Page 12 - GBC English summer 2022

“How do you promote diversity, equity and inclusion (DEI) in your workforce and hiring process? Great pay and career opportunities won’t mean much to a skilled professional if that person doesn’t feel accepted and that they belong.”
adequate salaries, specifically women and Generation Z’ers. So how much should you be paying your key staff members? How do you know? Well, the NGCOA Canada is here to help. If you aren’t already, you should be referencing our most recent Compensation & Benefits Report to guide you through this process to be sure that you are offering a competitive wage.
3. Provide A Great Workplace Culture!
If you want to recruit and retain the best employees in a tough labour market, then you need to stand out from your competition. Create and embrace an organizational culture that current employees are proud to talk about and that other facilities want to emulate. Capture this on video and utilize your current technology to promote your facility to prospective employees.
However, if you aren’t absolutely sure of your corporate culture, now is the time to pull your management team together to assess your workplace culture and identify opportunities for improvement. For instance:
•What kind of messages about
work-life balance does your company send? Aside from the flexible work option previously discussed, do you have any perks that show your commitment to your employees’ well being?
• How do you help your employees advance their careers?
• How do you promote diversity, equity and inclusion (DEI) in your workforce and hiring process? Great pay and career opportunities won’t mean much to a skilled professional if that person doesn’t feel accepted
and that they belong.
4. Improve Your Hiring Process!
If you haven’t already, be sure that you are actively utilizing some form of online recruitment process to increase the potential application base and to be in step with the majority of your future employees. In addition to having your golf course job postings up on your website and your multiple social media feeds, be sure to have them posted on key online hiring websites (for instance Indeed Canada, LinkedIn, ZipRecruiter, HospitalityOnline, Workopolis, HospitalityJobs, Monster, etc.) as well as linked at any of your local schools (college/university/high schools).
Have you checked out your company’s profile on some of these hiring websites? Did you know that even exists? If not, you need to see what your former employees are saying about your organization online today. No sense in placing your job postings there, when on the next page you have negative reviews for all to read.
Start by building a strong employer brand by claiming your Indeed Canada company page. Through featured employee reviews, work happiness ratings, priority roles and company updates, your company page can help you compete for the talent you want. To strengthen the current online message, have your management and star employees take time today to post a positive review. Most potential employees are already checking this out, in fact, Indeed reports that job seekers that visit your company page are, on average, 2.5x more likely to apply! So, make sure that an accurate portrayal of your organization has been posted recently, not just a couple negative reviews from jaded former employees.
But, it doesn’t have to stop there. Use the technology that is available to you. Perhaps you want to have your applicants submit short video resumes instead of traditional paper resumes (see Canadian Idea on pg 44), or to make the interview process more time efficient – host multiple group interviews online for 1st interviews to see how candidates interact with each other. Make use of your technology to save you time and money while trying to find the best fit for your facility.
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Golf Business Canada