The winners are chosen based on the same criteria as the national competition, including compensation and benefits, work and social atmosphere, the quality of the physical workplace, training and upward mobility.

Kristina Leung, managing editor at Canada's Top 100 Employers, points out that the post-pandemic jobs market is characterized by "revolutionary speeds of change" and that unprecedented demand, the ongoing labour shortages and other factors "mean that much more skill is required in managing the workforce."

Changing workplace demands

Eryc Kernisan, talent acquisition manager at Samsung Ads Canada, says recruiting new talent requires a commitment to care and nurturing. His team works hard to make this clear as early as the interview stage. "We try to adapt our needs to theirs, and that makes an impression during the process," he says.

From there, the hard work continues. Kernisan cites maintaining operational openness —which breaks down hierarchal barriers and helps give recruits a sense of ownership — as a priority, along with supporting employees' mental health.

"We try to engage their life outside of work. Elements of this include a hybrid work model, which we augment with lunches and financial aid for commuting and parking for the days they come to the office," he shares.

"These initiatives have resulted in enhanced productivity and engagement as well as low turnover, so our goal in 2023 is to build on this culture."

Online recruiting accelerates the process

Concordia University goes the extra mile in recruitment by going online. "We have used our new employee recruitment platform within our integrated Human Resources management system, as well as our online Concordia digital presence, to better position our overall value offering," says Anna Michetti, the university's executive director of employment and organizational effectiveness.

With the launch of their recruitment platform, the university has been able to reduce the 'time to market' and their time to hire, which can critically affect employee satisfaction and effectiveness.

Like at Samsung Ads Canada, Concordia recognizes the need for flexibility as one way to nurture its talent pool. "This includes offering flexible work arrangements where possible, exchange networks, ongoing information sessions and ongoing opportunities for training and professional development," Michetti says.

Good wages aren't always enough

As for upcoming strategies, Michetti says, "We are currently working with our community to define Future Concordia, including the Future of Work." This project takes recommendations from working groups to help deliver "outstanding administrative and operational services in a post-pandemic environment."

This is accompanied by what Michetti describes as a larger trend of "Employees re-evaluating many of their personal and professional values, with work/life balance being a top priority among all generational groups."

Leung says that while flexibility is a must for any type of employer, it should be part of a greater package of benefits: "Montréal is a true mosaic of industries, and fortunately companies of all kinds realize that a wide variety of strategies are necessary to attract and retain the best talent."

As the work world continues to move further away from the dark days of the pandemic, the ingredients that have always enabled employers to stand out from the crowd are more important than ever. Good wages are one thing, but initiatives that make jobs meaningful and workplaces desirable are what really drives recruitment — and inspires loyalty.

— Robin Brunet

From the official magazine announcing Montréal's Top Employers (2023), co-published with the Montreal Gazette on February 28, 2023. All rights reserved.