The ability to fill key positions promptly can have a significant impact on a company’s performance and sustainability. However, in a labour shortage context, it becomes increasingly difficult for businesses to recruit qualified personnel. The inability to recruit staff, or, even worse, poor recruitment choices, can incur costs that run to tens of thousands of dollars. In such cases, it’s worthwhile to seek external help.
Guimond Lavallée’s approach to hiring is different from that of traditional hiring agencies in that we can support our clients through all stages of the hiring process. Not only will we find a rare gem, but we’ll also assist clients in conducting interviews, selecting candidates and negotiating working conditions.
We offer a turnkey service that helps you find the right candidate quickly!
The Pay Equity Act aims to correct the wage gap caused by the systemic sexual discrimination affecting predominantly female job classes in businesses. To this end, any employer with 10 or more employees must complete a pay equity exercise within the time prescribed by the Act. This approach consists in assessing jobs using a methodology that recognizes both the characteristics of women’s work and those of men’s work.
Companies that fail to comply with their pay equity obligations may be fined between $1,000 and $45,000, in addition to having to pay retroactive benefits to the employees concerned (even previous employees) bearing interest at a rate of 5% to 8%.
A poorly conducted pay equity process can have significant financial consequences for your business. Let us help you!
For more details or to conduct a Pay Equity exercise, you may contact Jonathan Guimond at the following email address: email@example.com or by phone at 450 466-1313.
Establishing a consistent and equitable compensation structure within a business helps retain employees that perform well and attract talented candidates. A sound compensation structure must be in line with the reference market, especially in a labour scarcity context. Such a structure should also be in keeping with a company’s strategic objectives.
No “best practices” exist when it comes to setting up a compensation structure; each company evolves in its own context. We can help you establish the most appropriate compensation structure for your business and find the right balance between direct and variable compensation.
Whatever a company’s strategic objectives may be, attaining them rests in the hands of its employees. Handling a company’s performance management shouldn’t be left to chance.
The Guimond Lavallée | Human Capital approach is to develop a performance management system that’s not only tailored to the needs of senior executives but also aims to help employees progress thanks to targeted performance feedback and skill development. Our priority is to help you make the most of your human capital. Let us help you!