Green for Life magazine Winter 2023

2022 State of the Industry Report Drought & Watering Trees

Serving the Growing Community Since 1927

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CONTENT & EDITING Kyla Hardon

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Landscape Alberta Green for Life is a professional publication for the landscape trade in Alberta.

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Landscape Alberta does not assume responsibility for and does not endorse the contents of any advertisements herein. All representations or warranties made are those of the advertiser and not the publication. Views expressed herein are those of the authors and do not necessarily reflect the views and opinions of Landscape Alberta or its members. Material may not be reprinted from this magazine without the consent of Landscape Alberta.

ISSN No: 1929-7114 (print) ISSN N0: 1929-7122 (online)

Landscape Alberta Board of Directors

Brian Gibson, Green Drop Lawns Ltd., Chair Ken Ruddock, ULS Maintenance & Landscaping Inc.

Cody Brown, Tree to Tree Nurseries Ltd.

Jeff Oudyk, CSLA, AALA, JLG, Land Tec Landscape Contractors Ltd., Vice Chair

John van Roessel, CLM, CLT, JVR Landscape (2006) Inc., Treasurer

Matthew Chausse, Seasonal Impact

Laura Watson, Finning Canada

Adam Jansen, The Jansen Group

Landscape Alberta Staff

Joel Beatson, CAE, CLM, CEO joel.beatson@landscape-alberta.com

Marnie Main, Member Services Director member.services@landscape-alberta.com

Kyla Hardon, Communications Coordinator kyla.hardon@landscape-alberta.com

Lisa Warner, Events & Relationship Coordinator lisa.warner@landscape-alberta.com

Cheryl Teo, Bookkeeper accounting@landscape-alberta.com

On the Cover

2021 Landscape Award Winner of Merit, Hilliards Bay Estate by The Jansen Group

@landscapealberta

@landscapeab

@landscapealberta

2022 State of the Industry Report

BY SCOTT BARBER

What is the takeaway from the 2022 State of the Industry Report? It’s a bit of a mixed bag. Demand for landscape and horticulture services and products remained strong. However, widespread labour shortages made meeting that demand challenging for business owners across many parts of the country. Disrupted supply chains also continued to cause headaches for operators seeking equipment, tools, and nursery stock. And those issues amplified the broader economic problem facing all sectors: rampant inflation.

Responses were mixed when it came to whether the industry is becoming a more attractive career path, with a slight majority believing that it is improving. Answers to the question “how optimistic do you feel about the overall success of the landscape profession?” were also varied, although they leaned positive (7.4 was the average response out of 10). Encouragingly, 56.2 per cent of respondents rated their business’s financial picture in 2022 as either “strong” or “record year,” with 37.8 per cent having had a moderate year and just 3.9 per cent reporting poor financial performance.

One striking trend in this year’s survey was the number of people who noted the increasing connection between growing, designing, building and maintaining green spaces, and environmental and climate solutions. There were dozens of comments that suggested public awareness and interest in green infrastructure and the ecological benefits of plants has increased. This was particularly evident in responses from individuals who felt that landscaping is becoming a more desirable profession. Many said they felt that younger generations are looking toward the green profession as a way to make a positive contribution to society.

The 2022 State of the Industry Report survey was conducted in October 2022 via a questionnaire sent to Landscape Trades subscribers. Our team would like to extend a sincere thank you to the 305 landscape professionals from across the country who took the time to share their insights and feedback. This year, we are providing more space to highlight your views, in your own words.

Comments from survey participants:

“The industry is getting stronger and stronger and more and more professional. I look forward to the ‘places of higher education’ putting more emphasis on landscaping and horticulture as a viable, strong career opportunity.”

“There are beginning to be more professionals within the industry driving home the important messages of quality, conservation, and environmentalism but this will take time.”

“With increased interest in protecting the environment and growing interest in all things green, the benefits of green

spaces are constantly being advertised to the public. It makes sense more people would develop an interest in landscape horticulture.”

“People want to work outdoors, doing something tangible, not stuck in an office. This is also a field that can have/must have a positive effect on the environment.”

“Since the Horticultural Journeyman course has become available it has helped to raise the bar and it is making clear the difference between the professionals.”

“Landscaping has many benefits, these include: creative thinking, being outside, using your hands and being physically active at work.”

