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Trusted Tips & Resources

Trusted Saskatoon Employment Expert, Hanif of Express Employment Tip on hiring the Semi-Retired

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they discuss how most companies are not offering semi-retirement despite ongoing labour shortages. 


Most Companies Not Offering Semi-Retirement Despite Ongoing Labour Shortages

Canadian companies dealing with ongoing labour shortages are overlooking a significant source of labour – retired workers, according to a survey from The Harris Poll commissioned by Express Employment Professionals. 

Only one quarter (25%) of Canadian companies offer semi-retirement, despite the growing number of employees retiring. Indeed, nearly one in four companies (23%) say retirements are one of the main reasons they expect increased employee turnover in 2023.

Of companies that offer semi-retirement, about one-third (33%) report an increase in the number of employees choosing semi-retirement over the past two years.

While keeping or bringing back retired workers might be seen as a temporary solution to labour shortages given age-related issues, more than half of the employees (53%) that have retired in the past two years have been under the age of 65, with more than a quarter (27%) retiring under the age of 60.

Semi-retirement is a win-win for both the company and the retired employee according to Niven Lee, an Express franchise owner in Delta, British Columbia.

“Offering semi-retirement can reduce the shortage of workers, but the main benefit to employers is the continued transfer of institutional knowledge and company culture,” said Lee. “For retired workers, it gives them a sense of purpose, allows them to keep up to date in their field, and gives them flexibility to enjoy their older years.”

KV Aulakh, and Express franchise owner in Barrie, Ontario, agrees that offering semi-retirement has significant benefits.

“One of the biggest drawbacks of retirement is the lack of routine that people feel initially, but semi-retirement allows older employees to slowly adjust to retirement by offering a routine with less hours, less stress, and more time away from work,” said Aulakh. “Semi-retirement also allows companies to hire someone who is more likely to show up to work. The benefits to bringing a retired employee back on a flexible basis are huge as that worker already has the required skills and familiarity with the processes, so they can continue to train the new workforce using the years of experience they have.”

Lee says that the number of employees retiring has increased in the past few years.

“Due to the aging and retiring of baby boomers, we have seen an increase in the proportion of employees retiring,” said Lee. “In addition, during the pandemic, we saw a growing number of older employees taking early retirement.”

However, both Lee and Aulakh say that inflationary pressures have caused many older workers to either delay retirement or come out of retirement. As a result, there is a growing source of labour that can help companies struggling to find qualified workers.

“The increased cost of living is making it difficult for people to live only on their pensions and, as a result, we definitely see an older age group continue to stay in workforce in our local market,” said Aulakh.
“As baby boomers continue to age and consider retirement, the labour shortage is only going to get worse,” said Bill Stoller, Express Employment International CEO. “Semi-retirement is one solution to allow experienced workers time to train their successors, ensuring a seamless knowledge transfer and business continuity.”


Survey Methodology

The Job Insights survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals between Dec. 1 and Dec. 15, 2022, among 506 Canadian hiring decision-makers (defined as adults ages 18+ in Canada who are employed full-time or self-employed, work at companies with more than one employee, and have full/significant involvement in hiring decisions at their company). Data were weighted where necessary by company size to bring them into line with their actual proportions in the population. Respondents for this survey were selected from those who agreed to participate in our surveys. Harris online polls' sampling precision is measured using a Bayesian credible interval. This study's sample data is accurate to within + 4.6 percentage points using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest.

The omnibus survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals from Dec. 13-15, 2022, among 1,050 adults ages 18 and older. Data are weighted where necessary by age, gender, race/ethnicity, region, education, marital status, household size, household income and propensity to be online, to bring them in line with their actual proportions in the population. Respondents for this survey were selected from those who agreed to participate in our surveys. Harris online polls' sampling precision is measured using a Bayesian credible interval. This study's sample data is accurate to within + 3.8 percentage points using a 95% confidence level.



Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Trusted Saskatoon Employment Agency Express Employment Share Oscar Wilde's Thoughts on Development

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they share Oscar Wilde's thoughts on development. 


Oscar Wilde on Development

As one of the most influential satirists, poets, playwrights, and novelists of the 19th century, Oscar Wilde had a busy career, though his life only lasted 46 years. Born in Dublin, Ireland, and educated at Trinity College and Magdalen College at Oxford, Wilde’s most famous works include the Picture of Dorian Gray, The Importance of Being Earnest, as well as many other noteworthy epigraphs and essays. His wit and disregard for normalcy made him an avant-garde literary figure, pushing the envelope through writing, editing, and criticism. Though his career ended with his death in 1900, his thorough portfolio showed the importance of hard work, believing in yourself, and a life-long commitment to personal development.

