Canada’s workforce of those looking for a change is currently split between those who are rage applying and those waiting for the economic and labour market to shift before making their move
. It lacks clarity and focus and can be a red flag to employers if someone has applied for numerous roles within their organization, she added.Employees lying low on the other hand are opting for a calculated and proactive approach. Their measured outlook includes carefully monitoring the labour and economic climate and deciding to stay put in their current jobs until inflation eases and interest rates are less punishing, Ms. D’Onofrio said.
“There are valid concerns about how AI evaluates verbal communication, especially for individuals with accents ,” Ms. Regmi said. “To promote fairness and inclusion, the process should also include accommodations like written skills assessments. I also think there’s a notable lack of transparency and accountability in AI-driven hiring as in most cases, there are no established protocol for reviewing AI videos or addressing discrimination issues.
Mandating remote workers to return to the office, introducing harsh performance reviews, creating unfavourable work environments are ways companies are trimming their workforce. This is because the balance of power now rests largely with the employers, said Ms. Regmi, a certified career and resume strategist.More and more organizations are embracing a higher talent density strategy by hiring optimal performers with targeted skillsets as opposed to focusing on headcount, said Randstad’s Ms.
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