Comments from survey participants:

“Skilled labour has been a shortcoming. We are internally training to help mitigate, but it is tough when everyone is so ‘green.’ When the one skilled person is sick, or needs a day off, it can derail a jobsite. As long as we can retain these employees, it will work out in the future.”

“We just don’t seem to get applications. We have changed our ads and added paid platforms to advertise on where we can select a demographic and we are getting less applicants than five years ago.”

“Many products were not in stock, available in other provinces, or produced on-demand only. Many elements were not even put back into production due to the demand for others; when you have a phased project and can no longer get the products you need to complete it, that is more than frustrating.”

“Not many people apply, most don’t show up for the interview or for their first day of work. Those that do often

2022 State of the Industry Report

want higher wages than can be reasonably sustained and/ or do not stay for very long.”

“There was often just no telling when materials and equipment would be available or be delivered, making planning very difficult.”

Comments from survey participants:

“We raised wages to keep up with inflation. Our suppliers raised prices and we raised them, keeping our markup the same percentage as before.”

“We added a clause in our contracts that materials prices can not be guaranteed and may need to be adjusted once projects begin.”

“The price of fertilizer and seed increased dramatically as did the price of gas and staff wages.”

“When your operating and material costs increase, you have to increase your pricing to maintain a reasonable profit margin.”

“Prices are up due to increased costs of running the business (gas, labour, material, disposal, etc.). The pricing reflects quality of work and our target market isn’t looking for a deal, they are looking for the best.”

Reprinted with permission by Landscape Trades.

Alberta trails in terms of wage growth

An ATB economist wrote about the slow growth of wages in Alberta. 1 minute read here - https://www.atb.com/company/insights/the-owl/ average-weekly-earnings-to-september-2022/

There were many stories in the news this past week related to this data analysis but here is more direct version.

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Update your company’s Member Profile for 2023!

Keeping your company information up-to-date via our online member directory ensures that Landscape Alberta (and Landscape Saskatchewan) can continue to connect your company with prospective customers and your fellow industry members. We will soon be sending an email to each member reminding you to login and ensure your company profile details are correct prior to publishing the printed version of our 2023 Member Directory – or you can check it off your To-Do List right now by using this direct link to login through our secure member portal: https://www.landscape-alberta.com/membership/member-profile/

If you have any questions about your member profile or need assistance with login, please email Marnie at member.services@landscape-alberta.com

Surcharges on Credit Card

Transactions: What It Means For You?

As of October 6, 2022 Visa and Mastercard will give small businesses the power to add a surcharge on some credit card transactions to offset their merchant fees. This change follows a long-standing lawsuit with Visa and Mastercard that was settled earlier this year.

Previously, businesses were absorbing the exorbitant interchange fees, but the new rules laid out in the settlement will allow retailers to make up for some of the lost revenue.

Key details:

• Maximum surcharge cap is 2.4% (average surcharge is 1.4% in Canada)

• Surcharge amount being charged depends on the credit card you use: premium rewards cards could have a higher surcharge

• Merchants can choose to add the surcharge by company brand (i.e. VISA or Mastercard) or they can add it to product types (types of Visas or types of Mastercards)

• There is no surcharge on Visa or Mastercard Debit cards; only credit cards

• Retailers MUST disclose surcharges and fees to cardholders before a transaction is completed, and cardholders must be able to cancel the transaction without penalty

• Merchants must apply to surcharge by registering their plans with their credit card processor and Mastercard (VISA required registration with your processor only)

• Once your intent to surcharge is registered, you must wait 30 days before you can start to apply a surcharge on Visa and Mastercard transactions

Industry and Association News

GISC 2022: Together Again

It was an exciting few days for our industry as we held the 2022 Green Industry Show & Conference on November 17 & 18 in Red Deer. The weather this year aligned perfectly for the event and the results showed with packed conference rooms and a lively trade show floor!

We started things off with an LMN workshop and Industry Bus Tour on November 16 and held the Landscape Alberta Nursery Producers Annual Auction that evening.

Then we kicked off two days of conference sessions! This year’s sessions were truly outstanding with wonderful, knowledgeable speakers presenting on topics that spanned the industry. We hope everyone learned something new and useful.