“Be yourself; everyone else is already taken.”

One of the most important lessons a leader can learn is to focus on being oneself. Though it is good to learn from others and adopt ideas from successful people, in the end, it is imperative to strive to be your best self, not a mirror image of others. As Wilde put it simply, “everyone else is already taken.”

“It is what you read when you don’t have to that determines what you will be when you can’t help it.”

Focusing on professional development isn’t a resolution, but a life-long commitment. The saying “you are what you read” could be the best motivation for a leader. And while you may be able to learn from what is necessary for your job, book club, or professional organization, personal development occurs when you study outside of your personal requirements.

“Experience is merely the name men gave to their mistakes.” The Picture of Dorian Gray

Leaders are often noted by the success they and their teams enjoy through the course of a career. However, it is the failures experienced along the way that create lasting leaders. Experience is key to being able to lead an organization while helping your employees learn from your failures.

“Education is an admirable thing, but it is well to remember from time to time that nothing that is worth knowing can be taught.”

While education is incredibly important to learn and develop the skills needed to perform a role well, experience is the glue that makes education stick. As Wilde put it, the most important things in life can’t necessarily be taught but lived out.

“I never travel without my diary. One should always have something sensational to read in the train.” The Importance of Being Earnest

Finally, one of the most important lessons you can learn about development is to not take yourself too seriously but to learn from your past mistakes. Journaling and documenting your professional development are great ways to look back at where you’ve come from and better know what’s needed to get you where you want to be. Just remember to laugh along the way!

Who are some of your favourite leaders and writers? What have you learned by studying their work?


Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Trusted Saskatoon Employment Agency Express Employment Discuss Delegation and Empowerment

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they discuss delegation and employee empowerment.



Focusing on Delegation and Empowerment


Success is often measured by the assets you acquire during your career. But for leaders, success is determined by the strength of your greatest assets: your employees. And while top talent may come and go, one thing that should remain constant in your organization is the culture that cultivates and develops employees, regardless of experience or skill sets. If you’re only as good as your greatest assets, it’s important to ensure your team is motivated and engaged, which will not only build retention but also help the overall success of your workers. Simply put, if your employees succeed, you succeed.

One area of focus that will help your team succeed is empowering team members through delegation and development. A recent study found that 87% of employees are less likely to resign if motivated at work. Another survey found that 79% of employees quit due to a lack of appreciation. Employees are more motivated and engaged when they receive appreciation, and one way to appreciate your team is by empowering them to succeed at the office through the delegation of responsibilities. Check out these tips to help your workforce succeed in the new year.


Start By Having an Honest Conversation

The old saying “you don’t know what you don’t know” can be debilitatingly true for leaders. You may think everything is running smoothly until the turnover bug hits. Before it’s too late, take time for one-on-one conversations with your staff to see how they feel about where they are in their career, what direction they would like to see their career take, and most importantly, what responsibilities they would like to take on to level up. Assuming that delegation is a cure-all can sometimes hinder your goal of raising engagement and motivation. Some people are content with where they are, so having a discovery meeting is imperative to know what you have to work with and if delegation is right for a specific employee.


Evaluate Interest Level, Skill Set, and Willingness to Learn

Whether an employee has an interest in receiving more responsibilities similar to their own role or has aspirations for going outside their current experience, it’s good to see where their interest lies. Cross-training, personal development, and career advancement can all develop specific traits and skills needed for delegated tasks. However, choosing the wrong path could be the difference between a reskilled, star employee to a burnt-out, disgruntled worker. Once you determine where the employee’s interests lie, evaluate their skill set for the particular task or role. If you uncover that reskilling or training is necessary, don’t worry. Most professionals need this during the course of their careers. If they are willing and up for the task, most likely they will succeed.


Be Aware of the Peter Principle

Developed by Laurence J. Peter, this management concept views promotion for promotion’s sake can be detrimental to a company and its employees. As he states, “In a hierarchy, every employee tends to rise to his level of incompetence… In time, every post tends to be occupied by an employee who is incompetent to carry out its duties.” This happens when an employee lacks the skillset needed to perform the new role. For instance, an employee is “super competent” in a coordinator role, then gets promoted to a managerial role and is “competent,” and so on until the employee reaches the level of “incompetence.” Avoid this by developing strong training programs and open communication about specific tasks or projects. It won’t help you or empower your employee if you delegate tasks that won’t be completed with excellence.


