be anything but delighted to start their first day on the job. Once the candidate has accepted, make it clear that the final offer is contingent upon any reference or background checks you need to complete.  6. Bonus tip for how to hire an employee in Canada Does the hiring process still look daunting? If you’re thinking, “Well, yes!,” then know you’re in good company. It’s plain to see that it takes a lot of time and energy to hire an employee in Canada today, especially when you go it alone. On top of that, the market is constantly evolving and industries are changing their recruitment needs in response. That’s why many hiring managers will turn to a specialized talent solutions team for help. At Robert Half Canada, we have years of experience placing candidates with clients for financial, administrative, IT, legal, tech, creative and marketing positions. Our recruiters are multifaceted and can help you hire for permanent, contract, or executive solutions. We keep a pulse on the industries and the market to help inform both hiring managers and workers on their next recruitment challenge. The hiring process doesn’t have to be another pain point. Let Robert Half Canada help you find the talent you need to get your organization’s job done. Whether you want one person or a whole project team, and whether your needs are short-term or full-time, we can help you hire skilled professionals today!