In addition to conference sessions, our two-day trade show was a wonderful experience! With over 100 exhibitors showcasing the latest products and trends, the trade show floor was a lively place to meet and connect with other industry professionals!

A big thank you to all our attendees, speakers and exhibitors!

Be sure to mark your calendars for next year’s exciting event: GISC, November 16 & 17, 2023!

entry restrictions

On September 26, the Government of Canada announced the removal of all COVID-19 entry restrictions, as well as all testing, quarantine, and isolation requirements for anyone entering Canada, effective October 1, 2022.

Effective October 1, 2022, all travellers, regardless of citizenship, will no longer have to:

• submit public health information through the ArriveCAN app or website;

• provide proof of vaccination;

• undergo pre- or on-arrival testing;

• carry out COVID-19-related quarantine or isolation;

• monitor and report if they develop signs or symptoms of COVID-19 upon arriving to Canada.

Transport Canada is also removing existing travel requirements. As of October 1, 2022, travellers will no longer be required to:

• undergo health checks for travel on air and rail; or

• wear masks on planes and trains.

Garden Trends Report 2023 Available

The 2023 Garden Trends Report is LIVE! This 22nd annual report is downloaded by tens of thousands of people each year upon it’s release. This year’s report incudes:

• The green industry’s color of the year

• An anti-millennial trend

• Grecian design that appeals to Gen Z

• And much, much more!

Download the report today from our friends at Garden Media Group – Katie Dubow (previous speaker at GISC)

The Government of Canada announced the removal of all COVID-19

New Prompt Payment Legislation protects contractors and subcontractors

Bill 37: The Builders’ Lien (Prompt Payment) Amendment Act, 2020 introduces timelines and rules for payments and liens in all construction industry sectors, ensuring contractors and subcontractors are paid on time.

Previously, Alberta had no rules for payment timelines in the construction industry, which meant these timelines were vague if not addressed in a contract. These changes will set a clear timeline of 28 calendar days for general contractors to receive payments, and seven calendar days after payment is received for contractors to pay subcontractors, giving construction industry professionals the confidence they need to operate successfully.

The construction industry is a multi-billion dollar sector of Alberta’s economy that creates thousands of jobs for Albertans. Amendments to the act will help ensure contractors and subcontractors get paid on time, strengthen Alberta’s economic recovery and protect jobs.

Key changes

Bill 37: The Builders’ Lien (Prompt Payment) Amendment Act, 2020:

•

sets a 28-day timeline for project owners to pay invoices to general contractors

• sets a seven-day timeline for contractors to pay subcontractors after receiving payment

• extends timelines for registering liens: o construction industry: from 45 days to 60 days o concrete industry: from 45 days to 90 days

• increases the minimum amount owed that can be subject to a lien from $300 to $700

• allows dispute resolution through adjudication, which is faster and less costly than going to court

• introduces new rules allowing holdback money on large, multi-year projects to be released without risks at pre-set times

• improves subcontractors’ access to payment information

• renames the Builders’ Lien Act to the Prompt Payment and Construction Lien Act

Link to government site: https://www.alberta.ca/introducing-prompt-payment-for-construction-industry.aspx

Link to McMillan’s What you need to know article: https://mcmillan.ca/insights/ albertas-new-prompt-payment-and-construction-lien-act-what-you-need-to-know-beforeaugust-29-2022-consolidated/

A Reminder of the LMIA advertising requirements SAWP

Effective January 12, 2022, and until June 30, 2023, Employment and Social Development Canada (ESDC) will suspend minimum advertising requirements for employers applying for a Labour Market Impact Assessment (LMIA) to hire temporary foreign workers in primary agriculture.

Employers are expected to continue efforts to recruit Canadians and permanent residents. However, employers will not be required to meet TFWP minimum advertising requirements or submit proof with their LMIA application.

As of June 2020, some occupations are being prioritized. You will also notice that as of this week, all references to NOC codes replace the new 2021 NOC standard which is a new tiered 5-digit NOC code. If you are wondering what your new NOC is, use this Government of Canada tool to find your NOC 2021 code and TEER category today, according to your job title.