Don’t Overwork Your Team by Delegating Too Much

While delegating tasks can help your employees feel appreciated and motivate them to excel, it’s important to know how much is too much. It’s never a good idea to overload your star employees with excess work while allowing your other employees to carry less weight. If possible, spread the workload among all employees, selecting special tasks for the employees who have opted for reskilling or specifically asked for more responsibility. During the normal ebb and flow of busy seasons, you may not have the luxury of only delegating to employees who request it. During these times, use discretion to ensure healthy employee morale and avoid burnout.

What do you do to empower employees through delegation? How has delegation helped motivate and engage your team? 


Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Trusted Saskatoon Employment Agency Express Employment Discuss A New Survey on Employee Social Media Use

Express Employment Professionals is Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing in Saskatoon. Express Employment Saskatoon Is Your Trusted Saskatoon Recruitment and Employment Agency allows clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip, they discuss Canadian companies firing employees for inappropriate social media posts. 



From Instagram to Insta-Fired: 86% of Canadian Companies Would Fire Employees For Inappropriate Social Media Posts


Personal social media posts are not off limits when it comes to getting and keeping a job, according to a new survey released today from The Harris Poll commissioned by Express Employment Professionals.

A large majority of Canadian companies (86%) say they would fire an employee based on inappropriate social media posts.

Fireable social media offences include posting content that damages the company’s reputation (63%), reveals confidential company information (58%), showcases and/or mentions illegal drug use (45%), violates the company’s social media use policy or contract (37%) or showcases and/or mentions underage drinking (32%). Only 14% of Canadian hiring managers say their company would not fire an employee based on their social media posts.

But it’s not just current employees who need to be careful about what they post on social media. Two-thirds of Canadian companies (65%) say they use social media to screen job applicants and say it’s an effective screening method (64%). Of those employers who use social media to screen applicants, 41% report finding content on a job candidate’s social media that caused the hiring manager not to employ them.

In contrast, most job seekers (61%) do not believe a candidate’s social media profile(s) should impact their likelihood of being hired. Interestingly though, job seekers agree that once someone is an employee, their employer should be able to fire them based on social media posts (88%). In fact, job seekers are even more likely than employers to say employees should be fired for posts that violate the company’s social media policy (52%) or showcase and/or mention underage drinking (39%).

Despite the prevalence of social media, less than one-fifth of Canadian companies (18%) have a formal social media policy for employees. In terms of how companies do handle social media use by employees, 37% discourage the use of social media during work hours, 21% provide resources and information on professional social media etiquette, 14% block social media sites on company property (e.g., laptops and cellphones), 13% view or monitor employees’ social media accounts and 12% have access to employees’ social media accounts.

However, not all companies discourage social media use by their employees. One-quarter of companies (25%) encourage their workers to build their personal brand and have a well-defined presence on social media.

Companies need to come to terms with employees using social media, but they also need to provide clear guidance as to what is acceptable, according to Jessica Culo, an Express franchise owner in Edmonton, Alberta.

“Without a social media policy, there is no guidance or a baseline from which to build conversations,” said Culo. “Education, training and regular communication regarding social media use that is open and transparent is a must.”
“We live in a world now where our personal brands are not separate from professional brands, and it is important for employers to understand this, ensure team members understand this and to plan around the impacts and interactions,” added Culo. “Hiring based on shared values is also critical when considering implications of social media actions.”

While she says most companies do not formally monitor their employees’ social media posts, many employees add their team members and bosses to their social media so their accounts are being monitored informally.

In terms of how she handles social media in the workplace, Culo has chosen a commonsense approach with her team.

“We have chosen to embrace the use of social media in the workplace, as people have become used to being able to communicate on their personal devices throughout the day,” explained Culo. “An expectation we have of each other, however, is that social media posting unrelated to our business is not done during working hours (i.e., it is saved for breaks and before and after work). We have also asked that our team members do not post unprofessional things (like alcohol use for example) related to the business or workday.”

Her advice to employees and job seekers is to be conscious and considerate about what is posted on social media.

“Be aware that everything you post or comment on social media could be seen by your clients, team members and your boss,” said Culo. “Refrain from posting or commenting when emotions are high, or if/when under the influence of anything. If it is a good idea to post it now, it will still be a good idea to post it later when your mind is clear.”
“Social media is a powerful tool for expression and connection, but a poor decision in content posting can haunt individuals for the rest of their careers,” Express Employment International CEO Bill Stoller said. “The best advice is to refrain from publishing anything you wouldn’t want your boss to see or think you may regret in the future.”