All current information on the SAWP program can be found at https://www.canada.ca/en/employment-social-development/services/foreign-workers/agricultural/seasonal-agricultural.html

Industry and Association News

Minister

on Successful 2 Billion Trees Planting Season

Launched in 2021, 2 Billion Trees (2BT) is part of the Government of Canada’s broader approach to nature-based climate solutions. It contributes to Canada’s efforts to mitigate climate change while achieving key biodiversity and conservation goals, as well as supporting human well-being.

In its first year, the program signed agreements to support planting 30 million trees. Each project was subject to a review by an independent expert panel to ensure it would help achieve the program’s objectives. Going forward, the Government of Canada is entering into longer-term agreements to secure planting over 10 years. By 2026, the program aims to plant 250–350 million trees annually, with each planting project undergoing the same expert panel review process as this year’s projects.

Minister Wilkinson announced that NRCan’s program partners succeeded in planting 97 percent of the 30 million trees planned for the 2021 planting season: approximately 29 million trees from over 150 different species were planted at over 500 sites across Canada. These projects will restore nature, enhance biodiversity, create forest ecosystems on fire-damaged land, increase carbon capture, and create parks and greenspaces in and around our cities.

Pantone Unveils 2023 Colour of the Year

Every year, Pantone releases a new Colour of the Year. 2023’s colour is Viva Magenta 18-750. The colour is described as ‘a shade rooted in nature, derived from the red family and expressive of a new signal of strength.” Viva Magenta is ‘brave and fearless, a pulsating color whose exuberance promotes a joyous and optimistic celebration, writing a new narrative’.

Read more on the meaning behind Viva Magenta and the colour psychology.

https://www.nurserymag.com/article/pantoneviva-magenta-18-750-2023-color-of-the-year/

European Pruning and Tree Planting Standards

The newest edition of EU Pruning and Tree Planting Standards has been released. There are some differences between these and ANSI Standards. To review, scan the QR code.

Wilkinson Updates Canadians

“These projects will restore nature, enhance biodiversity, create forest ecosystems on fire-damaged land, increase carbon capture, and create parks and greenspaces in and around our cities.”

Industry and Association News

Changes to the Certificate of Recognition (COR) program for 2023

There are two notable upcoming changes to the COR program, both of which will come into effect on January 1, 2023.

Full three-technique audits restored

Effective January 1, 2023, the use of audit techniques (documentation, observation and interview) as specified in each approved audit instrument must again be followed. As part of this change:

• The use of on-site data gathering will not be restricted.

• Documentation may be reviewed remotely and/or on-site.

• Interviews may be conducted remotely and/or on-site.

• Observations must be conducted.

• For three-year certification, a minimum of 12 months of health and safety system documentation is required. Employers with less than 12 months of documentation may be eligible for a one-year certificate.

The remaining temporary audit measures, which were implemented during the COVID-19 pandemic, will end on December 31, 2022.

Partnerships in Injury Reduction will continue to monitor any future situations declared as public health emergencies, and will respond should measures be implemented that would affect COR auditing.

New COR audit instruments for 2023

Starting January 1, 2023, all Certifying Partners will implement new audit instruments designed to improve the audit process and make the revisions necessitated by the current Occupational Health and Safety Act. The improvements include the following:

• The audit questions for joint health and safety committee/health and safety representative have been updated and simplified.

• The number of audit questions on violence and harassment has been reduced to align with legislation.

• For Small Employer COR holders, the audit content has been modernized and aligned with the regular COR instrument.

• The audit process for owner/operators has been simplified, and the number of audit questions has been reduced by about one-third.

Please contact your Certifying Partner for more details. Contact information for Certifying Partners is available at alberta.ca/ find-certifying-partner.aspx.

Extension of work permits to family members of TFWs

The Government of Canada announced earlier today the extension of work permits to family members of temporary foreign workers. Expanding the eligibility for work permits to family members accompanying the principal applicant to Canada will help address labour shortages by assisting employers in finding the workers they need.

Starting in January 2023, through a temporary 2-year measure, Canada will expand eligibility to work in Canada to spouses and working-age children through a phased approach for workers at all skill levels.

The temporary measure will be implemented in 3 phases to ensure its successful implementation:

• Phase 1 will enable family members of workers coming to Canada through the high-wage stream of the Temporary Foreign Worker (TFW) Program or the International Mobility Program to apply for an open work permit.

• Phase 2 aims to expand the measure to the family members of workers from the low-wage stream of the TFW Program, following consultations.

• Phase 3 will include consultation with agricultural partners and stakeholders to assess operational feasibility for expanding the measure to family members of agricultural workers.

There will be no changes to the TFW Program, these changes will only apply to spouses and working-age children of temporary foreign workers.

You are encouraged to share this communication and the News Release hyperlink throughout your respective networks, and with any colleagues or peers who may need to be aware of this information. We will provide more information as it becomes available.

“Starting in January 2023, through a temporary 2-year measure, Canada will expand eligibility to work in Canada to spouses and working-age children through a phased approach for workers at all skill levels.”

Keeping you informed

Benefit

PROVIDED BY PEOPLE CORPORATION

Changes to Employment Insurance Sickness Benefits

As of December 18, 2022, the Government of Canada will permanently extend Employment Insurance (EI) sickness benefits from 15 weeks to 26 weeks.

To protect Canadians facing illness or injury typically associated with recovery rates longer than 15 weeks, the Government of Canada is extending EI sickness benefits to 26 weeks, starting December 18, 2022. This change is expected to help approximately 169,000 Canadians per year who need more than 15 weeks to return to work after an illness, injury, or quarantine. Eighty-seven per cent of claimants return to work within a year after an illness or injury; slower returns to work typically involve cancer, cardiovascular, nervous system and musculoskeletal diseases, mental health issues, and pregnancy-related conditions.1

Employees currently receiving EI sickness benefits, or who have a date of disability prior to December 18, will be limited to only 15 weeks of sickness benefits.

What changes must you make to your plan before December 18, 2022?

While the December 18 date provides a sense of urgency, there are no

mandatory changes required to your group benefits plan coverage as a result of the update to the EI sickness benefits. Additionally, no changes to STD plan designs are required to remain compliant with eligibility for the EI Premium Reduction Program at this time. This may change in the future. However, with changes to the EI sickness benefits program, we recommend that you review your disability plan design and policy language and update any HR policies related to disability management or medical absences, as required. The experts at People Corporation are here to help, starting with the guidance below.

General guidance for managing the extension of EI sickness benefits

If your plan offers short-term disability coverage, salary continuance, or a supplemental unemployment benefit (SUB) plan with benefits coordinated with EI benefits:

• You may want to align your short- term disability (STD) benefit period to be at least as long as the new EI benefit period of 26 weeks, plus one week for the EI waiting period. This may allow your eligibility in the new Premium Reduction Program to be maintained, however, there are no details yet on what the new program may be.

If your plan offers long-term disability (LTD) benefits only:

• If your organization offers LTD benefits, but doesn’t have an STD plan, you may want to align your LTD elimination period with the 26 weeks of EI sickness benefits payments, plus one week for the EI waiting period.

If your LTD program has a waiting period of less than 27 weeks:

• In this case, remind plan members receiving EI sick benefits to submit their LTD claim to your insurer according to the timelines indicated in your benefits plan. They must also inform Service Canada of their approved LTD benefit so these benefits can be appropriately coordinated.

Recommended next steps for plan sponsors

As the Employment Insurance sickness benefits shift from 15 weeks to 26 weeks, speak to your People Corporation benefits consultant about reviewing your plan.

1 Evaluation of the Employment Insurance Sickness Benefits report

The content of this publication is provided to People Corporation plan sponsors for informational purposes only. It is not intended to be legal or tax advice. The content of this publication is based on information available at the time of publication, which is subject to change. Efforts have been made to ensure the accuracy of the information contained in this publication. However, it may contain errors or omissions or become out of date following publication. Consult your advisor or benefits consultant for more information specific to your circumstances.

Drought & Watering Trees

BY TOSO BOZIC

The direct impact of drought on trees is characterized by slowing or eliminating growth, serious health threat causing injury or death. Drought also impact trees indirectly, by increasing their susceptibility to wildfire, insect pests and disease and overall long-term decline. Severe droughts cause widespread tree mortality across landscape ( urban, acreage, farm, county, or province wide) with profound effects on the function of tree/forestry ecosystems and overall environment.