Survey Methodology

The Job Insights survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals between Dec. 1 and Dec. 15, 2022, among 506 Canadian hiring decision-makers (defined as adults ages 18+ in Canada who are employed full-time or self-employed, work at companies with more than one employee, and have full/significant involvement in hiring decisions at their company). Data were weighted where necessary by company size to bring them into line with their actual proportions in the population. Respondents for this survey were selected from among those who have agreed to participate in our surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + 4.6 percentage points using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest.

The omnibus survey was conducted online within Canada by The Harris Poll on behalf of Express Employment Professionals from Dec. 13-15, 2022, among 1,050 adults ages 18 and older. Data are weighted where necessary by age, gender, race/ethnicity, region, education, marital status, household size, household income and propensity to be online, to bring them in line with their actual proportions in the population. Respondents for this survey were selected from among those who have agreed to participate in our surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within + 3.8 percentage points using a 95% confidence level.


Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


Communication Secrets of Great Leader, By: Hanif Hemani

Saskatoon’s only locally owned and operated staffing and recruitment agency, that offers a full scope of staffing and recruitment solutions from professional search and headhunting to temporary staffing. Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business! Let their team focus on finding that right hire – that is what they do best! In their latest Saskatoon employment agency tip they share an article on building employee loyalty. 


Building Employee Loyalty. 

Maintaining a productive workforce is the key to having sustainable success in business. However, with companies adapting to the current economic climate due to closures and social distancing measures, keeping top talent can be difficult. Not only do organizations need to focus on recruiting methods when opening up this summer, they also need to develop best retention practices to ensure stability as the economy ramps back up in the third and fourth quarters.

 

And with the economy facing tremendous hurdles, one thing a company cannot afford to lose is its employees. According to a study by Employee Benefits News, the average cost of losing an employee is 33% of their annual salary. So, retention needs to remain a major focus.

 

One of the key measures to retaining workers is building employee loyalty. For businesses that furloughed workers amidst temporary closures, or had to lay off employees due to economic hardships, rebuilding loyalty is paramount to ramping up business efforts.

 

Enhance Employee Development Plans

 

Though some professional development plans may have been put on hold during these past few months, it’s more important than ever to pour energy back into your workforce. Employees want to work for a company that invests in their future. And the best way to do this is through education, cross-training or tuition subsidies to name a few.

 

According to a BlessingWhite study, most employees who were willing to quit their job cited lack of career opportunity, with 26% citing lack of growth opportunities. If your business doesn’t have the capital to invest in development now, what you do have is time and talent. An inexpensive way to utilize these tools is through mentoring programs and cross-training among employees. These are all great ways to engage your workforce and build excitement about their roles.

 

Continue to Create Culture

 

A company’s culture is the heartbeat of the organization. It ties everything within a business together, binding values, mission, work ethic, and environment. It is one of the most important tools a company has for retention and loyalty. In LinkedIn’s Workplace Culture report, 86% of Millennials say they would consider talking a pay cut to accept a position at a company with a mission and values that align with their own. And a Hays report found that 43% of workers are seeking a new job with culture being the main reason.

 

Employees want to work for a company they believe in and also work in an environment where they feel safe and secure. Your culture is your key to not only recruiting new talent this year but also retaining your current workforce.

 

Engage Your Employees through Empathy

 

If your business was forced to temporarily close or your workforce was required to work remotely during these past few months, you’re probably tasked with building re-entry plans to safely bring your team back to the workplace. While this will be a great time full of opportunity to increase production, it also may be a difficult time for your employees. They have developed new habits by adapting to the work-from-home environments and may have difficulty adjusting to the new normal. This can cause employee disengagement and emotional detachment. Because of this, empathetic leadership will be a major factor this year.

 

According to Businessolver, 93% of employees would stay with an empathetic employer while 82% would leave their position to work for a more empathetic company. Consider adopting a partial remote schedule so employees can easily adjust. Or offer new projects between teams to help create newness and excitement in the workplace. By understanding their needs and helping them through the transition, you will be able to not only build trust and engagement, but loyalty as well.

 

Express Employment Professionals allow clients to focus their efforts and time on being productive and doing what they do best – their business. Let their team focus on finding that right hire – that is what they do best!

Contact Hanif and the team today! Connecting employees with great companies like yours. 

'It's What They  Do'

Express Employment Saskatoon Your Trusted Saskatoon Headhunters and Employment Agency


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