Alberta native plant communities ( grass, shrubs, and trees) are well adapted for dry summer and fall as well as for a period of prolong drought but still the effect and impact of droughts on trees are devastating and long lasting. Trees that were already stressed by some other issue, like harsh winter/winterkill, poor soils, salt, herbicides and mechanical damages or insect infestation, are likely to decline even more following a drought. Watering trees is extremely important for wellbeing and survival of your trees during drought conditions.

Watering Considerations

Water is scarce in the prairies and water requirements for trees can be substantial, particularly for large trees. Understanding how much water trees need during drought is difficult to determine. Some large trees can use nearly 200-500 gallons of water on a hot, summer day. To understand water requirements for your tree, there are several key factors to consider prior water including:

• Soil types – clay vs sandy soil, poor vs rich, compacted vs natural, age of trees - newly planted vs few years old vs mature trees

• Tree species types– water loving vs drought resistant, shallow vs deep rooted, wide vs narrow roots

• Water quality and quantity – overall availability of water

• Water delivery system – irrigation vs hand vs bags

•

•

Time of day – morning vs late in day

Cost of watering

• Mulching using arborist wood chips is best way to keep moisture in long term

Each of these considerations will determine how much watering you need provide to your trees. Based on these considerations the amount of water require for each tree will be determined.

Proper watering during the drought

Unfortunately, lots of people do not perform proper watering during the drought. There are several steps to consider:

1. Test your water for sodium before watering your trees. If it contains high levels of sodium, it will kill your trees fast and not provide chances for them to survive

2. Check moisture in soil by using a garden trowel/ knife to a depth of 4-6 inches. If you can, easily push/insert a 6-inch screwdriver into the soil, there is enough water.

3. Amount of water - still today, science does not provide an exact amount of water for each tree but there are some rules of thumbs. During drought, trees grown in sites without lawn irrigation need approximately 10 gallons ( 38 liters of water each week per inch(2.5 cm) of trunk diameter measured. For example, for a tree that is 4 inch ( 10 cm ) in diameter, it will require 40 gallons ( 152 liters) of water. Some trees can handle drought better than otherse. g. pine are more drought tolerant than poplars, elm and many others.

4. Timing – optimal time to water trees are early in the morning. Try to avoid water late at night due to potential of developing fungus. Also, it is extremely important to water trees when temperature is scorching during the day. If your trees are showing signs of water stress in the middle of the day, by all means you should water them.

5. Where/area to water – very common mistake people practice is to put water hose right next to the trunk. Fine mesh of roots that are responsible for nutrients and water absorption is the furthest away from the trunk. Trees should be watered what an arborist calls “drip line” –an imaginary line extending from the outermost branch tips straight down to the ground. Most of the roots are spread beyond the drip line and usually are equal to tree heights.

6. Water delivery mechanism – drip irrigation is best way to water trees as you can control the amount of water delivered as well as the speed of water droplets. If you don’t have drip irrigation and using hose, sprinklers, water gator bags, and buckets, it is extremely important to perform long and slow soaking at the outer edge of the drip line. Avoid any water run offs and water hitting trunk.

7. Frequency of watering –water trees once a week with slow soaking water. Avoid overwatering even during the drought as you can “ drown” your root system if you have heavy clay in your soil.

8. Mulching – add 4-6 inch arborist wood chips –See Blog for mulching techniques

Watering Trees

9. Do not forget to water trees in fall – see Blog about fall tree watering

Mulching is a must and the most important root protection that you can do. Mulching provides a very important function during the drought - protects roots from extreme heat and keeps moisture around trees. Create a donutshaped wood chip cover around your tree to keep water inside. Applying 4-6 inches (10 -15 cm) of arborist wood chips mulch will greatly reduce loss of moisture in the soil. A layer of woodchips mulch will maintain more constant soil temperatures and moisture.

Overall, supplemental watering during drought conditions and dry, and the use of wood chip mulch, will go a long way to helping trees survive, remain healthy and avoid long term negative impact of drought stress. Many trees have survived extreme droughts in the past. With a little help, trees can survive and thrive.

For more information: Toso Bozic P.Ag

ISA Certified Arborist CERT ID: PR 5356A Phone (780) 712-3699 bozict@telus.net www.yardwhispers.ca or www.attsgroup.ca

Photo source : Trees for Missoula - https://www.treesformissoula.org/watering-trees

What’s up with Gen Z?

BY JACKI HART

Ahhh yes. Generation Z. That wonderfully energetic projectfocused generation amongst every company, who are under the age of 29. A tricky bunch –if you’re an employer over the age of 45. The statistics show (gallup) that they will change jobs at least 3 times more often than their older cohorts – Gen X and Baby Boomers. So what does this mean to you? It means that you have to adjust your recruiting strategy to reflect this new reality. Because, it’s not going away any time soon. Job hopping is here to stay. For the most part.

Careers look different now than ever before. We’ve shifted from Boomers and Gen X learning a trade, graduating college and expecting to have a long career with a single employer – at the end of which we would get the customary gold watch and a pension. The ‘status quo’ was that companies

could count on a steady and long-term work force and their employees would enjoy a lifetime of predictable income and benefits.

Fast forward to 2022, and we find a career-driven generation who know their worth, who are taking advantage of the job seekers market, and who don’t accept status quo. If you want to attract, hire and retain them, you have to get with the program. The Gen Z Program and meet them where they are. They’re not going to have it any other way.

In the absence of any handy Canadian statistics on this topic, I look south of the border to the Bureau of Labor Statistics for context and research: I found that the median tenure of workers aged 55-64 is 10 years, while of the 25-34 age group –it’s 2.8 years. Short term job seekers are here to stay with this cohort looking to change employers in less that 3 years and only a quarter of them looking for a 5+ year opportunity in the same company.

Also, over a third of them expect multiple job offers every time they look to switch jobs - which they do whenever they’re looking for meaningful work where they can make

an impact, learn new skills and build on their work experience for their next gig (i.e. ‘what’s in it for me if I work for you’?). They are bold and fearless of new situations and aren’t afraid to pursue a new opportunity.

Why is this a big deal? Worth noting, Gen Z and Millennials combined make up over 40% of the current work force. And the cost of high turnover might be higher than you think: according to labor statistics by the Center for American Progress, the cost of losing an employee can range from 16% of what you pay them annually, to 213% for highly trained positions. These include costs for people on your team, who already have other work to do, to be attracting, hiring, onboarding, and training new recruits. I encourage you to stop and think about that for a moment… If up to 40% of your team are either leaving or new every three years on average – this cost is having a huge, and possibly uncalculated negative impact on your bottom line – not to mention team morale and customer confidence.

So now what?

I think that the best way forward is to develop a recruitment team who

are focused on developing candidate pipelines and focus on trendy strategies for employee retention. The key is to be building long-term strategies that not only respond to job hoppers, but that stay one step ahead of them.

How can you do this? Here are a few tips to help you attract the right candidates, build a strong hiring brand, and be the winning employer when candidates have multiple offers

Create a ‘candidate relationship’ strategy, to continually foster relationships with candidates throughout their career journey, even if they don’t accept your offer – the first time. There are software products out there to help you manage ongoing relationships with candidates. Keep the door open, even if they don’t accept your offer. They might be back if things don’t work out, or if they decide to give you another try.

Promote how candidates will making an impact and enjoy meaningful work. We know that Millennials and Gen Z both prioritize salary and work-life balance as the most important factors when considering a new job. One big difference though is that Gen Z places increased value on job duties or projects where Millennials look for career growth opportunities. Job ads could include specific timelines and plans with actionable first steps a candidate could take once hired.

Slow down to go faster. Taking less time to hire is the end goal, after retention. Reduce costs of attracting recruiting and onboarding by creating a ‘rinse and repeat’ process. Make sure that you ‘bake in’ questions that identify potential bad hires early on in the process. There’s a high cost

associated with constantly returning to the drawing board on hiring. There are even higher costs of being short staffed/ limited in fulfilling your client service obligations.

While I realize that even the best hiring questions can’t prevent you losing a great worker who prematurely heads for the exit , I believe that you can proactively minimize the risk of an unexpectedly open critical position.

So, as you head into the next season, ask yourself, ‘What can we do to best ensure our business isn’t caught flat-footed when it’s time to find a quality replacement or make an addition to our growing team’? ‘What can we ‘rinse and repeat’ in our recruiting process?’

Thank you for reading! Until next time.

What’s up with Gen Z?

“While I realize that even the best hiring questions can’t prevent you losing a great worker who prematurely heads for the exit , I believe that you can proactively minimize the risk of an unexpectedly open critical position.”